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For a manager, flexible working hours can mean adjusting your working hours to be better aligned with your team, rather than you actually choosing the times that best suit your life. No studies fulfilling our inclusion criteria were conducted in low or middleincome countries. Bambra C, house work or chores or hobbies or hobby or friends or family)).ti,ab. 'Flexible working' is a phrase that describes any working pattern adapted to suit your needs. Deeks JJ, Viitasalo K, Marshall AL, Worklife balance was also explored in two studies: one study (Smith 1998) used interference with social and family life to assess worklife balance, while the other study used marital cohesion (de Vaus 2007). 612-624-8647 or 800-756-2363[emailprotected] For further details regarding the study populations and settings see Characteristics of included studies. Participants in the intervention or control groups did not differ in terms of interference with social and family life at follow up. Similarly, since 2003 the right to request flexible working conditions has been granted to all UK employees with children aged under six years or to those with caring responsibilities (BERR 2008). 48 ((facilitat$ or enable$1 or enabling or barrier$1 or obstruct$ or encourag$ or prevent$ or time or free or disrupt$ or relationship$ or conflict) adj3 (household work or house work or chores or hobbies or hobby or friends or family)).ti,ab. Bambra C, The review is funded by the Department of Health Cochrane Review Incentive Scheme and is particularly topical at this time with the recognition that flexible working is "now endemic in modern economies" (MacEachen 2008) and countries are beginning to legislate on workplace flexibility. This has meant we have recruited really good quality people, but can turn the tap on and off to balance the demand. Sparse data were included on the rationale for the interventions and on the implementation process. Excluded as no primary health outcomes reported (secondary outcomes only), Not an intervention study, no before measures, no control group, longitudinal study of temporary workers, Controlled before and after study (followup period unclear from study protocol), A. H. Garde, The National Research Centre for the Working Environment, Lerso Parkall 105, DK2100 Copenhagen, Denmark. Swanink CM, increased time spent at the gym or doing exercise/sport; changes in smoking behaviours, alcohol/drug consumption, changes in diet (e.g. Brandt PA, Two studies fulfilling our inclusion criteria were identified on partial or gradual retirement (Calvo 2009; de Vaus 2007), both of which compared participants retiring gradually with those who retired abruptly. the display of certain parts of an article in other eReaders. irregular) adj2 (work$ or shift$1 or hours$)).mp. Two control groups (i) rigid starts with 4 12hour shifts, then 4 days off and (ii) 8hour shift rota, Physical health: physical health questionnaire (, Controlled before and after study, 7 to 8 months follow up, Airline company (line maintenance), Finland, maintenance workers. Nonsupervisory (professional, clerical, and technical) and supervisory personnel. Benach J, Is there a representative sample (e.g. Amable M, Kant IJ, Semantic Scholar's Logo. This includes part-time working, term-time only working, job sharing and temporary reduction of hours. Department for Business Enterprise and Regulatory Reform. An earlier systematic review on the health and wellbeing effects of changing the organisation of shift work showed that three types of intervention (switching from slow to fast rotation; changing from backward to forward rotation; and selfscheduling of shifts) can improve the health of employees, their worklife balance, or both (Bambra 2008a). Flexible working conditions and their effects on employee health and wellbeing. In Britain and Germany the odds of having no permanent contract at follow up were OR 0.73 (95% CI 0.42 to 1.28) and OR 0.81 (95% CI 0.44 to 1.53) respectively. Parttime work and job sharing in health care: is the NHS a familyfriendly employer? Control group selection (NS or method of randomisation or matching?). Dinnes J, Vezina M, Shift. No significant differences in the interaction between time and group were observed for any of these lifestyle/behavioural changes. Jansen NWH, Decreases in systolic blood pressure are known to be associated with a reduction in the risk of stroke and ischaemic heart disease. The primary outcome measures included physical health/ill health, mental health/ill health and general health/ill health indicators measured using validated instruments (some possible examples are listed in Table 1). 181 ((work life or worklife) adj2 balance$).mp. controlled before and after studies (prospective cohort studies). Co-working, which is already on the rise, will be the norm as big firms as well as small make use of these scalable spacesand this will not only benefit employees but also allow organizations to keep a cap on real-estate expenditure. In addition, the equity implications of flexible working conditions are largely unknown. 18 studies identified as potentially relevant. The risk of selfreporting bias affected all but one study (Viitasalo 2008), where experimental physiological measures were used to assess some of the health outcomes. Imai H, Nonstandard work schedules, perceived family wellbeing, and daily stressors, Improving shift work schedules in a bus company: towards more autonomy, Notes on the impact of flextime in a large insurance company: I. Shipley MJ, David Weekley Homes is seeking an enthusiastic Marketing Coordinator to join our team supporting our Charleston Division. In acknowledgement of these relationships, policymakers are increasingly targeting interventions to improve health and reduce health inequalities in the workplace (Black 2008; CSDH 2008). Song F, Some companies are even bringing changes to the standard five-day week.. DeebSossa N, This intervention was also workerorientated and enabled increased levels of control for the worker. information for practice. knn@nrcwe.dk. The search concepts were combined as follows: Interventions (flexible working interventions) AND Setting (workplace/workers) AND Outcomes(relating to health and wellbeing). Due to the small number of studies retrieved in our review and the absence of outcome reporting by occupational grade we are unable to provide data to support or oppose these hypotheses. One further study was conducted in Australia. The rationale for undertaking subgroup analyses by age is underpinned by the recognition that the population of many industrialised countries is ageing and flexible working arrangements may be significant for older workers. The main review objective was to evaluate the effects (benefits and harms) of flexible working interventions on the physical and mental health and wellbeing of employees working in formal labour. Flexible working arrangements (FWA) are both important and significant to workplaces in this twenty first century. You may notice problems with The authors also considered the interaction between retirement pathway and degree of control and found that the following interaction terms were significant: change in positive affect at 36 months (Beta coefficient 0.38, P < 0.05) and change in negative affect at 12 months (Beta coefficient 0.38, P < 0.05). Muntaner C. Employment arrangements, work conditions and health inequalities. International Journal of Industrial Ergonomics. Pryce 2006 used scales on sense of community and social support, and de Vaus 2007 incorporated a measure called life satisfaction. Effect of the 80hour workweek on resident burnout. Reference = no overtime at T1 or T2. Intervention involves individualised computerbased planning of the work schedule. customer service or other similar values in making decisions. Sowden AJ, Carmichael JC, 28 ((promot$ or manag$ or facilitat$ or enable$1 or enabling or barrier$1 or increas$ or obstruct$ or encourag$ or prevent$ or time or free or disrupt$ or relationship$ or conflict) adj2 (health or healthy or healthier)).ti,ab. It is up to the two of you to work out the details. As unit leaders and supervisors make decisions about flexible work, they should do so by first evaluating the work. Is work good for your health and wellbeing? Rael E, Smith L, Grimsmo A, Baltes BB, The type of work that needs to be accomplished may result in some members of a department or unit having different space and time options across its members. Patel C, The evidence in this review suggests that interventions which increase employee control by offering workerorientated flexibility (specifically selfscheduling and partial/gradual retirement) are likely to be associated with health improvements including improvements in physical health (reduced systolic blood pressure and heart rate), mental health (e.g. Earnings by women in dual income families account for a significant portion of a households income, which sustains the financial well-being of their families. International physical activity questionnaire: 12country reliability and validity, Medicine and Science in Sports and Exercise, Undertaking systematic reviews of research on effectiveness, CRDs guidance for carrying out or commissioning reviews, 2nd edition. Physiological measures (that is, non selfreported measures) were used to examine health related outcomes (change in blood pressure, heart rate and biomarkers of cardiovascular disease) and validated instruments were used to measure general healthrelated outcomes (sleepiness using the Epworth Sleepiness Scale (ESS), Johns 1991) and secondary outcomes (physical activity using the International Physical Activity Questionnaire). Stansfeld SA. For individuals in the gradual retirement group, mean depression score was 0.120 (SD 0.326) before and 0.165 (SD 0.371) after the transition. et al. Flex-work employees must know the level of performance expected and what metrics will be used to measure their work. About See all Flexible and Hard working Flexible and Hard Working; Without hard work, flexibility and discipline it is difficult to be a top professional. 195 ((job$ or employment) adj2 (place$ or site$ or location$ or setting$)).ti,ab. However, a significant interaction effect on psychological wellbeing was found (F = 5.11, P < 0.05) with mental health improving on the flexible system and deteriorating on the fixed rota system. Difficulty collaborating - The report also states that 48% of UK respondents find hybrid working detrimental to communication. This is in line with an observation by Egan and colleagues that the implementation of complex interventions in the workplace is often poorly reported in primary studies (Egan 2009). We used the quality appraisal criteria for descriptive purposes and to highlight variations between studies and we calculated no quality score. Clare Bambra: content and methodological expertise, conceived and designed the project, secured funding for the review, screened titles and abstracts, undertook critical appraisal where disagreements between authors occurred; contributed to writing the review. In addition to this, flexible working can also entail workers having control over the number of hours they work, mainly referring to the reduction of hours of work (temporarily) to meet family demands. Meer JW, Muller M, Two authors (KJ and CB) independently screened the title and abstract for relevance of all publications identified by the searches. (Y/N/Unclear), Are outcomes reported for a period 6 months or greater? A garment worker brings materials home from work and sews at her home two days a week Compare to control and give intervention group over time results, Briefly summarise the key effects of the intervention on the secondary outcomes, scales used and P values, SE, SD, means, F ratios, CIs etc. Indeed, two systematic reviews which considered the effects of both macro (Egan 2007) and microorganisational (Bambra 2007) (task restructuring) level changes to the work environment found that interventions which increased worker control and autonomy were associated with some positive changes in health outcomes, most notably reductions in anxiety and depression (Egan 2007). Interventions which implemented employerdefined flexibility were either associated with no significant changes in health outcomes (De Raeve 2007; Rodriguez 2002) or, in one instance, adverse effects on mental health outcomes (Dooley 2000). The authors suggest that flexitime schedules are unlikely to benefit those workers who already have high levels of control and choice (Baltes 1999). The tool is based on established guidance for the evaluation of nonrandomised studies (CRD 2001; Deeks 2003). Given the contested nature of the term flexible working, difficulties have arisen regarding establishing what is and what is not flexible working. Over the years we have engaged several top-caliber senior staff in marketing and investor relations, as well as investment associates and sales staff on a less-than-full-time basis at a stage in our growth when we could not afford full-time positions. Kellogg KC, The reliance on selfreported outcome data increases the possibility of confounding as in half (5/10) of the studies participants were aware of the study and its aims and in at least one instance (Pryce 2006) participants were involved in the design and implementation of the intervention. In the study by Pryce 2006 there was a clear risk of contamination as five concurrent interventions to enhance work and wellbeing were ongoing at the study site during the same period. No significant differences in mental health outcomes were reported although nonsignificant reductions in three primary health outcomes were experienced in the intervention group: mental stress (from 27% to 15%, P = 0.07); mental strain in the morning shift (from 27% to 11%, P = 0.09); mental strain in the evening shift (from 17% to 9%, P = 0.29). This report covers collection of pavement conditions and other pertinent performance data for 6 representative pavement sites that have failed prematurely and 2 sites which have performed as intended. Equally, the two studies on gradual/partial retirement assessed different validated health outcomes (general health status (de Vaus 2007) and depression (Calvo 2009) (see Table 2). Egan M, demographic, lifestyle, job content, flexible working experience)? Barton J, There were no significant differences between gradual and abrupt retirees in the following mental health outcomes: levels of positive affect (Beta coefficient 0.04 at 12 months, 0.03 at 36 months), negative affect (Beta coefficient 0.02 at 12 months, 0.02 at 36 months) and selfimage (Beta coefficient 0.02 at 12 months, 0.03 at 36 months. It may be better for your sanity to offer a degree of flexibility in your office's work hours, rather than letting everyone choose their hours with total freedom. Costa G. The standard shiftwork index: a battery of questionnaires for assessing shiftwork related problems. 45 functional limitations profile.ti,ab. Tibblin G, Hill EJ, Although the search strategy was developed in conjunction with an experienced information researcher and was piloted and checked by a Cochrane Information Researcher there are limitations regarding the sensitivity of the search strategy especially given the wide range of meanings attached to the term flexible working. Martens MFJ, restructuring work tasks) or the macroorganisational level (e.g. Generating an ePub file may take a long time, please be patient. Citation follow up, handsearches and author/key expert contact generated an additional 29 publications which, when combined with the electronic searches, left 11,954 papers after duplicates were removed. The secondary objectives were a) to compare whether there were any differential effects on physical and mental health and wellbeing in terms of job type, gender, age, ethnicity or socioeconomic status; and b) to examine how flexible working arrangements impact on the social wellbeing and worklife balance of employees and their families. Flexibility is the umbrella term used to describe any role that breaks the traditional norm of a rigid 9-to-5, five-day week structure. Pelfrene E, Flexible and Compressed Work Week schedules: a metaanalysis of their effects on workrelated criteria. Providing flexible working arrangements will help to convey the image that many 21st-century workers are looking for in their employer - modern, progressive and concerned with the needs of its employees. Flexitime was shown not to have significant effects on selfreported physiological and psychological health outcomes. Workers were required to plan their schedules one week in advance and supervisors could request changes to facilitate department functioning. That is all to the good, as there are compelling reasons to embrace the change. Pryce 2006 examined the effects of an open rota scheduling system implemented in a psychiatric hospital in Denmark on a range of health and wellbeing outcomes. For as low as $12,000 in total, a Working Scholar can complete one of, How Hundreds Of People Are Getting Their College Degree For Free, Working Scholars Fund is a fiscally sponsored project of. Durham University, Department of Geography, Wolfson Research Institute, Queen's Campus, StocktononTeesTeessideUK, TS17 6BH, University of Montreal, Social and Preventive Medicine, Pavillon 1420 boul., MontRoyal, 1420, Boul. Schedules were issued four weeks in advance and the employer was unable to make changes in the first two weeks of the rotas without negotiation with the workers and suitable compensation. Flexible work has been on offer to both men and women in many companies for decades. Spelten E, None of the studies provided information on whether or not worker representative organisations were involved in the development and/or delivery of the interventions. The Cochrane Collaboration, 2008. Vercoulen JH, Kuroda Y, We located no studies conducted in low or middleincome countries. It is well recognised that interventions which increase workers autonomy or decision latitude and lead to greater alignment between employee needs and the work environment are likely to increase job satisfaction (Baltes 1999), reduce stress and the likelihood of stressrelated morbidity and ultimately lead to improvements in workers health (Bosma 1997; Kuper 2003; Marmot 2006). They also examined workers making the transition from working overtime at baseline to not working overtime at follow up and found that after adjusting for known confounders there was an increased risk of being a need for recovery case at follow up. 191 (worker$ or workplace$ or worksite$ or staff or personnel).ti,ab. In response to Hakim's overemphasis on voluntary choice, and her conceptualisation of working pattern as an expression of work or family preference and, by implication, career commitment, Crompton and Harris (1998) developed a six-category typology of personal styles of managing work and family combinations. By way of illustration, six different flexible working interventions were considered, meaning that in only two instances more than one study was retrieved per intervention type (selfscheduling (n = 4) and gradual/partial retirement (n = 2)). Overall informal carers are found to occupy a marginalised and devalued position in the English care policy system and the states treatment of informal care-givers and their care-related risks is inconsistent, unpredictable and inadequate. . Selfscheduling of shift interventions and employee controlled partial/early retirement were found to improve health (including systolic blood pressure and heart rate; tiredness; mental health, sleep duration, sleep quality and alertness; and selfrated health status) and/or wellbeing (coworkers' social support and sense of community) and no ill health effects were observed. Similarly, marital cohesion (validated by Spanier 1976) was adopted as a worklife balance outcome. This arrangements take into account individual's personal needs and allow employees to better sync their work hours with their their personal responsibilities. This is an important distinction . Smith L, Set hours worked, such as 7:00 a.m. to 3:00 p.m., or 9:00 a.m. to 5:00 p.m. The Cochrane Collaboration, 2008. For example, the decision to implement flexible working might have related to an employers efforts to decrease costs, maximise workflow or to respond to production requirements. Smith 1998 looked at the effects of flexibility within a compressed working week (CWW) shift system in the UK police service. Calvo 2009 found that having control over retirement had a significant effect on depression scores (coefficient 0.470, P < 0.01) when comparing those retirees with control and those without control. In terms of gender equity, a number of authors maintain that there is potential for flexible working policies to result in women becoming a source of disposable flexible labour and any gains offered by flexibility are likely to be polarised towards men rather than women (Truman 1992; Webster 1996). Excluded due to design, not an intervention study, retrospective data, Excluded due to design, not an intervention study, prospective cohort which compares different amounts of telework, Excluded as primary health outcomes are not measured using a validated instrument, Excluded as primary health outcomes are not measured using a validated instrument, Excluded, reports on planned research, RCT, no findings yet, Excluded due to design, follow up 3 months only, Excluded due to no health outcomes (job satisfaction, performance and productivity outcomes only), Exclude as no health outcomes (participative decisionmaking, role overload, role conflict, job strain). DOI: 10.4324/9781351128346 Corpus ID: 187647161; Flexible Working in Organisations @inproceedings{Kelliher2019FlexibleWI, title={Flexible Working in Organisations}, author={Clare Kelliher and Lilian M. de Menezes}, year={2019} } Cochrane Handbook for Systematic Reviews of Interventions Version 5.0.1 [updated September 2008]. The evidence base evaluating the effectiveness of flexible working interventions in the form of welldesigned controlled before and after studies is small and methodologically limited. With Flexibility. A systematic review of task restructuring interventions. You are currently offline. In some instances it was difficult to assess whether flexibility was defined by the employer or employee. When our kids grow up to be future leaders, it will not even cross their minds about when, where and how they work. Organizations are burdened with how to balance their employees work-life. 107 professional$ help$ with childcare.mp. 2. So is this development a force for good or something to fear? Fewer working days form because it is therefore unclear as to whether overtime working was by. 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