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Flextime mager6/21/2023 In each case, managers were told the worker being interviewed was willing to accept either job. In one vignette, Job A closely matched the pay and attributes of a position the firm had recently filled that allowed the worker to choose, say, a schedule “within limits set by the firm.” Job B was similar, but the researchers set a different hourly wage, and the job offered no flexibility. Each manager received five of these vignettes. The managers were asked to select from between two different jobs – A and B – with varying amounts of flexibility. The researchers used an online survey to reach out to managers responsible for hiring at 700 employers. It’s also costly to hire and train staff to accommodate mismatched schedules. Employers generally don’t like to offer flexible schedules, because it can be difficult to find people to come in really early or stay late, especially if they have children. In this study, David Powell and Jeffrey Wenger at RAND conducted an experiment to look at the flip side of the coin: what employers want.įlexibility takes many forms, in terms of hours per week, the amount of paid time off, remote work, and flexible starting and quitting times. And they show a clear preference for setting their own schedules or avoiding last-minute scheduling, an unpopular practice many retailers have adopted. This research is fairly unusual, because most of the studies of working arrangements have looked at employees’ preferences. Employers, it seems, do not share their warm feelings.Įmployers said they’d be willing to pay substantially more – 20 percent to 60 percent more – to a worker who is willing to accept only a limited amount of scheduling flexibility or a rigid schedule, according to the preliminary findings of a new RAND study.
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