The Diffusion of Flexibility: Estimating the Incidence of Low-Regulated Working Conditions

Allvin, Michael; Mellner, Christin; Movitz, Fredrik; Aronsson, Gunnar

doi:10.19154/njwls.v3i3.3013

Cited by 51 publications

(63 citation statements)

References 72 publications

(30 reference statements)

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“…The opposite is, however, also possible. Even if individuals have a better chance to voice their personal preferences in choosing working time, it can also mean that hidden principles in the organization govern employee behavior (Allvin et al, 2013;Grönlund, 2004).…”

Section: Discussionmentioning

confidence: 99%

“…To a greater extent, part-time employees' work schedules can include weekends and evenings, which gives the employer flexibility. Unscheduled working hours fit into the new flexible working life as formulated by Allvin et al (2013) and Hanson (2004), that is, in terms of deregulation. Full-time positions are created through unscheduled working hours, which mean that the organization of the care provision in some respects requires deregulation.…”

Section: Full-time Employment In Elderly Care Through Unscheduled Wormentioning

confidence: 99%

See 1 more Smart Citation

Managing Organized Insecurity: The Consequences for Care Workers of Deregulated Working Conditions in Elderly Care

Ede

Rantakeisu

2015

NJWLS

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Section: Discussionmentioning

confidence: 99%

Section: Full-time Employment In Elderly Care Through Unscheduled Wormentioning

confidence: 99%

Managing Organized Insecurity: The Consequences for Care Workers of Deregulated Working Conditions in Elderly Care

Ede

Rantakeisu

2015

NJWLS

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“…This is one of the several ways in which flexibility has increased in the labor market in Sweden (Allvin et al, 2013). Changes have been introduced in the otherwise regulatory conditions of work, specifically in terms of time and place for work, as well as performance and requirements of project work and collaboration in a professional network (ibid.).…”

Section: Introductionmentioning

confidence: 99%

Appropriation of an Activity-based Flexible Office in daily work

Babapour

Karlsson

Osvalder

2018

NJWLS

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In recent years, there has been growing interest in collaborative consumption of office environments and thereby implementation of Activity-based Flexible Offices (A-FOs). Relocating to an A-FO introduces a desk-sharing policy as well as a multitude of new workspaces with different speech policies into the employee's work context. This paper describes how employees appropriate desk-sharing and speech policies in an A-FO. The data were collected over a period of 6 months in a case organization by means of 18 shadowing sessions. The different ways in which employees appropriated the A-FO solution were (i) adopting, experimenting with, or rejecting the desk-sharing policy, and (ii) modes of interaction

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“…It has even been argued that stable jobs are becoming the exception rather than the rule (Allvin, Mellner, Movitz, & Aronsson, 2013). With organisations being forced to adapt to globalisation, restructuring has become inevitable (Rosa, 2013), often leading to job insecurity and decreased well-being among employees (de Jong et al, 2016).…”

Section: Introductionmentioning

confidence: 99%

Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring

2017

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Although downsizing and reorganisation are recognised as serious threats to the psychological well-being of employees, intervention strategies for addressing these events are limited. This study evaluated the effects of a participatory organisational-level intervention in which employees and managers chose to address the psychosocial consequences, specifically job insecurity, of restructuring. The intervention was conducted among postal service letter carriers in Denmark and was evaluated based on quantitative and qualitative data. Using interviews (N = 24) and observations, the programme theory of the intervention and to what extent the intervention had been implemented were assessed. Using survey data (N = 238), repeated measures ANOVAs were conducted to test for differences in the development of job insecurity between the intervention group and a comparison group. The results indicate that the intervention group had a significantly smaller increase in one dimension of job insecurity as compared to the comparison group. Therefore, we conclude that employees' experiencing of job insecurity, which typically follows in the wake of restructuring, can be addressed by planned efforts at the workplace level. ARTICLE HISTORY

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The Diffusion of Flexibility: Estimating the Incidence of Low-Regulated Working Conditions

Abstract: The purpose of this study is to determine the actual occurrences of flexible working conditions and to demonstrate an instrument for their assessment. Flexibility is discussed as a concept and defined in terms of deregulation of work, and a corresponding increase in self-

Cited by 51 publications

References 72 publications

Managing Organized Insecurity: The Consequences for Care Workers of Deregulated Working Conditions in Elderly Care

Managing Organized Insecurity: The Consequences for Care Workers of Deregulated Working Conditions in Elderly Care

Appropriation of an Activity-based Flexible Office in daily work

Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring

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