1. Nicholas J. Beutell Hagan School of Business Iona College
The Impact of Standard and Nonstandard Work Schedules on Work-Family Conflict and Synergy
Nicholas J. Beutell
Hagan School of Business Iona College

2. Research Questions
Do employee work schedules and gender interact to predict work-family conflict and synergy?
Is work schedule control-fit related to work-family conflict and synergy?
Is supervisor support related to perceived work schedule control-fit for employees?
Do employee work schedules moderate the relationship between work-family conflict (work-family synergy) and domain satisfaction (i.e., job, life, and marital)?

3. Background National Study of the Changing Workforce
Families and Work Institute
Probability samples from 1992, 1997, 2002, and 2008 (we used 2008)
Factor analyzed 1997, 2002, and 2008 work-family items
Three distinct factors: WIF, FIW, W-FS

4. Work Schedule Context
Much of the research on work-family conflict and synergy has assumed a traditional, 9-5 work schedule
Research on work schedules has investigated limited samples or susceptible occupational groups (e.g., nurses)
Workers on schedules other than traditional, 9-5, may be at risk of experiencing higher levels of work-family conflict and lower levels of work-family synergy
Flexibility is highly regarded as a recommendation for dealing with conflict between work and family as well as promoting work-family synergy
Systematic research is needed to assess some of these assumptions

5. Sample 52% male and 48% female Participants: worked at a paid job
2008 National Study of the Changing Workforce
66% worked for private, for-profit company
52% male and 48% female
Participants: worked at a paid job
Were 18 years or older
Were in the civilian labor force
Were residing in the contiguous 48 states
Lived in a non-institutional residence — i.e., household—with a telephone

6. Measures and Analyses
All measures developed by Families and Work Institute
Reliabilities range from .61 to .91
ANOVAs and multiple regression used for analyses

7. Results
Q1 - Do employee work schedules and gender interact to predict work-family conflict and synergy?
Yes, for WIF and W-F Synergy

8. Means for Gender by Work Schedule for Work Interfering with Family

9. Means for Gender by Work Schedule for Work-Family Synergy

10. Results (contd.)
Q2 - Is work schedule control-fit related to work-family conflict and synergy?
Yes, for WIF (-), FIW (+), and W-FS (+)
FIW finding unexpected
Controls: Gender and child less than 6 years

11. Results (contd.)
Q3 - Is supervisor support related to perceived work schedule control-fit for employees? Yes (controlling for gender and gender of the supervisor)

12. Results (contd.)
Q4 - Do employee work schedules moderate the relationship between work-family conflict (work-family synergy) and domain satisfaction (i.e., job, life, and marital)? Yes – Strongest evidence centers on WIF-job satisfaction and W-FS-job satisfaction relationships

13. Discussion Points Work schedule definitely matters
Increased schedule flexibility may not be efficacious in reducing work-family conflict and increasing work-family synergy for all employees (type of flexibility is important)
Supervisor support is important
At a minimum we need to know the work schedule, supervisory support level, employee’s perception of work schedule control fit, and satisfaction (job)
Strongest moderating effects of work schedule involved WIF and W-FS in relation to job satisfaction

14. Study Limitations Self-report measures from one interview
Common method variance
Statistically significant findings that account for a small proportion of variance

15. Conclusions
More research needed on work schedules in relation to work-family variables
Role of supervisor is critical since aspects of schedule flexibility are informal
Flexibility does not appear to be a panacea for reconciling work-family demands (but it needs to be considered)
Work schedules need to be examined in relation to employee performance in addition to the variables included in this study