Perceptions of organizational attractiveness: The differential relationships of various work schedule flexibility programs

摘要

Purpose - Past research on flextime programs often treat work schedule flexibility as arnhomogeneous construct. The purpose of this paper is to empirically demonstrate the relationshiprnbetween different flexible work schedules and employee perceptions of organizational attractiveness.rnDesign/methodology/approach - Participants (n = 655) reviewed a scenario with work schedulernflexibility manipulated into one of eight consecutively more flexible schedules. Participants thenrnrated the job offer within the scenario on organizational attractiveness.rnFindings - The study found significant differences in organizational attractiveness based on therneight types of work schedule flexibility. The study's results supported categorizing flextime programsrnas heterogeneous constructs.rnResearch limitations/implications - The study utilized scenarios reducing generalization tornwork situations. Participants were college students with a limited work experience and may havernviewed organizational attractiveness based on expectations, not on experiences. Future studiesrnshould examine workforce populations and also examine different work schedule flexibilityrnprograms' effects on absenteeism and productivity.rnPractical implications - The study suggested that work schedule flexibility affects future employees'rnperceptions of organizational attractiveness. Attracting high-quality employees is in the best interestsrnof organizations and the effects of a flexible work schedule may begin before employees are hired.rnOriginality/value - The paper illustrates that different work schedule flexibility schedules, oftenrnlabeled "flextime," are perceived differently regarding organizational attractiveness. The paperrnfurther supports the notion that work schedule flexibility is a complex construct that cannot bernexamined using one broad term.