Flexibility of Labor, Well-Being, and Stress |
| |
Authors: | Marc J. Schabracq Cary L. Cooper |
| |
Affiliation: | (1) Department of Industrial and Organizational Psychology, University of Amsterdam, The Netherlands;(2) Manchester School of Management, University of Manchester, Institute of Science and Technology, United Kingdom |
| |
Abstract: | After a short introduction into the changing nature of our society and organizations, we outline two kinds of flexibility of labor: qualitative flexibility, that is the degree to which people who work in or for a certain organization can and do perform different tasks, and quantitative flexibility, that is, varying the quantity of personnel and their working hours. Then, the different ways in which we organize our work and organizations are dealt with in terms of quantitative and qualitative flexibility. Next, we survey these ways of organizing on the degree to which they moderate the positive individual outcomes, or individual goals, of work. It can be concluded that quantitatively flexible work, besides some minor positive consequences, may have serious negative consequences for one's well-being, health, and personal development, while qualitative flexibility may have many more advantages, though it may lead to a devastating task overload. Last, we explore some ways to alleviate these negative effects. |
| |
Keywords: | labor flexibility health well-being stress |
本文献已被 SpringerLink 等数据库收录! |
|