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ARTICLES

Schedule flexibility and stress: Linking formal flexible arrangements and perceived flexibility to employee health

, &
Pages 199-214 | Published online: 13 Jun 2008
 

Abstract

Despite widespread public appeals, the evidence base linking worker health to workplace flexibility remains weak. The goal of this study was to improve understanding of the potential health benefit of promoting schedule flexibility at work. Using data from several businesses across a variety of industries (N=19,704), this study tested hypothesized associations among employee participation in formal flexible work arrangements, perceived flexibility, and stress and burnout. Results indicated that stress and burnout was lower among workers engaged in all types of formal flexible arrangements, and that 30–50% of observed differences between workers engaged in flextime (either alone or combined with compressed workweeks) and those not engaged in a formal arrangement were explained by perceived flexibility. Evidence also indicated that the generally beneficial effect of schedule flexibility differs by gender and the employment arrangement of a worker's spouse or partner. This study provides clear support for advocates’ calls for employers to expand flexible arrangements, particularly flextime.

A pesar del gran esfuerzo hecho por el público, la evidencia para conectar la salud de los trabajadores con la flexibilidad en el trabajo permanece débil. El objetivo de este estudio fue aumentar el entendimiento del beneficio potencial de la promoción de un horario flexible de trabajo. Usando información obtenida de un consorcio de negocios a través de una variedad de empresas (N=19.704), este estudio analizó hipótesis de asociación entre la participación de empleados en arreglos formales de trabajo flexible, con flexibilidad percibida y estrés y agotamiento. Los resultados indicaron que el estrés y el agotamiento fue más bajo entre los trabajadores que participaron en todos los tipos de arreglos de flexibilidades formales y 30–50% de las diferencias observadas entre los empleados que trabajaron horario flexible (ya sean solos o combinados con semanas de trabajo comprimidas) y esos que no participaron en un arreglo formal fueron explicado por la flexibilidad percibida. Las evidencias también indicaron que los efectos generales de un horario flexible difiere entre los sexos y del acuerdo de empleo de la pareja del trabajador. Este estudio proporciona un soporte claro para que las personas que abogan por los derechos de los trabajadores les pidan a los empleadores que expandan los arreglos flexibles, particularmente horario flexible.

Acknowledgements

The research was supported by a grant from the Alfred P. Sloan Foundation (2005-3-33). The authors would like to thank Robert T. Brennan and Laurie L. Shannon for assistance with statistical analyses.

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