I propose a model of schedule control that investigates the potential ripple effects of the schedule control of an individual's direct ties and peers on his or her individual outcomes across two networks. Drawing on relative deprivation theory, I argue that individuals with relatively less schedule control than their direct ties and peers will be less satisfied and less committed to their organization. Data from a Midwestern manufacturing firm were used to test the hypotheses, drawing on social network methods to provide a fine-grained measurement of an individual's social contacts. The results indicate that higher schedule control among peers in an individual's job network is significantly negatively associated with an individual's job satisfaction and organizational commitment. Results are discussed in terms of their theoretical and practical significance for understanding the socialized aspects of schedule control.