Spelling suggestions: "subject:"alternative work schedule""
1 |
More and Less: Perceptions and Experiences of the Professional Part-Time EmployeeTucker, Debra M. 13 February 1997 (has links)
The workforce of today is a far cry from the workforce of yesteryear. Not only have there been changes in who works, but how one works as well. The traditional nine-to-five work day has been replaced by a plethora of flexible work options, including flextime, telecommuting, and part-time employment. Until recently, most part-time workers were those who worked in low-level, low-paying jobs. However, with the influx of women in the workplace, as well as the desire for more leisure time and the need for retraining and updating of skills, more people than ever before desire professional part-time jobs. Although considerable research exists comparing full-time to part-time workers, little research is available which examines the experiences of the professional part-time employee.
The central question of this study concerned which factors exist within an organization, as well as within the part-time professional and supervisor, to influence levels of job satisfaction and commitment.
A questionnaire was mailed to 805 members of the Association of Part-Time Professionals which gathered demographic characterics about the employee and supervisor, and the provision of benefits for employees. Additional questions concerned attitudes of co-workers, anticipated effects on career advancement, access to staff training, and provision of space, equipment, and clerical support. The final sample included 319 part-time professionals across the career spectrum.
A variety of statistical techniques was used to examine the relationships among organizational and supervisor characteristics and the individual characteristics of the participants. Factor analyses were employed to identify the different participant attitudes. The bivariate relationships between attitudes and respondent and organizational characteristics were used to develop multivariate models.
Participants generally had high levels of job satisfaction and relatively neutral levels of commitment. Part-time professionals felt positive about their access to equipment, clerical assistance, and office space, but less so about their economic compensation. They were generally satisfied with the work they were asked to do and their treatment by supervisors and co-workers. Access to benefits was variable.
Implications for the Adult Educator/Human Resource Specialist are discussed with recommendations made as to how both can promote and advance the needs of the part-time professional. Areas for future research are also presented. / Ph. D.
|
2 |
Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work lifeNgambi, Hellicy Chakosamoto 02 1900 (has links)
The primary aim of this survey is to:
* explore whether there is potential for job-sharing in the South African labour market;
*
*
describe the characteristics of potential job-sharers and
to explain why Job-sharing would be an appropriate and feasible solution to unemployment,
massive retrenchments, poor quality ofwork life (QWL) and low worker productivity
Job-sharing has been used in many developed countries to address a variety of problems at the
individual, organisational and national level. These include allowing workers to have a balance
between their work and non-work life; to increase worker productivity and QWL and to increase
employment opportunities.
The literature survey affirms that these problems are prevalent in Africa as a whole and in South Africa
specifically. The survey results reveal that the environment in South is Africa is conducive to jobsharing
and that slightly over one third of the workers and organisations and two thirds of the jobseekers
are willing to job-share. The results of this study also reveals that QWL, productivity and
unemployment does influence the willingness to job-share and that approximately 80% of the
employees would rather either job-share, work-share or opt for some other alternative than to
have retrenchments. Thus by implication, job-sharing would address the problems relating to poor
QWL, low worker productivity, fewer employment opportunities, as well as massive retrenchments
in South Africa. The study has also explored possible reasons and obstacles to job-sharing and found that whether
these are perceived as significantly important or not, depends on whether one is an employer, employee
or job-seeker . The job-seekers feel more than others, that there is no reason insurmountable or
obstacle preventing the introduction of job-sharing by which to avert their unemployed status. There
are also differences in willingness to job-share among subgroups with regard to the industry, area
of work, position held in the organisation and the availability of job-sharing positions in the
organisation. This thesis reports that there is potential for job-sharing in the South African labour
market, to address a variety of problems pertaining to workers, organisations, job-seekers and,
therefore, the whole nation at large. / Business Management / D.B.L.
|
3 |
The Quest for Work and Family Balance Using Flexible Work ArrangementsForris, Sandra Ellen 01 January 2015 (has links)
Abstract
Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.
|
4 |
Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work lifeNgambi, Hellicy Chakosamoto 02 1900 (has links)
The primary aim of this survey is to:
* explore whether there is potential for job-sharing in the South African labour market;
*
*
describe the characteristics of potential job-sharers and
to explain why Job-sharing would be an appropriate and feasible solution to unemployment,
massive retrenchments, poor quality ofwork life (QWL) and low worker productivity
Job-sharing has been used in many developed countries to address a variety of problems at the
individual, organisational and national level. These include allowing workers to have a balance
between their work and non-work life; to increase worker productivity and QWL and to increase
employment opportunities.
The literature survey affirms that these problems are prevalent in Africa as a whole and in South Africa
specifically. The survey results reveal that the environment in South is Africa is conducive to jobsharing
and that slightly over one third of the workers and organisations and two thirds of the jobseekers
are willing to job-share. The results of this study also reveals that QWL, productivity and
unemployment does influence the willingness to job-share and that approximately 80% of the
employees would rather either job-share, work-share or opt for some other alternative than to
have retrenchments. Thus by implication, job-sharing would address the problems relating to poor
QWL, low worker productivity, fewer employment opportunities, as well as massive retrenchments
in South Africa. The study has also explored possible reasons and obstacles to job-sharing and found that whether
these are perceived as significantly important or not, depends on whether one is an employer, employee
or job-seeker . The job-seekers feel more than others, that there is no reason insurmountable or
obstacle preventing the introduction of job-sharing by which to avert their unemployed status. There
are also differences in willingness to job-share among subgroups with regard to the industry, area
of work, position held in the organisation and the availability of job-sharing positions in the
organisation. This thesis reports that there is potential for job-sharing in the South African labour
market, to address a variety of problems pertaining to workers, organisations, job-seekers and,
therefore, the whole nation at large. / Business Management / D.B.L.
|
Page generated in 0.2201 seconds