Lori L. Wadsworth

Alternative Work Schedules and Work–Family Balance A Research Note

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 compressed workweek schedule on the job satisfaction and work–family conflict of the participating 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 conflict than their counterparts who are working other schedules, but no significant difference for most measures of job satisfaction. Overall, the authors argue that the impacts of alternative work schedules need more careful study.

The Effects of Internal Career Orientation on Multiple Dimensions of Work-Family Conflict

The relationship of internal career orientations with 3 forms of work-family conflict (time-based, strain-based, and behavior-based) is examined in this study. In addition, work-family conflict is considered bi-directionally, using both work interference with family and family interference with work. A sample of 247 Executive MBAs with multiple demands was used to study this complex relationship. The findings suggest that those with a getting free internal career orientation experienced the greatest levels of strain-based work interference with family and both behavior-based forms of conflict. Furthermore, those that were getting high experienced the most time-based work interference with family conflict.

Alternative Work Schedules in Local Government: Cui Bono?

Recently there has been an increase in the number of cities contemplating and implementing alternative work schedules, particularly compressed workweeks, often to decrease energy costs for the organization or to decrease transportation and fuel costs for employees. Although many organizations offer alternative work schedules, there is little research on the benefits and drawbacks of these schedules. This research endeavors to fill that gap in our understanding by providing the results of a recent survey of human resources directors in 151 U.S. cities with populations more than 25,000 about their experience with the benefits and drawbacks of alternative work schedules. More than half (56.3%) of the cities surveyed reported offering some form of alternative work schedule, with compressed workweeks being the most commonly offered. Although drawbacks were noted, the human resources directors were more likely to report benefits for employees and the organization in offering alternative work schedules.

An examination of traditional versus non‐traditional benefits

Purpose – The purpose of this paper is to investigate how the perceived value of traditional versus non‐tradition benefits may be related to the employee‐employer relationship, and how the perception of that relationship might be linked to job performance and turnover intentions.Design/methodology/approach – Multi‐source data were collected from a random sample of employees and their supervisors at a healthcare organization (n=457).Findings – Non‐traditional benefits have a positive direct relationship with perceived organizational support (POS), whereas traditional health and financial benefits are not related to POS. The relationships between benefits perceptions and POS are moderated by marital status, but not gender. In addition, POS had a strong negative relationship with turnover intentions, and a positive relationship with task performance, job dedication and interpersonal facilitation.Research limitations/implications – Whereas data collected were multisource in nature, data were collected at the ...

Compressed Workweeks - Strategies for Successful Implementation

Organizations of all types - government, nonprofit, and private - are moving toward alternative work schedules such as compressed workweeks. Other organizations are considering the move and are anxiously awaiting more information to determine if it is the right decision for their organization. In this paper, we present a framework for implementing compressed workweeks. This framework draws upon the latest relevant research to assist organizations in this critical decision making process. We suggest that organizations ought to consider five key issues when analyzing the decision to move to compressed workweeks: people, purpose, process, perceptions, and performance. While these categories may overlap in important ways, they can aid in careful and deliberate thinking.

Work-Family Balance and Alternative Work Schedules: Exploring the Impact of 4-Day Workweeks on State Employees

In 2008, the State of Utah implemented a 4-day workweek for their employees. This article examines the impact on employees using a postimplementation survey. For employees on the 4-day schedule, there were no significant differences by gender on work–family balance or on the impact of the schedule. However, women did demonstrate slightly more positive attitudes toward the 4-day schedule. Employees with children at home reported lower work–family balance and greater impact of the 4-day schedule. In contrast, no difference in attitudes toward the 4-day schedule was found by age, although work–family balance differed among age groups. There were differences in work–family balance between employees on the 4-day schedule and those on traditional schedules; however, the more substantial factor was whether an employee selected his or her schedule. The current study highlights the importance of engaging employees when making significant organizational changes, such as transitioning from traditional work schedules to alternative schedules.

Honest Labor Bears a Lovely Face: Will Late-Life Unemployment Impact Health and Satisfaction in Retirement?

Objective: Unemployment among older adults during recessionary cycles has been tied to early retirement decisions and negative health outcomes. This study explored episodes of unemployment experienced between age 50 and retirement as predictors of retirement age and health outcomes. Methods: A total of 1540 participants from the U.S. Health and Retirement Study aged 50 years and older who transitioned from workforce to retirement were analyzed with descriptive statistics and multiple regression controlling for unemployment, demographics, and health status. Results: Late-life unemployment significantly related to earlier retirement age and lowered life satisfaction, independent of income effects. We found no main effect for late-life unemployment on physical health status. Conclusions: Potential improvements in future life satisfaction might be gained if job search obstacles are removed for older unemployed adults, reducing reliance on involuntary early retirement as an income source.

Late-career unemployment has mixed effects in retirement

ABSTRACT Paid work forms a pattern of occupational engagement that shifts during both unemployment and retirement. Similar to unemployment, the occupational disruption associated with involuntary retirement has been linked to poorer physical and mental health outcomes. To better understand the health impact of work transitions during the pre- and post-retirement years, 24 retired individuals with late-career unemployment were interviewed at the Huntsman World Senior Games in October 2016. Demographic data were collected. Braun and Clarke’s (2006) approach was utilized to thematically analyse the interview data and interpretations were evaluated against existing theory. Themes identified included struggle, freedom, and transition, followed by resilience and a return to well-being, with mental health levels reported at national averages for the age group. Choice and autonomy in the retirement years contributed to resilience. Concepts of productivity and meaningful engagement shift during the retirement years toward wellness derived from purposeful occupation, suggesting that occupational models may need to reconsider concepts of productivity and purpose for this age group.

Health Effects of Late-Career Unemployment

Objective: Job loss has a demonstrated negative impact on physical and mental health. Involuntary retirement has also been linked to poorer physical and mental health outcomes. This study examined whether late-career unemployment is related to involuntary retirement and health declines postretirement. Method: Analysis was conducted using the 2000-2012 U.S. Health and Retirement Study (HRS) survey data with unemployment months regressed with demographic and baseline health measures on physical and mental health. Results: Individuals with late-career unemployment reported more involuntary retirement timing (47.0%) compared with those reporting no unemployment (27.9%). Late-career unemployment had no significant effect on self-reported physical health (β = .003, p = .84), but was significantly associated with lower levels of mental health (β = .039; p < .01). Conclusion: Self-reports of late-career unemployment are not associated with physical health in retirement, but unemployment is associated with involuntary retirement timing and mental health declines in retirement. Unemployment late in the working career should be addressed as a public mental health concern.

Work-Family Balance and Alternative Work Schedules: Exploring the Impact of Four-day Workweeks

In 2008 the State of Utah implemented a four-day workweek for their employees by closing state offices on Fridays. Two goals of this program were to improve employee quality of life and to enhance the ability to recruit new talent. This article examines this issue by analyzing a post-implementation survey of employees. Overall, employees on the four-day schedule report higher levels of work-family balance than employees on other schedules. For employees on the four-day schedule, there were no significant differences by gender in the attitudes toward the schedule or their reported levels of work-family balance. Employees with children at home reported lower levels of work-family balance, although the presence of children appeared to make no difference in attitudes toward the compressed workweek schedule. Similarly, levels of work-family balance were different among age groups, but no difference in attitudes toward the compressed work schedule was found by age.