Abstract
In this research, we determine whether managers hold a "positive assessment" or a "negative assessment" of the practice of allowing reduced hours for regular employees involved in parenting and caregiving. The factors that influence the two types of assessment and how the two types of assessment influence managers' leadership behavior were studied. It was confirmed that the reasons that managers see as being behind the introduction of the practice of reduced hours for parenting and caregiving had a considerable influence on both types of assessment. The length of the period during which reduced hours are allowed and the working hours of employees working reduced hours also had an influence on the assessment. "Positive assessment" and "negative assessment" influenced the leadership behaviors of "consideration," "performance emphasis," and "response to conflict." Based on these results, we examined the issues involved in the management of the practice of reduced hours for parenting and caregiving, and methods for addressing those issues.
