| Autor: |
Pellerin, Sabrina, Ollier-Malaterre, Ariane, Kossek, Ellen Ernst, Afota, Marie-Colombe, Cousineau, Luc, Lavoie, Charles-Étienne, Leon, Emmanuelle, Beham, Barbara, Morandin, Gabriele, Russo, Marcello, Jaga, Ameeta, Jichang Ma, Chang-qin Lu, Parent-Rocheleau, Xavier |
| Zdroj: |
Stanford Social Innovation Review; Winter2023, Vol. 21 Issue 1, p40-45, 6p, 1 Cartoon or Caricature |
| Abstrakt: |
Nevertheless, simply restricting access to work may not stop employees from experiencing distress if workloads are high and/or if workplaces still expect fast responses as proof that employees are working. Therefore, if an organization's norms value long work hours and availability at all times, disconnection policy should be incorporated into a much broader program of organizational change toward sustainable work.4 While the policy is intended to change organizations' work culture, it may not be able to do so without substantial cultural and mindset shifts. At the national level, governments have proposed legislation on the right to disconnect, which allows workers to avoid responding to work-related communications after work hours. When workers perceive that their organization values work-life integration - such as bringing work home - they are less able to detach from work even when they would prefer to. [Extracted from the article] |
| Databáze: |
Supplemental Index |
| Externí odkaz: |
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