Thesis (B.Sc)--University of Hong Kong, 2005. / Includes bibliographical references (p. 121-127)

No description available.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

The interaction effects of perceived work schedule flexibility (PWSF) and the number of hours worked on work-family conflict, and the interaction effects of PWSF and the type of work schedule on work-family conflict were investigated for employees of a regional bank headquartered in the Pacific Northwest. A 50% response rate was obtained from a survey questionnaire administered to 2,000 randomly selected employees. Hierarchial multiple regression analyses conducted on 526 subjects revealed no significant interaction effects for PWSF and type of work schedule. The interaction effect for PWSF and number of hours worked was not tested due to a significant correlation between number of hours worked and type of work schedule. However, significant main effects were found for both PWSF and the type of work schedule. Employees_working a "part-time" schedule reported significantly lower work-family conflict than employees working a "standard" or "flexible" schedule. No significant differences were noted in work-family conflict between employees who worked "flexible" and "standard" work schedules. Overall, as PWSF increased, work-family conflict decreased. Employees who reported having "a lot" or "some" PWSF experienced significantly lower levels of work-family conflict than those employees who reported having "hardly any" or "no" PWSF. Supplemental analyses were conducted on the number of hours worked variable. Results revealed that the number of hours worked made a unique contribution to the total variance in work-family conflict above and beyond that accounted for by type of work schedule. In contrast, both PWSF and number of hours worked contributed uniquely to the total variance in work-family conflict above and beyond that accounted for by each variable individually. Limitations of the research study are discussed and suggestions for future research are provided.

This research mainly discusses the relationship among the hours of work, specific industries, laws and regulations. We hope that the government and firms can understand the status of current hours of work so that it can be the references for them to adopt flexible human resources strategies. The questionnaire survey was adopted for the study. The samples are the experts of human resources. Totally, 350 questionnaires were distributed, and 120 of them are valid samples. Through statistical analysis, the main results of the study could be summarized in the following two parts: 1. There were some significant correlations between the hours of work and industry:¡]1¡^the hours of work of altering work schedule was positively and significantly related to different industry.¡]2¡^The hours of work a week and the pay for overtime were positively and significantly related to different industry.¡]3¡^Part-time schedule may calculate their overtime earlier than other schedules. The altering work schedule needs to report in for duty are more common than other jobs. ¡]4¡^The vacation and leave policy were significantly associated with different industry. 2. Some significant differences between hours of work and laws and regulations were found.¡]1¡^Some of firms¡¦ hours of work are better than mandatory. For example, the hours of work a week, vacation and leave policy.¡]2¡^Some of firms¡¦ hours of work are worse than mandatory. For example, the hours of work a week, vacation, leave, overtime policy.

Multiple roles of worker and caregiver are a current reality for American men and women. In response to the need to employ more women and reduce work/family conflict, many companies have adopted work/family initiatives such as flextime and telecommuting. Despite the benefits associated with the use of work/family programs, many companies are hesitant to encourage employees’ use of such initiatives. This study focused on private sector managers’ views of work/family programs and addressed how much they encourage the use of and provide information to employees about flextime and telecommuting. Using a snowball sampling method, 63 managers from private sector companies offering flextime and/or telecommuting participated in an on-line study. These participants answered questionnaires and gave open-ended responses regarding attitudes toward women, men, work, and family, and employees’ usage of work/family programs. The results of the quantitative portion of this study showed a significant correlation between managers’ and employees’ use of flextime or telecommuting policies. Women under the age of 50 (younger) were less likely than their over 50 (older) female, over 50 (older) male, and under 50 (younger) male counterparts to have employees who use flextime or telecommuting programs. Results also showed that women over 50 were more likely to have employees who use flextime or telecommute when compared with men both over and under 50 and women under 50. Measures utilized in these findings were single-item scales developed by the author. Findings from the qualitative portion of this study showed that much of how managers view work/family programs depends on how responsible they believe their employees to be. Further research is necessary to operationalize managers’ view of responsible employees and to understand if this is code for workers who put the job before all else. This study examined private sector managers with a sample comprised of primarily young (Median age for men and women of 37 years), White Americans working as managers in the private sector and therefore caution should be taken when generalizing findings. It is hoped that these findings may be an entry point for interventions aimed at increasing the use and encouragement of work/family policies. / text

The aim of the study was to investigate flexitime as a potential moderator to reduce the administrative employee stress, and to reduce the negative aspects associated with stress through the use of flexitime programmes. This exploratory study was conducted in a tertiary environment. The literature review explores the core areas of the main and sub-variables. A literature review was conducted relating to the key variables of the study, that is, flexitime and stress. In terms of flexitime, emphasis was placed on the benefits of flexitime, flexible work practice and the drawbacks of flexitime. In terms of stress, emphasis was placed on stress reduction, work/life balance and employee commitment. This study was conducted with a sample of 97 subjects from a tertiary environment. The data was collected using questionnaires, and reliability was also determined. Various statistical techniques were used to test the hypotheses. Data was analysed using both descriptive and inferential statistics and the results were presented using tabular and graphical representations. Furthermore, comparisons were made with studies of other researchers who have embarked on this area of the study or studies close to this research topic. The study shows correlations and significant associations with employee stress and flexitime. The findings also indicate that stress can be reduced through the moderator, that is, flexitime. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2011.

Thesis (Ph.D.)--Ohio State University, 1999. / Includes bibliographical references (leaves 184-196).

Thesis (Ph.D.) -- McMaster University, 2005. / Supervisor: Dr. I. U. Zeytinoglu. Includes bibliographical references (leaves 120-134)

With the increasing need for highway maintenance and the decreasingly available funds, the Texas Department of Transportation (TxDOT) Austin District has sought to better utilize maintenance section employee resources by implementing a compressed workweek. The primary goal of this thesis is to establish a framework and methodology to study the effects of a compressed workweek on maintenance crews in both rural and urban environments. Secondly, this thesis will provide a background of best practices of popular flexible work arrangements, including compressed workweeks, telework, and flextime. The compressed workweek is a type of flexible work arrangement that allows employees to work longer days during a part of the week in exchange for a partial or full day off later in the week. Compressed workweeks can offer numerous benefits to maintenance crews, including increased production, less set up and shut down time per week, decreased operating costs, reduced overhead, and increased employee morale. TxDOT will implement a six-month pilot project in two rural maintenance sections and one urban section. Compressed workweeks have proven to be successful in other districts with rural maintenance sections, but application of a compressed workweek in an urban maintenance section has yet to be studied. Therefore, maintenance crew activity data from previous years will be compared to data collected during the trial period to understand changes in productivity and to estimate vehicle operating costs. Lastly, surveys of maintenance employees will be conducted throughout the study to solve any personal issues that arise as well as determine employee satisfaction with the new schedule. / text