2013
DOI: 10.1016/j.wsif.2012.02.011
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The European Union Working Time Directive: Securing minimum standards, with gendered consequences

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Cited by 9 publications
(8 citation statements)
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“…As line managers are increasingly seen as the 'guardians' of human resources (Ehnert, 2009), such employees are increasingly more responsible for implementing sustainable HRM policy (J€ arlstr€ om et al, 2018;Kramar, 2014). In this instance, sustainable HRM concerns making workplaces inclusive through work-life balance initiatives (Hirsch, 2009), flexible working practices (Atkinson and Sandiford, 2016), regulating working time to promote gender equality (Zbyszewska, 2013) and referral of employees, where necessary, to occupational health (OH) services (Koolhaas et al, 2011). Sustainable HRM is defined principally in terms of practices allowing employees to balance wider commitments through flexible working arrangements (FWAs), based on varying where and when employees work (Atkinson and Sandiford, 2016).…”
Section: Defining Sustainable Hrmmentioning
confidence: 99%
See 1 more Smart Citation
“…As line managers are increasingly seen as the 'guardians' of human resources (Ehnert, 2009), such employees are increasingly more responsible for implementing sustainable HRM policy (J€ arlstr€ om et al, 2018;Kramar, 2014). In this instance, sustainable HRM concerns making workplaces inclusive through work-life balance initiatives (Hirsch, 2009), flexible working practices (Atkinson and Sandiford, 2016), regulating working time to promote gender equality (Zbyszewska, 2013) and referral of employees, where necessary, to occupational health (OH) services (Koolhaas et al, 2011). Sustainable HRM is defined principally in terms of practices allowing employees to balance wider commitments through flexible working arrangements (FWAs), based on varying where and when employees work (Atkinson and Sandiford, 2016).…”
Section: Defining Sustainable Hrmmentioning
confidence: 99%
“…However, a further aim is to better understand employees' lives so that FWAs deliver for both employers and employees (Blake-Beard et al, 2010). Sustainability is defined in terms of attempts to understand how working time is often gendered, resulting in women, more than men, disengaged by long or inflexible working arrangements (Zbyszewska, 2013). According to Bichard (2008), sustainable HRM practices are, in effect, incorporating corporate social responsibility into everyday HRM practice related to, for instance, training, performance review, recruitment, selection and job design.…”
Section: Defining Sustainable Hrmmentioning
confidence: 99%
“…This in itself does not signify convergence towards greater economic security as non-standard forms of work are more prevalent among women, who are more likely than men to be in temporary employment, as well as work on the basis of ‘zero hours’ contracts – 55 per cent of ‘zero hours’ workers in the UK are women (EC, 2017d). Relatedly, the bifurcated employment model (Mutari and Figart, 2001; Zbyszewska, 2013) remains strong whereby only 8.2 per cent of employed men but 31.4 per cent of employed women work part-time (Eurostat, 2017a), effectively widening the gender employment gap to 18 percentage points in full time equivalents (EC, 2017d). Inequalities are complex and vary for different groups of women, for example 46.4 per cent of third-country migrant women, 45.7 per cent of women with disabilities, and 16 per cent of Roma women are employed (EC, 2017d) raising questions about multiple disadvantages and the relationship between non-employment and social security entitlements.…”
Section: Inequalities In Contemporary Eu: Far From Prosperity and Jusmentioning
confidence: 99%
“…While ‘a key objective of working time policy is its potential to redistribute work in favour of women's time frames’ (Pillinger, 2000: 332), regulation of working time was never concerned with the promotion of gender equality (Lehndorff et al ., 2007). ‘On the contrary, managing and regulating working time has been a decisive factor in reproducing gendered forms of work organization’ (Zbyszewska, 2013: 31).…”
Section: Working Time In Maltamentioning
confidence: 99%