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...

& Guimaraes, T. (1999). Exploring differences in employee turnover intentions and its determinants among telecommuters and non-telecommuters. Journal of Management Information Systems. Vol. 16, 1, 147-164.
Perry-Smith, J. & Blum, T. (2000). Work-family human resource bundles and perceived organizational performance. Academy of Management Journal. Vol. 43, 6, 1107-1117.

Tausig, M. & Fenwick, R. (2001). Unbinding time: Alternate work schedules and work-life balance. Journal of Family…