Abstract
This article examines the introduction offlexitime in a high-technology organization. In this study, the authors employed a quasi-experimental design that uses both an experimental and a control group and preand postmeasures. They assessed the impact of flexitime on employee perceptions of flexibility, back up, superior-subordinate relations, quality of supervision, job satisfaction, and productivity, using work-group cohesiveness as a moderator variable. The results indicate that employees in highly cohesive work groups reported improvement inflexibility, back up, superior-subordinate relations, and productivity. Employees in groups that lacked cohesion did not report any statistically significant change in any variable.
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