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| 003 | ZW-GwMSU | ||
| 005 | 20240518092609.0 | ||
| 008 | 240518b |||||||| |||| 00| 0 eng d | ||
| 022 | _a0143831X | ||
| 040 |
_aMSU _bEnglish _cMSU _erda |
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| 050 | _aHD5650 EID | ||
| 100 | 1 |
_aMasso, Märt _eauthor |
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| 245 | 1 | 0 |
_aDeterminants of employee work schedule and method control/ _ccreated by Märt Masso |
| 264 | 1 |
_aLos Angeles: _bSage, _c2013. |
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| 336 |
_2rdacontent _atext _btxt |
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| 337 |
_2rdamedia _aunmediated _bn |
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| 338 |
_2rdacarrier _avolume _bnc |
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| 440 |
_aEconomic and industrial democracy _vVolume 34, number 3 |
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| 520 | 3 | _aEmployee control over the work schedule and work method has long been considered an important quality of work and has received attention in different social science disciplines. Oftentimes the research has focused on the implications of control rather than variability in employee control. The current study constructs a conceptual framework of employee work control determinants. Relying on previous theoretical and empirical research, the framework outlines plausible explanations for selecting and interpreting both organization-level and employee-level determinants. Using a nationally representative linked study of organizations and their employees, the article tests the proposed theoretical model. The study shows that there are significant differences in employee work control that could be explained only by taking into account both employee-level and organization-level determinants. It was found that job design and characteristics, skills and competencies and managerial practices explain variance in both employee work schedule control and work method control. | |
| 650 |
_aAutonomy _vControl _xWork schedule _zUSA |
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| 856 | _uhttps://doi.org/10.1177/0143831X12451348 | ||
| 942 |
_2lcc _cJA |
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| 999 |
_c165501 _d165501 |
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