Work Intensification, Discretion, and the Decline in Well-Being at Work

By F. Green. 2004

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Autonomy in Paid Work and Employee Subjective Well-Being (2017, background): “During the same period, there has been an intensification of paid work, in part as a result of increasing requirements from employers for flexibility among their workforce (Green, 2004).”
Cross-level effects of high-performance work Systems (HPWS) and employee wellbeing: the mediating effect of organisational justice (2016, result): “These findings are broadly in line with research that argues that a greater diffusion of HRM systems can lead to negative employee experiences, including lower perceptions of job-security and increased job strain (Green, 2004).”
The mobile phone, perpetual contact and time pressure (2009, methodology): “(Green, 2004a: 709) Based on a trend analysis of responses to self-rated items2 collected through the European Survey on Working Conditions, Green and McIntosh conclude that there has been a significant increase ‘in the numbers of workers who report frequently working at very high speed or to tight…”