Toward a Conceptual Clarification of Employee Responses to Flexible Working Hours: A Work Adjustment Approach

Abstract

An elaboration of Dawis, England and Lofquist's (1968) work adjustment model has been employed to explain how flexible working hours can influence employee satisfaction, performance, absenteeism, tenure, organizational commitment, and job involvement. Through need fulfillment, stress reduction, and the harmonization of work with human diurnal rhythms, flexible working hours can contribute to a greater correspondence between (1) an individual's abilities and the ability requirements of the job, and (2) an individual's needs and the reinforcement of those needs by the work environment.