Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
Sustainable design practices lead to happy employees—and healthy businesses.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
An analysis of recent studies suggests that employee-controlled flexible working arrangements, such as self-scheduled work hours and telework, have a positive impact on employees' mental and physical health and their general well-being.
The analysis, Flexible Working Conditions and Their Effects on Employee Health and Wellbeing, is by Britain's Cochrane Collaboration, which conducts systematic reviews of the effects of health care interventions. Ten controlled studies evaluated the effects of six types of flexible working arrangements: self-scheduling, flextime, overtime, gradual retirement, involuntary overtime and fixed-term contract work.
"In our review, we tried to establish the effects of different forms of flexible working by examining the research that's taken place over the last few decades. Some flexible working is
employer led. Other forms, such as self-scheduling of hours, are
employee led. We wanted to see if the health effects of these interventions differed," said researcher Clare Bambra of Durham University in the U.K., in a February 2010
More Control, Less Stress
Overall, the findings tentatively suggest that giving workers more choice or control over their working patterns is likely to have positive effects. The researchers found evidence that self-scheduling of shift interventions and employee-controlled partial/early retirement improved health outcomes, including systolic blood pressure and heart rate, tiredness, mental health, sleep duration, sleep quality and alertness and self-rated health status. Improvements were also noted in well-being, such as co-workers' social support and sense of community.
In contrast, interventions that were motivated or dictated by organizational interests, such as involuntary overtime, showed no significant positive effects on physical, mental or general health or on any of the well-being outcomes examined.
"Although we need to be cautious in interpreting the existing research into flexible working conditions," said Bambra, "flexible working initiatives which give workers more choice, more control, such as self-scheduling of work hours, seem likely to have positive effects on health and well-being and also no obvious ill health effects in the short term. This makes self-scheduling of work hours a plausible means through which policy-makers and employees can promote healthier workplaces and improve work practices."
In short, she concluded, "control at work is good for health."
Stephen Milleris an online editor/manager for SHRM.
SHRM Work/Life Balance Toolkit
• Sign up for SHRM’s free
Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM-CP/SHRM-SCP Exam Application Deadline: October 20
SHRM’s HR Vendor Directory contains over 3,200 companies