Stephen E. Condrey, Ph.D. University of Georgia Jonathan P. West, Ph.D. University of Miami Christine Ledvinka, Ph.D. Cleveland State University

Underlying Research Questions HR Directors have historically been viewed as keepers of the status quo. Can they indeed be the agents of positive organizational change?

Specific Research Questions How do HR Directors view the 4-day work week? What is the frequency of occurrence of the 4-day work week? What are the major consequences of implementing the 4-day work week? What are the desirable features of a four-day work week policy? What shapes the human resources director’s perception of this policy change?

Survey Development Tailored Design Method (Dillman, 2007) Survey Recipients Cities of 100,000 or greater population to gauge organizations where comprehensive implementation may be most challenging Conducted in February Pretest Cognitive interviews Follow-Up In February 2010, two dozen telephone interviews were conducted with a random sample of respondents (25%)

Respondent Profile Response Rate – 38% of recipients responded, N=94 Respondents’ characteristics Highly educated: 96% bachelor’s degree, 55% master’s degree Growing number of women personnel directors: 61% Median age of respondents = 51 City demographics Median number of full time employees = 1,754 Median 2008 fiscal year expenditure = $292 million Fiscal condition Poor = 17.78% Fair = 36.67% Good = 40.00% Excellent = 5.56% Form of Government Mayor/Council = 50.60% City Manager = 39.76% Other = 9.64%

El Cerrito’s Experience “In Montebello when we went to a 4-day work week with 36 hours a week, the employees gave up a pay raise. In El Cerrito we went to a 9-day 75 hour 2 week schedule. This was a cooperative effort with Council – provided better hours for public service. We opened to the public during the lunch hour (had previously been closed) and stay open later two days a week. Council and employees and the public seem to like it. The only problem is the occasional member of the public who comes the Friday we are closed.” Sandra Chapek Human Resources Director El Cerrito, California

Positive HR Director Opinion

Negative HR Director Opinion

HR Director as Change Agent Internal Focus Employees External Focus General Public Elected Officials

Findings – Positive Outcomes Fairly broad support among human resources directors for this change Potential cost savings for employees and employers Increased opportunity for enhanced employee work/life balance Increased employee morale Enhanced employee recruitment and retention possibilities

Findings – Negative Outcomes Negative influence of the current economic recession Some potential for loss of productivity Increased scheduling difficulties Potential child care problems Potential decrease in service to taxpayers.

Summary Positives seem to outweigh the negatives Proceed with caution: Incremental implementation Trend interrupted by current economic recession Expect to see four-day work week expand over next several decades especially if fuel prices spike again HR Director’s influence is crucial in the decision to implement the 4-day workweek.