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De effecten en bevorderende factoren van het nieuwe werken - Ervaringen van medewerkers van de Universiteit Twente

Kers, Lianne (2013) De effecten en bevorderende factoren van het nieuwe werken - Ervaringen van medewerkers van de Universiteit Twente.

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Abstract:The University of Twente has expressed its ambition to have better insight into the extent to which the new ways of working (NWW) are used, and how the effects are experienced. The research question formulated is: What are the effects of NWW at the University of Twente? In this study, NWW is measured in terms of time-independent, place-independent and result-oriented work. Previous studies have shown that these three characteristics lead to more efficiency, more satisfaction, improved vitality, lower work pressure and more involvement. In addition, a number of enhancing factors were described, namely: getting the trust of the superior, a coaching superior, intrinsic motivation, electronic access, and social cohesion. The expectation is that the type of job (support and administrative staff (OBP) and academic staff (WP), sex and age all influence these variables. In order to answer the research question, a number of questions have been added to the staff member survey that was conducted in May 2012. 1800 staff members (57%) completed this questionnaire. In addition, a qualitative survey was conducted among six staff members to obtain more insight into the issues in the workplace and to go more deeply into these issues. Much time-independent, place-independent and result-oriented work is performed at the University of Twente. For WP, the percentages are, respectively, 95%, 88% and 78%, and for OBP 85%, 60% and 73%. In particular result-oriented work leads to different effects. This characteristic explains 25% of satisfaction, 24% of efficiency, 14% of work pressure, 12% of vitality and 8% of involvement. Time-independent and place-independent work did not have any effects in this survey. This is probably due to the fact that the extent to which time-independent and place-independent work is performed, has not been measured, and the staff members who are doing flex-work at the UT were also involved in place-independent work. No moderating effect has been established of the enhancing factors on the relationship between NWW and the effects. Other effects have been measured, however. For example, having the feeling that the superior trusts you influences satisfaction for 43%, efficiency for 30%, work pressure for 19% and vitality and involvement for 15%. A coaching superior influences the extent to which result-oriented work is performed for 29%. The social cohesion goes hand in hand with 9% of the extent of efficiency. Sex, age and type of work (OBP-WP) also influence the extent to which work is performed in accordance with the NWW, and the effects experienced. Men score significantly higher on a number of topics by which they indicate to perform time-independent and place-independent work more often, to be driven by results more often, to have electronic access more often, to have a more coaching superior, to receive more trust from the superior and to experience greater social cohesion. As regards age, there appears to be a difference between staff under the age of 30 and above 30. The only exception to this is that staff under the age of 40 more often perform place-independent work. Furthermore, staff under the age of 30 more often perform time-independent work, feel that they receive more trust from their superior and that the superior assumes a more coaching role. They score lower on the construct of intrinsic motivation, higher on efficiency and are more satisfied than older staff members. Compared to OBP, WP more often have the feeling that the superior places trust in them and that the superior assumes a more coaching role. They also have electronic access more often. OBP on the other hand feel more vital, more involved and experience greater social cohesion. The advice is to conduct further research into the effect of the extent to which time-independent, place-independent and result-independent work is performed, because this can be applied in a very practical manner. With regard to the practical applicability the working group Het Slimmer Werken (Working Smarter) of the Human Resources department in particular benefits from the data from the research. We recommend that they fill the website they are designing with information on result-oriented, place-independent work with a focus on one day in the week, and, lastly, with time-independent work. As far as the latter is concerned, it appears in particular that the flexibility of working hours is appreciated, not so much the extreme variant. Of course this may be supplemented with the effects and enhancing factors. We also recommend that the superior be given guidance as regards (1) coaching the staff member, and (2) how they can obtain trust in and show this to the staff member. This guidance can be given via information on the website and through active guidance to any superiors asking for this.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:77 psychology
Programme:Psychology MSc (66604)
Link to this item:http://purl.utwente.nl/essays/63238
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