AN EMPIRICAL STUDY ON THE ASSESSMENT OF VOLUNTARY AND NONVOLUNTARY
UNPAID OVERTIME IN PRIVATE ORGANIZATIONS
Yeditepe International Research
Conference on Business Strategies
June 13 - 15, 2008
Omer LIVVARCIN, PhD
Yeditepe University,
Dept of Business Administration, 34755 Kayisdagi,, Istanbul, Turkey
- livvarcin@yahoo.com
ABSTRACT
Unpaid overtime is the amount of
time someone works in excess beyond normal working hours without any
payment or compensation. Either paid or unpaid overtime work
occupies a significant slice in the current labor power pie of the
world and has been subject to a lot of studies. Comparatively
limited effort has been allocated to unpaid overtime where most of
these studies where focused on the nonvoluntary reasons of unpaid
overtime. Unfortunately voluntary reasons of unpaid overtime is
either ignored or underestimated by most of the research related to
the topic. The purpose of this research is to examine both the
voluntary and nonvoluntary reasons of unpaid overtime.
The obtained results of this study
prove that there are voluntary reasons of unpaid overtime as well as
nonvoluntary reasons. The results demonstrated a significant
correlation between unpaid overtime and sex, job status and
experience respectively. The voluntary reasons and nonvoluntary
reasons of unpaid overtime for different demographic groups are
observed to be pretty much balanced.
Keywords: Unpaid overtime,
voluntary unpaid overtime, human resources, HRM
AN EMPIRICAL STUDY
ON THE ASSESSMENT OF VOLUNTARY AND NONVOLUNTARY UNPAID OVERTIME IN
PRIVATE ORGANIZATIONS
INTRODUCTION
Unpaid overtime is the amount of time
someone works in excess beyond normal working hours without any payment
or compensation. Some employees work extra hours without pay because
they believe they must whereas some other employee put in long hours
because they enjoy their work (Duchesne, 1997).
Either paid or unpaid overtime work
occupies a significant slice in the current labor power pie of the world
and has been subject to a lot of studies of both academicians (Duchesne,
1997) and economists (Cohen, 1993). Comparatively limited effort has
been allocated to unpaid overtime where most of these studies where
focused on the nonvoluntary reasons of unpaid overtime (Babbar and
Aspelin, 1998). Unfortunately voluntary reasons of unpaid overtime is
either ignored or underestimated by most of the research related to the
topic. The purpose of this research is to examine both the voluntary and
nonvoluntary reasons of unpaid overtime.
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