Chapter 1: Beyond Policy Adoption: Factors Influencing Organizational Support for Reduced-Load Work Arrangements

Work-life policies (e.g., flextime, telework, reduced-load work) have become a commonplace feature in the portfolio of human resource (HR) offerings in the majority of organizations today (Matos & Galinsky, 2012). For instance, according to the 2012 National Study of Employers, 77% of U.S. companies allowed flextime options and 63% offered telework options for at least some of their employees (Matos & Galinsky, 2012). Several strategic reasons for the adoption of such policies have been noted, including compliance with legal regulations, enhanced employee commitment, ability to attract as well as retain a diverse workforce, being seen as an employer of choice, and fostering employee well-being (Kossek & Friede, 2006).