Abstract
In this book, Professor Chung provides a comprehensive examination of the impact of flexible working arrangements on individuals and society as a whole. She challenges the popular assumption that flexible working arrangements are a solution to work–life balance and job satisfaction, instead arguing that they can lead to self-exploitation and further entrench existing power imbalances in the workplace without providing adequate compensation or support.
The book consists of three sections and 11 chapters. Chung presents the idea of the flexibility paradox in the opening chapter, which describes the conflict between the hazards and possible advantages of flexible work arrangements. She explains that the book’s goals are to explore various types of flexible work, their impacts on employees and their well-being, and the role of employers and policymakers in shaping these outcomes.
The first section starts with Chapter 2, which provides a historical and cultural perspective on the rise of flexible work arrangements. Chung examines the factors that have contributed to the growth of flexible work, including changes in technology, the rise of the service sector and the changing expectations of workers. Chapter 3 explores the various benefits and risks associated with flexible work arrangements with empirical data from across Europe. Chapter 4 discusses the role of employers in promoting flexible work arrangements, the challenges that face in doing so, and the different approaches that employers take to flexible working.
The second section begins with Chapter 5, which provides the theoretical underpinning of the flexibility paradox and the resulting self-exploitation. Chung discusses the paradoxical nature of flexibility in the workplace – that despite its promise of increased control and work–life balance, it can often lead to longer working hours and higher levels of job insecurity. Chung examines the underlying factors that contribute to this paradox, including the pressure to constantly be available and the blurring of boundaries between work and personal life. In Chapter 6, Chung presents an overview of existing research on the impact of flexible working on different outcomes. She examines the mixed and sometimes contradictory findings and discusses the challenges of measuring the effectiveness of flexible working arrangements. Chapter 7 focuses on the gendered nature of flexible working arrangements and how gender norms and stereotypes shape the experiences of men and women who work flexibly. Chung discusses the challenges faced by women in particular, who are often penalized for taking up flexible working arrangements, and the importance of addressing these gendered barriers to achieve a truly flexible and equitable workplace.
The last section starts with Chapter 8, which explores the concepts of flexibility stigma, the impact it has on the rewards of flexible working and how organizations can address it. Chung asserts that by recognizing and challenging the negative assumptions towards flexible working, organizations can create a more supportive and equitable workplace culture that value the contributions of all employees, regardless of their working arrangements. Chapter 9 emphasizes the importance of considering the broader social, cultural and institutional contexts in which flexible working is implemented. It discusses how social norms, cultural values, institutional policies and practices can shape the implementation and outcomes of flexible working and provides examples of how these contextual factors differ across countries and regions. Chapter 10 examines the impacts of COVID-19 pandemic on flexible working and the broader implications for future work. It discusses how the pandemic has disrupted traditional work patterns and the potential long-term effects of this shift towards flexible working.
In the final chapter, Chung stresses the importance of more research and policy development for flexible working in the 21st century. She discusses the potential implications of flexible working for work–life balance, employee well-being, and social inequalities, and highlights the need for a more nuanced and localized approach to the implementation of flexible working arrangements.
Overall, this book is highly relevant to current debates around the future of work and the impact of the COVID-19 pandemic on employment. The pandemic has brought issues of flexibility and remote work to the forefront of public discourse, with many employers and policymakers suggesting that these arrangements may become permanent. Chung’s book provides an important counterpoint to this narrative, highlighting how flexible working arrangements can exacerbate existing inequalities and lead to self-exploitation.
