In a workplace marked by increasing change and competing commitments, business leaders require an increased understanding of alternative work programs. Utilizing spillover theory, motivator-hygiene theory, and adaptive structuration theory, this single case study was an exploration of the strategies that business leaders use for flexible work schedules and virtual work programs. The population consisted of 3 managerial business executives and 6 employees within a midwestern United States division of a global blood management solutions firm. The data collection process included a series of semistructured interviews, a focus group, and the assessment of company documentation. Methodological triangulation identified 5 emerging themes: program assessment and monitoring, standard set of virtual working hours, remote office setup, increased virtual communication, and promotion of quality of life. The transferability of this single case study remains with the reader and future researchers to determine. Future researchers may discover that the findings contribute to social change by better preparing organizations for success while simultaneously positioning individuals to attain optimum balance across life and work responsibilities.

The purpose of the present study was to investigate the factors that may be related to employees' decisions to use the family-friendly benefits (e.g., maternity/paternity leave, flexible work schedule) that are offered to them by their employers. Research has shown that both employees and organizations benefit when employees use family-friendly benefits. However, research has also shown that many employees do not take advantage of such benefits. Studies examining this issue are limited, and much of the research that has been conducted is anecdotal and atheoretical. The present study overcame this problem by empirically examining the use of family-friendly benefits within the theoretical context of Ajzen's (1991) theory of planned behavior. The results of this study support the theory of planned behavior. Specifically, the results indicated that whether an individual perceived he/she had control over the use of family-friendly benefits was the most predictive of whether he/she intended to use them. Whether the individual perceived that others would approve of these behaviors was also predictive of intention to perform the behaviors. In addition, an individual's intention to take leave or use a flexible work schedule was the most predictive of whether he or she actually engaged in the behaviors. Implications for practice as well as future research directions are also discussed.