Job-sharing is a flexible work arrangement in which a single full-time position is split between two part-time employees, and each part-time employee retains the rights and privileges of the full-time position. Employees receive the same benefits as a full-time employee, proportional to their hours worked. Such arrangements are generally initiated at the request of employees1.
Expected Beneficial Outcomes (Rated)
Improved employee retention
Improved work-life balance
Evidence of Effectiveness
There is insufficient evidence to determine whether job-sharing increases retention or work-life balance. Available evidence suggests that job-sharing programs may increase productivity and reduce turnover and absenteeism1. Job sharing may support work-life balance for women and older employees1, 2, 3, and is a suggested strategy to allow older workers to transition from full-time to part-time employment without retiring4. However, additional evidence is needed to determine effects.
Impact on Disparities
1MFWF-Job sharing - 1 Million for Work Flexibility (1MFWF). Job sharing.
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1 Roche 1996 - Roche WK, Fynes B, Morrissey T. Working time and employment: A review of international evidence. International Labour Review. 1996;135(2):129-57.
2 Watton 2016 - Watton E, Stables S. The benefits of job sharing: a practice-based case study. In Flynn PM, Haynes K, Kilgour MA, eds., Overcoming challenges to gender equality in the workplace: leadership and innovation. Greenleaf Publishing; 2016:66-77.
3 Griffin 2014 - Griffin B, Vest K, Pohl S, Mazan J, Winkler S. Part-time and job-share careers among pharmacy practice faculty members. American Journal of Pharmaceutical Education. 2014;78(3),1-6
4 Urban-Eyster 2008 - Eyster L, Johnson RW, Toder E. Current strategies to employ and retain older workers. Washington, DC: Urban Institute; 2008.
5 SHRM-Matos 2017 - Matos K, Galinsky E, Bond JT. National Study of Employers. 2017.
6 US OPM-Job sharing - United States Office of Personnel Management (US OPM). Hiring information: part-time & job sharing.
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