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• W2489968704 abstract "It is estimated that in the UK about a million people are currently working flexible hours who, ten years ago, would have been working fixed hours (McEwan Young, 1981). This major change in patterns of work time is only just emerging from the 'journalistic' phase of description and discussion as more careful researchers begin to ask questions and examine key issues (Lee, 1982). Much of the recent research has been directed at the management and trade union considerations. Attention to the effects of flexitime on people has been concerned mainly with people as employees; 'Is flexitime popular?' 'Will it improve motivation?' 'Will it reduce lateness and absenteeism?' 'Will it raise morale?' Flexitime allows people to choose, within limits which vary between organizations, which hours to work. In practice most systems allow employees to vary their start and finish times by an hour either side of the old fixed times and thereis usually a credit/debit facility which enables people to take half or whole days off each month. In a significant way this freedom can help people to respond to desires and pressures in reorganizing their travel, leisure, work and family time. Flexitime has had a good press, journalists and company personnel officers alike have praised its benefits for employees and the weight of studies demonstrating its popularity leaves little room for doubt (Walker, Fletcher and McLeod, 1974; Elbing and Gordon, 1974; Drye, 1973). If we accept that people, on the whole, are satisfied with the new system, this still begs the question of what they are now doing differently which leads to increased satisfaction? Flexitime first came to the U.K. in the early seventies. After ten years of fairly rapid uptake, particularly in white collar jobs, it is time to start asking questions about the wide impact of this innovation on our society. This paper is concerned with the effects of flexitime due to its operation at the work/family interface. It has been argued (Gutek, Nakamura and Nieva, 1981) that researches of this nature are long overdue but there seems to be a reluctance on the part of those who specialize in the study of 'the family' and particularly those who study 'organizations' to enter into each other's spheres. For most of the few writers who have adopted this perspective flexitime is important because it can help mothers: 'For working mothers, flexible working hours is a particular boon. It gives them the possibility of arranging child care, staying home to see children off in the morning, or getting home in time to greet them from school' (Cohen and Gordon, 1978, p. 47)." @default.
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• W2489968704 date "1983-10-01" @default.
• W2489968704 modified "2023-09-24" @default.
• W2489968704 title "Flexitime and conjugal roles." @default.
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