Employer Attitudes towards Peak Hour Avoidance
DOI: 10.18757/ejtir.2012.12.4.2975
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Summary
This study investigates employer attitudes toward Peak Hour Avoidance (PHA), a Dutch mobility management measure that offers financial subsidies to frequent car drivers who reduce their peak-hour travel on specific motorway sections. While previous research indicates employers are often reluctant to support mobility management, they are critical stakeholders capable of facilitating employee participation by providing flexible working arrangements. The research aims to identify the factors influencing employer support for PHA to help maximize this potential support. The authors collected data from 103 Dutch employers with more than 100 employees in the province of South Holland using a web-based questionnaire. Respondents were primarily Human Resource managers, who are key decision-makers regarding flexible work policies. The study employed Structural Equation Modelling (SEM) to test a conceptual model linking organizational characteristics, accessibility, corporate social responsibility (CSR), and HR manager attitudes to employer support for PHA. The model hypothesized that larger organizations, those in flexible sectors, and those with existing mobility management measures would be more supportive. The results reveal that organizational size and sector have only indirect effects on support. Instead, the strongest predictors of employer support are the organization’s sense of responsibility for influencing employee commuting behavior, the HR manager’s positive personal attitude toward PHA, the presence of flexible working times, and the prior implementation of mobility management measures. Descriptive statistics show that while 83% of respondents already had mobility management measures in place, only 34% perceived their organizations as willing to support PHA through flexibility. The primary reason for negative attitudes was the inability to support the measure due to business activity constraints. The study concludes that the most significant contribution employers can make to PHA is providing flexible working times and encouraging their use as an alternative to peak-hour driving. This finding suggests that leveraging existing flexible work practices is the most effective strategy for promoting PHA and other mobility management initiatives.
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| Stage | Outcome | Tool | Model | Prompt | Attempts | Completed |
|---|---|---|---|---|---|---|
| discover | success | Crossref | — | — | 1 | 2026-06-24 |
| archive | success | canonical_url | — | — | 1 | 2026-06-26 |
| extract | success | cached | — | — | 2 | 2026-06-26 |
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| embed | success | embed | Qwen/Qwen3-Embedding-8B | — | 1 | 2026-06-25 |
| promote | success | — | — | — | 1 | 2026-06-24 |
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| tag | success | vector_similarity | — | — | 6 | 2026-06-25 |
| verify | success | — | — | — | 1 | 2026-06-26 |
Summary generated by qwen3.6-27b-prismaquant on 2026-06-26; verification: verified.
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