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Determinants of successful implementation of self-rostering: development and test of a new model

Rtskhiladze, Manana (2011) Determinants of successful implementation of self-rostering: development and test of a new model.

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Abstract:Introduction The goal of this research is to develop a better understanding about the relationship of selfrostering and its individual/organizational outcomes, particularly to identify and categorize the moderating variables influencing this relationship. The outcomes of self-rostering are classified into two groups: individual and organizational outcomes. The focus is made on the health care sector, as the self-rostering is broadly implemented and studied in this sector. The main question for this research is: What are the factors that determine the success of self-rostering in healthcare organizations in relation to the individual and organizational outcomes? Theory In the literature, different terms are used for defining the self-rostering concept, such as: selfscheduling, flexible rostering and work time control. The definitions of these terms are more or less the same: the ability to set owns working time in accordance to individual preferences. In most cases this autonomy has agreed limits, however the pure form of self-rostering also exists. The control of employees over working time is defined as the ability of individual employees to control their working hours. Self-rostering is defined as a work system which gives the employees the possibility to make their own schedule considering staffing needs. Self-scheduling is regarded as one of the techniques to reduce the stress of nurses; this can help in the process of retention of senior and younger staff. The decision about the implementation of self-scheduling may be made as a response to the dissatisfaction of the staff regarding the work/life balance (Kilpatrick & Tremblay, 2006). Societal changes, such as increased numbers of working women, work-leisure time expectation, have led to employees’ increased demands for flexibility in order to keep balance between work/family lives. This has resulted in the implementation of alternative working schedules (Baltes, Briggs, Huff, Wright, Neuman, 1999). In the theoretical chapter the relationships between self-rostering and following individual/organizational outcomes will be reviewed: a) work time satisfaction, b) commitment, c) level of stress, d) work/life balance (WLB), e) flexibility, f) performance, g) costs. Methodology The cross-sectional exploratory study has been conducted using multiple methods for data collection; the secondary as well as primary data is collected from the following four elderly care organizations: Sutfene, Warande, HilverZorg and RSZK.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/61466
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