Human Resource Manager Insights on Creating and Sustaining Successful Reduced-load Work Arrangements

demographic transformation of the managerial and professional workforce has taken place in the last 50 years. For example, nearly twofifths of all managers and professionals in the United States now are women (Bond, Thompson, Galinsky, & Prottas, 2002), many of whom juggle high involvement in caregiving with work. In addition, fathers have significantly increased their involvement in household chores and child care in the past 20 years (Bond et al., 2002). Additionally, due to the aging of the U.S. population, employees are also more likely than ever before to have elder-care responsibilities (Piktialis & Morgan, 2003). Many leading employers today are increasingly responding to these changes by adopting an important growing work form: reduced-load work arrangements. Reducedload work arrangements are a type of flexible work arrangement that involves a decrease in work-hours and workload with a corresponding decrease in salary and sometimes benefits (Lee, MacDermid, & Buck, HUMAN RESOURCE MANAGER