Perry-Smith and Blum (2000) Study

Perry-Smith and Blum (2000) study the issue of work-life balance. They test the hypothesis that organizations with a stronger focus on work-life balance have a higher perceived level of performance. There is partial evidence that these effects are more pronounced in organizations employing a higher proportion of women. This research impacts the proposed study because it provides the empirical basis for one of the key underlying concepts in modern scheduling philosophy. In the ten years since the study, work-life balance has become more prevalent in work scheduling, with such specific techniques as work sharing, flex hours and telecommuting.

Igbaria and Guimaraes (1999) study the impacts of telecommuting on organizations. The strategic value of telecommuting is studied in the context of its impacts on talent management. The authors find that telecommuters are more committed to their organization, but have lower satisfaction with their peers. The study is useful because it provides perspective on the value of new work scheduling patterns to the organization. It is believed that patterns that provide strategic value to the organization will be those that not only proliferate but become established scheduling tools. The authors leave the question unanswered, however, of how to resolve the decreased level of satisfaction with co-workers that arises from telecommuting arrangements.

Tausig and Fenwick (2001) show that alternate work schedules do not alleviate the work-life imbalance that they are intended to alleviate. Control over one's schedule tends to be the single most important determinant of satisfaction in work-life balance. The authors also identify other factors that contribute to perceptions about work-life balance. While they do not address the corporate strategic objectives of alternate work schedules, they do address the issue from the perspective of the worker. Ultimately, the validity of any new pattern in scheduling will be determined by its ability to meet the needs of both the employee and the employer. The work of Perry-Smith and Blum, and of Tausig and Fenwick address the issue from the two different perspectives. Igbaria and Guimaraes identify areas where telecommuting in particular strengthens the organization and where it potentially weakens the organization. From this starting point, questions remain such as the effectiveness of other forms of work scheduling patterns for each main stakeholder. Study of this issue is relevant because it can help identify those work scheduling patterns that are most effective, which in turn could lead to further study of those patterns to determine how they can be optimized for both stakeholder groups.