The effect of self-scheduling on organizational justice and work attitudes through leader-member exchange: A cross-sectional study using propensity scores

Wynendaele, Herlinde; Gemmel, Paul; Peeters, Ellen; Myny, Dries; Trybou, Jeroen

doi:10.1016/j.ijnurstu.2021.104032

Cited by 13 publications

(15 citation statements)

References 61 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Worktime control and self-scheduling of shifts have been suggested to improve wellbeing [12] and have also other beneficial health effects [13]. In a recent cross-sectional study adjusted for the propensity score, self-scheduling of work shifts among nurses was associated with better organisational justice and work attitude [14]. In prospective observational cohort studies, poor worktime control has been associated with increased risk of psychological distress [15,16] and depressive symptoms [17,18].…”

Section: Introductionmentioning

confidence: 99%

The Effect of Using Participatory Working Time Scheduling Software on Employee Well-Being and Workability: A Cohort Study Analysed as a Pseudo-Experiment

et al. 2021

View full text Add to dashboard Cite

Shift workers are at increased risk of health problems. Effective preventive measures are needed to reduce the unfavourable effects of shift work. In this study we explored whether use of digital participatory working time scheduling software improves employee well-being and perceived workability by analysing an observational cohort study as a pseudo-experiment. Participants of the Finnish Public Sector cohort study with payroll records available between 2015 and 2019 were included (N = 2427). After estimating the propensity score of using the participatory working time scheduling software on the baseline characteristics using multilevel mixed-effects logistic regression and assigning inverse probability of treatment weights for each participant, we used generalised linear model to estimate the effect of using the participatory working time scheduling software on employees’ control over scheduling of shifts, perceived workability, self-rated health, work-life conflict, psychological distress and short sleep (≤6 h). During a 2-year follow-up, using the participatory working time scheduling software reduced the risk of employees’ low control over scheduling of shifts (risk ratio [RR] 0.34; 95% CI 0.25–0.46), short sleep (RR 0.70; 95% CI 0.52–0.95) and poor workability (RR 0.74; 95% CI 0.55–0.99). The use of the software was not associated with changes in psychological distress, self-rated health and work-life conflict. In this observational study, we analysed as a pseudo-experiment, the use of participatory working time scheduling software was associated with increased employees’ perceived control over scheduling of shifts and improved sleep and self-rated workability.

show abstract

Section: Introductionmentioning

confidence: 99%

The Effect of Using Participatory Working Time Scheduling Software on Employee Well-Being and Workability: A Cohort Study Analysed as a Pseudo-Experiment

et al. 2021

View full text Add to dashboard Cite

show abstract

“…In addition, misuse of the system for personal gain is reported through violations of the scheduling rules and regulations (procedural injustice). Previous research already found significant negative effects of self‐scheduling on procedural justice, which corresponds to a decrease in the perceived fairness of the process when making decisions (Wynendaele et al, 2021). These negative results can be partially explained by this case study, however, future research still needs to elaborate on this.…”

Section: Discussionmentioning

confidence: 95%

“…However, in Group B, the latter does not seem to be the general way of working, which indicates that inserting self‐rostering solely into the existing structural processes of the NH gives no guarantee that the vision behind this method will be embedded into the organizational design of the NH. Managers and employees need a specific mindset to deal with this monthly self‐scheduling process (Wynendaele et al, 2021). This indicates that, for self‐scheduling to be effective, a shift in the underlying organizational culture is also needed.…”

Section: Discussionmentioning

confidence: 99%

An organizational design perspective on the monthly self‐scheduling process in nursing homes: A multiple case study

Wynendaele

Gemmel

Peeters

et al. 2023

Journal of Advanced Nursing

Self Cite

View full text Add to dashboard Cite

Aims To describe the monthly self‐scheduling process in nursing homes (NH), to determine how specific organizational design characteristics (including interpersonal relationships and leadership style) influence this process, and to examine the effect on individual, team, and organization‐related outcomes. Design A multiple case study using an organizational design perspective as the overarching theoretical and explanatory framework. Methods Data collection was performed in four Belgian NH during Spring 2019 using semi‐structured interviews (n = 39), documents, and observations. Open, axial, and selective coding was used for the data reduction process, and a within‐case and cross‐case analysis was performed. The COREQ checklist was used for reporting the findings. Results One group (two NH) used self‐scheduling because it corresponds with their decentralized organizational design. Together with a motivating head nurse and additional resources during the core phase of the process, this led to positive outcomes. In contrast, another group used self‐scheduling under the assumption that it would solve the mismatch between their organizational design and other organizational problems, which resulted in less positive work attitudes. Conclusion Self‐scheduling should match the organizational structure and culture. Additional resources and an adaptive leadership style can help mobilize and support employees. Future research may use quantitative methods to confirm positive outcomes. Impact This study contributes to the rare literature on self‐scheduling in NHs by focusing on the monthly self‐scheduling process and by including an organizational design perspective. NH management can become informed of different self‐scheduling methodologies and the impact of specific organizational characteristics on this process. Head nurses can become aware that they need to adapt their leadership style to obtain improved outcomes. Patient or Public Contribution Three members of the study team met with several caregivers during field visits to conduct interviews and to observe the monthly self‐scheduling process.

show abstract

“…Self-rostering may harm work relationships between shift workers and their superiors as a result of changed responsibilities. The increase in decisionmaking autonomy of shift workers and the modified leadership authority of superiors may harm cooperation and communication at the workplace (Wynendaele et al, 2021). Job requirements are more realistic and the social climate at the workplace is improving, especially if the implementation of self-rostering does not mean any radical changes in the organization of shift workers' work-life balance (Hansen et al, 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

A study on employee experience with shift work

Skýpalová¹,

Šikýř²,

Urban³

2022

Economics &Amp; Sociology

View full text Add to dashboard Cite

Shift work has become necessary for many industries operating 24 hours a day, 7 days a week, affecting individual workers and their overall well-being. Based on a survey of 1049 shift workers of various industries, ages, and genders from all fourteen regions of the Czech Republic, the paper analyzes their experience with different shift work rosters to determine individually perceived advantages and disadvantages of shift work and discuss perspective ways of improving shift workers' well-being. The findings confirm the importance of effective and efficient shift work planning and organizing to achieve demanded work productivity, desired work-life balance and overall well-being of shift workers. The analysis confirmed a hypothesis that the preference for work shifts depends on the age of shift workers. Individually perceived negative impacts of shift work included physical fatigue, sleep disorders, or depression. These could be limited by more flexible shift work scheduling to harmonize work shifts with personal matters whenever possible and thus support shift workers' work-life balance and well-being.

show abstract

The effect of self-scheduling on organizational justice and work attitudes through leader-member exchange: A cross-sectional study using propensity scores

Cited by 13 publications

References 61 publications

The Effect of Using Participatory Working Time Scheduling Software on Employee Well-Being and Workability: A Cohort Study Analysed as a Pseudo-Experiment

The Effect of Using Participatory Working Time Scheduling Software on Employee Well-Being and Workability: A Cohort Study Analysed as a Pseudo-Experiment

An organizational design perspective on the monthly self‐scheduling process in nursing homes: A multiple case study

A study on employee experience with shift work

Contact Info

Product

Resources

About