Abstract
Data from the US National Study of the Changing Workforce (a nationally representative sample of working adults) were used to test the hypothesis that employees with time-flexible work policies reported less stress, higher levels of commitment to their employer, and reduced costs to the organization because of fewer absences, fewer days late, and fewer missed deadlines. The model provides persuasive findings for the hypothesized relationship and offers important suggestions to employers who can translate reduced illness into savings and increased commitment into better employees. Contrary to expectations, there were no gender differences in how employees responded to flexible work policies, showing that gender-neutral work policies make financial sense. By showing that time-flexible work policies provide employer benefits, we can hasten the change to a new worker model—one that is family and employer friendly. The business case for family-friendly work policies may prove to be the best tool we have in changing how we live and work. Copyright © 2005 John Wiley & Sons, Ltd.
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