Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Click here for more information on Career Management, 4e

Click here for more information on Career Management, 4e

Sign In to gain access to subscriptions and/or personal tools.
Advances in Developing Human Resources
This Article
Right arrow Free Full Text (Free PDF) Free
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via HighWire
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Kelly, E. L.
Right arrow Articles by Moen, P.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

Rethinking the ClockWork of Work: Why Schedule Control May Pay Off at Work and at Home

Erin L. Kelly

Flexible Work and Well-Being Center at the University of Minnesota

Phyllis Moen

University of Minnesota

The problem and the solution. Many employees face work—life conflicts and time deficits that negatively affect their health, well-being, effectiveness on the job, and organizational commitment. Many organizations have adopted flexible work arrangements but not all of them increase schedule control, that is, employees' control over when, where, and how much they work. This article describes some limitations of flexible work policies, proposes a conceptual model of how schedule control impacts work—life conflicts, and describes specific ways to increase employees' schedule control, including best practices for implementing common flexible work policies and Best Buy's innovative approach to creating a culture of schedule control.

Key Words: flexibility • control • work—family conflict • work hours

Advances in Developing Human Resources, Vol. 9, No. 4, 487-506 (2007)
DOI: 10.1177/1523422307305489
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?


This article has been cited by other articles:


Home page
 Advances in Developing Human ResourcesHome page
E. E. Hornsby and S. L. Munn
University Work--life Benefits and Same-Sex Couples
Advances in Developing Human Resources, February 1, 2009; 11(1): 67 - 81.
[Abstract] [PDF]

Home page
 Asia Pacific Journal of Human ResourcesHome page
N. Skinner and B. Pocock
Work--life conflict: Is work time or work overload more important?
Asia Pacific Journal of Human Resources, December 1, 2008; 46(3): 303 - 315.
[Abstract] [PDF]