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http://fourhourworkweek.com/reports/sloan-flexworkschedules.pdf
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Fact 5 Small organizations [50-99 employees] are more likely than large organizations [1000+ employees] to allow all or most employees to periodically change starting or quitting times— 37% and 26%, respectively. (Bond, Galinsky, Kim, & Brownfield, 2005, p. 6)
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Fact 3 "Some 24.8% of respondents' organizations support flexitime compared to 14.5% (compressed work week) and 6.6% (telecommuting)" (Brewer, 2000, p. 38).
How do employers benefit from flexible work schedules?
Fact 1 "Only 18 percent of companies offering one or more flexible work arrangements perceive the costs of their investments in these policies as outweighing the benefits, while 36 percent perceive these programs as cost-neutral and 46 percent perceive a positive return on their investments" (Galinsky & Bond, 1998, p. ii).
Fact 2 There was a stronger relationship between flextime and positive outcomes such as organizational commitment and job satisfaction for managers who had children under the age of 18 (compared to those who did not have children under the age of 18) (Scandura & Lankau, 1997, p. 388).
The Network has additional resources related to this topic. 1. You can find a topic page for Research/Teaching dedicated to Flexible Work Schedules at: http://wfnetwork.bc.edu/academics.php (choose ‘Flexible Work Schedules’ from the Topics List).
If you are interested in this topic from the State Policy or Workplace Practice perspective,
a) go back to our home page www.bc.edu/wfnetwork/
b) click on the appropriate user group
c) and choose ‘Flexible Work Schedules’ from the Topics List
2. Our database of academic literature contains the citations and annotations of literature related to the issue of
Flexible Work Schedules. You can connect to this database at:
http://library.bc.edu/F?func=find-b-0&local_base=BCL_WF
