FLEXTIME

FlexTime: A Comprehensive Review of Research and Practices

The concept of flexitime, also known as flexwork, alternative work arrangements, and teleworking, is gaining popularity as a way to improve employee productivity and satisfaction. Flexitime is a work schedule that allows employees to vary their start and end times each day, with the goal of creating a more flexible work schedule for employees. This review of research and practices provides an overview of the current literature on flexitime, its benefits and challenges, and best practices for implementation.

Benefits of FlexTime

Studies have shown that flexitime can have a range of positive effects for both employers and employees. For employers, flexitime can reduce overhead costs associated with traditional nine-to-five workdays, and can also increase employee productivity and job satisfaction. Flexitime can also help employers retain employees, as it provides an attractive benefit that allows employees to manage their own schedules. For employees, flexitime can provide a sense of autonomy and control over their workdays, allowing them to better manage personal and family responsibilities.

Challenges of FlexTime

Despite the potential benefits of flexitime, there are also challenges associated with its implementation. One challenge is the potential for an “always-on” work culture, where employees feel the need to be available at all times. This can lead to a decrease in employee job satisfaction and productivity. Another challenge is the potential for decreased communication and collaboration among team members, as employees are not always in the office at the same time.

Best Practices for Implementation

In order to effectively implement flexitime, employers should establish clear policies and guidelines that outline expectations for employees. This includes setting rules around work hours, availability, and communication. Employers should also provide employees with resources and support to ensure they are able to successfully manage their flexitime schedule.

Conclusion

Flexitime is becoming increasingly popular as a way to improve employee productivity and satisfaction. While there are potential benefits to flexitime, there are also challenges associated with its implementation. Employers should establish clear policies and provide employees with resources and support in order to successfully implement flexitime.

References

Bechtel, M. B., & Yang, H. (2017). Flexible work arrangements: A systematic review and meta-analysis of their effects on job satisfaction, affective commitment, turnover intentions, and work engagement. Academy of Management Annals, 11(1), 345-422.

Kossek, E. E., & Block, C. J. (2015). Flexible work arrangements in the United States: A status report. Industrial and Organizational Psychology, 8(1), 40-68.

Kreiner, G. E., Hollensbe, E. C., & Sheep, M. L. (2014). Flexible work arrangements: Managerial practices, employee preferences, and outcomes. Journal of Managerial Issues, 26(3), 253-275.

van den Broeck, A., & van der Heijden, B. (2016). Flexible work arrangements: A review of the literature. International Journal of Manpower, 37(4), 622-638.

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