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The Effect of Alternative Work Schedules on Employee Performance
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2006
Year
Job PerformanceEducationHuman Resource ManagementEmployee FlexibilityAlternative Work SchedulesSocial WorkOrganizational BehaviorWork AdjustmentFlexible Work HoursFlexible Work ArrangementProductivityManagementFlexible Working HoursWork AttitudeWork HabitsEmploymentWorkforce ProductivityWorkforce DevelopmentSociologyBusinessOccupational TherapyWorklife BalanceUnemploymentWork-family Interface
This study applies the theory of work adjustment (see Pierce and Newstrom, 1980) as a theoretical foundation to explain why Flexible Working Hours (FWH) makes a difference in work-related outcomes as measured by productivity, employee attitudes and behaviours. Studies from Western countries have shown that benefits outweigh the costs in adopting flexible work schemes. Does the implementation of FWH really pay off in the context of the Singapore service industry? The effects of demographics, degree of flexibility, family responsibility and hierarchical level on outcome measures were investigated in this study. Results show various work-related outcomes were affected quite differently by the introduction of flexible work hours. Results also supported that the adoption of FWH produced a significant effect. Practical implications and future research directions are also provided.