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    Compressed Lives: How “Flexible” are Employer-Imposed Compressed Work Schedules

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    Author
    Hyatt, E; Coslor, E
    Date
    2018
    Source Title
    Personnel Review
    Publisher
    Emerald Group Publishing Ltd.
    University of Melbourne Author/s
    Coslor, Erica; Hyatt, Edward
    Affiliation
    Management and Marketing
    Metadata
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    Document Type
    Journal Article
    Citations
    Hyatt, E. & Coslor, E. (2018). Compressed Lives: How “Flexible” are Employer-Imposed Compressed Work Schedules. Personnel Review, 2 (47), pp.278-293. https://doi.org/10.1108/PR-08-2016-0189.
    Access Status
    Open Access
    URI
    http://hdl.handle.net/11343/191878
    DOI
    10.1108/PR-08-2016-0189
    Abstract
    Purpose: The following study examines employee satisfaction with an employer-imposed compressed workweek (“CWW”) schedule within a U.S. municipality (“City”). Design/methodology/approach: The study utilized an employee survey (N = 779) to test factors related to employee satisfaction with the CWW, a four-day, 10-hours/day workweek (“4/10 schedule”). Findings: Employee satisfaction with the schedule is influenced by previous 4/10 pilot experience, work schedule preference, and happiness with the 4/10 schedule’s implementation. Additionally, sick leave figures and survey results regarding informal substitute work schedules suggest worker fatigue may limit the overall organizational value of the 4/10 schedule. Research limitations/implications: The study was opportunistic in nature and therefore constrained by the City’s HR Department concerns for survey length and respondent anonymity. This meant an inability to collect demographic data or to utilize validated scales. Practical implications: Analysis suggests that the potential work-life benefits of flexible work schedules may not apply equally to employer-imposed vs. employee-chosen compressed work schedules. Further, CWWs engender greater fatigue despite employee satisfaction, an issue managers should consider when weighing schedule costs and benefits. Originality/value: The study highlights the importance of employee choice in conceptualizing flexibility and for capturing CWW benefits; namely an initiative’s voluntary or involuntary nature should be considered when determining whether it is likely to be beneficial for employees.

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