Work–Family Balance and Alternative Work Schedules: Exploring the Impact of 4-Day Workweeks on State Employees

• Published in: Public personnel management 2016-12, Vol.45 (4), p.382-404
• Main Authors: Wadsworth, Lori L., Facer, Rex L.
• Format: Article
• Language: English
• Subjects: College professors; Economic conditions; Employees; Employers; Evaluation; Fatigue (Biology); Flexible hours; Furloughs; Hours of labour; Human resource management; Human resources; Job satisfaction; Job Sharing; Productivity; Public sector; Schedules; Studies; Work and family; Work hours; Work life balance; Work life programs; Working Hours; Workweeks
• ISSN: 0091-0260; 1945-7421
• DOI: 10.1177/0091026016678856

In 2008, the State of Utah implemented a 4-day workweek for their employees. This article examines the impact on employees using a postimplementation survey. For employees on the 4-day schedule, there were no significant differences by gender on work–family balance or on the impact of the schedule. However, women did demonstrate slightly more positive attitudes toward the 4-day schedule. Employees with children at home reported lower work–family balance and greater impact of the 4-day schedule. In contrast, no difference in attitudes toward the 4-day schedule was found by age, although work–family balance differed among age groups. There were differences in work–family balance between employees on the 4-day schedule and those on traditional schedules; however, the more substantial factor was whether an employee selected his or her schedule. The current study highlights the importance of engaging employees when making significant organizational changes, such as transitioning from traditional work schedules to alternative schedules.