Work Flexibility and Work-Related Well-Being

Tapas K. Ray and Regina Pana-Cryan
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Tapas K. Ray: Economic Research and Support Office (ERSO), National Institute for Occupational Safety and Health (NIOSH), Centers for Disease Control and Prevention (CDC), 1150 Tusculum Avenue, C-24, Cincinnati, OH 45226, USA
Regina Pana-Cryan: Economic Research and Support Office (ERSO), National Institute for Occupational Safety and Health (NIOSH), Centers for Disease Control and Prevention (CDC), 1150 Tusculum Avenue, C-24, Cincinnati, OH 45226, USA

IJERPH, 2021, vol. 18, issue 6, 1-17

Abstract: Work organization practices, including work flexibility, are changing and can affect worker well-being. Common work flexibility types include working at home, taking time off when needed, and changing one’s work schedule. Given the changes in and the importance of work flexibility, the study assesses its prevalence and association with worker well-being in the United States. We used 2002–2018 General Social Survey—Quality of Worklife (GSS-QWL) data, descriptive statistics, and regression analyses to assess the reported likelihood of job stress, job satisfaction, healthy days, and days with activity limitations among workers reporting work flexibility. The prevalence of work flexibility remained relatively stable during the period examined. Working at home increased the likelihood of job stress by 22% and job satisfaction by 65%. Taking time off decreased the likelihood of job stress by 56% and days with activity limitations by 24%, and more than doubled the likelihood of job satisfaction. Changing one’s schedule decreased the likelihood of job stress by 20% and increased the likelihood of job satisfaction by 62%. This study used all the available data from GSS-QWL and demonstrated the ongoing importance of work flexibility for well-being.

Keywords: future of work; healthy work design and well-being; work organization; work arrangements; demographic shifts; compensation and benefits; occupational stress (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2021
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (9)

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