Flexible work schedules: what are we trading off to get them?

2001

153 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/c840e1ac08d312fe345d2d74de747be802cf88f7

Citations in the corpus

The Effect of Job Flexibility on Female Labor Market Outcomes: Estimates from a Search and Bargaining Model (2012, background): “Women also generally choose jobs with a more flexible working schedule (Golden, 2001).”
It’s All about Control (2012, background): “Married workers are more likely to have flexibility in the timing of their work compared to unmarried workers (Golden 2001, 2008; Presser 1989), as are workers with children, especially women (Golden 2001, 2008; Sharpe et al. 2002).”
Passing the buck: Labor flexibility practices that transfer risk onto hourly workers (2008, background): “…start time varies and 16 percent report that their ending time varies across the week; both rates have increased in the last few years (prior estimates in Golden, 2001; Presser, 2003).7 Note that CPS data are likely to underestimate the proportion of workers who experience fluctuating work hours.”
Family-Friendly Organizations? Work and Family Programs in the 1990s (2006, background): “Only 27% of employees had available to them some type of flextime, according to the 1997 Current Population Survey (Golden, 2001).”
Work–Family Role Blurring and Work–Family Conflict (2012, unknown): “This question captures the conceptualization of schedule control offered by Golden (2001): the extent that workers have control of the start and/or finish times of work (also see Jacobs & Gerson, 2004).”
Managing Multiple Roles: Work-Family Policies and Individuals' Desires for Segmentation (2005, methodology): “Prior research has similarly tried to measure ability to use programs rather than actual use (Eaton 2003, Golden 2001).”
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout (2008, background): “Married men and women were significantly more likely than unmarried workers to use flexible work arrangements (Golden, 2001), although differences were small.”