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Working-time autonomy as a management practice

Author

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  • Michael Beckmann

    (University of Basel, Switzerland, and IAB, Germany)

Abstract

Allowing workers to control their work hours (working-time autonomy) is a controversial policy for worker empowerment, with concerns that range from increased shirking to excessive intensification of work. Empirical evidence, however, supports neither view. Recent studies find that working-time autonomy improves individual and firm performance without promoting overload or exhaustion from work. However, if working-time autonomy is incorporated into a system of family-friendly workplace practices, firms may benefit from the trade-off between (more) fringe benefits and (lower) wages but not from increased productivity.

Suggested Citation

  • Michael Beckmann, 2016. "Working-time autonomy as a management practice," IZA World of Labor, Institute of Labor Economics (IZA), pages 230-230, January.
    • Handle: RePEc:iza:izawol:journl:y:2016:n:230
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    References listed on IDEAS

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    Full references (including those not matched with items on IDEAS)

    Citations

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    Cited by:

    1. Alexandre Mas & Amanda Pallais, 2020. "Alternative Work Arrangements," Annual Review of Economics, Annual Reviews, vol. 12(1), pages 631-658, August.
    2. Marie Boltz & Bart Cockx & Ana Maria Diaz & Luz Magdalena Salas, 2023. "How does working‐time flexibility affect workers' productivity in a routine job? Evidence from a field experiment," British Journal of Industrial Relations, London School of Economics, vol. 61(1), pages 159-187, March.
    3. F. Landini & C. Franco, 2020. "Organizational Drivers of Innovation: The Role of Workforce Agility," Economics Department Working Papers 2020-EP01, Department of Economics, Parma University (Italy).
    4. Abrardi Laura & Grinza Elena & Manello Alessandro & Porta Flavio, 2022. "Work From Home Arrangements and Organizational Performance in Italian SMEs: Evidence from the COVID-19 Pandemic," Working papers 076, Department of Economics and Statistics (Dipartimento di Scienze Economico-Sociali e Matematico-Statistiche), University of Torino.
    5. Grund, Christian & Tilkes, Katja Rebecca, 2021. "Working Time Mismatch and Job Satisfaction - The Role of Employees' Time Autonomy and Gender," IZA Discussion Papers 14732, Institute of Labor Economics (IZA).
    6. Boltz, Marie & Cockx, Bart & Diaz, Ana Maria & Salas, Luz Magdalena, 2020. "How does working-time flexibility affect workers’ productivity in a routine job?," ROA Research Memorandum 010, Maastricht University, Research Centre for Education and the Labour Market (ROA).
    7. Künn, Steffen & Seel, Christian & Zegners, Dainis, 2020. "Cognitive Performance in the Home Office - Evidence from Professional Chess," Research Memorandum 021, Maastricht University, Graduate School of Business and Economics (GSBE).
    8. Burdin, Gabriel & Pérotin, Virginie, 2019. "Employee representation and flexible working time," Labour Economics, Elsevier, vol. 61(C).
    9. Franco, Chiara & Landini, Fabio, 2022. "Organizational drivers of innovation: The role of workforce agility," Research Policy, Elsevier, vol. 51(2).

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    More about this item

    Keywords

    working from home; self-managed working time; flextime; firm performance; work intensification; family-friendly workplace practices;
    All these keywords.

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J81 - Labor and Demographic Economics - - Labor Standards - - - Working Conditions
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General

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