Working time flexibility components and working time regimes in Europe: using company-level data across 21 countries

Chung, Heejung; Tijdens, Kea

doi:10.1080/09585192.2012.712544

Cited by 87 publications

(89 citation statements)

References 27 publications

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“…The strain of working caregivers may be lower than in other countries because a wide range of supports are available to and affordable for overwhelmed caregivers; the most care-intensive recipients are usually taken care of by the state; and due to more worker-friendly conditions (Chung and Tijdens 2013;Gallie 2003). The results should nonetheless be of interest to researchers and decision makers in this field because they may shed light on the moderating role of different welfare and long-term care regimes on the psychological effects of caregiving.…”

Section: Discussionmentioning

confidence: 99%

“…Personal care attention (e.g., help with dressing, bathing, and eating) are usually the responsibility of the public services in Norway. In addition, employee rights are more generous in Norway than in most other countries (Chung and Tijdens 2013), which may make it less burdensome to combine work and care. Even though there are no special arrangements to facilitate workers in their caring for a frail partner or parent, employee rights and arrangements that apply to all employees can make it easier to manage such a squeeze (Gautun and Hagen 2010).…”

Section: Introductionmentioning

confidence: 99%

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Feeling the squeeze? The effects of combining work and informal caregiving on psychological well-being

Hansen¹,

Slagsvold²

2014

Eur J Ageing

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Does employment provide respite or add stress to caregivers? As a result of population aging and increasing female employment rates, growing numbers are facing the competing demands of paid work and caregiving. This study explores the effect of providing regular personal care by employment status on six dimensions of psychological well-being. We concentrate on partner and parent care recipients and differentiate between in-household and out-of-household caregiving. We use cross-sectional data from the Norwegian Life Course, Ageing and Generation study (n = 11,047, age 25-64). Results indicate that out-of-household caregiving has no significant relationship with men or women's well-being, irrespective of employment status. In-household caregiving, however, relates to lower psychological well-being, but only among women who do not work full-time. The advantages of fulltime employment to caregivers may be due to greater opportunity to achieve the full benefits that this role has to offer. There is little to suggest that combining work and caregiving harms well-being. In fact, a ''double burden'' seems to be experienced by women who combine extensive caregiving with limited employment.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Feeling the squeeze? The effects of combining work and informal caregiving on psychological well-being

Hansen¹,

Slagsvold²

2014

Eur J Ageing

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“…There are also large differences in the institutional contexts and employment regimes in Europe (Esping-Andersen, 1990;Hall and Soskice, 2001), more specifically in relation to family policy configurations (Korpi et al, 2013). The variance also exist in relation to working time regimes, i.e., the extent to which countries differ in the working hours patterns observed for men and women across different life stages (Anxo et al, 2007), in their use of employer vs employee-oriented working time flexibility (Chung and Tijdens, 2013), the flexibility in the number of hours worked as well as the gender discrepancy (Figart and Mutari, 2000). Furthermore, there are differences across countries in the extent to which working time and work-life balance arrangements are discussed in collective agreements (Eurofound, 2017).…”

Section: Variance Across Countriesmentioning

confidence: 99%

‘Women’s work penalty’ in access to flexible working arrangements across Europe

Chung

2018

European Journal of Industrial Relations

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Do women and workers in female dominated workplaces have better access to flexible working arrangements? Given women's roles in caregiving and due to the 'flexibility stigma' that may come with the use of flexible working arrangements, women and workers in femaledominated workplaces are expected to have greater access. However, flexible working arrangements are also used for performance enhancing purposes, hence, following the gendered rewards/organisation literature, men and workers in male-dominated workplaces may actually have greater access. I examine workers' access to schedule control across 27European countries using the European Working Conditions Survey of 2010 to examine this question. I find that there are no discernible differences between men and women in their access to schedule control when individual and company level characteristics are taken into account. Men are less likely to have access to schedule control in male-dominated sectors/jobs, but for both men and women, especially for the latter, female-dominated jobs/sectors provided the least access. This 'women's work penalty' found in female dominated sectors varies across European countries to a certain degree but in no country was the access better compared to sectors where both genders are equally represented. This raises concerns regarding the provision of good working conditions in disadvantaged workplaces, as well as the prevalence in gender gap in favourable working conditions in addition what is found for pay.

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“…Study of Chung & Tijdens (2013) classified twenty one European country according to its use of flexible working-time arrangements in three groups: The first group is South Europe with Hungary and Slovenia where employees and organizations do not use flexible working-time arrangements. The second group consists of Northern Europe with Greece and Poland; where employees and organizations are intensively using flexible working-time arrangements.…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

Influence of Flexible Working-Time Arrangements on Faculty Satisfaction and Human Resource Retention at Amman Arab University in Jordan

Al-Kasasbeh

2016

ijhrs

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This study aims at measuring the influence of flexible working-time arrangements on faculty satisfaction and human resource retention. A questionnaire was developed to collect data from all full-time faculty at Amman Arab University in Jordan which consists of 113 faculty members. 83 valid questionnaires were analyzed which encompass (73.5%) from all full-time faculty.The most findings of the study are:-Faculty perceptions about components of flexible working-time arrangements in Amman Arab University are high, except the paragraphs relating to uploading of courses materials on e-learning system from home, and interacting with students on the e-learning system from home, which the relative importance of each is moderate.-Faculty perceptions about their satisfaction components in Amman Arab University are high, except the paragraphs relating to satisfaction with the system of incentives, compensation, promotion, and the opportunities of participation in decision-making which the relative importance of each is moderate.-Faculty perceptions about human resource retention components in Amman Arab University are high, except the paragraphs relating to University attention to job security, salaries relative to competitive universities, additional benefits, and career planning which the relative importance of each is moderate.-There is a statistical influence of flexible working hours on faculty satisfaction and human resource retention. ISSN 2162-3058 2016 -There is no statistical influence of compressed week and telecommuting on faculty satisfaction and human resource retention International Journal of Human Resource StudiesBased on the findings of the study, a set of recommendations was proposed to enhance faculty satisfaction and human resource retention in Amman Arab University.

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Working time flexibility components and working time regimes in Europe: using company-level data across 21 countries

Cited by 87 publications

References 27 publications

Feeling the squeeze? The effects of combining work and informal caregiving on psychological well-being

Feeling the squeeze? The effects of combining work and informal caregiving on psychological well-being

‘Women’s work penalty’ in access to flexible working arrangements across Europe

Influence of Flexible Working-Time Arrangements on Faculty Satisfaction and Human Resource Retention at Amman Arab University in Jordan

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