ir organizations. Flexible work time schedules, however, require organizational changes to implement such a program. Higher levels of coordination are required than are required in organizations operating under a standard work week regime. The requirements of coordination associated with the flexible working hours, however, are more than compensated for through increased employee productivity.
Perhaps the greatest organizational benefits that may be derived from a policy permitting employees to opt for flexible working arrangements is an increase in employee job satisfaction, because higher levels of job satisfaction are typically associated with increased productivity, reduced absenteeism, and reduced turnover. Reduced turnover may well be the most significant organizational benefit associated with flexible working arrangements for employees. Kahn and Lang (1992, pp. 661-678) found that working arrangement flexibility and employee job satisfaction were related.
Flexible working arrangements leads to improved commitment to the organizatio
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