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平衡员工灵活性和组织绩效:对中小企业的创新,生产力和公司吸引力的影响
Ingela Eng1, Emmanuel Aboagye2, Eva L Bergsten1
1Faculty of Health and Occupational Studies, Department of Occupational Health, Psychology and Sports Sciences, University of Gävle, Gävle, Sweden.
Frontiers in psychology
|March 31, 2025
概括
灵活工作安排 (FWA) 可以促进创新和吸引人才,但可能会挑战中小企业的团队生产力和忠诚度. 谨慎的管理是平衡好处和缺点的关键,以获得持续的成功.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 创新管理 创新管理
背景情况:
- 灵活的工作安排 (FWA) 越来越普遍,为员工提供时间,任务和位置的自主权.
- 关于FWA的研究主要集中在员工层面的影响上,对中小企业 (SMEs) 的组织影响的探索较少.
研究的目的:
- 从中小企业经理的角度探索FWA对创新,生产力和组织吸引力的影响.
- 确定与在中小企业实施FWA相关的挑战和好处.
主要方法:
- 使用半结构面试对瑞典17个不同类型的中小企业经理进行定性研究.
- 采用专题分析来确定与FWA对创新,生产力和吸引力的影响相关的关键主题.
主要成果:
- FWA可以通过员工自主权来促进创新,但可能通过减少自发合作来阻碍创新.
- 由于协调困难,生产力可能面临挑战,需要加强管理监督.
- 虽然FWA吸引了员工,但它们可能会降低员工的长期忠诚度.
结论:
- 为了保持竞争力,中小企业必须在战略上平衡FWA的好处与潜在的缺点.
- 实施结构化管理,混合工作模式和促进联系的策略至关重要.
- 成功实施FWA需要仔细考虑,以支持长期的组织成功和凝聚力.
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