This paper examines the effect on absenteeism of two forms of flexible work scheduling: a “true flextime” schedule in which workers could vary their hours on a daily basis, and “staggered fixed time” under which individual workers could vary their schedule on a quarterly basis. With the effect of demographic variables controlled, no reduction in absenteeism was found among the true flextime group. Rather, groups working under staggered fixed time showed lower rates of absenteeism.
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