The findings related to unique workplace stressors experienced by managerial and professional women indicated that rigid work schedules and work overload interfered with women’s satisfaction and family life (Burke & Greenglass, 1987). As a consequence, more organizations are currently experimenting with a variety of programs to provide employees with greater flexibility in work schedules (Rodgers & Rodgers, 1989).

Mattis (1990) investigated various types of flexible work arrangements for managers and professionals in major US corporations. She examined part-time work, job sharing and telecommuting. Part-time work has only relatively recently been made available to managerial and professional employees, although it has been available for clerical employees for some time. Part-time work includes reduced weekly hours, reduced annual hours and traditional part-time work (work full-time then no work). Job sharing is relatively new and has been used only on a small scale. It also has various forms: shared responsibility for one full-time job, divided responsibility (e.g. separate clients or projects), and unrelated responsibility (completely separate and unrelated tasks). Telecommuting includes work being done at a location other than the main office but being connected electronically. Read the rest of this entry »