Stephen E. Condrey, Ph.D.University of Georgia
Jonathan P. West, Ph.D.University of Miami
Christine Ledvinka, Ph.D.Cleveland State University
Underlying Research Questions
HR Directors have historically been viewed as keepers of the status quo.
Can they indeed be the agents of positive organizational change?
Specific Research Questions
How do HR Directors view the 4-day work week?
What is the frequency of occurrence of the 4-day work week?
What are the major consequences of implementing the 4-day work week?
What are the desirable features of a four-day work week policy?
What shapes the human resources director’s perception of this policy change?
Survey Development• Tailored Design Method (Dillman, 2007)• Survey Recipients
• Cities of 100,000 or greater population to gauge organizations where comprehensive implementation may be most challenging
• Conducted in February 2009.• Pretest
• Cognitive interviews• Follow-Up
• In February 2010, two dozen telephone interviews were conducted with a random sample of respondents (25%)
Respondent Profile• Response Rate – 38% of recipients responded, N=94• Respondents’ characteristics
• Highly educated: 96% bachelor’s degree, 55% master’s degree• Growing number of women personnel directors: 61%• Median age of respondents = 51City demographics• Median number of full time employees = 1,754• Median 2008 fiscal year expenditure = $292 million• Fiscal condition
• Poor = 17.78%• Fair = 36.67%• Good = 40.00%• Excellent = 5.56%
• Form of Government• Mayor/Council = 50.60%• City Manager = 39.76%• Other = 9.64%
5.32%
71.28%
23.40%
Has your organization adopted a 4-day workweek?
No Answer: 5.32%
No: 71.28%
Yes: 23.40%
18%14%
18%36%
14%
If yes, how long has the policy been in effect?
Less than one year: 18.18%
From 1 year to 3 years: 13.64%
More than 3 years, but less than 5 years: 18.18%
5 or more years: 36.36%
No Answer: 13.64%
54.6%
59.1%
13.6%
63.6%
Police
Public Works
Fire
Administrative
What groups of employees are covered by the 4-day workweek? (check all that apply)
El Cerrito’s Experience“In Montebello when we went to a 4-day work week with 36 hours a week, the employees gave up a pay raise. In El Cerrito we went to a 9-day 75 hour 2 week schedule. This was a cooperative effort with Council – provided better hours for public service. We opened to the public during the lunch hour (had previously been closed) and stay open later two days a week. Council and employees and the public seem to like it. The only problem is the occasional member of the public who comes the Friday we are closed.”
Sandra ChapekHuman Resources Director
El Cerrito, California
Positive HR Director Opinion Statistical Analysis of Positive Consequences of a 4-Day Work Week
Positive Consequence Is a 4-Day Work Week a Good Idea? Not Signifi- No Yes Sure cance: Yes vs. No vs. Yes vs. Mean Mean Mean ANOVA No Not Sure Not Sure
Employee work/life balance 3.10 3.80 3.48 0.0167 0.014* Employee morale 3.52 4.00 3.45 0.0060 0.009** Organizational productivity 2.71 3.29 3.07 0.0070 0.005** Employee recruitment 3.15 3.63 3.14 0.0003 0.005** 0.001** Employee retention 3.10 3.65 3.17 0.0001 0.001** 0.001** Employee job satisfaction 3.24 3.71 3.38 0.0231 0.032* Mean differences were statistically significant at *p < .05
Mean differences were statistically significant at **p < .01
Negative HR Director Opinion Statistical Analysis of Positive Consequences of a 4-Day Work Week
Negative Consequence Is a 4-Day Work Week a Good Idea? Not Signifi- No Yes Sure cance: Yes vs. No vs. Yes vs. Mean Mean Mean ANOVA No Not Sure Not Sure
Hours of lost productivity 3.81 2.91 3.31 0.0005 0.001** (10-hour day) if a worker calls in sick Employee sick time 3.40 2.77 2.90 0.0102 0.009** Telephone distractions in 3.10 2.37 2.72 0.0176 0.015* the early/late hours Mean differences were statistically significant at *p < .05
Mean differences were statistically significant at **p < .01
HR Director as Change Agent
Internal Focus • Employees
External Focus • General Public• Elected Officials
Findings – Positive Outcomes
Fairly broad support among human resources directors for this change
Potential cost savings for employees and employers
Increased opportunity for enhanced employee work/life balance
Increased employee moraleEnhanced employee recruitment and retention
possibilities
Findings – Negative Outcomes
Negative influence of the current economic recessionSome potential for loss of productivityIncreased scheduling difficultiesPotential child care problemsPotential decrease in service to taxpayers.
SummaryPositives seem to outweigh the negativesProceed with caution: Incremental
implementationTrend interrupted by current economic recessionExpect to see four-day work week expand over
next several decades especially if fuel prices spike again
HR Director’s influence is crucial in the decision to implement the 4-day workweek.
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