{"id":16126,"date":"2024-08-14T07:53:12","date_gmt":"2024-08-14T07:53:12","guid":{"rendered":"https:\/\/fass.nus.edu.sg\/cfpr\/?page_id=16126"},"modified":"2024-08-15T06:12:17","modified_gmt":"2024-08-15T06:12:17","slug":"post-covid","status":"publish","type":"page","link":"https:\/\/fass.nus.edu.sg\/cfpr\/post-covid\/","title":{"rendered":"Post-Covid Flexible Work Arrangements and \u201cFlexibility Penalty\u201d from Manager Perspective in Singapore"},"content":{"rendered":"\n

\n\t\tPost-Covid Flexible Work Arrangements and “Flexibility Penalty” from Manager Perspective in Singapore\n\t<\/h1>\n\t

Project’s Details<\/strong><\/h2>\n

Title:<\/strong> Post-Covid Flexible Work Arrangements and “Flexibility Penalty” from Manager Perspective in Singapore: The Roles of Gender-Parenthood Status and Policy Contexts<\/p>\n

Funded by: <\/strong>MOE Tier 1<\/p>\n

Amount:<\/strong> S$96,433<\/p>\n

PI: <\/strong>Assistant Professor Wang Senhu, Department of Sociology, Faculty of Arts and Social Sciences, NUS<\/p>\n

Project duration:<\/strong> 1 September 2024 to 31 August 2027<\/p>\n

 <\/p>\n

Abstract<\/strong><\/h2>\n

Recent discussions on post-Covid normalization of flexible working arrangements (FWAs) have raised the issue of “flexibility penalty” – the disadvantages faced by employees who engage in such arrangements. However, there is a significant gap in literature regarding managerial perspectives on this penalty, particularly in Singapore. Using vignette survey experiment and semi-structured interviews, this study aims to examine (1) whether managers in Singapore hold negative perceptions toward workers using different types of FWAs; (2) how the potential flexibility stigma varies with workers’ gender-parenthood status; (3) whether the normalization of FWAs in organizational contexts or national policies can help mitigate the stigma.<\/p>\n\t

Project’s Team<\/strong><\/h2>\n\t\t\t\t\"SenhuWang_1\"\n\t

Principal Investigator<\/strong><\/p>\nAssistant Professor Wang Senhu
\nDepartment of Sociology
\nFaculty of Arts and Social Sciences
\nNational University of Singapore\n\t\t\t\n\t\t\t\t\t\tProfile\n\t\t\t\t\t<\/a>\n\t

Contact Us<\/strong><\/h2>\nPrincipal Investigator: <\/strong>Assistant Professor Wang Senhu
\nEmail: socsw@nus.edu.sg<\/a>\nAddress:<\/strong>
\nCentre for Family and Population Research
\nFaculty of Arts and Social Sciences
\nNational University of Singapore
\nThe Shaw Foundation Building
\nBlock AS7, Level 3, 5 Arts Link
\nSingapore 117570\n\n\n","protected":false},"excerpt":{"rendered":"

Post-Covid Flexible Work Arrangements and “Flexibility Penalty” from Manager Perspective in Singapore Project’s Details Title: Post-Covid Flexible Work Arrangements and “Flexibility Penalty” from Manager Perspective in Singapore: The Roles of Gender-Parenthood Status and Policy Contexts Funded by: MOE Tier 1 Amount: S$96,433 PI: Assistant Professor Wang Senhu, Department of Sociology, Faculty of Arts and Social […]<\/p>\n","protected":false},"author":76,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-16126","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nPost-Covid Flexible Work Arrangements and \u201cFlexibility Penalty\u201d from Manager Perspective in Singapore - 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