| This study attempts to answer questions concerning control over time and control over place including which employees are more likely to receive alternative work schedules and work locations and the process by which control over time and place affects employees attitudes and behaviors. In answering these questions, I (1) propose a simple taxonomy integrating flexible work schedules and flexible work locations, (2) examine several variables hypothesized to influence control over time and control over place, (3) analyze how individual characteristics, such as family responsibility, moderate the proposed relationships and (4) test the effects of alternate work arrangements on a variety of employee perceptions and attitudes including: job satisfaction, nonwork satisfaction, job stress and withdrawal. Data were collected from 374 full-time employees and 201 of their supervisors in a sampling procedure designed to maximize heterogeneity across four "cells" of control over time and control over place. Results showed that different sets of organizational, job and individual characteristics affected the two types of control. Contrary to expectations, the forms of control were not associated with lower work-family conflict, fewer commuting problems and less interference of work schedule with personal activities. However, these activity/preference synchronization variables, along with control, were correlated with a number of affective and behavioral outcomes. |
