The expectation that employees of large organisations will work extended working hours (EWH) is a phenomenon of discourse at the societal and organisational levels. This occurs in spite of the detrimental effects that working long hours can have on employees’ mental and physical health and the well-being of their families. This thesis investigates why employees comply with this expectation by focussing on managers and professionals because they are the categories of Australian employees who work the longest hours. Texts derived from a focus group and extended interviews of 30 managers and professionals are analysed and interpreted using a computer-assisted text analysis program, linguistic analysis, and discourse linguistic interpretation. Of particular emphasis is the deontic modality that research participants use to express their obligation to expectation and their attitudes about other organisational imperatives. Also crucial to this research is the agency of the participants in terms of their capacity to make and follow their own decisions. This investigation is informed by critical post-structuralist theory of Foucaultian origin involving a pragmatic distinction between analysis for meaning potential at the text level and context for meaning at the discourse level. This empirical research found that participants commonly feel cognitive dissonance from the contradiction that EWH and work-life balance (WLB) co-exist in their same organisational discourse. This paradox complicates their responses to expectation whether the participants comply or resist. Participants’ agency is therefore judged on their level of reflexivity to these organisational challenges. The professional cohort was found to be more reflexive and thus agentically stronger because their work paths are clearer. They know what work is required and, even though their working hours may be long, they see them purely as the means to achieving prescribed ends. Public sector managers’ work is also extensive but they do not have clear boundaries and thus find the boundaries between work and nonwork non-existent or blurred. Financial service managers are more agentic than public sector managers but less than the professionals. The women in this research relate to work time and life balance differently and less easily than men, particularly those who break for motherhood and / or work part-time. The theory built in this thesis can inform organisations of the ubiquitous presence of the expectation of EWH and the dangers it provides for employees and organisations. It also provides practice guidance to organisations as to how EWH may be common but do not necessarily benefit organisations or their employees. This thesis finds that it is more sensible to support employees’ agency by acknowledging their diversity and giving them choice in determining for how long they should work. This would allow employees to identify and experience obligation to their organisation and their part in negotiated knowledge production.

Thesis (Ph. D.)--University of California, San Diego, 2008. / Title from first page of PDF file (viewed Feb. 14, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Thesis (M. Phil.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 91-95).

Thesis (M.Phil.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 91-95) Also available in print.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 179-184).

In contemporary capitalist economies such as the UK, it is commonly held that an increasing number of people and households experience anxiety over time and symptoms of 'time squeeze'. Existing accounts of the character and causes of this phenomenon are rather one-dimensional and lacking in nuance, however. In part, this is because they typically lack any substantial theoretical engagement with the concept of time itself. Accordingly, this research aims to provide a more complex and contextual account of experiences of working time (both paid and unpaid), and to investigate how and why experiences of time squeeze vary between individuals and social groups. This is achieved by calling upon an enriched understanding of time, and employing an instrumental case study built around a set of 50 semi-structured interviews with employees working in Oxford University's central IT department and four of its constituent colleges. The empirical findings reveal that the (quantitative) extent and (qualitative) nature of participants' temporal anxieties vary with occupation, social class, gender, age and family status, as well as the importance of institutional and local context. Furthermore, they demonstrate that contemporary time squeeze is generated by a variety of causal mechanisms relating to the duration, tempo and timing of both paid employment and unpaid reproductive work, and their intersections with the personal, natural, social, institutional and technological rhythms that variously constitute everyday life.

Submitted by Laís Rodrigues Alves Martins (lamartins3987@gmail.com) on 2018-08-15T15:12:44Z No. of bitstreams: 1 Faces do feminino em As Horas, de Michael Cunningham.pdf: 1134023 bytes, checksum: 1ca459de6b349748e2af9c54cc0b46d1 (MD5) / Approved for entry into archive by Carolina Lourenco null (carolinalourenco@fclar.unesp.br) on 2018-08-15T16:47:13Z (GMT) No. of bitstreams: 1 martins_lra_me_arafcl.pdf: 1134023 bytes, checksum: 1ca459de6b349748e2af9c54cc0b46d1 (MD5) / Made available in DSpace on 2018-08-15T16:47:13Z (GMT). No. of bitstreams: 1 martins_lra_me_arafcl.pdf: 1134023 bytes, checksum: 1ca459de6b349748e2af9c54cc0b46d1 (MD5) Previous issue date: 2018-06-26 / Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq) / A arte pós-moderna caracteriza-se, segundo a teórica literária canadense Linda Hutcheon, por promover uma revisita e uma revisão crítica de textos e demais manifestações discursivas do passado, e por transpô-los a novos cenários e lhes conferir renovados vieses e nuances. A narrativa As Horas (The Hours, 1998), de autoria do norte-americano Michael Cunningham (1952 --), pode ser tomada como representante dessa estética, posto que se vale, tanto estrutural quanto tematicamente, de Mrs. Dalloway (1925), um dos romances canônicos do modernismo em língua inglesa, e produção de destaque em meio ao opus literário de Virginia Woolf (1882 – 1941), para sua composição. Intenta-se, no presente trabalho, promover uma análise do livro As Horas, objetivando investigar, sobretudo, como se articulam as representações do feminino na supracitada obra; para tanto, recorre-se a teorias e críticas feministas anglo-americanas e a pressupostos teóricos relativos à ficção pós-moderna. Procura-se salientar, ainda, a emergência do espólio crítico-literário woolfiano — enfatizando, principalmente, sua escrita ensaística e suas concepções feministas — na contemporaneidade. / The postmodern art is characterized, accordingly to the Canadian literary theorist Linda Hutcheon, by the revision and critical evaluation of texts and other discursive manifestations of the past, and by their transposition to new scenarios, in which they gain renewed signification. The narrative The Hours (1998), from the North-American writer Michael Cunningham (1952 --), can be seen as a representative of this aesthetic, since it recalls both structurally and thematically the novel Mrs. Dalloway (1925), one of the seminal works of modernism written in English, and prominent production amid the literary opus of Virginia Woolf (1882 - 1941), for its composition. In the present work, we intend to analyze the book The Hours, aiming to investigate, above all, how the representations of the feminine are articulated in the aforementioned work, and, to this end, we depart from Anglo-American feminist theories, as well as critiques and theoretical discussions about postmodern fiction. It is also intended to highlight the emergence of the Woolfian critical-literary collection — emphasizing, mainly, her essayist production and her feminist conceptions — in contemporaneity. / 133881/2016-4

Bakgrund och Syfte: Tidigare forskning visar att delegering ökar känslan av empowerment hos medarbetarna. Mer forskning önskas kring hur delegering av schemaläggningen påverkar empowerment hos medarbetarna. Syftet med denna studie är att öka förståelsen för hur delegering av flexibla arbetstider till medarbetarna påverkar medarbetarnas upplevda empowerment. Metod: Studiens grund är av ett hermeneutiskt och socialkonstruktivistiskt perspektiv. Forskningsansatsen som använts är en abduktiv forskningsansats. Studiens insamlingsteknik är av en kvalitativ metod. Den empiriska informationen har samlats in med hjälp av semistrukturerade intervjuer. Den teoretiska referensramen har tidigare forskning som grund. Den empiriska informationen som framkommit under intervjuerna har kategoriserats och sammanställts i ett kapitel. Analysen av studien är framställd utifrån den empiriska samt teoretiska informationen som presenterats i studien. Slutsats: Studien tyder på att delegering av flexibla arbetstider påverkar medarbetarnas upplevda empowerment, i form av kompetens och självbestämmande. Flexibla arbetstider har även en större påverkan på medarbetarna än själva delegeringen i sig. Studiens bidrag: Studien visar på att delegering av flexibla arbetstider påverkar upplevd empowerment. Ur ett praktiskt perspektiv ges rådet till ledarna att med fördel delegera flexibla arbetstider till medarbetarna för att öka upplevd empowerment i form av ökat självbestämmande och kompetens. Förslag till fortsatt forskning: Till vidare forskning finns ett behov av att undersöka kopplingen mellan flexibla arbetstider och empowerment på ett mer grundligt sätt. Vi föreslår att detta syfte studeras med medarbetare som varit anställa en kort tid och att syftet studeras med andra geografiska utgångspunkter. / Background and Aim: Previous research shows that delegation increases the sense of empowerment among employees. More research is requested about how delegation of scheduling affects empowerment among employees. The purpose of this study is to increase understanding how the delegation of working hours to employees’ affecting employees' psychological empowerment. Method: The basis of the study is of a hermeneutical and a social constructivist perspective. The research approach that has been used is a deductible research approach. The study's collection technique is of a qualitative method. The empirical information has been collected using semi-structured interviews. The theoretical frame of reference has earlier research as a basis. The empirical information found during the interviews has been categorized and compiled in a chapter. The analysis of the study is based on the empirical and theoretical information presented in the study. Conclusion: The study suggests that delegation of flexible working hours affects employees' psychological empowerment, in terms of competence and self-determination. Flexible working hours also have a greater impact on employees than the delegation itself. Contribution: The study shows that delegation of flexible working hours influences psychological empowerment. From a practical perspective, the advice is given to leaders to delegate flexible working hours to employees to increase psychological empowerment in the form of increased self-determination and competence. Suggestions for further research: For further research, there is a need to examine the link between flexible working hours and empowerment in a more thorough way. We propose that this purpose be studied with employees who have been hiring a short time and that the purpose is studied with other geographical starting points.

Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2005. / The construct of Work Life Balance (WLB) gained international recognition as a business imperative within overseas organisations, realising the reality impact of work-life conflict. The past two decades marked intensive research within countries, such as Canada, on the value-add of these practices on hte bottom-line of the organisation. The pressures created by competing within a global economy marked the importance of creating a sustainable global competitive advantage through human capital. Within the last decade this aspect has been prominenet on various research forums. South African organisations which could be regarded as Multi - National Corporations (MNCs) swiftly adopted these practices as a cloned version on their South African counterparts. However, no actual studies provide insight into the applicability of WLB models to the South frican workplace.

O presente trabalho tem como escopo o estudo da Portaria nº 42 de 28/03/2007 do Ministério do Trabalho e Emprego que determina a redução do intervalo intrajornada por meio da negociação coletiva. O artigo 71, parágrafo 3º da Consolidação das Leis do Trabalho condiciona a redução de referido intervalo ao preenchimento de determinados requisitos. Com a edição da Portaria º42, o Ministério do Trabalho delegou aos atores sociais a possibilidade de eles próprios estipularem intervalo menor do que o previsto em lei, desde que respeitadas determinadas condições, sob de pena considera-se a violação como hora extra. Para enfrentar tão fascinante tema, buscar-se-á conciliar a autonomia coletiva, importante fonte de regulamentação das relações trabalhistas, e o instituto do intervalo intrajornada, tido como de ordem publica, tanto que para o Tribunal Superior do Trabalho é inválida tal negociação (Orientação Jurisprudencial nº 342, I da Seção de Dissídios Individuais 1). / This paper aims to study the Ordinance nº. 42, 28/03/2007 of the Ministry of Labor determines that the reduction in the range intrajornada through collective bargaining. Article 71, Paragraph 3º of the Consolidation of Labor Laws affects the reduction of this interval to fill certain requirements. With the issue of Ordinance nº 42, the Ministry of Labor has delegated to social actors the opportunity to lay down their own smaller range than provided by law, provided that certain conditions, under the penalty is considered rape as overtime. To meet such a fascinating subject, the aim will be to reconcile the collective autonomy, an important source of regulation of labor relations, and the Institute of intrajornada range, believed to be of public, so that for the Superior Labor Court is invalid such negotiations (Case Law Guidance nº 342, Section I).