Abstract
An elaboration of Davis, England and Lofquist's (1968) work adjustment model is employed to explain how flexible working hours can influence employee satisfaiction, performance, absenteeism, tenure, organizational commitment, and job involvement. Through need full illment, stress reduction, and the harmonization of work with human circadian rhythms, flexible working hours can contribute to a greater correspondence between (1) an individual's abilities and the ability requirements of the job, and (2) an individual's needs and the satisfaiction of those needs by, the work environment.
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