Working long and hard may simply do more harm than good

222 vues

Partager

Nearly half of people in the EU work in their free time to meet work demands, and a third often or always work at high speed, according to recent estimates. In the Industrial and Labor Relations Review article she recently co-wrote with Hans TW Frankort, which has been downloaded approximately 3 500 times and quoted by the media around the world, Argyro Avgoustaki examines the effect of increased work effort and shows that it relates strongly to reduced well-being and modestly to inferior career-related outcomes, with discretion possibly attenuating these adverse effects.

To know more about it

https://doi.org/10.1177/0019793918804540
https://theconversation.com/working-long-and-hard-it-may-do-more-harm-than-good-102150

Mots clés

Vidéos de la même institution

01:58
What are the impacts of digital transformations on the HR function? Has digitalization changed the repartition of activities between HR professionals and the proximity managers? What types of HR missions/activities/tools will be digitalized in the future? To deepen these questions, an ambitious survey involving HR managers from BNP Paribas and Safran was launched, with a specific methodology (Delphi Method). In order to shape the future of the HR function more precisely, it is vital to better understand how HR professionals view themselves, their roles and their positions. This joint initiative of the chairs "Reinventing work" and "Une Usine pour le Futur" aims at understanding the future of digitalization for HR and HR managers today, but also tomorrow.
GALINDO Géraldine - ESCP Business School |
LEON Emmanuelle - ESCP Business School |
02:45
Are we just rational beings when at work? Over the last years, especially with the development of mobile technologies, work seems to be there at all time, in all locations, leading both companies and employees to reflect on work-life balance. These trends have been fully explored but what about the other side of the story? Is there something else than work at work? Are employees trying to find a new equilibrium by inviting their personal life during their working hours? This research project aims at studying people's relationship with their everyday life at work and to analyze how personal organization can constitute a meaningful resource to maintain some balance.
RAUCH Sophie - ESCP Business School |
01:59
Workplace flexibility has grown increasingly popular for years and even more so since the outbreak of the pandemic. However, research results regarding the influence of flexible working on employee well-being are inconclusive. This is partly due to studies overlooking that flexible working is embedded in the way work is conducted and that it is ambivalent. Indeed, flexibility is sometimes experienced as a perk given by the organization, that may allow the employee to go to the doctor in the middle of the day. Other times it is experienced as a contribution the employee makes towards their organization, for example by working late to meet clients demands. Thus, individual experiences of flexibility may vary a lot. In any case, employees can have an active role in the construction and interpretation of flexibility. This project aims to investigate dynamic and idiosyncratic employee experiences of flexible working and how such experiences are connected to their well-being.
PEREZ Diana - ESCP Business School |
CANIBANO Almudena - ESCP Business School |
01:41
Teleworking is more and more common inside organizations but may still have negative impacts on the teleworker's performance perception. Indeed, to be or not seen during the working hours influences the reliability and the commitment associated with the worker. The question is then on how to limit telework's drawbacks, i.e. how to overcome the lack of face time associated with telecommuting? Different options are considered by companies including the use of telepresence robots, allowing the teleworkers to be visible in the office … while being physically absent! In this research project, the aim is to examine the usage of telepresence robot technology and its impact on the worker perception.
MURATBEKOVA Maral - ESCP Business School |
LEON Emmanuelle - ESCP Business School |

Vidéos de la même thématique

The benefit of gender diversity on the corporate boards of family firms (FFs) continues to receive growing interest. In this paper, we examine the goals of women who hold a position on the board of directors at FFs. Goal setting has been used to identify what they want to accomplish here. How do they make a difference? This question is answered through the theoretical lens of socio- emotional wealth (SEW) and goal setting. We contribute to the literature supporting gender-diverse board composition, emphasizing the goals associated with women on FF boards, and highlighting their role in family business succession. Drawing on SEW and goal setting theory, this study examines how women’s goals influence succession. Driven by the research question, our data bring together three categories of goals pursued by women in the boardroom.
EL HAYEK SFEIR Soumaya - Excelia Business School |
An Initial Coin Offering (ICO) is a modern fundraising method for start-ups, similar to crowdfunding but using digital tokens instead of traditional cash or rewards. Investors purchase these tokens, which they can later use to buy the product or resell for potential profit. ICOs provide entrepreneurs with a global financing opportunity while offering investors early access to innovative projects. Overall, ICOs connect entrepreneurship, finance, and blockchain technology, making them a revolutionary tool for start-up funding.
DELL’ERA Michele - EDC Business School |
This study explores the influence of legal uncertainties on the process of innovating human resources (HR) practices in developing countries. Through a case study focused on introducing remote work within Kazakhstan’s Technical Gas Industry during a healthcare crisis, we examine the multifaceted challenges and opportunities that emerge when navigating a complex legal landscape. Our findings reveal that legal uncertainties, stemming from inadequacies in legislation and the tightness of norms, significantly impede the ability to adapt and modernize HR practices during crises. Furthermore, the criticality of the company’s position within the industry, combined with a low degree of legal enforcement, underscores the concept of ‘responsibilization’ among HR professionals. This phenomenon compels HR practitioners to assume greater responsibility and make strategic decisions that occasionally push the boundaries of existing laws and regulations. In this context, we propose a novel conceptualization of responsibilization, distinct from empowerment, as it involves embracing negative legal consequences associated with proactive decision-making during crises. This study contributes significantly to our understanding of how legal uncertainties influence the process of HR innovation in developing countries, highlighting the intricate interplay between regulatory frameworks, crisis management, and organizational transformation.
NAVAZHYLAVA Kseniya - EMLV |
Drawing from women's testimonials in The Guardian and from contributions of feminist writers, Virginia Woolf, Julia Kristeva, and Margaret Mead, we start a conversation on the positive and energizing aspects of menopause in the workplace. We propose a social interpretation of menopause that challenges a pervasive perspective of medical decline: A theorization of “the dialectic of zest,” as inspired by the writings of Margaret Mead. By problematizing the experiences of women going through this transition in the workplace, we reveal how well-intentioned awareness campaigns can lead to further stigmatization. We thus encourage organizations to not only favor an approach of “education for all” but also extend their social imaginaries beyond medicalized perspectives and coping views.
QUENTAL Camilla - EM Normandie |

S'abonner aux vidéos FNEGE MEDIAS