Stephen E. Condrey, Ph.D.University of Georgia

Jonathan P. West, Ph.D.University of Miami

Christine Ledvinka, Ph.D.Cleveland State University

Underlying Research Questions

HR Directors have historically been viewed as keepers of the status quo.

Can they indeed be the agents of positive organizational change?

Specific Research Questions

How do HR Directors view the 4-day work week?

What is the frequency of occurrence of the 4-day work week?

What are the major consequences of implementing the 4-day work week?

What are the desirable features of a four-day work week policy?

What shapes the human resources director’s perception of this policy change?

Survey Development• Tailored Design Method (Dillman, 2007)• Survey Recipients

• Cities of 100,000 or greater population to gauge organizations where comprehensive implementation may be most challenging

• Conducted in February 2009.• Pretest

• Cognitive interviews• Follow-Up

• In February 2010, two dozen telephone interviews were conducted with a random sample of respondents (25%)

Respondent Profile• Response Rate – 38% of recipients responded, N=94• Respondents’ characteristics

• Highly educated: 96% bachelor’s degree, 55% master’s degree• Growing number of women personnel directors: 61%• Median age of respondents = 51City demographics• Median number of full time employees = 1,754• Median 2008 fiscal year expenditure = $292 million• Fiscal condition

• Poor = 17.78%• Fair = 36.67%• Good = 40.00%• Excellent = 5.56%

• Form of Government• Mayor/Council = 50.60%• City Manager = 39.76%• Other = 9.64%

5.32%

71.28%

23.40%

Has your organization adopted a 4-day workweek?

No Answer: 5.32%

No: 71.28%

Yes: 23.40%

18%14%

18%36%

14%

If yes, how long has the policy been in effect?

Less than one year: 18.18%

From 1 year to 3 years: 13.64%

More than 3 years, but less than 5 years: 18.18%

5 or more years: 36.36%

No Answer: 13.64%

54.6%

59.1%

13.6%

63.6%

Police

Public Works

Fire

Administrative

What groups of employees are covered by the 4-day workweek? (check all that apply)

El Cerrito’s Experience“In Montebello when we went to a 4-day work week with 36 hours a week, the employees gave up a pay raise. In El Cerrito we went to a 9-day 75 hour 2 week schedule. This was a cooperative effort with Council – provided better hours for public service. We opened to the public during the lunch hour (had previously been closed) and stay open later two days a week. Council and employees and the public seem to like it. The only problem is the occasional member of the public who comes the Friday we are closed.”

Sandra ChapekHuman Resources Director

El Cerrito, California

Positive HR Director Opinion Statistical Analysis of Positive Consequences of a 4-Day Work Week

Positive Consequence Is a 4-Day Work Week a Good Idea? Not Signifi- No Yes Sure cance: Yes vs. No vs. Yes vs. Mean Mean Mean ANOVA No Not Sure Not Sure

Employee work/life balance 3.10 3.80 3.48 0.0167 0.014* Employee morale 3.52 4.00 3.45 0.0060 0.009** Organizational productivity 2.71 3.29 3.07 0.0070 0.005** Employee recruitment 3.15 3.63 3.14 0.0003 0.005** 0.001** Employee retention 3.10 3.65 3.17 0.0001 0.001** 0.001** Employee job satisfaction 3.24 3.71 3.38 0.0231 0.032* Mean differences were statistically significant at *p < .05

Mean differences were statistically significant at **p < .01

Negative HR Director Opinion Statistical Analysis of Positive Consequences of a 4-Day Work Week

Negative Consequence Is a 4-Day Work Week a Good Idea? Not Signifi- No Yes Sure cance: Yes vs. No vs. Yes vs. Mean Mean Mean ANOVA No Not Sure Not Sure

Hours of lost productivity 3.81 2.91 3.31 0.0005 0.001** (10-hour day) if a worker calls in sick Employee sick time 3.40 2.77 2.90 0.0102 0.009** Telephone distractions in 3.10 2.37 2.72 0.0176 0.015* the early/late hours Mean differences were statistically significant at *p < .05

Mean differences were statistically significant at **p < .01

HR Director as Change Agent

Internal Focus • Employees

External Focus • General Public• Elected Officials

Findings – Positive Outcomes

Fairly broad support among human resources directors for this change

Potential cost savings for employees and employers

Increased opportunity for enhanced employee work/life balance

Increased employee moraleEnhanced employee recruitment and retention

possibilities

Findings – Negative Outcomes

Negative influence of the current economic recessionSome potential for loss of productivityIncreased scheduling difficultiesPotential child care problemsPotential decrease in service to taxpayers.

SummaryPositives seem to outweigh the negativesProceed with caution: Incremental

implementationTrend interrupted by current economic recessionExpect to see four-day work week expand over

next several decades especially if fuel prices spike again

HR Director’s influence is crucial in the decision to implement the 4-day workweek.