Alternative Work Schedules and Work–Family Balance

• Author: Rex L. Facer,Lori Wadsworth
• Published date: 01 June 2008
• Date: 01 June 2008
• DOI: http://doi.org/10.1177/0734371X08315138
• Subject Matter: Articles

166

Review of Public Personnel

Administration

Volume 28 Number 2

June 2008 166-177

© 2008 Sage Publications

10.1177/0734371X08315138

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Research Note

Alternative Work Schedules and

Work–Family Balance

A Research Note

Rex L. Facer, II

Lori Wadsworth

Brigham Young University

For many years, employers have sought to improve employee productivity and work

environments. One common strategy is alternative work arrangements, which include

flextime, job sharing, telecommuting, and a compressed workweek. In this article, the

authors examine the effects of implementing a compressed workweek (four 10-hour

days) for employees in city government. This study examines the impact of the com-

pressed workweek schedule on the job satisfaction and work–family conflict of the par-

ticipating employees. Employees perceived that the alternative schedule increased their

productivity and their ability to serve the citizens. Additionally, the authors report that

employees working the 4/10 workweek experience lower levels of work–family con-

flict than their counterparts who are working other schedules, but no significant differ-

ence for most measures of job satisfaction. Overall, the authors argue that the impacts

of alternative work schedules need more careful study.

Keywords: work–family balance; work schedules; compressed work schedules; job

satisfaction

In recent years, changes in the world of work and workers’attitudes have made study-

ing the relationship between work and family more important. Researchers in both

the public and the private sector have shown increased interest in learning how the

work and family domains interact and in understanding the extent to which these two

domains affect each other, specifically in the area of work–family conflict (e.g., Ezra

& Deckman, 1996; Kossek & Ozeki, 1998; Saltzstein, Ting, & Saltzstein, 2001).

For many years, employers have sought to improve employee productivity and

work environments. Evidence has shown that the activities and experiences in the

family domain can influence employee experiences and productivity within the work

domain. In response, many organizations have sought to assist employees in balancing

their demands from work and family. One way that has found increased usage in the

workplace has been offering alternative work arrangements, which include flextime,

job sharing, telecommuting, and compressed workweek. In this article, we examine the

effects of implementing a compressed workweek (four 10-hour days) for employees in