Flexible Working Practices

Big Ben

 

I’m Victoria and I started work on a PhD early last year titled ‘The effects of flexible working practices on employee health and wellbeing’. I’ve always been interested in work-life balance and the health impacts that arise when juggling work and life’s other activities.

Flexible working practices (FWPs), which can be either formal or informal, and organisation-led or employee-led, are common in many occupations and industry sectors. It is envisaged that these patterns will continue as working hours become increasingly diverse to meet operational requirements of organisations, and new technologies facilitate practices such as working remotely. These types of flexible working practices are often considered to be beneficial to either organisational or employee outcomes, depending on whether the flexible working practice in question has been initiated by the organisation or employee. However, there has been little empirical research to determine the impact of flexible working practices on outcomes such as employee health and wellbeing. A recent review (Joyce, Pabayo, Critchley, & Bambra, 2010) suggested that flexibility in working patterns that give employees more choice or control is likely to be beneficial for employees’ health and wellbeing.

My research includes both quantitative and qualitative components where I will explore aspects of flexible working patterns in the residential aged care sector and whether a relationship exists between flexibility and health outcomes.

Reference

Joyce, K., Pabayo, R., Critchley, J. A., & Bambra, C. (2010). Flexible working conditions and their effects on employee health and wellbeing (Review). The Cochrane Collaboration