Principal Investigator: Meredith Wells-Lepley, Ph.D., iwin
Co-Principal Investigator: Robynn Pease, Ph.D.., UK Work-Life
Co-Principal Investigator: Jennifer Swanberg, Ph.D., iwin
The University of Kentucky utilizes flexible work arrangements (FWAs) as a management tool to help employees manage work and non-work responsibilities and to meet UK's strategic goals. iwin is conducting three studies with UK's Office of Work-Life that examine the prevalence and types of FWAs being implemented at UK, demographic characteristics of supervisors more likely to offer flexibility, the effects of flexibility training on supervisor attitudes as well as the preferred types of FWAs and positive impacts.
For more information, please contact Dr. Meredith Wells-Lepley.
Authors: Jennifer E. Swanberg, Ph.D., iwin; Elizabeth Watson, Former Legislative Counsel, Workplace Flexibility 2010,
Executive Director, Georgetown Center on Poverty, Inequality and Public Policy
This policy report co-authored by iwin and WF2010
provides a thorough examination of the scheduling challenges faced by many of today's workers and provides a set
of practical solutions for employers and policymakers.
Principal Investigator: Jennifer E. Swanberg, Ph.D., iwin
Co-Principal Investigator: Mac Werner, MSW, iwin
Co-Investigator: Japheth Jaoko
The University of Kentucky (UK) utilizes flexible work arrangements (FWAs) as a management tool to both help employees manage work and non-work responsibilities and to meet UK's strategic goals. To understand how and why FWAs are used at UK, the Institute for Workplace Innovation (iwin) and UK Work-Life invited 1,398 supervisors, managers and directors from across campus to participate in a cross-sectional survey about the perceptions, challenges, prevalence and types of FWAs being implemented at UK.
Presenter: Jennifer Swanberg, Ph.D., iwin
Co-presenter: Mamta Ohja, MSW, iwin
Many professional workers take for granted the ability to alter their schedule when they are sick; or to care for a sick child, but a large part of the labor force (low-wage, hourly workers) don't have sick leave or vacation days and don't have flexible practices that allow for predictable or as-needed schedule modifications. iwin reviewed the literature on low wage, hourly workers, and their access to flexible work options. After establishing a definition for what consistutes both low wage hourly work, and what constitutes flexibility, iwin analyzed the 2002 National Study of the Changing Workforce to assess what flexible work options were available to low-wage hourly workers.
Principal Investigator: Jennifer Swanberg, Ph.D.
Co-Principal Investigator: Leigh Ann Simmons, Ph.D., University of Kentucky
This study seeks to explore the model of job quality in relation to the employees' self perceived physical health status. The article concludes that when demographic and other job quality variables are controlled, flexible work options, coworker support, and employment insecurity are major predictors of the employees' self-reported health status.
This project was supported with a grant from the University of Kentucky Center for Poverty Research through the Department of Health and Human Service, Office of the Assistant Secretary for Planning and Evaluation.
Principal Investigator: Jennifer Swanberg, Ph.D., iwin
Co-Principal Investigator: Jacqueline James, Ph.D., Boston College
Using analysis and qualitative interview, this study looks at the flexibility in work options offered to lower-wage hourly positions. The positive and negative consequences the business encounters in offering flexible work options are also
This project was funded by the Ford Foundation and the Center on Aging & Work /Workplace Flexibility at Boston College.