The Determinants of Flexibility and Innovation in the Government Workplace: Recent Evidence from Canada

Lonti, Zsuzsanna

doi:10.1093/jpart/mug025

Cited by 17 publications

(33 citation statements)

References 18 publications

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“…Such an approach ignores powerful institutional forces that may operate to undermine the intent of even the most progressive WLB policies. These systemic factors include work overload — poor work design or heavy workloads, a culture of long hours, adverse career consequences and gendered role stereotypes (Bailyn and Fletcher, 2002; Hudson, 2005; Lonti and Verma, 2003; McDonald et al ., 2005; Overington, 2006). The WLB discourse often obscures structural and relational levels of analysis, thereby leaving unchallenged the substantial barriers to long‐term sustainable WLB (Caproni, 2004; Lewis et al ., 2007; Smithson and Stokoe, 2005).…”

Section: Wlb and The Role Of Managementmentioning

confidence: 99%

Work–life Balance: Is it Now a Problem for Management?

Todd

Binns

2011

Gender Work & Organization

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In Western Australia (WA) there is substantial interest by public sector management in work–life balance (WLB) as a strategy to address labour supply problems. This article considers whether the positioning of WLB as a problem for management provides the opportunity for change resulting in an improved quality of working life in the public sector. We report on the implementation of WLB policies in four WA public sector agencies and conclude that managers are ‘managing’ WLB in a limited way, and largely in an individualized manner, at a level that does not disrupt the usual way of organizing work and employment. For many managers, employees' requests to access WLB policies are perceived as being in conflict with operational goals. The findings highlight the inadequacy of much of the WLB discourse that obscures the tension between, on the one hand, the imperative for managers to implement WLB more effectively and, on the other, organizational practices and the broader social, political and economic context in which management and the organization are located.

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Section: Wlb and The Role Of Managementmentioning

confidence: 99%

Work–life Balance: Is it Now a Problem for Management?

Todd

Binns

2011

Gender Work & Organization

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“…Certain organizations are more likely than others to adopt policies and programs designed to provide employees with flexible work options. Previous studies (e.g., Lonti and Verma ; Matz‐Costa and Pitt‐Catsouphes ; Pitt‐Catsouphes, Sano, and Matz‐Costa ) have pointed to a number of factors underlying the decision of organizations to provide these options to their employees, including characteristics of managers and top decision makers such as age, workforce characteristics such as the percentage of employees in professional occupations, and organizational characteristics such as the number of employees. It would be misleading to assume, however, that instituting favorable organizational policies (e.g., a phased retirement program) necessarily means that workers utilize those options (e.g., by phasing into retirement).…”

mentioning

confidence: 99%

Access to and Utilization of Flexible Work Options

McNamara

Pitt‐Catsouphes

Brown

et al. 2012

Industrial Relations

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Many workers do not utilize the flexible work options to which they have access nor do they necessarily have access to all options officially provided by their organizations. This study sheds light on these gaps using probit models with sample selection to predict access to and utilization of fourteen flexible options. The findings highlight the roles of supervisor support, occupation, and work‐life culture. The influence of each of these factors on access and utilization differs.

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“…Or, nos résultats rapportent qu'une grande majorité des répondants profitent d'une telle autonomie, qu'ils travaillent au sein d'équipes et qu'il existe de la polyvalence dans les tâches qu'ils accomplissent. Nos résultats de recherche sont conformes aux résultats obtenus par Lonti et Verma () et Morgeson et Humphrey (). Ainsi nos propres résultats, obtenus auprès de six ministères ou organismes gouvernementaux, suggèrent que l'administration publique – québécoise et canadienne (fédérale) – déploie des pratiques innovantes qui se situent dans la moyenne des pratiques adoptées dans d'autres milieux.…”

Section: Discussion Des Résultatsunclassified

“…En bref, plus il y a d'autonomie dans la gestion des unités de travail, plus les méthodes de travail sont flexibles (Lonti et Verma ). L'autonomie des employés est un facteur de satisfaction non négligeable (Paquet et Gosselin ; Haar et Spell ).…”

Section: La Problématique Des Innovations Du Travailunclassified

Les pratiques de fonctionnaires canadiens et québécois au chapitre des innovations du travail

Harrisson¹,

Maltais

Rinfret³

2013

Can Public Adm

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Sommaire Cette recherche porte sur l'évolution et la transformation de l'organisation du travail et des relations du travail dans la fonction publique québécoise et canadienne. Nous cherchons à connaître la nature des innovations et le niveau de participation des employés dans le processus d'innovation. Une enquête par questionnaire a été effectuée auprès de 2 308 fonctionnaires de six ministères et organismes de la fonction publique québécoise et canadienne. Les résultats montrent que l'autonomie des employés, leur participation et le partage des responsabilités au regard du développement d'innovations, indiquent une transformation importante du milieu de travail. La vigueur de ces innovations est variable en fonction des ministères et organismes où elles sont implantées. Par ailleurs, nos résultats ne nous permettent pas d'analyser le niveau de transformation de la structure organisationnelle découlant des innovations du travail. Enfin, nous montrons que les employés et les gestionnaires sont des acteurs de premier plan dans le processus d'innovation.

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The Determinants of Flexibility and Innovation in the Government Workplace: Recent Evidence from Canada

Cited by 17 publications

References 18 publications

Work–life Balance: Is it Now a Problem for Management?

Work–life Balance: Is it Now a Problem for Management?

Access to and Utilization of Flexible Work Options

Les pratiques de fonctionnaires canadiens et québécois au chapitre des innovations du travail

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