How does working‐time flexibility affect workers' productivity in a routine job? Evidence from a field experiment

Abstract

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioral effects. We find that all forms of working-time flexibility reduce the length of workers' breaks. For part-time work, these positive effects are globally counterbalanced. Yet arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50 percent, 40 percent of which is induced by sorting.

Flexibility for equality: Examining the impact of flexible working time arrangements on women's convergence in working hours

“…In their analysis, flexibility is found to have a positive impact on work effort, and this additional effort measures worker motivation rather than work intensification. Similar conclusions are highlighted in Boltz et al.’s (2023) study which finds a remarkable increase in workers’ productivity under flexitime, mainly explained by a motivational effect. Moreover, several empirical studies highlight that FWTA increase women's overtime hours, especially when women have full control over their schedules (Chung & Van der Horst, 2020; Lott & Chung, 2016).…”

“…FWAT and the association of this autonomy with workers' behaviour and commitment have been analysed both in the psychological literature (Deci & Ryan, 1987) and from an economic perspective (Aghion & Bolton, 2003;Aghion & Tirole, 1997;Beckmann et al, 2017;Bloom & Van Reenen, 2011). Flexible schedules have also been widely studied empirically, considering various aspects of socioeconomic life, such as worker productivity, work attitudes and work effort (Almer & Kaplan, 2002;Beckmann et al, 2017;Bloom & Van Reenen, 2007;Boltz et al, 2023;Eaton, 2003;Heywood et al, 2006). Recent economic literature highlights the role of flexibility in promoting work-life balance (Beckmann, 2016) or job satisfaction and well-being (Angelici & Profeta, 2023;Gavoille & Hazans, 2022;Kröll & Nüesch, 2019;Xiang et al, 2022).…”

Violation of German rest break regulation criteria and health complaints while working in the office and from home

“…However, when neglecting these cutoffs according to national regulation and examining relationships using the full-scale responses, WFH related to shorter total rest break duration and a higher frequency of interrupted or skipped rest breaks. Our results are therefore consistent with what other studies found: WFH is associated with increased risks of unfavorable rest break organization (Bloom et al 2015;Boltz et al 2022;Guler et al 2021;Smite et al 2023). However, risks from WFH did not translate into more violations of occupational health and safety standards.…”

“…This effect was mainly driven by taking fewer breaks during working hours in the WFH condition (amongst other factors such as fewer sick days and more calls per minute). Similar effects were shown in a field experiment (Boltz et al 2022) manipulating working time flexibility (which is also positively related to WFH). More working time flexibility increased productivity by reducing individual break duration.…”

Academic learning hours post-COVID-19 according to online teaching–learning in higher education

“…It is important to mention that this study could also offer new concepts to be examined in different fields and contexts related to specific traditional hours, for example, flexible working hours, which have revolutionized industries by granting employees the freedom to customize their schedules [26]. This paradigm shift acknowledges individual preferences, promotes a healthier work-life balance and improves time productivity [27]. As the modern workforce and higher education continue to seek more adaptable arrangements, embracing flexible working hours could lead to harmonious and efficient work and study environments.…”