Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/300957 
Autor:innen: 
Erscheinungsjahr: 
2024
Schriftenreihe/Nr.: 
IZA Discussion Papers No. 17061
Verlag: 
Institute of Labor Economics (IZA), Bonn
Zusammenfassung: 
In a new model of work schedules, employers choose the number of working hours and either dictate the exact hours to be worked or delegate that decision to workers via flextime. Workers' preferences over schedules influence their productivities. An inverted-U-shaped hours-output profile arises; flextime policies shift its peak to the right. Long hours are found to go hand-in-hand with flextime, and the employer finds flextime less appealing when wages exogenously increase. Analysis of a worker-employer matched panel of British workplaces surveyed in 2004 and 2011 reveals that flextime and other flexible work practices mitigate the productivity-eroding consequences of long hours.
Schlagwörter: 
work hours
labor productivity
human resources management practices
flextime
work-life flexibility
workplace flexibility
work schedules
scheduling
working from home
flexible work practices
diminishing returns
JEL: 
J20
J23
J24
J32
M52
M50
M59
Dokumentart: 
Working Paper

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