Effects of new ways of working on work hours and work location, health and job-related outcomes

Hylco H. Nijp*, Debby G. J. Beckers, F.C. van de Voorde, Sabine A. E. Geurts, Michiel A. J. Kompier

*Corresponding author for this work

Research output: Contribution to journalArticleScientificpeer-review

Abstract

New ways of working (NWW) is a type of work organization that is characterized by temporal and spatial flexibility, often combined with extensive use of information and communication technologies (ICT) and performance-based management. In a three-wave intervention study, we examined the effects of NWW on both the organization of work (changes in control over time and place of work; working hours and work location; and other key job characteristics), and on employees' outcomes (work-nonwork balance; health and well-being; and job-related outcomes). We applied a quasi-experimental design within a large Dutch financial company (N = 2,912). We studied an intervention group (n = 2,391) and made comparisons with a reference group (n = 521). There were three study waves: (i) one/two months before, and (ii) 4 months and (iii) 10 months after implementation of NWW. Repeated measures analyses of covariance (involving 361 participants from the intervention group and 80 participants from the reference group) showed a large and significant shift from hours worked at the office to hours worked at home after implementation of NWW. Accordingly, commuting time was reduced. Employees remained working on week days and during day time. Psychosocial work-characteristics, work-nonwork balance, stress, fatigue, and job-related outcomes remained favourable and largely unaffected, but the health score in the intervention group decreased (medium effect). These findings suggest that the implementation of NWW does not necessarily lead to changes in psychosocial work characteristics, well-being or job-related outcomes.

Original languageEnglish
Pages (from-to)604-618
JournalChronobiology International
Volume33
Issue number6
DOIs
Publication statusPublished - 2016
Event22nd International Symposium on Shiftwork and Working Time - Elsinore, Denmark
Duration: 8 Jun 201512 Jun 2015

Keywords

  • Work-home interference
  • boundaryless work
  • well-being
  • work-nonwork balance
  • flexible work
  • intervention
  • ORGANIZATIONAL CITIZENSHIP
  • ROLE BEHAVIORS
  • PERFORMANCE
  • MOTIVATION
  • COMMITMENT
  • KNOWLEDGE
  • FATIGUE
  • SUPPORT
  • IMPACT
  • TIME

Cite this

Nijp, Hylco H. ; Beckers, Debby G. J. ; van de Voorde, F.C. ; Geurts, Sabine A. E. ; Kompier, Michiel A. J. / Effects of new ways of working on work hours and work location, health and job-related outcomes. In: Chronobiology International. 2016 ; Vol. 33, No. 6. pp. 604-618.
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abstract = "New ways of working (NWW) is a type of work organization that is characterized by temporal and spatial flexibility, often combined with extensive use of information and communication technologies (ICT) and performance-based management. In a three-wave intervention study, we examined the effects of NWW on both the organization of work (changes in control over time and place of work; working hours and work location; and other key job characteristics), and on employees' outcomes (work-nonwork balance; health and well-being; and job-related outcomes). We applied a quasi-experimental design within a large Dutch financial company (N = 2,912). We studied an intervention group (n = 2,391) and made comparisons with a reference group (n = 521). There were three study waves: (i) one/two months before, and (ii) 4 months and (iii) 10 months after implementation of NWW. Repeated measures analyses of covariance (involving 361 participants from the intervention group and 80 participants from the reference group) showed a large and significant shift from hours worked at the office to hours worked at home after implementation of NWW. Accordingly, commuting time was reduced. Employees remained working on week days and during day time. Psychosocial work-characteristics, work-nonwork balance, stress, fatigue, and job-related outcomes remained favourable and largely unaffected, but the health score in the intervention group decreased (medium effect). These findings suggest that the implementation of NWW does not necessarily lead to changes in psychosocial work characteristics, well-being or job-related outcomes.",
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Effects of new ways of working on work hours and work location, health and job-related outcomes. / Nijp, Hylco H.; Beckers, Debby G. J.; van de Voorde, F.C.; Geurts, Sabine A. E.; Kompier, Michiel A. J.

In: Chronobiology International, Vol. 33, No. 6, 2016, p. 604-618.

Research output: Contribution to journalArticleScientificpeer-review

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AU - Beckers, Debby G. J.

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AU - Kompier, Michiel A. J.

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AB - New ways of working (NWW) is a type of work organization that is characterized by temporal and spatial flexibility, often combined with extensive use of information and communication technologies (ICT) and performance-based management. In a three-wave intervention study, we examined the effects of NWW on both the organization of work (changes in control over time and place of work; working hours and work location; and other key job characteristics), and on employees' outcomes (work-nonwork balance; health and well-being; and job-related outcomes). We applied a quasi-experimental design within a large Dutch financial company (N = 2,912). We studied an intervention group (n = 2,391) and made comparisons with a reference group (n = 521). There were three study waves: (i) one/two months before, and (ii) 4 months and (iii) 10 months after implementation of NWW. Repeated measures analyses of covariance (involving 361 participants from the intervention group and 80 participants from the reference group) showed a large and significant shift from hours worked at the office to hours worked at home after implementation of NWW. Accordingly, commuting time was reduced. Employees remained working on week days and during day time. Psychosocial work-characteristics, work-nonwork balance, stress, fatigue, and job-related outcomes remained favourable and largely unaffected, but the health score in the intervention group decreased (medium effect). These findings suggest that the implementation of NWW does not necessarily lead to changes in psychosocial work characteristics, well-being or job-related outcomes.

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KW - well-being

KW - work-nonwork balance

KW - flexible work

KW - intervention

KW - ORGANIZATIONAL CITIZENSHIP

KW - ROLE BEHAVIORS

KW - PERFORMANCE

KW - MOTIVATION

KW - COMMITMENT

KW - KNOWLEDGE

KW - FATIGUE

KW - SUPPORT

KW - IMPACT

KW - TIME

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DO - 10.3109/07420528.2016.1167731

M3 - Article

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SP - 604

EP - 618

JO - Chronobiology International

JF - Chronobiology International

SN - 0742-0528

IS - 6

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