Power dynamics in the long‐term development of employee‐friendly flexible working
Bibliographic Data
| ID | 19447807 |
|---|---|
| Authors | Sadia Nadeem (0000-0002-8168-7590, London Business School), Chris Hendry (Centenary Institute) |
| Year | 2003 |
| Volume | 18 |
| Issue | 1/2 |
| Pages | 32-49 |
| Publication date | 2003-02-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Women in Management Review (JOURNAL) |
| Journal identifiers | ISSN: 0964-9425 • E-ISSN: 1758-7182 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/09649420310462316 |
| OpenAlex | W2057170297 |
| Language | EN |
| Citations received | 4 |
| References cited | 58 |
This paper focuses on the possibilities of the long‐term development of flexible working as a work‐life policy, through understanding the power dynamics between the individual and the organisation. The study presents a framework which summarises the factors influencing the employee‐employer power dynamics, and leads us to the research questions. The methodology involves triangulation in case studies in two organisations based on surveys of representative samples in each organisation ( n = 243 and n = 128) and interviews with the management. Findings support the long‐term development of employee‐friendly flexible working. There is a strong desire, and a lack of polarisation of attitudes, among employees for greater flexibility. Certain employee groups with stronger negotiating power have initiated the work‐life debate, but in doing so, they have increased the power of all employees through lowering ideological barriers, and creating knowledge of new possibilities and aspirations. Favourable external pressures and changing business needs also improve the position of employees
Business · Economics · Ideology · Knowledge management · Management · Negotiation · Political science · Public relations · Sociology · Computer Science · Engineering · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Work-Family Balance Challenges · Marketing
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| Citations per year | 0.2 |
|---|---|
| Citation span | 2006 - 2025 (20) |
| Highly cited | No |