The technology-driven process of work flexibilization enables employees to work anytime and anywhere, even outside of predefined working times, which brings with it certain challenges for workers’ recovery and health and private life, but may also hold potential for personal enrichment. Behaviors such as checking work e-mails in the morning before “clocking in” and staying available for work on weekends considerably extend workers’ work at the expense of their private life and leisure time. In 2018, nearly two-thirds of the employees aged 25 to 54 engaged in some kind of work beyond their working hours. As the COVID-19 pandemic has accelerated the flexibilization of work (e.g., remote work), we expect that the number of employees working anytime and anywhere has further grown. As there is much we still do not know about this phenomenon, we aim to explore this contemporary phenomenon from several angles.
Working anytime and anywhere has increased over many years, but we still do not know much about its origins, its impact and how to deal with it. In this research topic, we would like to fill these knowledge gaps and to compile empirical findings and theoretical considerations on this behavioral phenomenon from multiple perspectives, for example:
- The perspective of individual workers and their health, motivation, performance, personal conflicts, etc.
- The perspective of workers’ family members or friends and their attitudes, affect, support, etc.
- The perspective of working teams and their norms, performance, relatedness, etc.
- The perspective of team leaders and their attitudes, leadership behavior, interventions, etc.
- The perspective of work organizations and their culture, policies, interventions, etc.
Working anytime and anywhere may be expressed by means of working outside of working hours, staying available for work outside of working hours, working remotely or mobile, working longer hours, etc. We are interested in a diverse range of manuscripts investigating this contemporary phenomenon, why workers/working teams engage in it, its behavioral patterns, how it affects workers, family/friends, working teams, team leaders, and organizations (positively and negatively), as well as how it can be influenced by workers, family/friends, working teams, team leaders, and organizations (positively and negatively).
Both qualitative and quantitative empirical studies are welcome, but also interventions and case studies. Moreover, our knowledge about working anytime and anywhere would also profit from conceptual or practice-oriented manuscripts.
The technology-driven process of work flexibilization enables employees to work anytime and anywhere, even outside of predefined working times, which brings with it certain challenges for workers’ recovery and health and private life, but may also hold potential for personal enrichment. Behaviors such as checking work e-mails in the morning before “clocking in” and staying available for work on weekends considerably extend workers’ work at the expense of their private life and leisure time. In 2018, nearly two-thirds of the employees aged 25 to 54 engaged in some kind of work beyond their working hours. As the COVID-19 pandemic has accelerated the flexibilization of work (e.g., remote work), we expect that the number of employees working anytime and anywhere has further grown. As there is much we still do not know about this phenomenon, we aim to explore this contemporary phenomenon from several angles.
Working anytime and anywhere has increased over many years, but we still do not know much about its origins, its impact and how to deal with it. In this research topic, we would like to fill these knowledge gaps and to compile empirical findings and theoretical considerations on this behavioral phenomenon from multiple perspectives, for example:
- The perspective of individual workers and their health, motivation, performance, personal conflicts, etc.
- The perspective of workers’ family members or friends and their attitudes, affect, support, etc.
- The perspective of working teams and their norms, performance, relatedness, etc.
- The perspective of team leaders and their attitudes, leadership behavior, interventions, etc.
- The perspective of work organizations and their culture, policies, interventions, etc.
Working anytime and anywhere may be expressed by means of working outside of working hours, staying available for work outside of working hours, working remotely or mobile, working longer hours, etc. We are interested in a diverse range of manuscripts investigating this contemporary phenomenon, why workers/working teams engage in it, its behavioral patterns, how it affects workers, family/friends, working teams, team leaders, and organizations (positively and negatively), as well as how it can be influenced by workers, family/friends, working teams, team leaders, and organizations (positively and negatively).
Both qualitative and quantitative empirical studies are welcome, but also interventions and case studies. Moreover, our knowledge about working anytime and anywhere would also profit from conceptual or practice-oriented manuscripts.