I understand the demand for positive affect from workers as emerging not only due to the productivity of such affects under neoliberalism, but also because the prevalence of positive feeling operates ideologically to normalize precarious working conditions. Findings – Employees perceive that flexible working makes them “happy” and that there are attitudinal/behavioural links between this happiness, discretionary behaviour and a number of performance outcomes. Thus it can be concluded that when organizations give discretion to its employees to decide about when, where, what and how to work, it makes employees more committed, engaged, satisfied and thus happier. To achieve these objectives this study will use a new model of Personal-Environmental Motivation Factors which accumulated and developed from comprehensive reviews on motivation theories and empirical findings. Hence, at the same time, FWAs had positively impacted the employee's level of job satisfaction. The 5th wave of the ESS furthermore for the first time allows an empirical investigation of the effects of the recent financial crisis on work‐family conflict from a cross‐nationally comparative perspective. It was found that two lifestyle and self-esteem level combinations prevail: the Victim lifestyle related to low self-esteem and the Perfectionist lifestyle related to high self-esteem. Studying growth potentials according to location would provide useful knowledge on the position and performance of microenterprises. This arrangement has been widely practiced in order to create balance between work and lifestyle. However, positive relationship was found to exist between employee participation, job satisfaction and organizational commitment. The stakes of such emotional labour in the affective economy, I argue, are heightened by conditions of labour precarity in which many workers are asked not only to produce positive affects, but also to subordinate the bad feelings that can arise alongside socio-economic insecurity. Employee happiness at the workplace has been studied through the lens of three components, including affective organizational commitment, employee engagement and job satisfaction. The interrelationship examination involves two techniques. we report the results

While clerical employees should participate in the goal setting, the degree to which they should be permitted to set their own performance standards is necessarily limited.

Design/methodology/approach ‐ The paper reports on a quantitative study of middle level executives from motor-cycle manufacturing organizations based in Northern India. Therefore it can be concluded that there is a high positive correlation between flexible working hours and employees' motivation. This book can also be used as a reference by researchers when they are conducting and reporting their research. This academic paper is composed by Samuel. Flexible working practices are beneficial for both e, ployee and employer. This study aims to look at the flexible work arrangements in manufacturing in the Covid-19 pandemic conditions, starting from knowing the response regarding the flexible work arrangements conducted by PT INKA (National Railroad Industry Co. Ltd.), the FWA factor undertook, the output obtained from the FWA, and the dynamics of the FWA that can increase productivity in manufacturing companies. Design/methodology/approach – A case study of flexible working within an NHS Acute Trust is presented.

With the ability to schedule the work himself/herself, employee feels that employer cares about wellbeing and, other previous findings, flexible working result in e, commitment, and higher job satisfaction, also flexible, tices are beneficial for employers, hence flexibility was, tional commitment, while women associate flexibility, request and access the flexible working hours more fre-, family patterns and gender norms, as well as r, to its relevance and importance to all employees, despite, children. – The purpose of this expert commentary is to provide an overview of current scholarship on changes occurring in the work environment and its impact on employee wellbeing. This technique is based on combining information from all the identified measure into one dimensionless scale. This study hence has two main objectives; (1) to determine motivation factors that will exert academic citizens’ efforts to participates in Open Innovation; and (2) to test whether Promotion Opportunity become a moderator of their motivation towards Open Innovation. Findings – Flexible working was most evident as a significant field of E&D practice where E&D was linked into business strategy and was well resourced. We share our findings with policy makers, opinion formers and employers, helping to inform the strategic development of public services as well as … Design/methodology/approach – Data were collected from a public sector (local government) organisation to identify the link between HRM practices, employee wellbeing at work, and performance.

Cette recherche nous permet de mieux comprendre les caractéristiques des entreprises libérées et notamment les conditions qui semblent nécessaires à leur réussite.

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