Work-Life Balance Is Dead: How The Best Companies Are Recognizing Employees’ Need For Work-Life Flexibility
In recent years, with advancements in technology, the lines between different aspects of people lives have become increasingly blurred, to the point that work-life balance is not possible for most modern workers. Through the analysis of the ‘best’ and ‘worst’ Fortune 500 companies to work for, this US study argues that ‘work–life flexibility’ is what is important to modern workers, and that the best companies are already recognizing and supporting this through time benefits offered to employees and governance structures used to support these benefits.
Key Topics: Work-life balance; Work-life flexibility; Time Benefits
With companies often designing employee reward systems with the goal of increasing employee effort and performance, a key consideration is why employees often react differently to the same reward system. A study in The International Journal of Human Resource Management sought to understand the role that happiness and sadness can play in how workers value effort and reward. The study found that happy individuals are more likely to exert efforts for future rewards, while sad individuals tend to seek rewards without extra effort.
Key Topics: Effort; Reward; Happiness; Sadness; Motivation
With anxiety disorders on the rise, and negatively impacting organizational and employee performance, a study in the Journal of Occupational & Environmental Medicine examined the influence that job stressors had on panic attacks (PA) and panic disorders (PD). The study's findings indicated a significant relationship between job stressors and anxiety, and most notably employees with a high effort-reward imbalance were found to be significantly more at risk of PAs and PDs than those with a low effort-reward imbalance.
Key Topics: Effort-reward imbalance; Job stress; Panic attacks; Panic disorders
Do employees really care about what their peers earn? A German study examined the effect of the compensation level of comparable peers on the job satisfaction of managers in the chemicals industry over a five-year period and found that their job satisfaction levels were indeed affected by peer compensation, both in their own company and in the industry more broadly. The effects were found to differ across a number of key criteria, including gender and age.
Key Topics: Social comparison; Job satisfaction; Compensation; Benchmarking
Will Employees Be Satisfied With More Flexible Benefits? It Could Depend On Their Personality
Companies are increasingly moving to more flexible employee benefits systems and giving employees more control over their benefits, based on the assumption that this will result in greater employee satisfaction with benefits. But is this assumption unfounded? A study of Spanish employees examined the role of personality traits in the relationship between benefits flexibility and benefits satisfaction. The results indicated that personality traits, particularly self-efficacy and internal locus of control, moderated the relationship between benefit flexibility and benefit satisfaction.
Key Topics: Flexible benefits; Benefit satisfaction; Personality traits; Self-efficacy; Internal locus of control
In the ever-competitive arena of recruiting top talent, companies are increasingly looking at different avenues that can give them a competitive advantage in attracting high caliber employees. A Canadian study examined the effect of innovative perks, training opportunities, and company ethics on the attractiveness of companies to prospective employees and found that all three of these elements increased company attractiveness. Some interesting relationships between these three elements were also found.
Key Topics: Innovative perks; Training; Company ethics; Employee attraction; Organizational attractiveness.
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