Assessing risk of bias in included studies. In terms of general health outcomes, a significant decrease in tiredness during the night shift (from 53% to 44% in the intervention group) was demonstrated with a time x group interaction P = 0.02. Smith 1998 demonstrated improvements in mental health, sleep quality on day shift, sleep duration on night shift and alertness during night shift in the intervention group compared with the comparison group. The 9-to-5 default remains strongly embedded in our culture: Calendar apps gray out weekends and evenings, Google Doodles and other consumer products rebrand for holidays, and many businesses and schools close on weekends, evening, and holidays. Gingras S. Effect of duration of employment in piecework on severe disability among female garment workers, Introduction of alternating telework in a local government administration an evaluation, Zeitschrift fur Arbeits und Organisationspsychologie, Employee health and wellbeing: the role of flexibility and workfamily balance. Enter your email to receive our Hybrid Strategy Playbook via email. The metaanalysis also revealed that managers and professionals were less affected by flexitime than general employees. Neither Will the Internet, Stack Overflow Didnt Ask How Bad Its Gender Problem Is This Year. Apple unveiled the Vision Pro headset and a number of AI-powered features yesterday, but largely ignored generative AI applications embraced by Google and Microsoft. We told one group to think about how their time could have been better spent pursuing non-work activities, like relaxing with friends or listening to music, while we told a second group to think about how they were making good use of their time by catching up on work. It can involve working from home, working flexible hours, job sharing, or a mixture of all of these. endobj Evidence shows these workers tend to be more productive, and the employer also saves money formerly spent on renting office space, parking, heating/cooling, internet, and coffee. 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. Commissioned and accepted by the government, it provides a . irregular) adj2 (work$ or shift$1 or hours$)).mp. S224S200 or S201 or S202 or S204 or S205 or S206 or S207 or S208 or S209 or S210 or, S212 or S213 or S214 or S215 or S216 or S217 or S218 or S219 or S220 or S221 or, S223TX ((job* or employment) w2 (place* or site* or location* or setting*)), S204 TX "Small and medium enterprises", S203 TX ((company or companies) w5 (work* or employ* or job* or staff or personnel or, S199 (S65 or S66 or S67 or S68 or S69 or S70 or S71 or S72 or S73 or S74 or S75 or S80, or S81 or S82 or S85 or S87 or S88 or S89 or S90 or S91 or S92 or S93 or S94 or, S95 or S96 or S97 or S98 or S99 or S100 or S101 or S102 or S103 or S105 or S106, or S107 or S108 or S109 or S110 or S111 or S112 or S113 or S114 or S115 or S116, or S117 or S121 or S123 or S125 or S126 or S127 or S128 or S129 or S130 or S131, or S135 or S138 or S139 or S140 or S150 or S151 or S155 or S156 or S162 or S162, or S166 or S167 or S168 or S169 or S170 or S171 or S172 or S173 or S174 or S175, or S176 or S178 or S180 or S183 or S184 or S185 or S187 or S188 or S189 or S190, or S191 or S194 or S196 or S198)(S65 or S66 or S67 or S68 or S69 or S70 or S71, or S72 or S73 or S74 or S75 or S80 or S81 or S82 or S85 or S87 or S88 or S89 or, S90 or S91 or S92 or S93 or S94 or S95 or S96 or S97 or S98 or S99 or S100 or, S101 or S102 or S103 or S105 or S106 or S107 or S108 or S109 or S110 or S111 or, S112 or S113 or S114 or S115 or S116 or S117 or S121 or S123 or S125 or S126 or, S127 or S128 or S129 or S130 or S131 or S135 or S138 or S139 or S140 or S150 or, S151 or S155 or S156 or S162 or S162 or S166 or S167 or S168 or S169 or S170 or, S171 or S172 or S173 or S174 or S175 or S176 or S178 or S180 or S183 or S184 or, S185 or S187 or S188 or S189 or S190 or S191 or S194 or S196 or S198)(S65 or, S66 or S67 or S68 or S69 or S70 or S71 or S72 or S73 or S74 or S75 or S80 or S81, or S82 or S85 or S87 or S88 or S89 or S90 or S91 or S92 or S93 or S94 or S95 or, S96 or S97 or S98 or S99 or S100 or S101 or S102 or S103 or S105 or S106 or, S107 or S108 or S109 or S110 or S111 or S112 or S113 or S114 or S115 or S116 or, S117 or S121 or S123 or S125 or S126 or S127 or S128 or S129 or S130 or S131 or, S135 or S138 or S139 or S140 or S150 or S151 or S155 or S156 or S162 or S162 or, S166 or S167 orS168 or S169 or S170 or S171 or S172 or S173 or S174 or S175 or, S176 or S177 or S178 or S179 or S180 or S181 or S182 or S183 or S184 or S185 or, S186 or S187 or S188 or S189 or S190 or S191 or S192 or S193 or S194 or S195 or, S193 TX (work life or work life) w2 (balance*), S192 TX (work life or worklife) w2 (balance*), S186TX ((day or night or late or early or evening or core or stagger* or compress* or, irregular) w2 (work* or shift*1 or hours*)), S120 TX professional* help* with household work*, S119 TX professional* help* with housework, S118TX professional* help* with childcare, S113TX nonstandard employ* contract*, S112TX non standard* employ* contract*, S64S1 or S2 or S3 or S4 or S6 or S7 or S9 or S10 or S11 or S12 or S13 or S14 or, S15 or S16 or S17 or S18 or S19 or S20 or S21 or S22 or S23 or S24 or S25, or S26 or S27 or S29 or S30 or S31 or S35 or S36 or S37 or S38 or S39 or, S41 or S42 or S43 or S44 or S45 or S46 or S47 or S48 or S50 or S51 or S52, or S53 or S55 or S56 or S57 or S58 or S59 or S61 or S62 or S63 Search modes , S60 TX ((facilitat* or enable*1 or enabling or barrier*1 or obstruct* or encourage* or, prevent* or time or free or disrupt* or relationship* or conflict) w2 (cooking or, S54TX ((facilitat* or enable*1 or enabling or barrier*1 or obstruct* or encourage* or, prevent* or time or free or disrupt* or relationship* or conflict) w3 (household work, or house work or chores or hobbies or hobby or friends or family)), S49TX functional limitations profile, S40 TX ((GP or hospital or doctors or gps) w2 (consultation*1 or appointment*1)), S34TX (employee* or staff) w2 (health), S33TX ((employee* or staff) w2 health)), S32TX ((employee* or staff) w2 health), S28TX ((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) w2 (health or healthy or healthier)), S26 TX (musculo w2 skeletal w2 disorder*), S25 TX (musculoskeletal w2 disorder*). Viitasalo 2008 measured physical activity using the International Physical Activity Questionnaire (Craig 2003) and also recorded intake of alcohol, caffeine, fats and fibre in a study of a selfscheduling intervention. Learn more about collaborating in a flexible office, Remote Workers face Challenges in the Hybrid Office, Effective collaboration in a Flexible Workplace: Tips and Strategies, The future standard: Working in a flexible office, GoBright Visitor Registration & Digital Signage in MS Teams, Take power: Design your Office efficiently with Occupancy Measuring, GoBright as an enrichment to your Microsoft Workplace. To date much of the research examining the effects of flexible working conditions on health has adopted a crosssectional design, which does not enable exploration of causality. The findings show that 79% of employers are planning to make moderate to extensive changes, in order to allow more hybrid working, reflecting the views of 90% of employees, who say they want flexibility in when and where they work. 253 0 obj Is there adjustment for the majority of known confounders (e.g. 259 0 obj The reasons for excluding studies which appeared to fulfil the eligibility criteria but were excluded after full paper analysis are listed in the Characteristics of excluded studies table. Sluiter JK, Interaction effects were also observed for day shift sleep quality (F = 4.59, P < 0.05) and night shift alertness (F = 4.21, P < 0.05) and night shift sleep durations (F = 6.49, P < 0.05). 109 professional$ help$ with household work$.mp. Especially today, this means that you no longer only have to optimise the corporate office, but also your employees home offices. Future research should attempt to address this gap by differentiating outcomes by occupational grade or socioeconomic group. Working at home increased the likelihood of job stress by 22% and job satisfaction by 65%. If you can reduce your carbon footprint by allowing employees to work remotely, thats a big tick in the environmentally-friendly box. Read our privacy & cookie policy. Clearly more research is needed to explore this possibility further. And what does hybrid working mean for your team? The authors suggest that flexitime schedules are unlikely to benefit those workers who already have high levels of control and choice (Baltes 1999). Totterdell P, Tapas Ray, PhD, is an Economist in the NIOSH Economic Research and Support Office and Co-Assistant Coordinator of the Healthy Work Design and Well-Being Cross-Sector program. Labor market trajectories and health: a fouryear followup study of initially fixedterm employees, Developing a successful selfrostering shift system. By: Jack Blum and Shivani Patel On June 29, 2023, the United States Supreme Court issued its ruling in Students for Fair Admissions, Inc. v. President and Fellows of Harvard College (along with Students for Fair Admissions, Inc. v. the University of North Carolina, et al. In, Golden L, Sweet S, Chung H. Chapter 13: Positive and negative application of flexible working time arrangements: comparing the United States of America and the EU countries. Also, employees expectations are changing. You will be subject to the destination website's privacy policy when you follow the link. Santana V (Chairs). Research: Flexible Work Can Dampen Motivation - Harvard Business Review The benefits of flexible working There are many advantages to be gained from flexible working arrangements, not only for staff but for employers too. In contrast, the effects of employerorientated forms of flexibility, such as casual employment and labour hire, are likely to play out differently with the worker lacking job security, protection and choice and control (Benach 2007). This may help you realise that you have way too much office space available and justify deciding to let go of a portion of floorspace. 3. Work flexibility can have positive and negative consequences for workers and their families, employers, and society overall. An analysis of disadvantaged socioeconomic positions and myocardial infarction in the Stockholm Heart Epidemiology Program (SHEEP). This reduces employee turnover rates, which can be costly for businesses. Apple Ghosts the Generative AI Revolution. Leave flexibility, measured as the ability to take time off for family needs being not too hard or not at all hard. Those working for temporary help agencies had the lowest flexibility to work at home, take time off, and change their schedule. Almeida DM. <>stream Flexible working is a great way to improve employee retention rates. The last 20 months has offered the opportunity to rebuild work in a positive way to bring more balance to our livesbut only if bosses listen. It is therefore unclear as to whether overtime working was dictated by the employer or requested by the worker. nXvk{Eihj#()#q^l!Wc>l:{&Wzw|#C hT\xG+(Rq]/ic5sxENw1cE\HrC.c\*}~y~OBqvy)fu4[x#&~^-x[ >$>+}_gmt.#2!=AQ Lw.`4. Wade DT. 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). This second problem Elliott refers to as a focus group of one: its the assumption that, because an exec may have worked their way up through the ranks, they know what current staff are thinking, despite the many changes that have happened in the intervening decades, notably around technology and collaboration tools. Vahtera J, If they don't, it's perhaps time to look elsewhere for employment. EFVU(eufv7GWgw8HXhx)9IYiy*:JZjz m !1AQa"q2#BRbr3$4CS%cs5DT As employers battle inflation and struggle to find and keep tech workers, truly flexible work presents as a way for companies to survive and, perhaps, for their employees to thrive. concurrent interventions, not all intervention group exposed)? [Maudsley Monograph No. Four of the ten studies reviewed measured secondary outcomes as defined in this review (see Table 2, Examples of secondary outcomes measured). 249 0 obj Interventions which implemented employerdefined flexibility were either associated with no significant changes in health outcomes (De Raeve 2007; Rodriguez 2002) or, in one instance, adverse effects on mental health outcomes (Dooley 2000). 30 ((employee$ or staff) adj2 health).ti,ab. The importance of supplementary searching in relation to this topic area has been illustrated in two related systematic reviews of shift work (Bambra 2008a; Bambra 2008b) which showed that after searching 27 different databases, 40 out of 66 studies were identified through MEDLINE or EMBASE and half of the remainder were located through citation follow up (Bambra 2009c). It comes with the territory, after . Flexibility is a boon to the modern workplace but it shouldnt have to come at the cost of intrinsic motivation. EssinkBot NL, Also no primary health outcomes measured; health behaviours are defined as secondary outcomes in this review. Reactions of nonsupervisory employees, A longitudinal analysis of the impact of flexible working hours, Transition into parttime work: health risks and opportunities. NabeNielsen K and Garde AH (ongoing study 2006 to 2010). Boxtel MPJ, Over the past decades, many European countries have witnessed a decline in 'standard' employment and a rapid rise in employment relationships that entail a lower degree of commitment from both employers and employees (OECD, 2019b; Spreitzer et al., 2017).Younger workers are overrepresented among those working in non-standard arrangements based on 'flexible' contracts and as a . We identified only a small number of studies for each flexible working intervention and few studies used the same primary and secondary outcome measures. For employers and organizations, work flexibility contributes to their ability to attract and retain workers, and affects their workers engagement and productivity. Bambra C, Any differences in assessment were resolved through discussion with the third author (CB). HRn0VN8(tBKKVj~qh*+=~6w5G$UPws!. Tvx;=2M%+61+p3E$%hdB(Fjj/wK%}Ig#H/4jqPw$&XIY>Az5[v4XiZ {$~J!_Q l`}$)&F$Z-TOG Noticing these cues and proactively replacing them with prompts that help you shift how you think about non-standard work times can help you stay motivated when working on a non-traditional schedule. 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. Sullivan M, G|]wLW$ Smith 1998 looked at the effects of flexibility within a compressed working week (CWW) shift system in the UK police service. Kristensen TS, For example, as of 6 April 2009 the UK government extended the right to request flexible working conditions to all parents with children aged 16 or under (BERR 2009). Kossek EE, Hammer LB, Thompson RJ, Burke LB. Sowden A, The factorial generality of brief positive and negative affect measures, You are free to set your own hours: governing worker productivity and health through flexibility and resilience, Tackling inequalities in health: the need for building a systematic evidence base. (Y/N/Unclear), Are outcomes reported for a period 6 months or greater? In one study (De Raeve 2007) where the intervention involved a transition from working no overtime to overtime working, it was unclear as to whether the workers elected to work overtime or whether overtime was dictated by the employer. When employees work from home more frequently, the office is of course used much less. Dunn Bonferroni statistics for psychological stress: pretest and first posttest: 0.757, pretest and second posttest: 0.778, second and first posttest: 0.099). et al. endobj Virtanen P, Department of Work and Pensions (http://www.dwp.gov.uk); Department of Health (http://www.dh.gov.uk); Department for Business Enterprise and Regulatory Reform (http://www.berr.gov.uk); Trade Union websites (including http://www.tuc.org.uk/; http://www.dol.gov/; http://www.actu.asn.au/; http://www.canadianlabour.ca/home). Elliott says their focus groups with executives revealed that company leadership was often afraid of transparency in case plans changed or turned out to be the wrong road. Other companies soon caught on and began to follow suit, adopting similar practices. Is the followup response greater than 80%? Evaluating nonrandomised intervention studies, Chapter 9. Roman Pabayo: methodological and statistical expertise, undertook data extraction and critical appraisal, contributed to writing of the review. Viitasalo K, The Nordic Cochrane Centre. <>/Font<>>>/Fields[]>> 192 (employee$ or employer$).ti,ab. None of the studies provided information on whether or not worker representative organisations were involved in the development and/or delivery of the interventions. 28 ((promot$ 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. Ferrie J. Effect of the 80hour workweek on resident burnout. We identified a further three papers through citation follow up (de Vaus 2007; Dooley 2000; Smith 1998). for the Cochrane Health Equity Field. Employers' views on flexible employment contracts for younger workers Flexibility in terms of work location and schedule gives workers a sense of job control, and increases their job satisfaction, thereby improving their health and well-being. (Y/N/Unclear), Are the participants workers/employees? Muntaner C, Macdonald I, The biggest advantage is an improved work/life-balance. <> And no wonder: They have better homes, better offices, and better pay. In a number of low and middleincome countries flexible working hours is a relatively new concept which tends to be restricted to large multinational companies (see for example Eurofound 2009). Where it is unclear from the study whether a quality criterion has been achieved no score is given. Flexitime was shown not to have significant effects on selfreported physiological and psychological health outcomes. Because the significance of work flexibility for workers, employers, and society overall is expected to continue to increase, a recent NIOSH study assessed the prevalence of work flexibility and how it relates to worker well-being. Why Flexible Work Boosts Employee Productivity - Forbes Work flexibility can have positive and negative consequences for workers and their families, employers, and society overall. In this review the studies identified were not considered to be sufficiently homogenous (that is, in relation to population, intervention, control group, outcome measure and design) to enable metaanalysis to be undertaken. Physical health:experimental measures, blood pressure, heart rate, total cholesterol, HDL, LDL, triglycerides, fasting plasma glucose, glycosylated haemoglobin, C reactive protein, Mainly workerorientated to take account of individual choice and control but some flexibility to address company needs, Excluded due to absence of health outcomes (job satisfaction only), Excluded due to design, no before measures and no primary health outcomes, Excluded as primary health outcomes were not reported using a validated instrument, Excluded, not an intervention study, also outcomes reported retrospectively, Excluded due to design, no before and after measures and no health outcomes, Excluded due to design, no control group or before measures, Excluded, does not qualify as a flexible working intervention according to our inclusion criteria, Excluded due to design, not an intervention study, crosssectional data only, Excluded due to design, retrospective data only, Excluded due to design, not an intervention study, Excluded, no primary health outcomes, considers retention, job satisfaction and organisational outcomes only, Excluded as followup period too short (2 weeks), Excluded due to primary health outcomes not being measured using a validated instrument, Time series design with comparison group but excluded as does not measure primary health outcomes (job and leisure satisfaction only), Excluded as no primary health outcomes (employee attitudes, job satisfaction, impact on work and leisure), Excluded due to no primary health outcomes (accidents only), Excluded, due to design crosssectional data only. But how do you decide what to let go of? However, change doesnt necessarily mean crisis. <> The effects of contractual flexibility on selfreported health (with the exception of gradual/partial retirement, which when controlled by employees improved health outcomes) were either equivocal or negative. In. Marshall AL, There are several reasons for this: Flexible workers generally have more time and better control over how to plan it. 36 ((GP or hospital or doctor or gps) adj2 (consultation$1 or appointment$1)).ti,ab. Careers, Unable to load your collection due to an error. These countries are putting it to the test, Closing gender gaps in the private sector benefits over 728,000 women, is affecting economies, industries and global issues, with our crowdsourced digital platform to deliver impact at scale. Overall, the prevalence of flexibility indicators changed minimally during the period examined. Adobe d were off sick less often. Nakao H, Work Flexibility and Work-Related Well-Being - PMC You may discover that you can let go of an amount of desks and maybe even floorspace. Measures of quality of life featured in two studies. Working Families surveyed 26 employers in September 2020, finding employees flexing their hours increased from around half to 85%. This intervention was also workerorientated and enabled increased levels of control for the worker. Researchers have also questioned how flexible working arrangements continue to be treated as a concession rather than a right (Truman 1992), including in legislation (for example in the UK there is a right to request flexible working but not to receive it). Randomised controlled trials (RCT), interrupted time series and controlled before and after studies (CBA), which examined the effects of flexible working interventions on employee health and wellbeing. In our field, we use the term occupancy measuring. These included arrangements apparently actively chosen by the worker (Y/N), reasons for practices (open text) and worker or employer favourable (Y/N) (please refer to Appendix 2 for further details). Jul 20th, 2022 2:16pm by Jennifer Riggins. Flexible working is any work pattern that differs significantly from the traditional, office-based, 9 a.m. to 5 p.m. standard. 45 functional limitations profile.ti,ab. Folkard S, Welch V, Subjects were randomly assigned to the experimental or control group and selfrated physiological and psychological health was measured using a sevenitem, scale validated by Patchen 1970. 8600 Rockville Pike Amelsvoort LG, Ueffing E, For example, Artazcoz 2005 draws attention to lacunae in the evidence base relating to how flexible working practices impact on the health of different groups across the socioeconomic strata and by occupational group, ethnicity or gender (Artazcoz 2005). 108 professional$ help$ with housework.mp. I am also suprised not to see more about how working from home is far easier for relatively affluent individuals who have extra space in their homes in which to set up a home office. Similarly, it is important to understand the socioeconomic patterning of flexible working arrangements and the impacts such inequalities might have on health and wellbeing. 101 non standard$ employ$ contract$.ti,ab. Common types of flexible working are: part-time work which means working less than the normal hours; this can mean working fewer days per week; flexi-time which means choosing when to work Statistically significant effects were reported only in relation to improvements in social support and a sense of community in one study of selfscheduling of shifts (Pryce 2006). The Compressed Working Week as organisational change: behavioral and attitudinal outcomes, Optimism, coping and health: assessment and implications of generalised outcome expectancies, The stress profile: a psychosocial approach to measuring stress, Adverse health effects of high effort/lowreward conditions, Journal of Occupational Health Psychology, Reducing social inequalities in health: workrelated strategies, Scandinavian Journal of Public Health Supplement, Health inequalities and the psychosocial environment two scientific challenges. Our study analyzed data from a pre-pandemic period, when workers worked at home voluntarily. endstream It is well established that work and the workplace are important social determinants of health (Acheson 1998; CSDH 2008; Townsend 1992). Important Benefits of Being Flexible Inside Your Workplace Ropponen T. Occupational stress questionnaire: user's instructions, Finnish Institute of Occupational Health, Reviews 19, Helsinki, A scoring system for subjective health complaints. Perreira KM, The typical day at the office might look anything but typical once businesses reopen. ChatGPT is stoking fears of mass layoffs, but a study of several EU countries found the deep-learning boom of the 2010s actually created job opportunities. With regard to handsearching a selection of relevant journals in the field, we searched Ergonomics rather than the Journal of Human Ergology as the searches retrieved more hits from the latter publication.
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