What time shall i go to work today?

Swart, J. Carroll

doi:10.1016/0007-6813(74)90034-2

Cited by 3 publications

(1 citation statement)

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“…(), investigating the effects of flexible schedules, reported a reduction in absenteeism in three quarters of cases. Within the extant literature several studies have reported mixed findings, for example, Kim and Campagna (), Zippo () and Swart (), while studies carried out by McGuire and Liro () and Thomas and Ganster () found no relationship between absence rates and flexible scheduling.…”

Section: Discussionmentioning

confidence: 99%

On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organizational Performance Outcomes

Berkery

Morley

Tiernan

et al. 2017

European Management Review

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The aim of this study was to identify bundles of flexible working arrangements (FWAs) from data provided by 1,064 organizations in seven EU countries, and to relate bundle membership to demographic variables and human resource (HR) and organizational performance outcomes. Using Ward's hierarchical clustering algorithm we identified four distinct bundles of FWAs based on the uptake of twelve individual FWAs across the sample of organizations. Bundle 1 represents organizations engaging in a high level of annual hours contracts; bundle 2 represents more traditional work practices; bundle 3 represents organizations mainly offering shift‐work and bundle 4 represents organizations with a high uptake of flexi‐time. The demographic profile of organizations recorded across each of the four bundles was significantly different. Finally, significant associations were found between the bundle membership and employee turnover (p < 0.001), absenteeism (p < 0.001) and productivity (p < 0.015). The implications of these results are discussed and directions for future research are proposed.

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Section: Discussionmentioning

confidence: 99%

On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organizational Performance Outcomes

Berkery

Morley

Tiernan

et al. 2017

European Management Review

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Toward A Conceptual Clarification Of Employee Responses To Flexible Working Hours: A Work Adjustment Approach

Pierce¹,

Newstrom

1980

Journal of Management

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An elaboration of Davis, England and Lofquist's (1968) work adjustment model is employed to explain how flexible working hours can influence employee satisfaiction, performance, absenteeism, tenure, organizational commitment, and job involvement. Through need full illment, stress reduction, and the harmonization of work with human circadian rhythms, flexible working hours can contribute to a greater correspondence between (1) an individual's abilities and the ability requirements of the job, and (2) an individual's needs and the satisfaiction of those needs by, the work environment.

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Employee Responses to Flexible Work Schedules: An Inter-Organization, Inter-System Comparison

Pierce

Newstrom

1982

Journal of Management

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An expost facto designed investigation compared employee affective and behavioral responses to four work schedules—a fixed-hour schedule and three variations of flexible working hours. Hypothesized systematic differences in employee responses reflecting increasing degrees of flexibility were not supported. However, employees generally responded more favorably to any of the flexible hour systems as contrasted with the fixed-hour work schedule.

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What time shall i go to work today?

Cited by 3 publications

References 0 publications

On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organizational Performance Outcomes

On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organizational Performance Outcomes

Toward A Conceptual Clarification Of Employee Responses To Flexible Working Hours: A Work Adjustment Approach

Employee Responses to Flexible Work Schedules: An Inter-Organization, Inter-System Comparison

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