The business case for the provision of flexible work schedules is based on their ability to enhance employee recruitment and retention, job satisfaction and commitment and work-life conflict reduction. It makes intuitive sense that offering work life balance practices would attract individuals to an organization and would result in improved attitudes and behaviors of employees within the organization. However, the critical review of the literature on the flexible work schedule revealed that despite the provision of these schedules, employee take-up may be low due to concerns that employing work life practices will result in reduced employee advancement opportunities or perceptions as less committed to the organization. In addressing this issue, the need for supportive organizational culture, team work, proper communication and manager training may be at the forefront. By examining the types of flexible work schedules and supporting theoretical foundations, the article offered a critical review of the literature on flexible work schedules. It also looked at the conditions necessary for flexible work schedules to be successful and the possible results. There was further consideration of the challenges involved and therefore suggestion.
Volume: Volume 23
Issues: Issue 6
Keywords: Absenteeism, Employee Commitment, Flexible Work Schedules, Satisfaction and Work Life Practices