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Article
Publication date: 30 August 2013

Dirk Hofäcker and Stefanie König

This paper aims to investigate the effect of flexible working conditions on work‐family conflict in European countries. Flexible work has increasingly been used by employers to…

6503

Abstract

Purpose

This paper aims to investigate the effect of flexible working conditions on work‐family conflict in European countries. Flexible work has increasingly been used by employers to adapt to the demands of economic competition, often at the expense of employee's demands. Yet, at the same time, flexible work can provide a means to better combine work and family obligations. The paper seeks to explore which of these effects dominates for different types of flexible employment, paying specific attention to gender‐specific effects.

Design/methodology/approach

For the cross‐national analysis of work‐life‐conflict, the authors employ the latest wave of the European Social Survey (ESS) from 2010, featuring a module on “Family, work and well‐being”. Binomial logistic regression is used to identify determinants of work‐life‐conflict both on the micro‐ and the macro‐level. In addition to looking at flexible work forms as a phenomenon per se, specific attention is given to the experience of different types of employment flexibilization throughout the financial crisis.

Findings

For both genders, irregularity and unpredictability of working hours negatively impact on work‐life conflict beyond the mere amount of working hours. Yet, higher autonomy in choosing one's work time is used very differently: While women tend to use their control over working hours to achieve a better work‐life‐balance, men tend to use these arrangements to increase their work commitment, thereby enhancing their perceived work‐family conflict. The authors argue that this gender‐specific use of flexible work arrangements might still reflect the traditional gender roles and gender‐segregated labour market structures. Adding to previous literature, the authors furthermore demonstrate that gender‐specific differences are also apparent in the effects of the most recent economic crisis.

Originality/value

By examining the effects of various types of flexible employment separately for men and women, the paper contributes to a better understanding of the gender‐specific effects of flexible work arrangements on work‐family‐conflict within European countries. The 5th wave of the ESS furthermore for the first time allows an empirical investigation of the effects of the recent financial crisis on work‐family conflict from a cross‐nationally comparative perspective.

Details

International Journal of Sociology and Social Policy, vol. 33 no. 9/10
Type: Research Article
ISSN: 0144-333X

Keywords

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Article
Publication date: 30 August 2013

Abigail Gregory, Susan Milner and Jan Windebank

The purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work‐life balance practice and policy since the onset of the “Great…

6472

Abstract

Purpose

The purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work‐life balance practice and policy since the onset of the “Great Recession” of 2008 and to draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK.

Design/methodology/approach

The editorial analyses how the direction and pace of changes in work‐life balance practice and policy varies between different national contexts and welfare regimes and also asks whether, within the same national context, the changes taking place are always consistent.

Findings

The special issue draws together an international overview of work‐life balance measures which focuses particularly on measures for fathers, an EU‐wide analysis of the use of flexible employment and its relationship with work‐family conflict and a number of specific country case studies from Southern Europe where recession has been particularly severe (Spain and Italy) and the Southern hemisphere (Australia) where the recession has been less deep. It finds that economic crisis and austerity have resulted in a variety of labour market changes and policy responses in different national settings, some but not all of which map onto existing welfare regime typologies. The articles raise a wider set of questions about what type of policy best promotes employees' work‐life balance. The editorial argues in favour of legislative support for work‐life balance to help address structural inequalities.

Originality/value

This editorial and special issue is one of the first to review the small but growing literature on the effect of recession on individuals' experience of work‐life balance, organisations' approach to work‐life balance and reconciliation policy since 2008.

Details

International Journal of Sociology and Social Policy, vol. 33 no. 9/10
Type: Research Article
ISSN: 0144-333X

Keywords

Available. Open Access. Open Access
Article
Publication date: 23 October 2024

Lukas Baschung, Nicole Weber, Stefanie Hasler and Mathias Rota

Through the lens of neo-institutionalism, this study suggests an up-to-date check of non-systemic quality management (QM) practices, based on the example of Swiss cantonal public…

198

Abstract

Purpose

Through the lens of neo-institutionalism, this study suggests an up-to-date check of non-systemic quality management (QM) practices, based on the example of Swiss cantonal public administrations. Related findings shall allow public managers to choose concrete tools for quality improvement, which are less resource intensive than quality management systems (QMS).

Design/methodology/approach

A framework of quality management tools (QMTs) is developed based on existing literature, tested and adapted through four case studies and applied to a broader variety of Swiss public administrations based on a survey. It is detected to what extent QMTs are used, since when and with what intensity by paying attention to the respective importance of new public management (NPM) and network governance (NG)-shaped QMTs.

Findings

All examined offices use an important number of QMTs. Classical isomorphism only takes place on a superficial level. Findings are in line with more recent neo-institutional views, involving reflective attitudes of public administrations, which lead to a selective choice of QMTs. Non-systemic QM consists of NPM- and NG-shaped tools, although the latter are used less often in practice.

Research limitations/implications

The obtained results need further confirmation based on a quantitively broader sample.

Practical implications

It is suggested to practitioners to choose individual QMTs with a focus on performance impact, opting to use a smaller number of QMTs in a systematic way rather than a bigger number with only half-hearted application.

Originality/value

This article sheds light on the often invisible non-systemic QM in public administration.

Details

International Journal of Public Sector Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0951-3558

Keywords

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Article
Publication date: 7 September 2021

Stefanie Reissner and Andrea Whittle

The aim of this review paper is to identify the methodological practices and presentational styles used to report interview-based research in “leading” management and organisation…

2016

Abstract

Purpose

The aim of this review paper is to identify the methodological practices and presentational styles used to report interview-based research in “leading” management and organisation journals.

Design/methodology/approach

This paper reviews a sample of 225 articles using qualitative interviews that were published in management, human resource management, organisational behaviour and international business journals listed in the Financial Times 50 list between 2009 and 2019.

Findings

The review found diversity and plurality in the methodological practices used in these studies and the presentational styles used to report interview research.

Practical implications

The findings are expected to help doctoral students, early career scholars and those new to using qualitative interviews to make decisions about the appropriateness of different methodological practices and presentational styles. The findings are also expected to support editors, reviewers, doctoral examiners and conference organisers in making sense of the dissensus that exists amongst qualitative interview researchers (Johnson et al., 2007). These insights will also enable greater “paradigmatic awareness” (Plakoyiannaki and Budhwar, 2021, p. 5) in the evaluation of the quality of interview-based research that is not restricted to standardised criteria derived from positivism (Cassell and Symon, 2015).

Originality/value

To make sense of this plurality, the authors map these practices and styles against the onto-epistemological paradigms identified by Alvesson (2003, 2011). The paper contributes to calls for philosophical diversity in the evaluation of qualitative research. The authors specifically articulate concerns about the use of practices in interview-based studies that derive from the positivistic logic associated with quantitative research.

Details

Qualitative Research in Organizations and Management: An International Journal, vol. 17 no. 1
Type: Research Article
ISSN: 1746-5648

Keywords

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Article
Publication date: 19 July 2023

João Maranha, Paulo Jorge Nascimento, Tomaz Alexandre Calcerano, Cristóvão Silva, Stefanie Mueller and Samuel Moniz

This study provides an up-to-date review of additive manufacturing (AM) technologies and guidance for selecting the most appropriate ones for specific applications, taking into…

275

Abstract

Purpose

This study provides an up-to-date review of additive manufacturing (AM) technologies and guidance for selecting the most appropriate ones for specific applications, taking into account the main features, strengths, and limitations of the existing options.

Design/methodology/approach

A literature review on AM technologies was conducted to assess the current state-of-the-art. This was followed by a closer examination of different AM machines to gain a deeper insight into their main features and operational characteristics. The conclusions and data gathered were used to formulate a classification and decision-support framework.

Findings

The findings indicate the building blocks of the selection process for AM technologies. Furthermore, this work shows the suitability of the existing AM technologies for specific cases and points to opportunities for technological and decision-support improvements. Lastly, more standardization in AM would be beneficial for future research.

Practical implications

The proposed framework offers valuable support for decision-makers to select the most suitable AM technologies, as demonstrated through practical examples of its utilization. In addition, it can help researchers identify the limitations of AM by pinpointing applications where existing technologies fail to meet the requirements.

Originality/value

The study offers a novel classification and decision-support framework for selecting AM technologies, incorporating machine characteristics, process features, physical properties of printed parts, and costs as key features to evaluate the potential of AM. Additionally, it provides a deeper understanding of these features as well as the potential opportunities for AM and its impact on various industries.

Details

Journal of Manufacturing Technology Management, vol. 34 no. 7
Type: Research Article
ISSN: 1741-038X

Keywords

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Article
Publication date: 1 August 2016

Patrick Kampkötter, Jens Mohrenweiser, Dirk Sliwka, Susanne Steffes and Stefanie Wolter

The purpose of this paper is to introduce a new data source available for researchers with interest in human resources management (HRM) and personnel economics, the Linked…

1868

Abstract

Purpose

The purpose of this paper is to introduce a new data source available for researchers with interest in human resources management (HRM) and personnel economics, the Linked Personnel Panel (LPP).

Design/methodology/approach

The LPP is a longitudinal and representative employer-employee data set covering establishments in Germany and a subset of their workforce and is designed for quantitative empirical human resource research.

Findings

The LPP employee survey applies a number of established scales to measure job characteristics and job perceptions, personal characteristics, employee attitudes towards the organization and employee behaviour. This paper gives an overview of both the employer and employee survey and outlines the definitions, origins, and statistical properties of the scales used in the individual questionnaire.

Practical implications

The paper describes how researchers can access the data.

Originality/value

First, the data set combines employer and employee surveys that can be matched to each other. Second, it can also be linked to a number of additional administrative data sets. Third, the LPP covers a wide range of firms and workers from different backgrounds. Finally, because of its longitudinal dimension, the LPP should facilitate the study of causal effects of HRM practices.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 4 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

Available. Open Access. Open Access
Article
Publication date: 12 May 2022

Olusegun Emmanuel Akinwale and Olaolu Joseph Oluwafemi

Personality profiling in today’s business world has become an essential organisational development practice targeted at identifying a set of employees' traits, which differentiate…

2145

Abstract

Purpose

Personality profiling in today’s business world has become an essential organisational development practice targeted at identifying a set of employees' traits, which differentiate an employee from one another. Given the assumption that personality traits form an essential indicator of developing the potential of an individual workforce, possible to establish how employees function in a certain job role and their suitability for the particular tasks in an organisation. This study aims to explore the relationship between personality traits, assessment centres (ACs) quality and management development in Nigeria telecommunication organisation among its managers.

Design/methodology/approach

The study employed multi-stage sampling techniques and further stratified the hierarchy of the management and finally used a simple random sampling strategy on each stratum. A combination of 482 managers in Nigerian telecommunication organisations participated in this study. The study investigated 12 hypotheses and 1 mediating postulation. Multiple scales were adapted to measure dimensions of endogenous and exogenous variables along the path of mediating variables of the study. The study employed a cross-sectional survey approach to administering the research instrument across all the departments among the managers of the organisations. A structural equation model of assessment was used to analyse the data collected from managers of the telecoms organisations.

Findings

The outcome of the study was significant, 10 of the postulated hypotheses were found to be significant while 3 were not significant. The study revealed that a combination of openness to experience, conscientiousness, neuroticism, agreeableness and extraversion personality have no significant relationship with the AC. Also, employees who are high in neuroticism like being emotionally unstable did not find a significant relationship with the AC. In a similar situation, the combined effect of all the big-five personalities was not significant in management development among the managers of the telecommunication industry. The AC is discovered to mediate between personality traits and management development. Individually, the big-five model finds a significant relationship with AC and management development, respectively.

Research limitations/implications

The study is restricted to managers of the Nigerian telecoms industry alone and not all the entire workforce. It adopted cross-sectional analysis to make an inference on all the managers of the organisations. The implication is that the period of the view of a particular point in a sequence of the event may not be representative. Another implication is that the results from the cross-sectional design are for the relationship, and they do not indicate causation.

Originality/value

In practice, this study has shown that personality profiling is important to managing organisational behaviour to highlight a set of traits of employees suitable for peculiar roles. This study implies that personality elements constitute a vital signal of the potential development of the workforce. It helps to illuminate an individual functioning style in a certain task situation, therefore determining both professional and managerial suitability in performing a given role.

Details

Management Matters, vol. 19 no. 1
Type: Research Article
ISSN: 2752-8359

Keywords

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