Implications of the Four-Day Workweek
The development of the four-day workweek actually began in the 1970s as a theoretical practice to help organizations optimize operations while saving resources and improving worker quality of life (Poor, 2010). Beginning in the 1980s, the use of the four-day workweek began to accelerate and the Department of Labor began keeping records regarding outcomes for companies using this work arrangement (Poor, 2010). Although the Department of Labor continues to track alternative work arrangements, Poor contends that four-hour workweeks have morphed into flexible work arrangements with companies offering workers a wide range of programs to acquire time-off from the traditional 5/40 schedule. Even though efforts to evaluate the impact of the four-day workweek have shifted to a general classification of outcomes for flextime, the four day-workweek remains the principle tool used by organizations to offer ...
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...(2013). The four day work week. CNN Money. Retrieved from http://money.cnn.com/2013/07/09/news/economy/shorter-work-week/.
Lee, B.Y., & DeVoe, S.E. (2012). Flextime and profitability. Industrial Relations, 51(2), 298-316.
Poor, R. (2010). How and why flexible work weeks came about. Connecticut Law Review, 42(4), 1047-1057.
Survey on workplace flexibility. (2011). World at Work. Retrieved from http://www.worldatwork.org/waw/adimLink?id=48160.
Travis, M. (2010). What a difference a day makes, or does it? Work/family balance and the four-day work week. Connecticut Law Review, 42(4), 1223-1266.
Van der Klis, M., & Karsten, L. (2009). The commuter family as a geographical adaptive strategy for the work-family balance. Community, Work & Family, 12(3), 339-354.
West, J,P., Condrey, S.E., & Rush, C.L. (2010). Implementing the four-day workweek. Public Manager, 39(3), 68-73.
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