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    O Ework O Ework Presentation Transcript

    • Pressure to Work: Employee Perspective January 12, 2009
    • Pressure to Work: Employee Perspective • The findings covered in this presentation are from the perspective of a sample of U.S. employees. The SHRM Omnibus Employee Survey included a wide range of questions that centered on the viewpoint of employees on a variety of workplace issues. The data that follow are from a section of this survey that asked employees about the pressure they feel to stay “connected” to the workplace outside of traditional work hours or when they are away from the office due to personal reasons. • SHRM collects a wealth of data on organizational and workplace issues. Please visit www.shrm.org/surveys to access our publications. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 2
    • Pressure to Work: Employee Perspective Is There Pressure to Stay Connected to Office? SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 3
    • Within the past 12 months, how often have you…? Note: Sorted in descending order by “never” data. Excludes respondents who answered “not applicable” or did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 4
    • Within the past 12 months, how often have you…? (By Employee Level, Organization Staff Size, Organization Sector and Industry) •Differences by employee level: •Executive-level and middle-management employees reported greater average frequency compared with nonmanagement employees for 1) working after hours (beyond scheduled time) during the week or on the weekends, 2) checking work e-mail after hours (beyond scheduled time) during the week or on weekends, 3) checking e-mail while on vacation, 4) checking e-mail while taking sick leave and 5) working through their lunch break. •Differences by organization staff size: •Employees from small-staff-sized organizations reported greater average frequency than employees from medium-staff-sized organizations for 1) checking e-mail while on vacation, 2) checking e-mail while taking sick leave and 3) working through their lunch break. •Employees from small-staff-sized organizations and large-staff-sized organizations reported greater average frequency than employees from medium- staff-sized organizations for checking work e-mail after hours (beyond scheduled time) during the week or on weekends. •Differences by organization sector: •Employees from privately owned for-profit companies reported greater average frequency than employees from publicly owned for-profit companies for working after hours (beyond scheduled time) during the week or on the weekends. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 5
    • Within the past 12 months, how often have you…? (By Employee Level, Organization Staff Size, Organization Sector and Industry - continued) •Differences by industry: •Employees from consulting companies reported greater average frequency than employees from retail/wholesale trade for 1) checking work e-mail after hours (beyond scheduled time) during the week or on weekends and 2) checking e- mail while on vacation. •Employees from health care and social assistance (e.g., in-home care, nursing homes, EAP providers, hospices, etc.) and “other” industries reported greater average frequency than employees from retail/wholesale trade for working through their lunch break. Note: Based on a scale where 1 = “never” and 4 = “frequently.” Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 6
    • To what extent do you feel pressure in your current position to…? Note: Sorted in descending order by “no pressure” data. Excludes respondents who responded “not applicable” or did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 7
    • To what extent do you feel pressure in your current position to…? (By Employee Level) •Differences by employee level: •Executive-level and middle-management employees reported greater average degrees of pressure than nonmanagement employees for 1) working after hours (beyond scheduled time) during the week or on the weekends, 2) working longer hours now, compared with 12 months ago and 3) not taking vacation time/time off/time away from the office. Note: Based on a scale where 1 = “no pressure” and 4 = “great deal of pressure.” Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 8
    • In your current job, which of the following are the main sources of pressure to work after hours (beyond your scheduled time) during the week or on the weekends? n=321 Note: Includes respondents who reported “little pressure”, “some pressure” or “great deal of pressure” to work after hours. The “other” category includes responses such as covering work/shifts for other workers, client demands and needing the overtime pay. Percentages do not total 100% due to multiple response options. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 9
    • In your current job, which of the following are the main sources of pressure to work after hours (beyond your scheduled time) during the week or on the weekends? (By Employee Level and Organization Staff Size) n=321 •Differences by employee level: •Middle-management employees (62%) were more likely than nonmanagement employees (44%) to report self-imposed pressure. •Executive-level employees (23%) were more likely than nonmanagement employees (6%) to report pressure due to demands from people who support or invest in the organization. •Nonmanagement employees (12%) were more likely than middle-management employees (3%) to report other pressures. •Differences by organization staff size: •Employees from medium-staff-sized organizations (22%) were more likely than employees from small-staff-sized organizations (10%) to report pressure from top management (e.g., executive level, c-suite). •Employees from large-staff-sized organizations (61%) were more likely than employees from small-staff-sized organizations (39%) to report pressure to meet project or performance goals. Note: Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 10
    • Pressure to Work: Employee Perspective Working While Sick? SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 11
    • During the past 12 months, on average, how often have you gone to work sick because you felt that you had to? n=534 Note: Excludes respondents who answered “not applicable, I have not been sick in the past 12 months” or did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 12
    • Why did you feel that you had to go to work while you were sick? n=443 No one was available to cover my workload 48% I had too much work to do/impending deadlines 39% I could not financially afford to take time off 27% I did not want to use my leave time 19% Fear of discipline if I stayed home 10% I had not accrued enough leave time yet (e.g., new employee) 5% I had used up all my leave time 5% Other (please specify:) 6% 0% 10% 20% 30% 40% 50% 60% Note: Excludes respondents who indicated that they had not gone to work sick in the past 12 months and those who did not answer the question. “Percentages do not total 100% due to multiple response options. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 13
    • Why did you feel that you had to go to work while you were sick? (By Employee Level, Organization Staff Size, Organization Sector and Industry) n=443 •Differences by employee level: •Middle-management employees (57%) were more likely than nonmanagement employees (3%) to report that they had too much work to do/impending deadlines. •Nonmanagement employees (21%) were more likely than executive-level employees (3%) to report that they did not want to use their leave time. •Nonmanagement employees (31%) were more likely than middle-management employees (16%) to report that they could not financially afford to take time off. •Differences by organization staff size: •Employees from large-staff-sized organizations were more likely than employees from small-staff-sized organizations to report that they had too much work to do/impending deadlines (54% compared with 36%) and that they did not want to use their leave time (32% compared with 15%). •Differences by organization sector: •Employees from “other” sectors (25%) were more likely than employees from privately owned for-profit companies (3%) or government entities (1%) to report that they had not accrued enough leave time yet. •Employees from government entities (41%) were more likely than employees from publicly owned for-profit companies (15%), privately owned for-profit companies (13%) or nonprofit entities (18%) to report that they did not want to use their leave time. •Employees from publicly owned for-profit companies (25%) and privately owned for-profit companies (37%) were more likely than employees from government entities (8%) to report that they could not financially afford to take time off. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 14
    • Why did you feel that you had to go to work while you were sick? (By Organization Staff Size, Organization Sector and Industry – continued) n=443 •Differences by industry: •Employees from government /public administration entities (46%) were more likely than employees from services – accommodation, food and drinking places (4%) to report that they did not want to use their leave time. •Employees from financial services (e.g., banking) (43%) were more likely than employees from educational services/education entities (4%) to report that they had used up all of their leave time. •Employees from manufacturing (36%), retail/wholesale trade (42%), transportation/ warehousing (44%), utilities (67%) and “other” industries (37%) were more likely than employees from government/public administration entities (3%), and employees from services – accommodation, food and drinking places (58%) were more likely than employees from educational services/education entities (13%) or government/public administration entities (3%), to report that they could not financially afford to take time off. Note: Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 15
    • To what extent do you agree or disagree with the following statement: “My organization promotes a culture that discourages employees to come to work sick or otherwise distracted (presenteeism).” n=593 Note: Excludes respondents who did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 16
    • Pressure to Work: Employee Perspective Flexible Work Arrangements – Will They Affect Your Job? SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 17
    • Regardless of whether your organization currently offers flexible work arrangements (e.g., telecommuting, flextime, compressed workweek, etc.), how concerned are you that if you take advantage of flexible work arrangement options…? Note: Sorted in descending order by “not at all concerned” data. Excludes respondents who did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 18
    • Regardless of whether your organization currently offers flexible work arrangements (e.g., telecommuting, flextime, compressed workweek, etc.), how concerned are you that if you take advantage of flexible work arrangement options…? (By Employee Level) •Differences by employee level: •Middle-management employees and nonmanagement employees , compared with executive-level employees, reported greater average degrees of concern that taking advantage of flexible work arrangements will jeopardize their career advancement opportunities and that they will be perceived as less committed to their jobs. Note: Based on a scale where 1 = “not at all concerned” and 4 = “concerned.” Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 19
    • Pressure to Work: Employee Perspective Methodology • Sample comprised of 605 full-time or part-time employed U.S. residents randomly selected by an outside survey research organization’s web-enabled employee panel, which was based on a random sample of the entire U.S. telephone population. • Survey fielded for a two-week period ending January 12, 2009. • For the purpose of these analyses, small-staff-sized companies include those with 1 to 99 employees, medium-staff-sized companies have 100 to 499 companies and large-staff-companies are those with 500 or more employees. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 20