FLEXIBLE WORK SCHEDULING

AND TELECOMMUTING

Melissa Sheldon
Siena Heights University
Graduate College
March 7, 2016

WHY FLEXIBLE WORK SCHEDULING

AND TELECOMMUTING?
Nonprofit Workforce Development Experience
Traditional Hours
No Telecommuting Option
Office Culture
Work vs. Home

Research and Policy Experience

Flexible Hours
Work from Home Option
Flexible Culture
Work vs. Home

RESEARCH QUESTIONS
Work-Life Balance

Employee Satisfaction and Engagement

Productivity

WORK-LIFE BALANCE

Flexible Work Scheduling

and Telecommuting

WORK-LIFE BALANCE
Technology and the Global Economy
(Hayman, 2010)

Negative Outcomes of Work-induced Stress

(Golden, 2012)

Positive Outcomes of Flexible Work Options

(Ahmad, Idris, & Hashim, 2013)
Work

Life

EMPLOYEE SATISFACTION
AND ENGAGEMENT

Flexible Work Scheduling

and Telecommuting

EMPLOYEE SATISFACTION AND ENGAGEMENT

Attracting and Retaining Talent
(Greer & Payne, 2014)

Positive Work Environment

(Ahmad, Idris, & Hashim, 2013)

Autonomy
(Richardson, 2010)

Telecommuting and Job Satisfaction

(Bailey & Kurland, 2002)

PRODUCTIVITY

Flexible Work Scheduling

and Telecommuting

PRODUCTIVITY
Perceived Benefits
(Brittany & MacDonnell, 2012)

Creative vs. Dull Tasks

(Dutcher, 2012)

Self-reported Productivity Data

(Bailey & Kurland, 2002)

Trust
(Richardson, 2010)
(Bailey & Kurland, 2002)

RECOMMENDATION

Flexible Work Scheduling

and Telecommuting

RECOMMENDATION
Employer Implementation
Attract and Retain Talent
Work-Life Balance Benefits
Increased Employee Engagement and Satisfaction
Turnover Rates

Increased Productivity

WHY SHOULD YOU CARE?

Flexible Work Scheduling

and Telecommuting

WHY SHOULD YOU CARE?

Does your company have open positions?

Do you have an adequate work-life balance?

Are you satisfied and/or engaged in your work?
Could you be more productive than you are now?
How does technology impact your job?

QUESTIONS?

Flexible Work Scheduling

and Telecommuting

REFERENCES
Ahmad, A. R., Idris, M. T. M., & Hashim, M. H. (2013). A study of flexible working hours and motivation. Asian Social Science, 9(3), 208215. Retrieved from http://search.proquest.com/docview/1346873778?accountid=28644

Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, new directions, and lessons for the study of modern
work. Journal of Organizational Behavior, 23(4), 383-400. Retrieved from
http://search.proquest.com/docview/224890714?accountid=28644
Brittany, H. M., & MacDonnell, R. (2012). Is telework effective for organizations? Management Research Review, 35(7), 602-616. doi:
http://dx.doi.org/10.1108/01409171211238820
Dutcher, E. G. (2012). The effects of telecommuting on productivity: An experimental examination. the role of dull and creative
tasks. Journal of Economic Behavior & Organization, 84(1), 355-363. doi: http://dx.doi.org/10.1016/j.jebo.2012.04.009
Golden, T. D. (2012). Altering the effects of work and family conflict on exhaustion: Telework during traditional and nontraditional
work hours. Journal of Business and Psychology, 27(3), 255-269. doi: http://dx.doi.org/10.1007/s10869-011-9247-0
Greer, T., & Payne, S. (2014). Overcoming telework challenges: Outcomes of successful telework strategies. The Psychologist-Manager
Journal, 17(2), 87-111. doi: http://dx.doi.org/10.1037/mgr0000014

Hayman, J. (2010). Flexible work schedules and employee well-being. New Zealand Journal of Employment Relations, 35(2), 76-87.
Retrieved from http://search.proquest.com/docview/864101681?accountid=28644
Richardson, J. (2010). Managing flexworkers: Holding on and letting go. The Journal of Management Development, 29(2), 137-147.
doi: http://dx.doi.org/10.1108/02621711011019279