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Yes / Both flexible working and worklife balance (WLB) are important issues for the midwifery profession and can have both positive and negative consequences for midwives working in the National Health Service (NHS). This study examined midwives’ views and experiences of flexible working, work-life balance and the implications for the midwifery profession.

Magister Commercii (Industrial Psychology) - MCom(IPS) / In the twenty first century, the traditional roles in a nuclear family have changed. In the majority of modern families, both partners have careers and full-time jobs. Burnett, Gatrell, Cooper and Sparrow (2010) explain that the approach to working life is changing, both men and women want to find a balance between work, family and caring responsibilities. Guest (2002) also elaborates that work-life balance has always been a concern for those interested in the quality of working life and the relation to broader quality of life. Due to the challenges which employees are currently facing, flexible work arrangements have become an increasingly popular business practice around the globe as a means to reduce work-life conflict. Many organisations offer flexible work arrangements with the goal of facilitating positive outcomes for both organisations and employees (Joiner & Bakalis, 2006). However, other organisations are still resistant to introducing flexible work arrangements as they fear it might impact negatively on productivity (Johnson, 2004; Martinez-Sanchez, Perez-Perez, Jose Vela-Jimenez & de-Luis Carnicer, 2008). While literature on flexible working hours has increased in recent times, no study has been found on the relationships between flexible working hours, employee engagement and organisational commitment in the retail sector in South Africa. Therefore this study focused on the relationship between flexible working hours, employee engagement and organisational commitment. The study followed a quantitative approach and the questionnaires were completed by 161 respondents. The two statistical approaches used to draw conclusions for this study are descriptive and inferential statistics. The study found significant relationships between flexible working hours, employee engagement and organisational commitment. The study also found a significant relationship between different age groups and flexible working hours as well as male and female and their use of flexible working hours. In conclusion, if retailers want to remain competitive in the retail industry where international competition is rife, they will have to ensure that they have the best talent. In order to acquire top talent, they will need to implement policies that will attract and retain them. Based on the findings and results, flexible working hours could substantially assist by increasing their employee engagement and organisational commitment and thereby attracting and retaining the top talent in the South African retail industry.

These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements.Considering that change of the implementation of flexible working policies will have direct impacts on employers and employees, these two groups of people are chosen as respondents to investigate. The respondents of this thesis are from foreign and multinational companies in China. Since documental data on flexible working policies are quite few, the researchers have collected both qualitative and quantitative data by doing interviews and a survey. The findings of the interviewees’ opinions and the survey data show both similarities and differences between employers’ and employees’ evaluations, which may pave the way for improvement of the implementation of flexible working arrangements.The findings of this research show that the implementation of flexible working policies is affected by two categories, “the content of policies” and “the external factors influencing the implementation of policies” such as facilities provided by companies, trust and support from supervisors. Furthermore, employers and employees tend to hold similar or different opinions on the concepts included in these two categories related to their different positions in their companies. The findings of this research are regarding the current implementation of flexible working arrangements and limited types of flexible working arrangements. Other factors and improvements can be achieved in future practice.

This thesis concerns the relatively recent phenomenon of part-time managers and professionals. The focus is the part-time working arrangement (PTWA) and specifically the process by which it emerges and develops, building on existing literature on working-hours preferences, the role of the organization in part-time working and alternative work organization for temporal flexibility. Two large private-sector organizations, each operating in the UK and the Netherlands, provided four different research sites for narrative interviews with 39 part-time managers and professionals. The key contribution to knowledge is to identify the process of developing a PTWA as a combination of the formal negotiation of a flexibility task i-deal and an informal process of job crafting. In a situation of high constraint – where the individual’s goals conflict with organizational norms and expectations – the tensions between ‘being part-time’ and ‘being professional’ necessitated identity work at each stage, as individuals constructed a ‘provisional self’ which in turn enclosed each stage of the development of the PTWA. The four stages were: first, evaluation of alternative options, including postponing the transition to part- time until more appropriate circumstances arise; secondly, preparation of the individual business case for part-time; thirdly, formal negotiation of a flexibility task i-deal; and finally an informal, unauthorized adaptation of the arrangement over time. Collaborative crafting of working practices (predictability, substitutability, knowledge management) provided greater opportunities for adaptation than individual activities. This study’s contribution to theory in the nascent field of part-time managers and professionals is a process model which suggests how three sets of discourses act as generative mechanisms at each stage of the emergence and development of the PTWA, creating or destroying ‘action spaces’. These discourses are: the perceived ‘nature’ of managerial and professional work, the perception of part-time as a personal lifestyle choice, and the understanding of part-timers as either ‘other’ or the ‘new normal’.

A inserção dos assentamentos de reforma agrária federal, a partir da década de 1980, na Zona da Mata pernambucana, aproximou os representantes dos movimentos sociais rurais e os trabalhadores rurais do sonho da melhor distribuição de terras e da possibilidade de acesso a sua terra de trabalho. Tal configuração se fez realidade para apenas alguns trabalhadores, porém estes, mesmo possuindo sua parcela para a realização do plantio continuou, através do trabalho flexível, subordinando sua força de trabalho aos representantes do agronegócio da cana de açúcar. Este panorama suscitou alguns questionamentos, entre eles: Como se apresenta de fato a atual estrutura fundiária do território da microrregião de Vitória de Santo Antão após a inserção dos assentamentos de reforma agrária federal? A então chamada reforma agrária brasileira tem sido capaz de formar uma nova configuração do espaço agrário? E por qual motivo o assentado, que via regra é um ex-assalariado da cana, passa a cultivar cana de açúcar depois que recebe uma parcela? Essas indagações direcionaram a pesquisa o seguinte objetivo: buscar, compreender e analisar as relações socioterritoriais a partir do processo de inserção dos assentamentos de reforma agrária federal no território da microrregião de Vitória de Santo Antão, além de buscar identificar a forma de subordinação dos assentados da reforma agrária aos representantes do capital do agronegócio. Diante das questões levantadas, esta pesquisa se faz relevante por debater questões teóricas associadas com o conhecimento empírico, pertinentes ao conhecimento geográfico e que visam explicar a atual configuração do espaço agrário diante da inserção dos assentamentos de reforma agrária e a subordinação dos trabalhadores assentados ao agronegócio. Visando alcançar o objetivo geral foram feitos os seguintes procedimentos metodológicos. Levantamento e leitura bibliográfica a respeitos das questões conceituais de espaço, território, renda da terra e trabalho flexível, além de trabalhos de campo visando a aplicação de entrevistas, questionários e produção iconográfica foram fundamentais para se chegar a algumas conclusões. A permanência da estrutura fundiária latifundiária e monocultora foi uma delas. Além desta conclusão, notou-se também que os assentados do território da microrregião de Vitória de Santo Antão permanecem subordinando a sua força de trabalho ao agronegócio canavieiro, só que agora dentro das características do trabalho flexível. Em função deste modo de trabalho os assentados não percebem mesmo tendo deixado de ser assalariado da cana, continuam subordinando a sua força de trabalho ao agronegócio canavieiro. / The insertion of the agrarian reform federal, from the 1980s, in the Zona da Mata, approached representatives of social movements and rural workers dream of better land distribution and the possibility of access to their land work. This configuration became reality for only a few workers, but these, despite having its share to achieve the planting continued, through flexible working, subordinating their workforce representatives of agribusiness sugarcane. This scenario has raised some questions, among them: As shown in fact the current structure of the land territory of the region of Vitoria de Santo Antao after insertion of agrarian reform federal? The so-called land reform in Brazil has been able to form a new configuration of agrarian space? And for what reason the settler who saw rule is a former employee of the cane begins to cultivate sugarcane after it receives a portion? These questions directed the research the following objective: to seek, understand and analyze the socio-territorial relations from the insertion process of agrarian reform in the federal territory of the region of Vitória de Santo Antão, and seek to identify the form of subordination of the settlers agrarian reform to representatives of agribusiness capital. Given the issues raised, this research is relevant for discussing theoretical issues associated with the empirical knowledge relevant to the geographical knowledge and aimed at explaining the current configuration of the agrarian space before inserting the agrarian reform settlers and the subordination of workers to agribusiness. In order to achieve the overall goal were made the following methodological procedures. Reading literature survey and to respect the conceptual issues of space, territory, land rent and flexible working as well as field work towards the implementation of interviews, questionnaires and iconographic production were essential to reach some conclusions. The permanence of land ownership and landholding monoculture was one. In addition to this conclusion, it was noted also that the settlers of the territory of the region of Vitória de Santo Antão remain making its workforce sugarcane agribusiness, only now within the characteristics of flexible working. According to this way of working the settlers do not realize even though no longer employed by the cane, still making its workforce sugarcane agribusiness.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2016-06-10T15:47:51Z No. of bitstreams: 1 Francisco Coelho Cuogo_.pdf: 1770742 bytes, checksum: 7cd6f90c4f6beae8e9df8d70699489c0 (MD5) / Made available in DSpace on 2016-06-10T15:47:51Z (GMT). No. of bitstreams: 1 Francisco Coelho Cuogo_.pdf: 1770742 bytes, checksum: 7cd6f90c4f6beae8e9df8d70699489c0 (MD5) Previous issue date: 2016-04-12 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / A dissertação que segue se propõe a analisar as transformações ocorridas a partir da década de 1970, com a reestruturação do capitalismo, considerando seus efeitos sobre as características do trabalho e sobre as estruturas organizacionais impactadas pela sociedade informacional. Pretendemos, assim, discutir as mudanças que vêm ocorrendo no contexto profissional, estabelecendo relações com as transformações da economia e do contexto organizacional a partir da transição da era industrial para a era da informação. Nessa conjuntura, buscamos desenvolver uma percepção crítica sobre as exigências que vêm sendo feitas por parte das organizações em relação às competências requeridas do trabalhador contemporâneo e como tais aspectos podem afetar - positiva ou negativamente - a classe trabalhadora. Por isso, abordamos neste trabalho as características da era industrial, estreitando nesta abordagem o trabalho mecanicista, as características do fordismo e seus efeitos sobre o trabalhador taylorista. No tópico seguinte, destacamos a crise do modelo fordista de acumulação, a transição para a acumulação flexível, onde discorremos, também, sobre o toyotismo e o informacionalismo. Em seguida, consideramos os efeitos da economia neoliberal sobre as características e a organização do trabalho, analisando os estímulos conferidos ao trabalho flexível. Buscamos investigar os reflexos das mudanças ocorridas no trabalho da era industrial (sob a perspectiva do modelo fordista) para a era informacional (sob a perspectiva da acumulação flexível e do neoliberalismo) sobre o trabalhador e, mais especificamente, buscamos entender os sentidos deste tipo trabalho para o jovem trabalhador contemporâneo. Para abordar as características do modelo fordista e seus efeitos sobre o trabalhador industrial utilizamos as obras de Harvey (1992), Alves (1999) e Aranha (2006). Ao falar sobre a sociedade informacional e o neoliberalismo foram analisadas as concepções de Castells (2002) e Anderson (1996). Nos aspectos relacionados ao trabalho - bem como sobre a sua flexibilidade - utilizamos como referência as obras de Antunes (2005), Sennet (2006) e Lazzarato (2001). Aproximamos, ainda, alguns conceitos da área da administração, visto que o discurso desta área contribui para legitimar a condição do trabalho na atualidade, principalmente no que diz respeito ao trabalho flexível. Para sustentar estes argumentos recorremos a autores como Eboli (2004), Meister (1999) e Caravantes (2008). A pesquisa desenvolvida nesta dissertação levantou dados qualitativos através de aplicação de questionário com perguntas abertas. Os questionários foram aplicados em dois grupos de profissionais (todos na condição de trabalhadores e estudantes do ensino superior), separados por faixa etária. O primeiro grupo de jovens trabalhadores estava na faixa etária de 18 a 35 anos e o segundo grupo de trabalhadores na faixa etária acima de 36 anos. Dessa forma, objetivamos compreender a percepção destes trabalhadores acerca do trabalho flexível. Para análise das respostas dos questionários utilizamos o método de análise de conteúdo de Bardin (1994). / The following dissertation intends to analyze the changes occurred from the 1970s, with the restructuring of capitalism, considering its effects on labor characteristics and on organizational structures impacted by the information society. We intend, therefore, to discuss the changes taking place in the professional context, establishing relations with the transformation of the economy and the organizational context in a transition age, that means from the industrial to the information age. At this scenario, we seek to develop a critical awareness about the demands that have been made by organizations in relation to the skills required of the contemporary worker and how those aspects can affect - positively or negatively - the working class. So we approached in this project the characteristics of the industrial age, narrowing this approach the mechanistic work, fordism characteristics and their effects on taylorism worker. In the following topics, we highlight the Fordist crisis of accumulation, the transition to flexible accumulation, which deal also about Toyotism and informationalism. Next, we consider the effects of neoliberal economics on the characteristics and organization of work, analyzing the stimuli that it gives flexible working. We seek to investigate the consequences of changes in the work of the industrial era (from the perspective of the fordist model) for the information era (from the perspective of flexible accumulation and neoliberalism) on the worker and, more specific, we seek to understand the meanings of such work for the young contemporary worker. To address the characteristics of the fordist model and its effects on the industrial worker we used the Harvey (1992), Alves (1999) and Aranha (2006). When talking about the information society and neoliberalism were analyzed conceptions of Castells (2002) and Anderson (1996) . The aspects related to work - as well as its flexibility - we use as reference the works of Antunes (2005), Sennett (2006) and Lazzarato (2001). We approached also some concepts of management area, as the speech of this area helps to legitimize the work condition at present, especially with regard to flexible working. To support these arguments resorted to authors such as Eboli (2004), Meister (1999) and Caravantes (2008). The research developed in this dissertation raised qualitative data through a questionnaire with open questions. The questionnaires were applied in two professional groups (all in the condition of workers and students in higher education), separated by age group. The first group of young workers were aged 18-35 years and the second group of workers aged above 36 years. Thus, we aim to understand the perception of workers about flexible working. For analysis of the responses to the questionnaire we used the Bardin content analysis method (1994).

Syfte: Syftet med den här uppsatsen är att öka förståelsen för hur organisationer kan arbeta med flexibla arbetsformer. Vi vill belysa vilka konsekvenser som kan uppstå med flexibla arbetsformer och hur de påverkar organisationer. Vi önskar även att fylla gapet vi uppmärksammat i forskningen kring flexibla arbetsformer ur ett organisatoriskt perspektiv.      Metod: Uppsatsen är en kvalitativ studie med en induktiv ansats som behandlar fenomenet flexibla arbetsformer ur ett organisatoriskt perspektiv. Datainsamlingen för studien har skett genom sju kvalitativa intervjuer på Kalmar kommun.   Slutsats: Slutsatsen av studien har visat att organisationer arbetar med flexibla arbetsformer utifrån olika förutsättningar delvis i form av; tekniska förutsättningar, ständig förändring av arbetsmarknaden, konkurrens samt de anställdas förutsättningar. Genomförandet av studien har det även bidragit till att vi har kunnat identifiera både positiva och negativa konsekvenser som kan uppstå för organisationer som använder sig av flexibla arbetsformer. En positiv konsekvens som vi har kommit fram till är att organisationen blir en attraktiv arbetsgivare. En negativ konsekvens är att anställda kan ha en svårighet att balansera privatliv och arbetsliv, vilket i sin tur påverkar organisationen i form av sjukfrånvaro och produktionsbortfall.

This thesis concerns the relatively recent phenomenon of part-time managers and professionals. The focus is the part-time working arrangement (PTWA) and specifically the process by which it emerges and develops, building on existing literature on working-hours preferences, the role of the organization in part-time working and alternative work organization for temporal flexibility. Two large private-sector organizations, each operating in the UK and the Netherlands, provided four different research sites for narrative interviews with 39 part-time managers and professionals. The key contribution to knowledge is to identify the process of developing a PTWA as a combination of the formal negotiation of a flexibility task i-deal and an informal process of job crafting. In a situation of high constraint – where the individual’s goals conflict with organizational norms and expectations – the tensions between ‘being part-time’ and ‘being professional’ necessitated identity work at each stage, as individuals constructed a ‘provisional self’ which in turn enclosed each stage of the development of the PTWA. The four stages were: first, evaluation of alternative options, including postponing the transition to part- time until more appropriate circumstances arise; secondly, preparation of the individual business case for part-time; thirdly, formal negotiation of a flexibility task i-deal; and finally an informal, unauthorized adaptation of the arrangement over time. Collaborative crafting of working practices (predictability, substitutability, knowledge management) provided greater opportunities for adaptation than individual activities. This study’s contribution to theory in the nascent field of part-time managers and professionals is a process model which suggests how three sets of discourses act as generative mechanisms at each stage of the emergence and development of the PTWA, creating or destroying ‘action spaces’. These discourses are: the perceived ‘nature’ of managerial and professional work, the perception of part-time as a personal lifestyle choice, and the understanding of part-timers as either ‘other’ or the ‘new normal’.