The Lived Experience of Work and City Rhythmslooks at the working environment, with a focus on the geographical workplace, how this affects the experience of our working lives, and raises key ...questions, such as: does where we work affect our experience of work? What is the relationship between place and work?.
This study explores the influence of workplace flexibility on work-life conflict for a global sample of workers from four groups of countries. Data are from the 2007 International Business Machines ...Global Work and Life Issues Survey administered in 75 countries (
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= 24,436). We specifically examine flexibility in where (work-at-home) and when (perceived schedule flexibility) workers engage in work-related tasks. Multivariate results indicate that work-at-home and perceived schedule flexibility are generally related to less work-life conflict. Break point analyses of sub-groups reveal that employees with workplace flexibility are able to work longer hours (often equivalent to one or two 8-hr days more per week) before reporting work-life conflict. The benefit of work-at-home is increased when combined with schedule flexibility. These findings were generally consistent across all four groups of countries, supporting the case that workplace flexibility is beneficial both to individuals (in the form of reduced work-life conflict) and to businesses (in the form of capacity for longer work hours). However, work-at-home appears less beneficial in countries with collectivist cultures.
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This Special Issue reprint consists of 10 research articles published in “Challenges in Work and Employment during the COVID-19 Pandemic. The authors, originating from six countries, have studied ...different professional and occupational groups during the pandemic. Their topics range from theoretical analysis of remote work to the experiences of self-leadership, and from new types of job demands to new support needs required to experience relatedness in the pandemic era.
In recent years, research on mindfulness has burgeoned across several lines of scholarship. Nevertheless, very little empirical research has investigated mindfulness from a workplace perspective. In ...the study reported here, we address this oversight by examining workplace mindfulness – the degree to which individuals are mindful in their work setting. We hypothesize that, in a dynamic work environment, workplace mindfulness is positively related to job performance and negatively related to turnover intention, and that these relationships account for variance beyond the effects of constructs occupying a similar conceptual space – namely, the constituent dimensions of work engagement (vigor, dedication, and absorption). Testing these claims in a dynamic service industry context, we find support for a positive relationship between workplace mindfulness and job performance that holds even when accounting for all three work engagement dimensions. We also find support for a negative relationship between workplace mindfulness and turnover intention, though this relationship becomes insignificant when accounting for the dimensions of work engagement. We consider the theoretical and practical implications of these findings and highlight a number of avenues for conducting research on mindfulness in the workplace.
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NUK, OILJ, SAZU, UKNU, UL, UM, UPUK, VSZLJ
Effective team work is essential if innovation projects are to succeed. How to create high-performing innovation teams provides practical guidance and advice on how to create high-performing teams ...regardless of type or size of company, organization, or public institution. It offers the reader pivotal tools and insights to use in practice. Both the theory and practice for creating high-performing innovation teams are discussed and new tools and insights are provided for managers, consultants, and academics. It answers the call for rapid innovation to respond to the increasingly changing market and to shorter product life cycles. How to create high-performing innovation teams addresses specifically the factors that enable innovation work from the perspective of the organization, the innovation team, and its members. In addition to co-located innovation teams, the book also discusses the differences among global organizations and what to consider in the creation of global high-performing innovation teams.
This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 ...telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands.
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This open access book, through an in-depth process study of the interactions of two creative groups (film production crew) in temporary organizations during two media projects, explores how a team ...developmental process unfolds and proposes a model illustrating how the groups repeatedly change formation so that individuals can manage job interdependencies and new issues arising while developing, building up, and synthesizing new ideas into a final creative solution. This theory on creative group dynamic coordination builds theory on how and why creative groups coordinate, challenges assumptions about the role of formal structures and informal practices by demonstrating how the two dynamically interact and complement each other to facilitate coordination via the emergence of what one would expect to be “un-coordinated methods”, and provides an alternative perspective to the stages the groups have to go through by emphasizing a cyclical and not a linear team developmental process.
This report examines how skill requirements have been evolving in Japan prior and during the COVID-19 crisis. It examines changes in the skills composition of Japan's workforce as well as policy ...efforts to improve the accessibility of career guidance, broaden training participation and foster the adoption of teleworking practices.
This work provides a clear and concise overview of group dynamics as it relates to work teams, with the ultimate goal of teaching people how to work effectively in groups.
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