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Delgado, F., Silva, S.A. & Dias, J. G. (2025). How the Perceptions of Organizational Support Shape the Intention to Work on a Four-Day Week. EAWOP - 22nd European Congress of Work and Organizational Psychology.

F. P. Delgado et al.,  "How the Perceptions of Organizational Support Shape the Intention to Work on a Four-Day Week", in EAWOP - 22nd European Congr. of Work and Organizational Psychology, Prague, 2025

@misc{delgado2025_1765575058519,
	author = "Delgado, F. and Silva, S.A. and Dias, J. G.",
	title = "How the Perceptions of Organizational Support Shape the Intention to Work on a Four-Day Week",
	year = "2025",
	howpublished = "Digital",
	url = "https://eawop2025.com/"
}

TY  - CPAPER
TI  - How the Perceptions of Organizational Support Shape the Intention to Work on a Four-Day Week
T2  - EAWOP - 22nd European Congress of Work and Organizational Psychology
AU  - Delgado, F.
AU  - Silva, S.A.
AU  - Dias, J. G.
PY  - 2025
CY  - Prague
UR  - https://eawop2025.com/
AB  - The four-day work week (4DWW) has received significant media and academic attention
worldwide and is increasingly adopted in various countries.
Nonetheless, existing research does not provide conclusive results regarding predictors of employees’ 4DWW adoption intentions. These discrepancies result from testing 4DWWs together with other flexible arrangements or as a ‘4/40’ schedule.
This study draws on the theory of planned behavior and the social information processing theory to examine employees’ intentions to use a 4DWW, particularly a ‘4/32’. Employees’ organizational background should influence their behavior and attitudes toward the intention to adopt a 4DWW. This study aims to analyze the influence of family-supportive organization
   
perceptions (FSOPs) on the intention to adopt a 4DWW mediated by attitudes, subjective norms, and perceived behavioral control. Therefore, we hypothesize that employees who perceive their organization as family supportive will be more likely to participate in a 4DWW. This study proposes that FSOPs positively predict 4DWW adoption intention (H1). In addition, attitudes toward a 4DWW (H2a), motivation for personal life (H2b), subjective norms of co- workers, supervisors, and relatives (H2c), perceptions of negative career impact (H2d), and occupational self-efficacy (H2e) mediate the relationship between FSOPs and the intention to use a 4DWW. Finally, it is hypothesized that both attitudes toward a 4DWW (H3a) and motivation for personal life (H3b) have a stronger influence on the intention to adopt a 4DWW among employees with greater family responsibilities.
This longitudinal study adopts a quantitative approach and uses a survey to collect data from employees working in Portugal. Data collection will occur in January and April 2025. The hypotheses of this study will be tested using structural equation modeling.
Results and key findings will be presented at the conference. Future research directions will be identified and implications for both academics and HRM practitioners will be highlighted.
ER  -