Arbeitszeit: Verlängern? Verkürzen? Flexibilisieren?
Verkürzung, Verlängerung oder Flexibilisierung der Arbeitszeit stehen immer wieder im Zentrum der Debatten. Was wünschen sich Unternehmen und Beschäftigte? Wie kann Arbeitszeitpolitik die Schaffung neuer Arbeitsplätze und die Sicherung vorhandener Arbeitsplätze unterstützen?
Dieses Themendossier bietet Publikationen zur Entwicklung der Arbeitszeiten in Deutschland auch im internationalen Vergleich, zur betrieblichen Gestaltung der Arbeitszeit und zu den Arbeitszeitwünschen der Beschäftigten.
Publikationen zur kontroversen Debatte um die Einführung der Vier-Tage-Woche finden Sie in unserem Themendossier Vier-Tage-Woche – Arbeitszeitmodell der Zukunft?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Arbeitszeitpolitik
- Arbeitszeitentwicklung
- Arbeitszeit aus Sicht der Beschäftigten
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Arbeitszeitgestaltung
- gleitende Arbeitszeit
- Vertrauensarbeitszeit
- Arbeitszeitkonten
- Schichtmodelle, Wochenendarbeit
- Langzeiturlaub, Blockfreizeit
- Arbeit auf Abruf, KAPOVAZ
- Bereitschaftsdienst
- Job Sharing, Teilzeit, Altersteilzeit
- Telearbeit
- Vereinbarkeit von Beruf und Kinderbetreuung, Elternzeit
- Vereinbarkeit von Beruf und Pflege
- Alter
- Geschlecht
- geografischer Bezug
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Literaturhinweis
Long workweeks and strange hours (2015)
Zitatform
Hamermesh, Daniel S. & Elena Stancanelli (2015): Long workweeks and strange hours. In: ILR review, Jg. 68, H. 5, S. 1007-1018. DOI:10.1177/0019793915592375
Abstract
"U.S. workweeks are long compared to workweeks in other rich countries. Much less well-known is that Americans are more likely to work at night and on weekends. The authors examine the relationship between these two phenomena using the American Time Use Survey and time-diary data from France, Germany, the Netherlands, and the United Kingdom. Only small portions of the U.S. - European differences are attributable to observable characteristics. Adjusting for demographic and occupational differences, Americans' incidence of night and weekend work would drop by no more than 10% if the average European workweek prevailed. Even if no Americans worked long hours, the incidence of unusual work times in the United States would far exceed those in continental Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender gap in employment hours: do work-hour regulations matter? (2015)
Zitatform
Landivar, Liana Christin (2015): The gender gap in employment hours. Do work-hour regulations matter? In: Work, employment and society, Jg. 29, H. 4, S. 550-570. DOI:10.1177/0950017014568139
Abstract
"In all developed countries, women, especially mothers, work fewer paid hours than their spouses. However, the magnitude of the gender gap varies significantly by country, ranging from 2 to 20 hours per week in this study. Using data from the 2002 International Social Survey Programme, this article investigates whether work-hour regulations have a significant effect on household allocation of paid labour and gender work-hour inequality. Two main types of work-hour regulations are examined: standard weekly work hours and the maximum allowable weekly work hours. Results show that households in countries with shorter maximum weekly work hours had less work-hour inequality between spouses, as each additional allowable overtime hour over the standard working week increased the work-hour gap between couples by 20 minutes. These results indicate that couples' inequality in work hours and gender inequality in labour supply are associated with country-level work-hour regulations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender, age and flexible working in later life (2015)
Zitatform
Loretto, Wendy & Sarah Vickerstaff (2015): Gender, age and flexible working in later life. In: Work, employment and society, Jg. 29, H. 2, S. 233-249. DOI:10.1177/0950017014545267
Abstract
"In many countries economic and social concerns associated with ageing populations have focused attention onto flexible forms of working as key to encouraging people to work longer and delay retirement. This article argues that there has been a remarkable lack of attention paid to the role of gender in extending working lives and contends that this gap has arisen because of two, inter-related, oversights: little consideration of relationships between gender and flexible working beyond the child-caring phase of life; and the prevailing tendency to think of end of working life and retirement as gender-neutral or following a typical male trajectory. The findings of a qualitative study of people aged 50+ in the UK challenge some of the key assumptions underpinning the utility of flexible work in extending working lives, and provide insight into the ways in which working in later life is constructed and enacted differently for men and women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working-time flexibility and autonomy: a European perspective on time adequacy (2015)
Zitatform
Lott, Yvonne (2015): Working-time flexibility and autonomy. A European perspective on time adequacy. In: European journal of industrial relations, Jg. 21, H. 3, S. 259-274. DOI:10.1177/0959680114543604
Abstract
"This study examines the effect of working-time flexibility and autonomy on time adequacy, using the 2010 European Working Conditions Survey. It addresses gender differences and institutional contexts in the UK, Sweden, Germany and the Netherlands, and reveals that time arrangements have gendered meanings. While working-time flexibility and autonomy are positively related to time adequacy for women, for men they tend to imply overtime and work intensification. Furthermore, working-time regimes also shape time arrangements. In the UK, employees have time adequacy primarily when they work fixed hours, while in the Netherlands, employees profit most from working-time autonomy. Moreover, unlike in Germany and the UK, men and women in the Netherlands and Sweden benefit more equally from working-time flexibility and autonomy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work-life balance/imbalance: the dominance of the middle class and the neglect of the working class (2015)
Zitatform
Warren, Tracey (2015): Work-life balance/imbalance. The dominance of the middle class and the neglect of the working class. In: The British Journal of Sociology, Jg. 66, H. 4, S. 691-717. DOI:10.1111/1468-4446.12160
Abstract
"The paper was stimulated by the relative absence of the working class from work-life debates. The common conclusion from work-life studies is that work - life imbalance is largely a middle-class problem. It is argued here that this classed assertion is a direct outcome of a particular and narrow interpretation of work-life imbalance in which time is seen to be the major cause of difficulty. Labour market time, and too much of it, dominates the conceptualization of work-life and its measurement too. This heavy focus on too much labour market time has rendered largely invisible from dominant work-life discourses the types of imbalance that are more likely to impact the working class. The paper's analysis of large UK data-sets demonstrates a reduction in hours worked by working-class men, more part-time employment in working-class occupations, and a substantial growth in levels of reported financial insecurity amongst the working classes after the 2008-9 recession. It shows too that economic-based work-life imbalance is associated with lower levels of life satisfaction than is temporal imbalance. The paper concludes that the dominant conceptualization of work-life disregards the major work-life challenge experienced by the working class: economic precarity. The work-life balance debate needs to more fully incorporate economic-based work-life imbalance if it is to better represent class inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Giving up: how gendered organizational cultures push mothers out (2014)
Zitatform
Cahusac, Emma & Shireen Kanji (2014): Giving up: how gendered organizational cultures push mothers out. In: Gender, Work and Organization, Jg. 21, H. 1, S. 57-70. DOI:10.1111/gwao.12011
Abstract
"Explanations for professional and managerial mothers' departure from paid work concentrate on childcare and women's preferences or choices. In contrast, our study, based on in-depth interviews with professional and managerial mothers in London, shows that women's experiences within hegemonic masculine cultures play a key role. For example, working time norms require these mothers to work exceptionally long hours, to have permeable time boundaries even if they have negotiated reduced working hours and to 'socialize' in the evenings. Mothers are limited in their ability to protest or implement creative working time solutions because they feel they must hide their motherhood, which in itself creates tension. Mothers who are seemingly supported to work fewer hours are sidelined to lower-status roles for which they are underpaid and undervalued in relation to their experience and previous seniority. Unless mothers mimic successful men, they do not look the part for success in organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Long workweeks and strange hours (2014)
Zitatform
Hamermesh, Daniel S. & Elena Stancanelli (2014): Long workweeks and strange hours. (NBER working paper 20449), Cambridge, Mass., 14 S. DOI:10.3386/w20449
Abstract
"American workweeks are long compared to other rich countries'. Much less well-known is that Americans are more likely to work at night and on weekends. We examine the relationship between these two phenomena using the American Time Use Survey and time-diary data from 5 other countries. Adjusting for demographic differences, Americans' incidence of night and weekend work would drop by about 10 percent if European workweeks prevailed. Even if no Americans worked long hours, the incidence of unusual work times in the U.S. would far exceed those in continental Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working time flexibility and autonomy: Facilitating time adequacy?: a European perspective (2014)
Zitatform
Lott, Yvonne (2014): Working time flexibility and autonomy: Facilitating time adequacy? A European perspective. (WSI-Diskussionspapier 190), Düsseldorf, 20 S.
Abstract
"This study examines the effect of working time flexibility and autonomy on time adequacy using the European Working Conditions Survey (EWCS) in 2010. Drawing on gender theory and welfare state theory, gender differences and the institutional contexts of the UK, Sweden, Germany and the Netherlands are taken into account. The study reveals that time arrangements have gendered meanings. While working time flexibility and autonomy are positively related to time adequacy for women, men tend to experience overtime and work intensification in connection with working time autonomy. Furthermore, working time regimes also shape time arrangements. In the UK, employees have time adequacy primarily when they work fixed hours, while in the Netherlands, employees profit most from working time autonomy. Moreover, unlike in Germany and the UK, men and women in the Netherlands and Sweden benefit more equally from working time flexibility and autonomy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time wage penalties for women in prime age: a matter of selection or segregation? evidence from four European countries (2014)
Zitatform
Matteazzi, Eleonora, Ariane Pailhe & Anne Solaz (2014): Part-time wage penalties for women in prime age. A matter of selection or segregation? evidence from four European countries. In: ILR review, Jg. 67, H. 3, S. 955-985. DOI:10.1177/0019793914537457
Abstract
"Using the European Union Statistics an Income and Living Conditions data for the year 2009, the authors evaluate how vertical and horizontal job segregation explains the differential between fulltime and part-time pay for prime-age women in four European countries: Austria, Italy, Poland, and the United Kingdom. The selected countries are representative of different welfare state regimes, Labor market regulations, and extents and forms of parttime employment. Full-time hourly wages exceed part-time hourly wages, especially in market-oriented economies, such as Poland and the United Kingdom. Results using the Neuman-Oaxaca decomposition methods show that most of the full-time -- part-time wage gap is driven by job segregation, especially its vertical dimension. Vertical segregation explains an especially large Part of the pay gap in Poland and die United Kingdom, where, more than elsewhere, part-timers are concentrated in low-skilled occupations and the wage disparities across occupations are quite large." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment, late-life work, retirement, and well-being in Europe and the United States (2014)
Zitatform
Nikolova, Milena & Carol Graham (2014): Employment, late-life work, retirement, and well-being in Europe and the United States. In: IZA journal of European Labor Studies, Jg. 3, S. 1-30. DOI:10.1186/2193-9012-3-5
Abstract
"Flexible work arrangements and retirement options provide one solution for the challenges of unemployment and underemployment, aging populations, and unsustainable public pension systems in welfare states around the world. We examine the relationships between well-being and job satisfaction on the one hand and employment status and retirement, on the other, using Gallup World Poll data for several European countries and the United States. We find that voluntary part-time workers are happier, experience less stress and anger, and have higher job satisfaction than other employees. Using statistical matching, we show that late-life workers under voluntary part-time or full-time arrangements have higher well-being than retirees. There is no well-being premium for involuntary late-life work and self-employment compared to retirement, however. Our findings inform ongoing debates about the optimal retirement age and the fiscal burdens of public pension systems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time work, women's work-life conflict, and job satisfaction: a cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom (2014)
Zitatform
Roeters, Anne & Lyn Craig (2014): Part-time work, women's work-life conflict, and job satisfaction. A cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom. In: International Journal of Comparative Sociology, Jg. 55, H. 3, S. 185-203. DOI:10.1177/0020715214543541
Abstract
"This study uses the International Social Survey Programme (ISSP) 2013 'Family and Changing Gender Roles' module (N?=?1773) to examine cross-country differences in the relationship between women's part-time work and work - life conflict and job satisfaction. We hypothesize that part-time work will lead to less favorable outcomes in countries with employment policies that are less protective of part-time employees because the effects of occupational downgrading counteract the benefits of increased time availability. Our comparison focuses on the Netherlands and Australia while using Germany, the United Kingdom, and Sweden as benchmarks. Part-time employment is prevalent in all five countries, but has the most support and protection in the Dutch labor market. We find little evidence that country of residence conditions the effects of part-time work. Overall, the results suggest that part-time work reduces work-life conflict to a similar extent in all countries except Sweden. The effects on job satisfaction are negligible. We discuss the implications for social policies meant to stimulate female labor force participation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender, sexuality and male-dominated work: the intersection of long-hours working and domestic life (2014)
Zitatform
Wright, Tessa (2014): Gender, sexuality and male-dominated work. The intersection of long-hours working and domestic life. In: Work, employment and society, Jg. 28, H. 6, S. 985-1002. DOI:10.1177/0950017013512713
Abstract
"The UK construction and transport sectors remain the most heavily male-dominated industries, showing minimal progress in women's participation. Long and inflexible working hours presume a male model of the worker unconstrained by caring responsibilities. Yet the experiences of the minority of women who work in these sectors are of interest to those concerned with reducing occupational gender segregation. Sexuality is often overlooked in differentiating women's experience of male-dominated work, and gender conflated with heterosexuality. Through examining the interaction of domestic circumstances and work arrangements of heterosexual women and lesbians, this article finds that atypical domestic circumstances may be required to support male-dominated work. Heterosexual 'breadwinner' norms were challenged by women's capacity for higher earnings from male-dominated work, but often required strategies to manage associated emotions. Evidence from lesbian relationships indicates a possible shift from prioritization of financial self-sufficiency in the context of legal status for same-sex partnerships." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
EU employers take family-friendly working seriously (2013)
Broughton, Andrea;Zitatform
Broughton, Andrea (2013): EU employers take family-friendly working seriously. Dublin, 12 S.
Abstract
"A survey investigating family-friendly working policies in companies in six European countries (France, Germany, Italy, Poland, Sweden, UK) finds that employers take family-friendly working seriously and have put in place a range of policies to support this, especially in areas such as flexible working and parental support. The main driver for this in most countries was compliance with legislation or collective agreements. The economic crisis has had little impact on the provision of family-friendly working policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Homeworking: negotiating the psychological contract (2013)
Zitatform
Collins, Alison M., Susan Cartwright & Donald Hislop (2013): Homeworking. Negotiating the psychological contract. In: Human resource management journal, Jg. 23, H. 2, S. 211-225. DOI:10.1111/j.1748-8583.2012.00200.x
Abstract
"This article explores the psychological contract of female clerical homeworkers who work from home full-time and are employed at a local authority. Qualitative interviews were carried out with homeworkers and their supervisors. Temporal flexibility was desired by all the homeworkers in order to achieve a better work - life balance, and was deemed important by women without children as well as those with childcare responsibilities. Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co-workers. Our findings suggest that employees perceive flexibility idiosyncratic deals of co-workers as fair as long as they achieve their own personal levels of temporal flexibility. The potential implications for organisations are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Overtime working and contract efficiency (2013)
Zitatform
Hart, Robert A. & Yue Ma (2013): Overtime working and contract efficiency. (IZA discussion paper 7560), Bonn, 32 S.
Abstract
"We present a wage-hours contract designed to minimize costly job turnover given investments in on the job training combined with firm and worker information asymmetries. It may be optimal for the parties to work 'long hours' remunerated at premium rates for guaranteed overtime hours. Based on British plant and machine operatives, we test three predictions. First, trained workers with longer job tenure are more likely to work overtime. Second, hourly overtime pay exceeds the value of marginal product while the basic hourly wage is less than the value of marginal product. Third, the basic hourly wage is negatively related to the overtime premium." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Management und Teilzeitarbeit: Wunsch und Wirklichkeit (2013)
Zitatform
Hipp, Lena & Stefan Stuth (2013): Management und Teilzeitarbeit. Wunsch und Wirklichkeit. (WZBrief Arbeit 15), Berlin, 6 S.
Abstract
"Manager und Managerinnen arbeiten in Europa selten Teilzeit. Auch auf Führungsebene ist Teilzeit 'Frauendomäne'. Teilzeitarbeit im Management wird stark von der Arbeitszeit- und Geschlechterkultur in den Ländern beeinflusst." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Conflict between work and family: An investigation of four policy measures (2013)
Zitatform
Ruppanner, Leah (2013): Conflict between work and family: An investigation of four policy measures. In: Social indicators research, Jg. 110, H. 1, S. 327-347. DOI:10.1007/s11205-011-9929-z
Abstract
"Welfare states enact a range of policies aimed at reducing work-family conflict. While welfare state policies have been assessed at the macro-level and work-family conflict at the individual-level, few studies have simultaneously addressed these relationships in a cross-national multi-level model. This study addresses this void by assessing the relationship between work-family and family-work conflict and family-friendly policies in 10 countries. Applying a unique multi-level data set that couples country-level policy data with individual-level data (N=7,895) from the 2002 International Social Survey Programme, the author analyzes the relationship between work-family and family-work conflict and four specific policy measures: family leave, work scheduling, school scheduling, and early childhood education and care. The results demonstrate that mothers and fathers report less family-work and mothers less work-family conflict in countries with more expansive family leave policies. Also, in countries with longer school schedules mothers report less and women without children more work-family conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A matter of time: young professionals' experiences of long work hours (2013)
Zitatform
Sturges, Jane (2013): A matter of time: young professionals' experiences of long work hours. In: Work, employment and society, Jg. 27, H. 2, S. 343-359. DOI:10.1177/0950017012460318
Abstract
"This article examines young construction industry professionals' experiences of working long hours from the perspective of the meanings that they ascribe to work time and how these influence the hours that they work. It considers how such notions of 'qualitative' time spent on work may shape attitudes and behaviour relating to 'quantitative' work hours. The findings show that, for the interviewees, work time has meanings chiefly associated with enjoyment, being professional and being part of a work family. The article contributes to the long work hours literature by broadening our understanding of how young professionals experience long work hours, why they may not always view them negatively and how the meanings that they attach to them can lead to particular patterns of work hours. It also highlights gender differences in this regard." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mothers and work-life balance: exploring the contradictions and complexities involved in work-family negotiation (2013)
Zitatform
Wattis, Louise, Kay Standing & Mara A. Yerkes (2013): Mothers and work-life balance. Exploring the contradictions and complexities involved in work-family negotiation. In: Community, work & family, Jg. 16, H. 1, S. 1-19. DOI:10.1080/13668803.2012.722008
Abstract
"This article presents data from a project exploring women's experiences of work and care. It focuses primarily on work-life balance as a problematic concept. Social and economic transformations across advanced post-industrial economies have resulted in concerns about how individuals manage their lives across the two spheres of work and family and achieve a work-life balance. Governments across the European Union have introduced various measures to address how families effectively combine care with paid work. Research within this area has tended to focus on work-life balance as an objective concept, which implies a static and fixed state fulfilled by particular criteria and measured quantitatively. Qualitative research on women's experiences reveals work-life balance as a fluctuating and intangible process. This article highlights the subjective and variable nature of work-life balance and questions taken-for-granted assumptions, exploring problems of definition and the differential coping strategies which women employ when negotiating the boundaries between work and family." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Access to flexible working and informal care (2012)
Zitatform
Bryan, Mark L. (2012): Access to flexible working and informal care. In: Scottish Journal of Political Economy, Jg. 59, H. 4, S. 361-389. DOI:10.1111/j.1467-9485.2012.00585.x
Abstract
"We use matched employer-employee data to explore the relationship between employees' access to flexible working arrangements and the amount of informal care they provide to sick or elderly friends and relatives. Flexitime and the ability to reduce working hours are each associated with about 10% more hours of informal care, with effects concentrated among full-time workers providing small amounts of care. The wider workplace environment beyond formal flexible work also appears to facilitate care. Workplaces do not respond to the presence of carers by providing flexible work, instead there is some underlying selection of carers into flexible workplaces." (Author's abstract, IAB-Doku) ((en))
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Aspekt zurücksetzen
- Arbeitszeitpolitik
- Arbeitszeitentwicklung
- Arbeitszeit aus Sicht der Beschäftigten
-
Arbeitszeitgestaltung
- gleitende Arbeitszeit
- Vertrauensarbeitszeit
- Arbeitszeitkonten
- Schichtmodelle, Wochenendarbeit
- Langzeiturlaub, Blockfreizeit
- Arbeit auf Abruf, KAPOVAZ
- Bereitschaftsdienst
- Job Sharing, Teilzeit, Altersteilzeit
- Telearbeit
- Vereinbarkeit von Beruf und Kinderbetreuung, Elternzeit
- Vereinbarkeit von Beruf und Pflege
- Alter
- Geschlecht
- geografischer Bezug