The Texas Department of Transportation (TxDOT) has sought to reduce expenditures by better utilizing their maintenance forces through a compressed workweek. The focus of this thesis is a before and after comparison of maintenance crews at TxDOT during a standard 5-day forty hour workweek and a compressed 4-day forty hour workweek. Compressed workweeks are work arrangements in which full-time employees are allowed to work longer days for part of the week or pay period in exchange for shorter days or a day off during the same week or pay period. This type of schedule allows for numerous benefits including increased productivity, additional time to handle personal business, less travel time, less start up and shut down time, improved morale, as well as less stress. Originally three districts were placed upon the compressed workweek but after four months of trial, three additional districts were included. Maintenance activity data from previous years was compared to data collected over the trial period to assess productivity impacts as well as vehicular travel. Surveys of maintenance crews were conducted throughout the study to address personal concerns. The results of the study were that there were no significant impacts to productivity or vehicular usage but a significant improvement in work conditions for the maintenance crews. Further assessment is recommended utilizing additional functional codes for more illustrative results. / text

Research question: Is adopting flextime, remote work, and four-day workweeks advantageous to employees and organizations?  Purpose: Advances in technology and the changing nature of work have led to organizations adopting remote work, flextime, and a four-day workweek. The aim is to comprehend how these could affect employees and organizations, then advise organizations on whether to implement them. Employee productivity, satisfaction and well-being are assessed, as well as potential benefits and challenges. The result demonstrates an understanding of advantages, disadvantages, personal interests and critiques, followed by recommendations on facing emerging challenges and suggestions for further research.  Method: The research development is of an inductive nature. A mixed-method technique is used, with 7 respondents contributing to the qualitative research and 120 participants to the quantitative. Most respondents are dispersed around Sweden, but a few from foreign nations are also included to get a global viewpoint. The results are evaluated and contrasted with theoretical data from prior research.  Conclusion: The concepts have proven to be of great interest to employees, with a minority being against some. Many employees feel burned out and unsatisfied with a traditional 5-day workweek, and thus support a 4-day one that would allow more quality time for themselves and to socialize. A vast majority are interested in companies that grant the flexibility to work remotely and schedule their own hours, over those that do not. Trials of the concepts have resulted in increased productivity, and efficiency, better mental and physical health, higher job satisfaction, equality, work-life balance, as well as reduced turnover, burnout, stress and resentment towards management. The concepts would not work for every business or location, but they are highly advantageous to employees and organizations where they suit.