The four-day workweek in Australia: insights from early adopters of the 100:80:100 model

May combine two claims.

Data saturation was achieved: no fresh insights or themes arose after the twelfth interview, confirmed by three additional interviews.

“the researchers agreed that no fresh insights or themes arose after the twelfth interview in this study”

• Also stated in: § Methods · plain

  “This was confirmed by the additional three interviews that were conducted, in which no new insights were gained.”

• cites Hennink & Kaiser, 2022 sourcePartly supported

  The Discussion reports that saturation occurred after an average of 12–13 interviews across the studies reviewed. Section 3.1.1 describes confirming saturation with two or three consecutive interviews yielding no new issues. Neither passage establishes that the researchers in the citing study found no fresh themes after their twelfth interview or confirmed that finding with three additional interviews; page numbers are not available in our copy. (LLM, conf=0.87)

  Experimental — accuracy not yet measured

Probably not a substantial claim: may not pass S3 (load-bearing).

The 100:80:100 model is a recruitment/retention tool.

“the 100:80:100 model as a”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Probably not a substantial claim: may not pass S3 (load-bearing).

Ten major themes and three minor themes emerged from the study.

“Overall, ten major themes and three minor themes emerged from this study into the 100:80:100 model”

• AssumptionRests on an assumption: The 100:80:100 model was implemented consistently enough across organisations to allow thematic comparison.
• AssumptionRests on an assumption: The themes identified from interviews are representative of the organisations' experiences.

Probably not a substantial claim: may not pass S1 (asserted), S3 (load-bearing).

Leaders would not return to a 5-day workweek.

“C1 included”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

The three minor themes were: (1) Part-time problem; (2) Mixed reactions of clients/customers; and (3) Train for leisure.

“The three minor themes that were identified are: (1) Part-time problem; (2) Mixed reactions of clients/customers; and (3) Train for leisure.”

• AssumptionRests on an assumption: The 100:80:100 model was implemented consistently enough across organisations to allow thematic comparison.
• AssumptionRests on an assumption: The themes identified from interviews are representative of the organisations' experiences.

May combine two claims.

Participating organisations reported increases in recruitment and retention, and decreases in sick days.

“A range of other benefits were also reported, including increases in recruitment and retention, and decreases in sick days.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Many examples of both work and non-work life benefits were captured.

“Many examples of both work and non-work life benefits were captured”

Probably not a substantial claim: may not pass S3 (load-bearing).

Organisation 3's abandonment of the 100:80:100 model was influenced by COVID-19 and a period of significant change.

“admitted timing was a big factor, as the business was heavily impacted by COVID-19 and was undergoing a period of significant change.”

May combine two claims.

Several challenges were reported, including what to do with part-time staff, reduced availability of employees, and general scepticism around the ability to complete five days of work in just four days.

“However, several challenges were revealed too, including what to do with part-time staff, the reduced availability of employees, and general scepticism around the ability to complete five days of work in just four days.”

Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based).

Key Performance Indicators (KPIs) are at or better than those of a 5-day workweek.

“Key Performance Indicators [KPIs] at or better than that of 5-day workweek”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Classified as probably not a substantial claim.

Ten major themes were identified from the interview data.

“Ten major themes were identified from the interview data”

Probably not a substantial claim: may not pass S3 (load-bearing).

Adopting the 4DWW takes work.

“C2 included”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

May combine two claims.

Other motivations for trialling the 100:80:100 model were to improve recruitment (n=2), productivity (n=2), and employee retention (n=1).

“Other motivations for trialling the 100:80:100 model were to improve recruitment (n=2), productivity (n=2), and employee retention (n=1).”

Probably not a substantial claim: may not pass S3 (load-bearing).

Organisation 3 was the smallest participating company, with two full-time employees.

“Organisation 3 was also the smallest participating company in this study, with just two full-time employees”

Classified as probably not a substantial claim. May combine two claims.

Work-life balance is up and burnout is less.

“Work-life balance up, less burnout”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Probably not a substantial claim: may not pass S3 (load-bearing).

The 100:80:100 model is a 'gift', not a 'part-timer problem'.

“the 100:80:100 model is a 'gift', not an”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Probably not a substantial claim: may not pass S3 (load-bearing).

Clients/customers have mixed reactions to the 100:80:100 model.

“Mixed reactions of clients/customers to 100:80:100 model.”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based). May combine two claims.

Productivity is up and waste is removed.

“C1 included”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

Probably not a substantial claim: may not pass S3 (load-bearing).

Lots of training and communications are needed.

“Lots of training/communications needed”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

May combine two claims.

The most frequently expressed motivations for trialling the 100:80:100 model were burnout prevention (n=6) and improving employee work-life balance (n=5).

“The most frequently expressed motivations were burnout prevention (n=6) and improving the WLB of their employees (n=5).”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.

Classified as probably not a substantial claim. May combine two claims.

The ten major themes were: (1) Work-life balance up, less burnout; (2) Management-led/employee-driven; (3) Form of FWA; (4) Requires planning and training; (5) Diverse schedules; (6) Productivity up, waste removed; (7) Productivity measurement; (8) Recruitment/retention tool; (9) A 'gift' not 'entitlement'; and (10) Would not go back.

“) Work-life balance up, less burnout; (2) Management-led/employee-driven; (3) Form of FWA; (4) Requires planning and training; (5) Diverse schedules; (6) Productivity up, waste removed; (7) Productivity measurement; (8) Recruitment/retention tool; (9) A 'gift' not 'entitlement'; and (10) Would not go back.”

• AssumptionRests on an assumption: The 100:80:100 model was implemented consistently enough across organisations to allow thematic comparison.
• AssumptionRests on an assumption: The themes identified from interviews are representative of the organisations' experiences.

Probably not a substantial claim: may not pass S3 (load-bearing).

The process was management-led/employee-driven.

“'Management-led/employeedriven' process”

May combine two claims.

Leaders modelled new behaviours and motivated change.

“Leaders modelled new behaviours, motivated change”

May combine two claims.

Employees had positive views about added leisure, more time spent on hobbies and pastimes, less stressful family life, and less burnout.

“Positive views of employees about added leisure, more time spent on hobbies and pastimes, less stressful family life, and less burnout.”

Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based).

The 100:80:100 model is attractive to young, talented, ambitious prospective or current employees.

“100:80:100 model is attractive to young, talented, ambitious prospective or current employees.”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Many leaders say their clients/customers were excited to hear about the 100:80:100 model, whilst others were somewhat fearful.

“Many leaders say their clients/customers were excited to hear about 100:80:100 model, whilst others were somewhat fearful.”

Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based). May combine two claims.

Managers initiate study/training/pilot and determine if continuation of the 100:80:100 model but involve employees at each step.

“Managers initiate study/training/pilot and determine if continuation of 100:80:100 model but involve employees at each step.”

May combine two claims.

Part-time employees pose a challenge for the 100:80:100 model, and are either left out of the offering or offered alternative benefits such as a pro-rata increase in annual leave days.

“Part-time employees pose a challenge for the 100:80:100 model, and are either left out of the offering, or offered alternative benefits (e.g.pro-rata increase in annual leave days).”

May combine two claims.

Boundaries between work and non-work life were clearly communicated across the different 100:80:100 schedules, with gift days known/rostered in advance, giving employees temporal control and supporting work-life boundary management.

“The boundaries between work and non-work life were found to be clearly communicated across the different 100:80:100 model schedules described by the participating organisations, with 'gift days' being known/rostered in advance, giving employees good levels of temporal control and supporting their ability to manage work-life boundaries.”

May combine two claims.

A 25% increase in hourly productivity was not required to maintain existing performance levels when moving from a 5-day week to the 100:80:100 model, partly due to simultaneous waste reduction measures.

“it was clear from participant reports that a 25% increase in hourly productivity was not required to maintain existing performance levels when moving from a 5-day week to the 100:80:100 model, partly due to our participants simultaneously introducing a range of 'waste reduction' measures”

• AssumptionRests on an assumption: The self-reported productivity measures used by participating firms are valid and comparable enough to support conclusions about productivity changes.

May combine two claims.

Managers and employees like the 100:80:100 model so much that they cannot imagine going back to a 5-day week, and some indicated their employees would look for the 100:80:100 model elsewhere if this offering was cancelled.

“Managers and employees like the 100:80:100 model so much that they cannot imagine going back to a 5-day week, some indicating their employees would look for the100:80:100 model elsewhere if this offering was cancelled.”

Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based). May combine two claims.

Organisations who implement the 100:80:100 model tend to have progressive HR practices, and a history of offering other FWAs.

“Organisations who implement 100:80:100 model tend to have progressive HR practices, and a history of offering other FWAs.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Leaders in the study believe their employees prefer a flexible work arrangement that provides a strong boundary between work and home.

“the leaders participating in our study believe their employees prefer a form of flexible work arrangement that provides a strong boundary between work and home (Clark, 2000).”

• cites Clark, 2000 sourceNot checked — no full text of the source

• AssumptionRests on an assumption: The leaders' reports about employee experiences and preferences accurately reflect those of employees.

May combine two claims.

Exceptions are made for client/customer needs or individual employee needs.

“exceptions are clearly made for either client/customer needs, or for individual employee needs.”

May combine two claims.

Leaders prioritised burnout prevention and mental health.

“Leaders prioritised burnout prevention, mental health”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

The 100:80:100 model operates as a psychological contract such that performance standards must be maintained, and gift days must be earned, or the gift can be taken away.

“Psychological contract such that performance standards must be maintained, and gift days must be earned, or the gift can be taken away.”

May combine two claims.

An overall sense of improved wellbeing was established, with examples of non-work life benefits for families and relationships.

“An overall sense of improved wellbeing was clearly established, with explicit examples of non-work life benefits for families and relationships being captured”

Probably not a substantial claim: may not pass S3 (load-bearing).

All participants provided written consent before taking part.

“all participants were required to provide written consent before taking part in the interviews.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Two researchers independently read the transcripts to identify initial codes.

“Two researchers independently read the transcripts to identify initial codes.”

Probably not a substantial claim: may not pass S3 (load-bearing).

The research project was approved by the Swinburne University Human Research Ethics Committee.

“This research project was approved by the Swinburne University Human Research Ethics Committee (SUHREC)”

May combine two claims.

The 100:80:100 model, if management-led and employee-driven, can lead to improvements in work-life balance and support burnout reduction.

“the 100:80:100 model is a form of work arrangement that, if management-led and employee-driven, can lead to improvements in work-life balance and support burnout reduction.”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The leaders' self-reports on the impact of the 100:80:100 model on their own work-life balance are accurate.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

May combine two claims.

Successful adoption of the 100:80:100 model requires clear motivations for change, adequate planning and training, and established measures for evaluating both short-term and long-term success.

“successful adoption requires clear motivations for change, adequate planning and training, and established measures for evaluating both short-term and long-term success.”

• AssumptionRests on an assumption: The leaders interviewed were the best-qualified individuals to provide accurate insights into the 100:80:100 model's implementation and effects.
• AssumptionRests on an assumption: The themes identified from the interviews reflect actual patterns of experience across the organisations, not just the leaders' perceptions.

May combine two claims.

The managers exhibited transformational leadership by encouraging employee involvement through open-mindedness to change, high communication/training, and adaptability.

“a feature of the transformational leadership exhibited by the managers is they encouraged employee involvement by their open-mindedness to change, a high volume of communication/training, and adaptability”

Probably not a substantial claim: may not pass S3 (load-bearing).

Performance measurement is closely related to Bass's (1985) addition of two transactional leadership components: contingent rewards and management-by-exception.

“performance measurement is closely related to Bass' (1985) addition of two transactional leadership components to transformational leadership: contingent rewards and management-by-exception.”

• cites Bass, 1985Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

The transformational leadership lens shows how work teams were motivated to reach new levels of productivity, while servant leadership emphasizes building resilience, trust, and long-term loyalty.

“the transformational leadership lens enables us to see how the work teams were motivated to reach new levels of productivity, while servant leadership emphasizes the importance of building resilience, trust, and long-term loyalty.”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

The coding used an inductive method with no pre-given codes and constant comparison.

“That coding used the inductive method, with no pre-given codes (Campbell et al., 2013), with constant comparison of codes as initial coding proceeded.”

• cites Campbell et al., 2013 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S3 (load-bearing).

The themes from Jahal et al. overlap with many themes described in this study.

“these themes overlap with many of the themes described here”

Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing), S4 (based).

The potential for organisations to adopt a 100:80:100 model is a significant shift from the current conventions of an ordinary work week.

“the potential for organisations to adopt a 100:80:100 model is a significant shift from the current conventions of an ordinary work week.”

Classified as probably not a substantial claim. May combine two claims.

The 100:80:100 model aims to maintain existing performance levels despite a significant overall reduction in work hours, indicating it is sufficiently different to warrant specific investigation.

“the fact the 100:80:100 model aims to maintain existing performance levels despite a significant overall reduction in work hours, indicates it is sufficiently different to warrant specific investigation.”

Probably not a substantial claim: may not pass S4 (based).

Some employees could be deterred by the work intensification that may be required for successful implementation.

“some employees could be deterred by the work intensification that may be required for successful implementation.”

May combine two claims.

The 100:80:100 model was associated with enhanced productivity, improved work-life balance, use as a recruitment/retention tool, and ability to accommodate diverse schedules.

“identified enhanced productivity (SDG8), improved work/life balance (SDG3), the ability to be able to use the 100:80:100 model as a recruitment/retention tool, and the capability to accommodate diverse schedules”

• AssumptionRests on an assumption: The self-reported productivity measures used by participating firms are valid and comparable enough to support conclusions about productivity changes.
• AssumptionRests on an assumption: The 100:80:100 model was implemented consistently enough across organisations to allow thematic comparison.
• AssumptionRests on an assumption: The themes identified from interviews are representative of the organisations' experiences.

Probably not a substantial claim: may not pass S3 (load-bearing).

All participants were required to provide written consent before taking part in the interviews.

“All participants were required to provide written consent before taking part in the interviews.”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Powell and Greenhaus's (2010) study found that segmentation enactment had the benefits of reducing work-to-family conflict and positive work-to-family spillover.

“Powell and Greenhaus's (2010) pre-Covid study which found that segmentation enactment (such as in this case with the 4DWW) had the benefits of reducing both work-to-family conflict and positive work-to-family spillover.”

• cites Powell and Greenhaus, 2010 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing), S4 (based). May combine two claims.

Cultural differences and differences in workplace norms, regulations and laws may impinge upon the viability of the 100:80:100 model, and studies from other nations are needed to confirm applicability of Australian findings elsewhere.

“it is possible that cultural differences and differences in workplace norms, regulations and laws also impinge upon the viability of the 100:80:100 model, and academic studies from other nations/continents are needed to confirm whether these Australian findings are applicable elsewhere.”

Probably not a substantial claim: may not pass S2 (checkable), S4 (based).

The combination of border theory, boundary theory, and a blend of transformational and servant leadership theories provides a multi-theoretical lens for understanding how leadership and boundary management shape the success of radical work redesigns such as the 100:80:100 model.

“the combination of border theory (how individuals manage work-life boundaries), boundary theory (how roles and domains interact), and a blend of two complementary leadership theories (transformational and servant) provides a multi-theoretical lens for understanding how leadership and boundary management shape the success of radical work redesigns such as this.”

Probably not a substantial claim: may not pass S3 (load-bearing).

The first academic study of the compressed week was in 1971.

“First academic study = 1971”

• cites Hedges, 1971Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S2 (checkable), S4 (based). May combine two claims.

The 100:80:100 model introduces a new conceptual framing of worktime reduction that is not merely about the compression of existing work hours, and challenges traditional assumptions about time-productivity equivalence.

“a model which introduces a new conceptual framing of worktime reduction that is not merely about the compression of existing work hours, and challenges traditional assumptions about timeproductivity equivalence.”

• AssumptionRests on an assumption: Studies into the 100:80:100 model involving multiple cases are currently lacking.

Probably not a substantial claim: may not pass S2 (checkable).

The qualitative, inductive approach adopted by this research demonstrates the value of qualitative bottom-up inquiry methods for uncovering deep, context-sensitive insights into organisational change.

“the qualitative, inductive approach adopted by this research demonstrates the value of qualitative 'bottom-up' inquiry methods, for successfully uncovering deep, context-sensitive insights into organisational change.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Tech leaders are encouraging trials of the 100:80:100 model as a mechanism for supporting an equitable and sustainable transition to an AI future.

“tech leaders are encouraging trials of the 100:80:100 model as one possible mechanism for supporting an equitable and sustainable transition to an 'artificial intelligence (AI) future' (McMahon, 2026).”

• cites McMahon, 2026Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

May combine two claims.

Participants were key decision makers behind the idea to trial the 100:80:100 model, and their responses are potentially open to attribution bias and self-serving bias.

“participants in this study were also key decision makers behind the idea to trial the 100:80:100 model, and their responses are potentially open to attribution bias and self-serving bias (Miller, 1976)”

• cites Miller, 1976 sourceNot checked — no full text of the source

Probably not a substantial claim: may not pass S4 (based).

Evidence on levels of productivity being maintained in the 100:80:100 model seems more anecdotal in nature.

“evidence on levels of productivity being maintained in the 100:80:100 model seems more anecdotal in nature.”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

The study's limitations include that the 100:80:100 model is relatively new and the research population is small.

“Limitations of this study largely relate to the fact the 100:80:100 is still relatively new, and the entire research population being small”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

The study was approved by the Swinburne University Human Research Ethics Committee (SUHREC), in line with the Australian National Statement on Ethical Conduct in Human Research (Project ID 2983), and all research was conducted in accordance with the relevant guidelines and regulations.

“was approved by the Swinburne University Human Research Ethics Committee (SUHREC), in line with the Australian National Statement on Ethical Conduct in Human Research (Project ID 2983), and all research was conducted in accordance with the relevant guidelines and regulations.”

May combine two claims.

The study includes new findings from interviews with 15 organisations that had already trialled and in most cases adopted the 100:80:100 model.

“This paper includes new findings from interviews with n=15 organisations who have already trialled -and in most cases adopted -this form of 4-day week”

Probably not a substantial claim: may not pass S3 (load-bearing).

A strength of this study is the breadth gained from including participants from a variety of organisations, industries, and occupational backgrounds.

“A strength of this study is the breadth that is gained from including participants from a variety of organisations and from different industries and occupational backgrounds.”

Probably not a substantial claim: may not pass S3 (load-bearing).

Worktime reduction is not a new phenomenon.

“worktime reduction is not a new phenomenon”

• cites De Spiegelaere & Piasna, 2017Not matched

  Couldn’t be matched to a paper in Crossref, so it can’t be checked.

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Six participant organisations took part in trials conducted by 4-Day Week Global, and the remaining nine designed and conducted their own in-house trials.

“Six of the participant organisations took part in trials conducted by 4-Day Week Global, whist the remaining n=9 firms designed and conducted their own in-house trials.”

May combine two claims.

The 100:80:100 model minimises work intensification and keeps boundary permeability across the four remaining workdays low, less intrusive than the compressed week and more comparable with standard 5-day workdays, with the advantage of an additional day off.

“This ensures work intensification is minimised and boundary permeability across the four remaining workdays remains low, less intrusive than the compressed week and more comparable with standard 5-day workdays, but with the advantage of an additional day off”

May combine two claims.

There is variability in workloads and schedules of participants, and comparisons between groups cannot be made using the current methodology.

“we also recognise that there is variability in the workloads and schedules of the participants in this study, and that comparisons between groups cannot be made using the current methodology.”

Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

Each firm defined productivity differently, but in each case it involved direct pre- and post-implementation comparisons of the same measures.

“Each firm defined 'productivity' differently, depending on the nature of the business and roles of their employees, but in each case, it involved direct pre-and post-implementation comparisons of the same measures.”

• AssumptionRests on an assumption: The self-reported productivity measures used by participating firms are valid and comparable enough to support conclusions about productivity changes.

May combine two claims.

Senior leaders played an important role in supporting and initiating the 4DWW, and both leaders and a reduced workweek policy enabled people to transition more easily between work and nonwork.

“senior leaders played an important role in supporting and initiating the 4DWW and thus both leaders (people) and a reduced workweek policy (temporal border) played an important role in enabling people to transition more easily between work and nonwork.”