ชั่วโมงการทำงานต่อวัน หรือ ต่อสัปดา

ชั่วโมงการทำงานต่อวัน หรือ ต่อสัปดาห์ที่ยาวนานมักจะเกิดผลเสียต่อประสิทธิภาพของผู้ปฏิบัติงาน รวมทั้งเกิดผลกระทบด้านลบต่อ
ผลผลิตต่อชั่วโมง ในขณะเดียวกันจำนวนชั่วโมงการทำงานที่เพิ่มเติมอาจสะท้อนจริยธรรมการทำงานของผู้ปฏิบัติงาน หรือองค์กร
ความมุ่งมั่นกับการทำงาน, นายจ้าง หรือแรงงาน และความหวังในเรื่องการได้ผลตอบแทนในปัจจุบันหรือในอนาคต แต่ชั่วโมงการทำงานที่ยาวนานต่อไปเริ่มที่จะสร้างความเสี่ยง และความขัดแย้งในส่วนของคุณภาพชีวิตของการไม่ทำงาน และกระทบต่อjob performance เวลา นอกจากนี้ เมื่อพิจารณาจากภาย ในกรอบของเวลาที่ยาวนานและ จากมุมมองที่กว้างขึ้น ประสิทธิภาพและต้นทุนแรงงานของบริษัทอาจได้รับผลกระทบในทางอ้อม(Golden 2012)
longer hours of work per day or per week tend to undermine a worker’s job performance, including
productivity per hour. While additional working hours may reflect a worker’s work ethic or
commitment to the job, workplace, employer or labour force and the hope of attaining higher current or future earnings, at some point, longer working hours inevitably begin to create risks and time conflicts that interfere not only with the quality of non-work life, but also on-the-job performance. In addition, when considered within a longer time horizon and from a broader perspective, productivity and the firm’s labour costs may be affected in many indirect ways. The theory and empirical research on the worker and firm performance effects of flexible work options are often embedded within a broader range of outcomes, and their findings are mixed.

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The format for the operating flexibility to work before the GED is a concept that consists of three components, all of them with the employee as the Center. The first components focuses on attracting and keeping women as an important source of labor. The second components. The quality of family life, caused by work / family conflict, and the third components in unmet demand elasticity in relation to a group of employees who will become women and Children
ประการแรกในความสัมพันธ์กับสถานที่และการเก็บรักษาของผู้หญิงมันก็เป็นที่ถกเถียงกันว่าการปฏิบัติที่มีความยืดหยุ่นในการทำงานที่เปิดใช้งานผู้หญิงที่จะบูรณาการการทำงานและความรับผิดชอบดูแลของพวกเขาและโดยเฉพาะอย่างยิ่งที่เป็นส่วนหนึ่งเวลาการทำงานที่เปิดใช้งานมารดาในการดูแลเด็กเล็กและดำเนินการต่อการทำงานจ่าย แรงนี้อาร์กิวเมนต์สะท้อนให้เห็นในการลดลงอย่างมีนัยสำคัญในเต็มเวลาอัตราการมีส่วนร่วมของกำลังแรงงานสำหรับผู้หญิงอายุระหว่าง25-34 ปีที่ผ่านมาสอดคล้องกับปีที่ผ่านมาเด็กเลี้ยงต้นและการเพิ่มขึ้นในส่วนของเวลาwork18 แต่เป็นผลมาจากการเข้าถึงผู้หญิงทำงานนอกเวลาในตัวเลขที่เพิ่มขึ้น (ณเดือนพฤศจิกายน 2008 ร้อยละ 45 ของผู้หญิงที่ลูกจ้างทำงานใน basis19 นอกเวลา) ก็เป็นที่ชัดเจนว่ามีข้อเสียที่ซ่อน ข้อเสียเหล่านี้รวมถึงการขาดส่วนเวลาที่มีคุณภาพwork20 และการ จำกัด การเข้าถึงบทบาทการบริหารจัดการใน basis21 นอกเวลา. ผลเชิงลบเหล่านี้สะท้อนให้เห็นถึงกระบวนทัศน์พื้นฐานที่เป็นบรรทัดฐานหรือโหมดหลักของการทำงานยังคงเป็นแบบเต็มเวลา (เฉพาะ 15 ต่อ ร้อยของคนทำงานบนพื้นฐานส่วนหนึ่งเวลา ณ วันที่สิงหาคม 200,822) และวัฒนธรรมการทำงานไม่ได้เขียนไว้ว่าพนักงานที่คาดว่าจะทำงานเกินชั่วโมงเต็มเวลา(ออสเตรเลียสถาบันประมาณว่าในปี 2009 พนักงานเต็มเวลาทำงานเพิ่มอีก 70 นาที
Prior to the GED the burning platform for flexible work practices could be conceptualised as
comprising three elements – all of them employee-centred. The first element focussed on attracting
and retaining women as a critical source of labour, the second on the quality of family life arising
from work/family conflict, and the third on the unmet need for flexibility in relation to employee
groups beyond women with children.
Firstly, in relation to the attraction and retention of women it was argued that flexible work practices
enabled women to integrate their work and caring responsibilities, and in particular that part-time
work enabled mothers to care for young children and continue paid work. The force of this
argument is reflected in the significant drop in full-time labour force participation rates for women
aged 25-34 years, corresponding to the years of early child-rearing, and an increase in part-time
work18. However as a result of women accessing part-time work in increasing numbers (as at
November 2008, 45 per cent of employed women worked on a part-time basis19), it became clear
that there were hidden disadvantages. These disadvantages included a lack of quality part-time
work20 and limited access to managerial roles on a part-time basis21.

Results (English) 1:

Hours of work per day or per week, lasting usually affects the performance of workers, including those caused a negative impact on the.Output per hour. At the same time, the number of additional working hours may reflect the ethical behavior of the operator or the organization.The commitment to work, the employer or labor, and hope for reward nights or in the future. But long working hours following began to create conflict and risk on the part of the quality of life of work and job performance. This time, in addition to considering internal frame of time and from a broader perspective, and the company's labor costs may be affected indirectly (Golden 2012)longer hours of work per day or per week tend to undermine a worker's job performance, includingproductivity per hour. While additional working hours may reflect a worker's work ethic orcommitment to the job, workplace, employer or labour force and the hope of attaining higher current or future earnings, at some point, longer working hours inevitably begin to create risks and time conflicts that interfere not only with the quality of non-work life, but also on-the-job performance. In addition, when considered within a longer time horizon and from a broader perspective, productivity and the firm's labour costs may be affected in many indirect ways. The theory and empirical research on the worker and firm performance effects of flexible work options are often embedded within a broader range of outcomes, and their findings are mixed. ///////////////////////////////The format for the operating flexibility to work before the GED is a concept that consists of three components, all of them with the employee as the Center. The first components focuses on attracting and keeping women as an important source of labor. The second components. The quality of family life, caused by work / family conflict, and the third components in unmet demand elasticity in relation to a group of employees who will become women and Children Firstly, in relation to the location and retention of women, it is a debate that is flexible to work enabled a woman to integrate work and responsibilities to take care of them, and particularly that part time work at the open.ช้งานมารดา in the care of small children, and continue to work to pay. This motivated argument reflected in a significant reduction in the rate of full time workforce participation for women age 25-34. Last year Toyota with child raising costs during the past year, and the increase in work time 18. But as a result of access to part-time work, women in increasing numbers (naduean November 2008 women's 45 percent of employees worked part-time in basis19), it is clear that there is a hidden disadvantage. These drawbacks include the lack of a quality work at 20, and restricting access to managerial roles in addition to time basis21. These negative results, reflects the basic paradigm as the norm or the main mode of working is still a full time (only 15 per cent of the people working on the base part time at Aug 200822) and cultural work is not written if the employee is expected to work full time hours is exceeded (Australia Institute estimated that in the year 2009 full-time employees worked 70 minutes.Prior to the GED the burning platform for flexible work practices could be conceptualised ascomprising three elements – all of them employee-centred. The first element focussed on attractingand retaining women as a critical source of labour, the second on the quality of family life arisingfrom work/family conflict, and the third on the unmet need for flexibility in relation to employeegroups beyond women with children.Firstly, in relation to the attraction and retention of women it was argued that flexible work practicesenabled women to integrate their work and caring responsibilities, and in particular that part-timework enabled mothers to care for young children and continue paid work. The force of thisargument is reflected in the significant drop in full-time labour force participation rates for womenaged 25-34 years, corresponding to the years of early child-rearing, and an increase in part-timework18. However as a result of women accessing part-time work in increasing numbers (as atNovember 2008, 45 per cent of employed women worked on a part-time basis19), it became clearthat there were hidden disadvantages. These disadvantages included a lack of quality part-timework20 and limited access to managerial roles on a part-time basis21.

Results (English) 2:

Hours of work per day or per week, often lasting effect on the performance of the worker. Including the negative impact on
output per hour. Meanwhile, the number of work hours may also reflect the work ethic of the worker. Or an organization
committed to the work, employers or workers, and the hope of reaping rewards in the present or in the future. But working long hours to begin to create a risk. And the conflict in the quality of life of the work. And the job performance considering the time also. In the framework of a long and time. From a broader perspective Efficiency and labor costs of companies may be affected indirectly (Golden 2,012th)
Longer hours of Work per Day or per Week tend to undermine a Worker's job Performance, including
Productivity per hour. While additional working hours May Reflect a Worker's Work ethic. or
commitment to the job, Workplace, Employer or Labour Force and the Hope of attaining higher current or Future earnings, at Some Point, Longer working hours Inevitably BEGIN to create risks and time Conflicts that Interferes not only with the quality of non-Work Life. , but also on-the-job performance. In addition, when considered within a longer time horizon and from a broader perspective, productivity and the firm's labour costs may be affected in many indirect ways. The theory and empirical research on the worker and firm. Performance options are often embedded effects of Flexible Work Within a broader Range of outcomes, and their findings are mixed. ////////////////////////////. /// The Format for the operating flexibility to Work before the GED is a Concept that consists of Three components, all of them with the employee as the Center. The First components focuses on attracting and keeping Women as an important Source of Labor. The. second components. The quality of family life, caused by work / family conflict, and the third components in unmet demand elasticity in relation to a group of employees who will become women and Children First, in relation to the location and retention. Man, it was argued that the practice flexible working to enable women to integrate the work and responsibility to take care of them, and especially at a time. The work enabled the mother to care for young children and continuing to work to pay. The argument is reflected in the decrease significantly in full-time labor force participation rate for women aged 25-34. A year ago, in line with last year's party, and the increase in part-time work18. But as a result of access to women working part-time in increasing numbers. (As of November 2008, 45 percent of employed women work in part-time basis19), it is clear that there are drawbacks to hide. These disadvantages include lack of quality time work20 and limited access to managerial roles in basis21 time. The negative of these reflect a fundamental paradigm that is the norm or principle mode of operation also. It is full-time (only 15 per cent of people working on a part time as at August 200 822) and the work culture is not written that employees are expected to work beyond the hours of full-time (Australian Institute estimated that in the year. 2009 full-time employees work an additional 70 minutes Prior to the GED the Burning Platform for Flexible Work Practices could be conceptualized as comprising Three Elements - all of them employee-centered. The First element focussed on attracting and Retaining Women as a Critical Source of Labour. , the Second on the quality of Family Life Arising from Work / Family Conflict, and the third on the unmet Need for flexibility in relation to employee groups Beyond Women with children. Firstly, in relation to the attraction and retention of Women it was argued that. Flexible Work Practices enabled Women to integrate their Work and caring responsibilities, and in particular that Part-time Work enabled mothers to Care for Young children and Continue paid Work. The Force of this argument is reflected in the significant Drop in full-time Labour Force. Participation Rates for Women Aged 25-34 years, corresponding to the years of Early Child-rearing, and an increase in Part-time Work18. However as a Result of Women Part-time Work in increasing accessing Numbers (as at November in 2008, 45. Women per cent of employed worked on a Part-time Basis19), it became Clear that there were Hidden disadvantages. These disadvantages included a Lack of quality Part-time Work20 and Limited Access to managerial roles on a Part-time Basis21.

Results (English) 3:

Hours a day's work, or a week long often affect the efficiency of the practical work. As well as the effect on the
.Output per hour. At the same time, the working hours that more may reflect work ethic of the work. Or organization
commitment with the work,Employers or workers, and hope to return at present or in the future. But working hours long next began to construct a risk. And the conflict in the quality of life of work and affect the job performance.Also, when considering the inside frame of a long period of time and from a wider perspective. The efficiency and the labor cost of the company may be affected in indirect (Golden 2012)
.Longer hours of work per day or per week tend to undermine a worker ', s job performance including
productivity per hour.? While additional working hours may reflect a worker 's work ethic or
commitment to the job workplace employer or labour,,, Force and the hope of attaining higher current or future earnings at some point,,Longer working hours inevitably begin to create risks and time conflicts that interfere not only with the quality of non-work. Life but also, on-the - job performance. In addition when considered, within a longer time horizon and from a, broader perspective. Productivity and the firm 's labour costs may be affected in many indirect ways.The theory and empirical research on the worker and firm performance effects of flexible work options are often embedded. Within a broader range, of outcomes and their findings are mixed.

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The format for the. Operating flexibility to work before the GED is a concept that consists of, three components all of them with the employee. As the Center.The first components focuses on attracting and keeping women as an important source of labor. The second components. The. Quality of, family life caused by work / family conflict and the, third components in unmet demand elasticity in relation. To a group of employees who will become women and Children
.Firstly, in relation to the place and the retention of women, it is argued that the practice of flexible work enabled women to integrate work and responsibility to take care of them and especially.A crucial part time work enabled mothers in child care, and continue working to pay.This force argument reflected in decreased significantly in full time labour force participation rates for women between the ages of 25-34.But as a result of access to the women work overtime in increasing numbers (as of November 2008 45 percent of women employees working in. Basis19 part-time), it is clear that the disadvantages are hidden.