เหตุผลในการกำหนดชั่วโมงการทำงานที่ย

เหตุผลในการกำหนดชั่วโมงการทำงานที่ยาวนานนั้น ขึ้นอยู่กับแต่ละองค์กร ซึ่งมีบรรทัดฐาน และวัฒนธรรมในองค์กรที่ปฏิบัติแตกต่างกัน ซึ่งจากหลักฐานการศึกษาจะพบว่าปริมาณงานที่มากเกินไป เป็นเหตุผลหลักในการทำงานเป็นเวลานานและสาเหตุที่ทำให้เกิดภาระงานที่เพิ่มขึ้นก็คือการเริ่มปรับโครงสร้างขององค์กร ซึ่งนำไปสู่การทำงานแบบหลากหลายในคนๆเดียว การขาดแคลนแรงงานทัศนคติและความคาดหวังของผู้บริหารและ/หรือการทำงานเป็นกลุ่มare also sometimes significant in promoting a long hours culture.

Organizations vary widely in cultures due to diversity in their norms, values and practices (Schein, 1985). According to Kodz et al. (2003) the literature and the evidences form various case studies indicate that workload is a major reason for working long hours and this is attributable to ever increasing workload due to the initiatives of restructuring of organizations. Flattening organizational structure leads to multitasking, greater customer focus, shortage of workforce, meeting culture, greater commuting requirements, IT/email overload etc. The author also asserts that the attitude and expectations of managers and/or workgroup are also sometimes significant in promoting a long hours culture. In such culture, presence at workplace is considered as a precursor of commitment. Unlike manual workers, this cultural pressure is more rampant amongst nonmanual workers where the attitude of coworkers pushes them for unpaid overtime (Kodz et al., 2003). Job insecurity, career advancement, personal preference, career commitments are some other reasons given for working long hours. Usually employees have multiple reasons to do so which cannot be unscrambled easily, particularly in an organization having a long hours culture (Boulin, Lallement «fe Michon, 2006). Another motive cited for working long hours was personal satisfaction. Also, employees prefer to work longer hours to bring quality in their work, promotions, pride and at times out of personal choice. Particularly at higher positions, some employees find their work so interesting that it becomes fun for them. So, they are least bothered about increased working hours (Kodz et al., 2003).

Results (English) 1:

The reason for defining the long working hours. It depends on each organization whose norms and culture in the organization that is different from the main operating base for the study found that the amount of work that is too big. As the main reason for working for a long time, and causing a growing burden it is to start a restructuring of the organization. Which leads to diversity in the work one person. Labor shortages and attitude and expectations of the management and/or working groups are also significant in promoting a sometimes long hours culture. Organizations vary widely in cultures due to diversity in their norms, values and practices (Schein, 1985). According to Kodz et al. (2003) the literature and the evidences form various case studies indicate that workload is a major reason for working long hours and this is attributable to ever increasing workload due to the initiatives of restructuring of organizations. Flattening organizational structure leads to multitasking, greater customer focus, shortage of workforce, meeting culture, greater commuting requirements, IT/email overload etc. The author also asserts that the attitude and expectations of managers and/or workgroup are also sometimes significant in promoting a long hours culture. In such culture, presence at workplace is considered as a precursor of commitment. Unlike manual workers, this cultural pressure is more rampant amongst nonmanual workers where the attitude of coworkers pushes them for unpaid overtime (Kodz et al., 2003). Job insecurity, career advancement, personal preference, career commitments are some other reasons given for working long hours. Usually employees have multiple reasons to do so which cannot be unscrambled easily, particularly in an organization having a long hours culture (Boulin, Lallement «fe Michon, 2006). Another motive cited for working long hours was personal satisfaction. Also, employees prefer to work longer hours to bring quality in their work, promotions, pride and at times out of personal choice. Particularly at higher positions, some employees find their work so interesting that it becomes fun for them. So, they are least bothered about increased working hours (Kodz et al., 2003).

Results (English) 2:

Grounds for the hours of work a long time. Based on each organization Which is the norm And cultural organizations in different practices. The study found evidence that excessive workloads. The main reason to work for a long time and cause of the increased workload it is to start a restructuring of the organization. Which leads to a variety of work in one person. Labor shortages, attitudes and expectations of the management and / or working groups are also significant in promoting a sometimes long hours Culture. Cultures Due to Diversity in Organizations Vary widely in their Norms, values ​​and Practices (Schein, 1985th). According to Kodz et al. (2003) the literature and the evidences form various case studies indicate that workload is a major reason for working long hours and this is attributable to ever increasing workload due to the initiatives of restructuring of organizations. Flattening organizational structure leads. to multitasking, greater customer focus, shortage of workforce, meeting culture, greater commuting requirements, IT / email overload etc. The author also asserts that the attitude and expectations of managers and / or workgroup are also sometimes significant in promoting a long hours culture. In such culture, presence at workplace is considered as a precursor of commitment. Unlike manual workers, this cultural pressure is more rampant amongst nonmanual workers where the attitude of coworkers pushes them for unpaid overtime (Kodz et al., 2003). Job insecurity,. career advancement, personal preference, career commitments are some other reasons given for working long hours. Usually employees have multiple reasons to do so which can not be unscrambled easily, particularly in an organization having a long hours culture (Boulin, Lallement «fe Michon, 2006. ). Another motive cited for working long hours was personal satisfaction. Also, employees prefer to work longer hours to bring quality in their work, promotions, pride and at times out of personal choice. Particularly at higher positions, some employees find their work so. interesting that it becomes fun for them. So, they are least bothered about increased working hours (Kodz et al., 2003).

Results (English) 3:

.The reason for the long work hours, depending on individual enterprise, which is the norm, and cultural organizations in practice are different. From this evidence, it is found that the excessive workload.The working range in one person. The labor shortage, attitudes and expectations of administrators and / or functional group are also sometimes significant in promoting a. Long hours culture.

Organizations vary widely in cultures due to diversity in, their norms values and practices Schein 1985 (,). According. To Kodz et al. (2003) the literature and the evidences form various case studies indicate that workload is a major reason. For working long hours and this is attributable to ever increasing workload due to the initiatives of restructuring of organizations.Flattening organizational structure leads to multitasking greater focus shortage, customer, of workforce meeting culture,,, Greater, commuting requirements IT / email overload etc. The author also asserts that the attitude and expectations of managers. And / or workgroup are also sometimes significant in promoting a long hours culture In, such culture.Presence at workplace is considered as a precursor of commitment. Unlike, manual workers this cultural pressure is more. Rampant amongst nonmanual workers where the attitude of coworkers pushes them for unpaid overtime (Kodz et al, 2003). Job. Insecurity career, preference, advancement personal, commitments career are some other reasons given for working long hours.