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AINSWORTH, SUSAN J. "FLEXIBLE WORK ARRANGEMENTS." Chemical & Engineering News 87, no. 26 (June 29, 2009): 40–42. http://dx.doi.org/10.1021/cen-v087n026.p040.
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Choi, Hyang-Mi, and Hyun-Jung Park. "Flexible Work Arrangements and Financial Performance in Korea." International Academy of Global Business and Trade 18, no. 3 (June 30, 2022): 1–15. http://dx.doi.org/10.20294/jgbt.2022.18.3.1.
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Purpose - The purpose of this paper is to verify the effectiveness of various types of flexible work arrangements and to provide implications on financial performance. This study further examined the effects of flexible work arrangements on firm performance depending on the size of firms.
Design/Methodology/Approach - Using the panel data collected from 2016 to 2018, the study performed multiple regression analyses to analyze the effects of introduction and practical utilization of flexible work arrangements on firm performance, respectively. This study used the panel data of flexible work arrangements from the Korean Women Manager Panel Survey by the Korean Women's Development Institute.
Findings - We found that firm performance was not enhanced by mere introduction of flexible work arrangements. The empirical results provided evidence that the utilization of work from home positively affected firm performance, while the other flexible work arrangements did not have significant effects on firm performance. The findings were more evident in smaller companies, where the utilization of work from home was positively related to firm performance, and flexi-time was negatively related. For larger companies, flexible working hour utilization was positively related to firm performance.
Research Implications - The use of flexible working hours could be of help for larger companies with relatively more rigid culture. Flexi-time utilization could sacrifice financial performance for smaller firms, implying that having core hours might be more crucial for these companies to prevent potential communication problems. The use of work from home may benefit smaller companies with relatively more compact teams or a simpler structure.
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Sunaryo, Sinto, Hunik Sri Runing Sawitri, Joko Suyono, Lilik Wahyudi, and Sarwoto. "Flexible work arrangement and work-related outcomes during the Covid-19 pandemic: Evidence from local governments in Indonesia." Problems and Perspectives in Management 20, no. 3 (September 22, 2022): 411–24. http://dx.doi.org/10.21511/ppm.20(3).2022.33.
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The Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.
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Almer, Elizabeth Dreike, and Steven E. Kaplan. "The Effects of Flexible Work Arrangements on Stressors, Burnout, and Behavioral Job Outcomes in Public Accounting." Behavioral Research in Accounting 14, no. 1 (January 1, 2002): 1–34. http://dx.doi.org/10.2308/bria.2002.14.1.1.
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The majority of public accounting firms now offer flexible work arrangements to their professional employees. Presumably these arrangements help accommodate employee needs to manage work and family demands, while also improving job satisfaction and retention. The ability of flexible work arrangements to achieve these goals has received little attention. The current paper addresses this issue by reporting the results of a survey of CPAs working under a flexible work arrangement and a similar group of CPAs working under a standard arrangement but who appear to be plausible candidates for a flexible work arrangement. The survey elicited information about several key employment variables: job-related stressors (e.g., role conflict, role ambiguity, and role overload), burnout tendencies (e.g., emotional exhaustion, reduced personal accomplishment, and depersonalization) and behavioral job outcomes (e.g., job satisfaction and turnover intentions). Results show that CPAs on flexible work arrangements report higher job satisfaction and lower turnover intentions than those on a standard work arrangement. CPAs on flexible work arrangements generally have lower levels of burnout and stressors, though the reduced personal accomplishment burnout dimension may be conditioned upon whether the CPA has a mentor. Finally, for professionals switching to a flexible work arrangement, respondents indicated a significant improvement in job satisfaction and turnover intentions as well as some decline in burnout and stressors.
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Adi, Nuri Purwito, Tomohisa Nagata, Kiminori Odagami, and Koji Mori. "O-275 ASSOCIATION BETWEEN STATUS OF WORK ARRANGEMENTS WITH WORK ENGAGEMENT: A NATIONWIDE PROSPECTIVE COHORT STUDY." Occupational Medicine 74, Supplement_1 (July 1, 2024): 0. http://dx.doi.org/10.1093/occmed/kqae023.1107.
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Abstract Introduction Flexible work arrangements are becoming more popular since the Covid-19 pandemic. It allows employees not to physically interact with colleagues during working process. This phenomenon leads to several consequences both positive and negative. Our study aims to identify the status of flexible work arrangements compared to fixed work arrangements associated with work engagement. Methods This study is part of W2S-Ohpm study, a nationwide, online survey, prospective cohort study among workers in Japan. Work engagement was examined using Japanese version of Utrecht Work Engagement Scale. Status of work arrangement was defined using a single question, categorized into fixed work arrangement (regular and shift working time system) and flexible work arrangement (flextime, variable working hours system and discretion labor). Participants were observed from year 2022 – 2023. Linear regression was used for statistical analysis. The study was approved by UOEH, Japan ethics committee and followed CHERRIES guidelines. Results There were 16,629 participants following one-year observation. We found that flexible working arrangement employees were likely to have better work engagement compared to fixed work arrangement employees (Coefficient 2.401, p<0.001). The association was kept significant after being adjusted with sex, age, education, income, type of industry, job position and work from home status (Coefficient 1.070, p<0.001). Discussion Application of flexible work engagement was likely led to positive outcome of work engagement. It may be implemented at any kind of workplace, job position and possibly combined with work from home status. Conclusions Flexible work arrangements can be implemented not only for decreasing work demands but also increasing work engagement.
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Setyarini, Eti, and Fibria Indriati. "Mewujudkan Proactive Work Behaviour dalam Implementasi Flexible Working Arrangement Pasca Pandemi Covid-19." PERSPEKTIF 11, no. 2 (March 17, 2022): 632–42. http://dx.doi.org/10.31289/perspektif.v11i2.6064.
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This research was driven by the COVID-19 pandemic which had an impact on changes in employee working arrangements. Prior to the COVID-19 pandemic, many employees worked from the office (WFO), however, after the pandemic, many employees had the opportunity to work flexibly (either working from home or other remote work). This adaptability is part of the Flexible Working Arrangement (FWA), which is being implemented in an effort to minimize the spread of COVID-19. Various studies have found that such work arrangements, even in public organizations, will continue to be adopted after the COVID-19 pandemic. Therefore, organizations must ensure that flexible working arrangements have a positive impact on their organization. One of the efforts that can be done is to evaluate from the perspective of proactive work behaviour. In this regard, the objective of this research was to determine the best effort for implementing proactive work behaviour in the implementation of flexible working arrangements. The study was carried out with a qualitative approach and data collection techniques through documentation studies. The results indicate that proactive work behavior can be achieved in the context of implementing flexible work arrangements by: 1) establishing appropriate flexible working policies, 2) providing adequate organizational support, and 3) paying attention to employee well-being
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L., Govender, Migiro S. O., and Kyule A. K. "Flexible Work Arrangements, Job Satisfaction and Performance." Journal of Economics and Behavioral Studies 10, no. 3(J) (July 19, 2018): 268–77. http://dx.doi.org/10.22610/jebs.v10i3.2333.
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Flexible work arrangements (FWA) prefer to flexibility regarding an employee’s work location, working times and how much an employee works . FWA practices are designed to keep employees motivated and satisfied with work and non -work related roles. Existing empirical studies on the impact of flexible work arrangements on performance, and job satisfaction have mostly been conducted in developed countries. This paper sought to address this gap by undertaking a study in an organization specific context in a developing country, in particular Durban Westville Eskom, South Africa. The main aim of this paper was to establish the relationship between flexible work arrangements, performance and job satisfaction at Durban Westville Eskom shared services department. This paper is anchored on the two - factor theory, Vrooms expectancy theory, Role theory, and Spillover theory. The target population consisted of 120 employees reporting to revenue management shared services. Simple random sampling technique was used to determine the sample size whereby a sample of 92 employees was obtained . An online questionnaire was used to collect data from the sample. Data was analysed through descriptive statistics and correlation analysis. The findings show that a majority are satisfied with their current work arrangements, and that flexible work arrangement could make them stay with their current employer. In addition, it was found that performance and flexible work arrangement have a strong positive correlation. The study concluded that flexible work arrangements enhanced employee retention, and job satisfaction which led to higher productivity.
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Jung, Hanna. "Job satisfaction, Work-family balance and Time-flexible work arrangements." Korean Society for the Economics and Finance of Education 31, no. 2 (June 30, 2022): 85–104. http://dx.doi.org/10.46967/jefe.2022.31.2.85.
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This study analyzes the effects of time-flexible work (flexible working system and reduced working hours during childcare) on job satisfaction and work-family balance satisfaction. According to the resource theory, time-flexible work has a positive effect on workers' lives by allowing them to flexibly allocate time and energy. On the other hand, according to the self-control theory, time flexibility has a negative effect on workers' lives by increasing the tasks they have to do at home. The result shows that the flexible working system increases job satisfaction and work-family balance satisfaction. The result also shows that the reduced working hours for childrearing do not have a significant effect on job satisfaction while increasing work-family balance satisfaction. It is interpreted that the work-family balance satisfaction of workers with young children is significantly high, but this does not lead to job satisfaction.
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Butarbutar, Marisi, Abdi Kurnia Lubis, Robert Tua Siregar, and Supitriyani Supitriyani. "Implementation Of Work Stress In Moderating Work-Life Balance And Flexible Work Arrangements For Job Satisfaction During The Covid-19 Pandemic." International Journal of Science, Technology & Management 3, no. 5 (September 19, 2022): 1357–64. http://dx.doi.org/10.46729/ijstm.v3i5.615.
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Teachers as human resources in schools have demands that the implementation and work-life balance and flexible work arrangement can be balanced and minimize work stress. The implementation of online learning systems that can make teachers do work-life balance and flexible work arrangements should be able to reduce stress and increase job satisfaction. But the reality in the field is that many teachers do not get job satisfaction. The purpose of this study was to analyze the description and effect of work-life balance, flexible work arrangement, job satisfaction and job stress. The object of this research is the State Senior High School PNS Teachers in Pematang Siantar City who have been certified as many as 168 people. Data analysis techniques used are normality test, regression analysis, correlation coefficient and determination and hypothesis testing. The test was carried out using the SPSS Statistic version 20 program. The results showed are Jjb satisfaction, work-life balance, flexible work arrangement and work stress were in the answers with the criteria of agree/satisfied. The practice of flexible work arrangements affects work-life balance. The results of the regression have a positive influence between each variable. The results of the correlation coefficient analysis obtained a strong and positive relationship. The results of hypothesis testing show a positive and significant effect. Work stress variable is not a moderating variable. It is concluded that the application of work-life balance and flexible work arrangements can increase job satisfaction and work stress is a debilitating variable.
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Kurniawan, Vincentius Kevin. "Determinan work from home dan flexible work arrangements terhadap employee performance PT CTI." Jurnal Manajemen Bisnis dan Kewirausahaan 7, no. 2 (March 29, 2023): 421–30. http://dx.doi.org/10.24912/jmbk.v7i2.23366.
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The WFH system can be picked up after employees have successfully weathered the pandemic and found increased productivity when most staff are working from home. The purpose of this study is to analyze the phenomenon of declining performance at PT CTI based on financial report data that appears in 2021 by comparing the Work from Home (WFH) and Flexible Work Arrangements (FWA) incentives to Employee Performance (EP). The purpose of this study is to see whether work from home and flexible work arrangements have an influence on employee performance at PT CTI. The research approach used based on the research objectives is explanatory research. The data analysis methodology in this study uses Partial Least Square (PLS). The results obtained that Work from Home has a significant positive effect on Employee Performance. Flexible Working Arrangement has a significant positive effect on Employee Performance. Office-based workers who are still working from home can adapt work as the new normal to return to full-time work on a hybrid basis. Flexible work arrangements can be selected by employees based on different work schedules to meet personal or family needs. This research is important for companies to understand and develop work from home and flexible working arrangements to encourage productive behavior and prevent unproductive behavior from affecting performance.
Sistem WFH dapat diambil setelah karyawan berhasil melewati masa pandemi dan menemukan peningkatan produktivitas saat kebanyakan staf bekerja dari rumah. Tujuan penelitian ini untuk menganalisis fenomena penurunan performa pada PT CTI berdasarkan data laporan keuangan yang muncul pada tahun 2021 dengan membandingkan instentif Work from Home (WFH) dan Flexible Work Arrangements (FWA) terhadap Employee Performance (EP). Desain penelitian yang digunakan adalah kuantitatif. Pendekatan penelitian yang digunakan berdasarkan tujuan penelitian adalah penelitian eksplanatori. Metodologi analisis data dalam penelitian ini menggunakan Partial Least Square (PLS). Hasil penelitian diperoleh Work from Home memiliki pengaruh positif signifikan terhadap Employee Performance. Flexible Working Arrangement memiliki pengaruh positif signifikan terhadap Employee Performance. Tenaga kerja berbasis kantor yang masih bekerja di rumah dapat menyesuaikan bekerja sebagai normal baru untuk kembali bekerja penuh waktu secara hybrid. Pengaturan kerja yang fleksibel dapat dipilih oleh karyawan berdasarkan jadwal kerja yang berbeda untuk memenuhi kebutuhan pribadi atau keluarga. Penelitian ini penting bagi perusahaan untuk memahami dan menyusun work from home dan flexible working arrangement untuk mendorong perilaku produktif dan mencegah perilaku yang tidak produktif mengingat peran motivasi kerja dalam memengaruhi kinerja.
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Dewi, Desak Nyoman Arista Retno, and Priscila Rosa Kinasih Widyanti. "Flexible work arrangement dan work-life balance pada generasi milenial." Jurnal Psikologi Udayana 10, no. 2 (October 24, 2023): 334. http://dx.doi.org/10.24843//jpu.2023.v10.i02.p02.
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Currently, millennial generation employees are the working group that dominates employment in Indonesia. Millennial generation employees are characterized by their awareness of getting work-life balance. This is in line with the survey results which show that the majority of millennial employees want a balance between their personal and work lives. The opportunity to apply flexible work arrangements is believed to have an effect on employees' work-life balance conditions. In the COVID-19 pandemic situation, the application of working from home makes implementing flexible work arrangements a challenge to be able to get a work-life balance. This is because the actual working hours exceed the supposed working hours. The purpose of this study is to analyze the effect of implementing flexible work arrangements on work-life balance conditions for millennial employees. This research is a quantitative research with work-life balance as dependent variable and flexible work arrangement as independent variable. The data collection method used a Likert scale with five alternative answer choices. The research subjects are millennial generation employees who work with a hybrid system or a combination of work from home and work from office. Data analysis used non-parametric Kendall's tau-b correlation test because one of the assumption tests was not met. The results showed a significance value of 0.332 > 0.05, which means that there is no influence between flexible work arrangements and work-life balance. There are other factors that are more personal in nature that can support the achievement of work-life balance for millennial generation employees.
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Permatasari, Dhea Wahyu, and Setiyawan Setiyawan. "The Effect of Flexible Work Arrangement and Work Life Balance on Turnover Intention of Y Generation Employees." International Journal of Latest Technology in Engineering, Management & Applied Science XIII, no. II (2024): 01–07. http://dx.doi.org/10.51583/ijltemas.2024.130201.
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Turnover intention in employees is an important thing for a company or organization, both small companies and large companies. Many factors influence this, this is also in line with the millennial generation or generation Y which currently dominates the world of work and has quite high turnover rates. So, this research aims to analyze and determine the factors that cause turnover intention by choosing two variables, namely flexible work arrangement and work life balance. Using the IBM SPSS 29 data processing tool, the method used in this research is quantitative descriptive analysis. The research population is all generation Y employees or the millennial generation at PT head office. Menara Ultra Indonesia has 125 employees and the technique used to analyze the data is multiple linear regression analysis. The results show that partially flexible work arrangements influence turnover intention in the opposite direction, meaning that if the flexible work arrangement value increases, the turnover intention value will decrease. Based on the findings that have been tested, the work life balance variable influences turnover intention in the opposite direction, meaning that when the work life balance value increases, the turnover intention value will decrease. Based on simultaneous tests, the results show that flexible work arrangements and work life balance have a significant influence on turnover intention, meaning that with flexible work arrangements and work life balance, turnover intention will experience changes.
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Et.al, Farah Shazlin Johari. "Flexible Work Arrangements and Work-Family Conflict: A Systematic Literature Review." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 11, 2021): 2771–81. http://dx.doi.org/10.17762/turcomat.v12i3.1306.
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The spread of the Covid-19 pandemic has essentially led to the closure of many businesses worldwide. With the increasing number of viruses in every part of the world, there is a need for flexible work arrangements to maintain the operations. Somehow, managing workloads using these arrangements have also affected work-family conflict during a pandemic situation. Plus, there is a dearth in the literature of flexible work arrangements in the context of work-family conflict. Thus, the purposes of this review are to investigate how these factors are related to work interference with family (WIF), and family-interference with work (FIW), and its outcomes, such as work-life balance, well-being, mental health, turnover intentions, satisfaction, and others. The reviewed articles were obtained from three main databases; Web of Science, Scopus, and Science Direct from the year 2000 until 2020. Keywords including "flexibility work arrangement," "flexible," "work arrangement," “schedule flexibility,” “work hours,” “schedule,” "work-family conflict,” “family-work conflict,” “work interference with family” and “family interference with work” were managed to identify 31 articles. Also, this systematic review was conducted to collect the findings on the relationship of the above domains, which can be used by businesses to adapt to the new normal. Several recommendations were proposed to conduct further study, especially in research design, method, and measurements.
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Koreshi, Shanika, and Fiona Alpass. "UNDERSTANDING THE USE OF FLEXIBLE WORK ARRANGEMENTS AMONG OLDER INFORMAL CAREGIVERS." Innovation in Aging 6, Supplement_1 (November 1, 2022): 280. http://dx.doi.org/10.1093/geroni/igac059.1113.
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Abstract The increasing provision of informal caregiving and the extension of working lives will result in many older workers combining paid work and informal caregiving responsibilities. Specific flexible work arrangement policies have been enacted in many countries to support working caregivers. Flexibility in the workplace has been suggested to promote prolonged employment among older workers. This study primarily focuses on the question of whether use of flexible work arrangements differs between caregivers and non-caregivers and how potential differences can be explained. Participants were 296 carers and 1611 non-carers (aged 55–70 years) who completed wave 8 of the New Zealand Health, Work and Retirement survey. The use of flexible work arrangements was analyzed based on five categories; Flexibility in number of work hours, flexible schedule, flexible place, options for time off, and other options. Hierarchical regressions were used to investigate caregiving as an independent predictor of use of flexible work arrangements after controlling for demographic and work characteristics. Results indicate that the studied informal caregivers on average used more workplace flexible arrangements than non-caregivers, both in flexible work hours, flexible schedules, and time off. The caregiver status difference in use of the three significant categories of flexible work arrangements can be explained by differences in socio-demographic and work characteristics. This difference in use of FWAs among older caregivers and non-caregivers warrants attention in discussions about prolonged employment and reconciliation of care and paid work.
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Bett, Festus, Hellen Sang, and Patricia Chepkwony. "Flexible Work Arrangement and Employee Performance: An Evidence of Work-life Balance Practices." East African Journal of Business and Economics 5, no. 1 (February 21, 2022): 80–89. http://dx.doi.org/10.37284/eajbe.5.1.557.
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Work-life balance is basically the positive relationship between work and other equally important activities in life which include family, leisure, personal development, and community development issues. The relationship cannot be clearly defined and varies from person to person according to their life demands. Work-life balance is intended to allow employees greater flexibility in their working patterns so that they can balance what they do at work with the responsibilities and interests they have outside work. This study sought to assess flexible work arrangements and employee performance in agricultural co-operatives in Kericho County. The study was anchored on spillover theory. A correlational research design was adopted. The target population of the study was all the employees working in agricultural co-operatives in Kericho County, who are 210 employees and a sample size of 137 respondents. The study utilised primary data collected using both structured and unstructured questionnaires. The study use means and standard deviation as descriptive analysis. Correlation analysis was used to test the hypothesis and the relationship between the study variables. The study found that flexible work arrangement was achieved through employee reorganisation, schedule and development shifts. This reduced absenteeism, expanded the number of hours of giving out service and enabled employees to seek new roles. The results revealed a significant positive relationship between flexible work arrangements and employee performance (R = 0.801, p < 0.05). The study concluded that the flexible work arrangement and teleworking had a significant positive effect on employee performance. The study recommended that the Agricultural societies should improve flexible work arrangements through the adoption of ICT infrastructure.
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Jongsoon Jin and Eunyoung Jang. "Flexible Work Arrangements and Job Satisfaction." Journal of Governmental Studies(JGS) 21, no. 2 (August 2015): 235–63. http://dx.doi.org/10.19067/jgs.2015.21.2.235.
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Sa, Yongjin. "Flexible Work Arrangements Program Implementation Evaluation." Advances in Social Sciences Research Journal 8, no. 5 (May 11, 2021): 63–70. http://dx.doi.org/10.14738/assrj.85.10154.
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This research primarily focuses on construction of the program evaluation proposal for the flexible work arrangements. In order to make the program evaluation design, this paper specifically discusses evaluation questions and data collection analysis regarding three kinds of evaluations including needs assessment, implementation evaluation, formative evaluation, and summative evaluation. Furthermore, the expected positive effects and main functions of the flexible work arrangements program evaluation are also suggested.
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Ko, Eun Jung, and Sang Soo Kim. "Intention to use flexible work arrangements." Journal of Organizational Change Management 31, no. 7 (November 12, 2018): 1438–60. http://dx.doi.org/10.1108/jocm-01-2018-0001.
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Purpose The purpose of this paper is to investigate gender differences in motivations to use flexible work arrangements (FWAs) in Korea. Design/methodology/approach Based on a literature review on theory of planned behaviour (TPB), this study considers four motivational factors that influence the intention to use FWA: motivation for personal life, motivation for productivity, peer behaviour and concerns about career disadvantages. Survey response data drawn from 92 male and 105 female Korean workers were used to analyse differences by gender. Findings As for the male respondents, all four motivational factors have a significant effect on the intention to use FWA. However, in the female respondents, the effects of concerns about career disadvantages on the intention to use FWA are not significant. The results of gender differences analysis show that significant difference was not found in the effect of motivation for personal life on the intention to use FWA while the other three motivational factors have significant differences by gender. Research limitations/implications In this research, basing its conceptual background on TPB, a novel approach is taken by introducing motivational factors as the antecedents of intention to use FWA. This is a more systematic view on individuals’ behavioural mechanism relating to the intention to choose FWA. It is also meaningful in that this study looks at the intention to use FWA from a broader perspective by suggesting gender differences as critical analysis criteria given the uniqueness of Korean labour market. Practical implications For an effective operation of FWA, it is important not only to launch a flexible working programme itself, but also to ensure that the users are properly understood and fairly evaluated. Originality/value Considering the motivations of utilising FWA from various angles will contribute to coming up with various measures to raise the use and effectiveness of FWA.
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ROBINSON, WILL. "Ethical Considerations in Flexible Work Arrangements." Business and Society Review 110, no. 2 (June 2005): 213–24. http://dx.doi.org/10.1111/j.0045-3609.2005.00012.x.
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Hohl, Karen L. "The effects of flexible work arrangements." Nonprofit Management and Leadership 7, no. 1 (1996): 69–86. http://dx.doi.org/10.1002/nml.4130070107.
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Winialda, Reskina, and Yuli Aslamawati. "Pengaruh Flexible Working Arrangement terhadap Work Engagement pada Karyawan Milenial Perusahaan Startup Digital di Kota Bandung." Bandung Conference Series: Psychology Science 3, no. 2 (August 3, 2023): 768–75. http://dx.doi.org/10.29313/bcsps.v3i2.7362.
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Abstract. This study aims to empirically examine the effect of flexible working arrangement on millennial employees work engagement in digital startup companies in Bandung City. This research used a quantitative approach with a cross-sectional survey design. This study used non-probability sampling, specifically convenience/ accidental sampling, with a sample size of 120 employees. Measurment scale using the Flexible Working Arrangement Scale from Farida and Utrecht Work Engagement Scale-17 (UWES-17) from Wilmar Schaufeli. The data analysis technique to test the research hypothesis used a multiple regression technique test. The results of this research shows that 76% millennial employees in digital startup companies in Bandung City have a high level of flexible working arrangement and 96% have a high level of work engagement. Simultaneously, flexible working arrangements have an 8.5% influence on work engagement. However, only one dimension of flexible working arrangements, that is flexible location, significantly affects work engagement. The other dimension, flexible time, does not have a significant impact on work engagement. The implication of this research is the importance of implementing flexible working arrangements, particularly in the dimension of flexible location, to enhance millennial employees work engagement in digital startup companies.
Abstrak. Penelitian ini bertujuan untuk menguji secara empiris pengaruh flexible working arrangement terhadap work engagement karyawan milenial perusahaan startup digital di Kota Bandung. Pendekatan yang digunakan ialah kuantitatif dengan desain cross-sectional survey. Teknik pengambilan sampel dalam penelitian ini menggunakan non-probability sampling yaitu convenience/ accidental sampling, dengan jumlah sampel sebanyak 120 orang. Alat ukur yang digunakan adalah skala Flexible Working Arrangement dari Farida dan Utrecht Work Engagement Scale-17 (UWES-17) dari Wilmar Schaufeli, analisis data menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa 76% karyawan milenial perusahaan startup digital di Kota Bandung memiliki flexible working arrangement yang tinggi dan 96% karyawan milenial perusahaan startup digital di Kota Bandung memiliki work engagement yang tinggi. Secara simultan, flexible working arrangement berpengaruh terhadap work engagement sebesar 8.5%. Sedangkan secara parsial hanya satu dimensi flexible working arrangement yaitu flexible location berpengaruh secara signifikan terhadap work engagement. Sementara dimensi lainnya yaitu flexible time tidak berpengaruh secara signifikan terhadap work engagement. Implikasi penelitian ini adalah pentingnya penerapan flexible working arrangement terutama pada dimensi flexible location dalam meningkatkan work engagement karyawan milenial perusahaan startup digital.
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BİLKAY, Sibel. "INVESTIGATION OF THE MEDIATING ROLE OF EMOTIONAL COMMITMENT IN THE EFFECT OF FLEXIBLE WORK ARRANGEMENTS ON WORKAHOLICS DURING THE PANDEMIC PERIOD." IEDSR Association 7, no. 18 (March 18, 2022): 156–69. http://dx.doi.org/10.46872/pj.496.
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The purpose of this study is to investigate whether emotional attachment plays a mediating role in the effects of the airline workers' effects on their workaholics towards flexible working arrangements implemented by airline companies during the pandemic process. In this context, a questionnaire has been applied to 383 personnel working in aviation enterprises in Istanbul. Except for demographic questions, three separate scales were used in the questionnaire: the attitude scale towards flexible working arrangements, workaholic levels and emotional commitment scale. The research data were obtained through a questionnaire and the results were tested using the SPSS program. As a result of the research, it was found that the level of workaholism of aviation workers was affected due to flexible working arrangements, flexible working arrangement affected emotional commitment, emotional commitment affected workaholism and emotional commitment regulated the relationship between flexible working arrangement and workaholism.
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Ongaki, Jacob. "An examination of the relationship between flexible work arrangements, work-family conflict, organizational commitment, and job performance." Management 23, no. 2 (December 1, 2019): 169–87. http://dx.doi.org/10.2478/manment-2019-0025.
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Summary Many employees are often faced with an inter-role conflict between work and that of a family in the U.S. However, business leaders and Human Resource Management (HRM) may not recognize the problem affecting white-collar employees. The purpose of this non-experimental quantitative study was to determine whether or not a relationship existed between employees’ use of flexible working arrangements as predictor variables (such as flexible work schedules and telecommuting) and work-family conflict and family-work conflict as covariate variables, and organizational outcomes (such as organizational commitment and job performance outcome variables). The self-reported survey data included 237 employees who have utilized flexible work arrangements in service organizations in the state of Texas. The inconclusive ANCOVA parametric data assumption resulted in further employ Kruskal-Wallis statistical analysis with less restrictive normality assumption The ANCOVA and Kruskal-Wallis analyses tests revealed a statistically significant result for employees’ use of flexible work options (a combination of flexible work schedules and telecommuting) to alleviate family-work conflict. The use of a single option (flexible work schedules or telecommuting) was statistically insignificant to employees. Despite the rigorous study, limitations are inevitable particularly for self-reported data and non-experimental study. The difficulty to determine the participants’ honesty unintentional misrepresentations reflected in the validity of the study (Hunter, 2012; Matsui et al., 2005). Nevertheless, the study provided insight information to organizational management not to overlook the use of flexible work arrangement practices to mitigate employees’ family-work conflict (Gözükara & Çolakoğlu, 2015) to achieve organizational outcomes. Future researchers should replicate this study to include flexible work arrangement users vs. non-flexible work arrangement employees in other states, regions, and industries.
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Ariffin, Diyanna Nurqistyna, Nur Fatihah Abdullah Bandar, Surena Sabil, Samsiah Jayos, Mazdan Ali Amaran, and Rozita Hamdan. "The Relationship between Flexible Working Arrangements and Quality of Work Life among Academicians in a Selected Public Institution of Higher Learning in Kuching, Sarawak, Malaysia." Journal of Cognitive Sciences and Human Development 1, no. 2 (March 1, 2016): 46–55. http://dx.doi.org/10.33736/jcshd.197.2016.
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This study aims to determine the relationship between working arrangements and quality of work life (QWL) among academicians in a selected public institution of higher learning in Kuching, Sarawak. A survey methodology was used in this study. This research involves the utilization of questionnaire which was administered among one-hundred and fifty (151) academicians currently working in a selected public institution in Kuching, Sarawak. The relationship between flexible working arrangements and quality of work life was analyzed using the Pearson’s Correlation analysis test. The results of this study revealed that there is a significant relationship between long working arrangement and flexible working arrangements with QWL. Hence, if organizations are concerned about developing their human resources and gaining a competitive advantage in the marketplace, it is necessary that they attend to one of their most precious assets, namely, their human resources by practicing flexible working arrangements.Keywords: working arrangements; quality of work life (QWL); flexible working arrangement (FWA)
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Astriani, Iis, and Muafi Muafi. "The Influence of Flexible Work Arrangements toward Loyalty and Innovative Work Behavior Mediated by Work-Life Balance." Telaah Bisnis 24, no. 2 (December 31, 2023): 102. http://dx.doi.org/10.35917/tb.v24i2.392.
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Uncertain situations are very vulnerable for organizations maintaining their activities. Organizations must have a strategy to maintain the availability of human resources. One of the strategies carried out by the organization is to create flexible work arrangements which are predicted to be a solution in the future to increase job satisfaction, commitment, and work-life balance and encourage employees to provide higher performance and innovation. This study used PLS (Partial Least Square) analysis tools and a sample size of 117 respondents. The results showed that flexible work arrangements affect work-life balance, loyalty, and innovative work behavior. Furthermore, work-life balance mediates the relationship of flexible work arrangements towards loyalty as well as mediates the relationship of flexible work arrangements towards innovative work behavior. This study was conducted to determine work flexibility and its relationship towards loyalty and innovative work behavior with the object of research of lecturers at Qamarul Huda Badarrudin University, Central Lombok.
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Hornung, Severin, Denise M. Rousseau, and Jürgen Glaser. "Creating flexible work arrangements through idiosyncratic deals." Journal of Applied Psychology 93, no. 3 (2008): 655–64. http://dx.doi.org/10.1037/0021-9010.93.3.655.
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Olmsted, Barney. "Flexible work arrangements: From accommodation to strategy." Employment Relations Today 22, no. 2 (June 1995): 11–19. http://dx.doi.org/10.1002/ert.3910220203.
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Allen, Tammy D., Ryan C. Johnson, Kaitlin M. Kiburz, and Kristen M. Shockley. "Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility." Personnel Psychology 66, no. 2 (November 30, 2012): 345–76. http://dx.doi.org/10.1111/peps.12012.
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Grice, M. M., P. M. McGovern, and B. H. Alexander. "Flexible work arrangements and work-family conflict after childbirth." Occupational Medicine 58, no. 7 (October 1, 2008): 468–74. http://dx.doi.org/10.1093/occmed/kqn090.
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Indradewa, Rhian, and Agustinus Ayung Prasetio. "The influence of flexible working arrangements and work-life balance on job satisfaction: A double-layered moderated mediation model." Jurnal Ekonomi dan Bisnis 26, no. 2 (November 27, 2023): 449–76. http://dx.doi.org/10.24914/jeb.v26i2.9551.
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This study aimed to test the impact of flexible work arrangements on work-life balance and job satisfaction with moderating variables of work stress, emotional exhaustion, and improvement of personal work life. The method of collecting data was carried out boldly in Jakarta. The respondents studied were employees & students who applied the principles of flexible work arrangements from March to May 2023. The research population involved 229 respondents who live in the Jakarta-Bogor-Depok-Tangerang-Bekasi area. The analytical method used is PLS-SEM (Partial Least Square-Structural Equation Modeling) through the SmartPLS 3.0 application. The research results show that flexible working arrangements positively influence job satisfaction and work-life balance. Work stress does not have a moderating effect in the impact of flexible working arrangements on work-life balance. Work-personal life enhancement affect work stress. Work-life balance has a positive effect on job satisfaction. Emotional exhaustion has a moderating effect in the impact of work life balance on job satisfaction. Work-personal life enhancement impacts emotional exhaustion. The managerial implications of this research for human resource management in implementing flexible time policies for organizations and their companies. The flexible working arrangement also can benefit the company by reducing the cost due to the fee for renting a workspace. This research can contribute to make an efficiency in corporations.
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Ratono, Efnu Munanda, and Agung Surya Dwianto. "PENGARUH FLEXIBLE WORKING ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS: ANALISIS PADA KARYAWAN KCP BANK SYARIAH INDONESIA DI JAKARTA." Jurnal Cahaya Mandalika ISSN 2721-4796 (online) 5, no. 1 (January 14, 2024): 97–108. http://dx.doi.org/10.36312/jcm.v5i1.2597.
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The purpose of this research is to analyze how strong flexible working arrangements and job satisfaction affect employee productivity at KCP Bank Syariah Indonesia in Jakarta. Flexible working arrangements allow for flexibility in working hours, task allocation, and remote work. Job satisfaction and employee productivity are crucial for the success of a company. The method used is an associative quantitative method with primary data sources. The technical analysis used in this research is multiple regression analysis techniques. The population in the study is KCP BSI employees in Jakarta. Samples were collected by distributing questionnaires through social networks. The data obtained from 100 respondents at Bank Syariah Indonesia were then compiled in tabular form and processed using SPSS. The results of this research indicate that flexible working arrangements increase employee productivity and job satisfaction increases work productivity. These results show that increasing employee productivity can be achieved through flexible work arrangements and employee job satisfaction. More than 50% of the variation in job satisfaction and productivity can be explained by the variables in this study. This study is useful for businesses, especially Bank Syariah Indonesia, to create more flexible strategies and make employees happier in the workplace. In addition, this shows a positive relationship between work flexibility and productivity. This can be the basis for company decisions to develop more flexible work arrangements.
Keywords: Flaxible Working Arrangement, Job Satisfaction, Productivity
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Yusaini, Muhammad Haziq, Mohamed Ayyub Hassan*, Qhumaira Mohamad Hasnisham, Rogis Baker, and Beni Widarman Yus Kelana. "FLEXIBLE WORK ARRANGEMENTS: EXPERIENCE OF A MALAYSIAN MANUFACTURING COMPANY." NUST Business Review 4, no. 2 (January 27, 2023): 1–18. http://dx.doi.org/10.37435/nbr23010801.
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Purpose: The demands and the needs of employees prompted the development of flexible work arrangements in the West. Using role conflict theory, the present study examines the relationship between the level of flexible work arrangements and the amount of work-life balance evident in the Malaysian manufacturing sector. Design/Methodology: The data were collected from employees currently working in the manufacturing sector. The Statistical Package for Social Sciences (SPSS) was used to analyse the data. Findings: The results indicate a moderately strong positive correlation between flexible work arrangements and the work-life balance dimension. Originality: Previous studies have focused on work-life balance from the perspective of workplace characteristics. Other studies have examined flexible work arrangements provided to employees independently. Moreover, these studies have usually been conducted in the services and banking industries. However, the present research focuses on how flexible work arrangements influence the work life balance of employees in the manufacturing sector specifically.
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Arifin, Agus Zainul, Halim Putera Siswanto, Vincentius Kevin Kurniawan, and Michelle Kristian. "THE EFFECTS OF WORK FROM HOME AND FLEXIBLE WORKING ARRANGEMENT ON EMPLOYEE PERFORMANCE DURING COVID-19 PANDEMIC." International Journal of Application on Economics and Business 1, no. 4 (November 28, 2023): 2107–22. http://dx.doi.org/10.24912/ijaeb.v1i4.2107-2122.
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The purpose of this study was to analyze the effects Work from Home (WFH) and Flexible Working Arrangement (FWA), with Work Motivation (MOT) moderation, on Employee Performance (EP). The research is quantitative research. The type of research used based on the research objective is explanatory research. The data analysis technique in this study used Partial Least Square (PLS). This study uses the two-factor theory of Frederick Herzberg. The results obtained that Work from Home has a positive and significant effect on Employee Performance. Work from Home has a positive and significant effect on Work Motivation. Flexible Working Arrangement has a positive and significant effect on Work Motivation. Flexible Working Arrangement has a positive and significant effect on Employee Performance. Work Motivation has a positive and significant effect on Employee Performance. Work from Home, with Work Motivation intervention, does not have a positive and significant effect on Employee Performance. Meanwhile, Flexible Working Arrangement with Work Motivation intervention, also does not have a positive and significant effect on Employee Performance. Flexible working arrangements can be selected by employees based on different work schedules to meet personal or family needs. Companies can adjust work as the new normal for employees who are still working from home to return to full-time work on a hybrid basis. It is important for companies to understand and develop work from home and flexible working arrangements to encourage productive behavior and prevent unproductive behavior considering the role of work motivation in influencing performance.
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Onyekwelu, Njideka Phina, Ezieshi Francis Monyei, and Uju Sussan Muogbo. "Flexible Work Arrangements and Workplace Productivity: Examining The Nexus." International Journal of Financial, Accounting, and Management 4, no. 3 (December 1, 2022): 303–14. http://dx.doi.org/10.35912/ijfam.v4i3.1059.
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Abstract: Purpose: This study investigates the nexus between flexible working arrangements (FWA) and the productivity of the selected workplaces across the 6 geo-political zones in Nigeria. Research methodology: The descriptive survey design was used, with a population of 600 businesses in chosen states throughout Nigeria's six geopolitical zones. Using the statistical procedure developed by Krejcie and Morgan (1970), a sample size of 234 was found. Data was acquired from primary sources, and descriptive (mean) and inferential statistics were used to analyze the data with a 5% level of significance. Results: Flexible work arrangements had a positive statistical effect on workplace productivity (R2 = 0.882359, F = 1545.089, p-value = 0.05). Limitations: One state does not efficiently represent the geopolitical zones. Contribution: FWA can influence the development of business policies and strategies as revealed in the study. As such, businesses must adapt and invest in strategies that support and facilitate FWA such as information and technology systems, as they have become crucial to both staff and workplace viability. Keywords: 1. Flexible work arrangement 2. ICT 3. Productivity 4. Strategy 5. Workplace
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May, Kerry, Fiona McAlinden, Michael Splawa-Neyman, Michelle O'Rourke, and Tamica Sturgess. "Flexible, Capable, Adaptable: A Dynamic Allied Health Workforce." Asia Pacific Journal of Health Management 12, no. 1 (April 26, 2017): 25–35. http://dx.doi.org/10.24083/apjhm.v12i1.93.
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Objective: The Allied Health Executive at a major Metropolitan Health Service was experiencing an increasing number of flexible work requests and was keen to ensure that local and legislative requirements were met, our highly skilled and specialist staff were supported to remain in the workforce as their life outside work changed and the operational demands of a bed-based service delivery model were not negatively impacted.
Design: A root cause analysis was completed identifying three main contributing factors for the current, adhoc approach to flexible work requests. Current and past flexible work participants were surveyed, along with their managers and the Nurse Unit Managers of the clinical work areas. A literature review and environmental scan regarding frameworks for decision making for and supporting flexible work requests was undertaken.
Findings: There was a lack of consistent information as to how to establish and manage a flexible work request. There had been an historical view that flexible work requests were difficult to operationalise and there were missed experiences with flexible work arrangements for the people involved, their managers and their colleagues.
Outcome measures: The combined data was then utilised to develop a framework to support decision-making around whether a role could operate as a flexible work arrangement. A framework on how to best support the staff considering and entering into these arrangements to ensure all the benefits of a flexible work arrangement are realised and many of the challenges minimised was also developed.
Conclusion: Flexible work arrangements should be considered in appropriate circumstances, and will have the best opportunity for success when supported by a consistent, evidenced-based framework.
Abbreviations: EFT – Equivalent Full Time; RCA – Root Cause Analysis.
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Laundon, Melinda, and Penny Williams. "Flexible Work: Barrier to Benefits?" Financial Planning Research Journal 4, no. 2 (December 1, 2018): 51–68. http://dx.doi.org/10.2478/fprj-2018-0007.
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ABSTRACT The Australian financial services industry has been a leader in offering flexible work policies, positioning them as a solution to the tensions between women’s dual work and family roles. While Australian legislation provides the right to request flexible work, this study uncovers how, in one finance organisation, flexible work is framed as an employee benefit within a suite of benefits. The study shows that employees using flexible work arrangements are less likely to understand and know how to access the full range of benefits, many of which have short- and longterm financial implications. This has consequences for the long-term financial security of women (as the heaviest users of flexible work arrangements) and for financial planners, both as employees of organisations in the Australian finance industry and as providers of advice to women working in this sector.
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Hada, Reineldis Ina P., Rolland Epafras Fanggidae, and Ni Putu Nursiani. "FLEXIBLE WORKING ARRANGEMENT DAN PENGARUHNYA TERHADAP WORK-LIFE BALANCE PADA RESELLERS ONLINE SHOP." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 10, no. 2 (September 30, 2020): 162–71. http://dx.doi.org/10.37932/j.e.v10i2.111.
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This study aims to find out how to describe and analyze the effect of flexible working arrangements on work-life balances on Resellers Online shop in Kupang City. The method used in research this is a survey method. The instrument used in This research is a questionnaire, interview, and documentation study. The population of this research is, online shop resellers in Kupang city who sell products / goods through Facebook. The sampling technique in this study uses amethod non probability sampling. The results showed that a flexible working arrangement can help balance work and personal life, especially for students, the private sector, employees and other work through descriptive analysis. While the results showed flexible working arrangements and a significant positive effect on the work-life balance on resellers online shop in the city of Kupang
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Rosita, Ferriyal, Noermijati Noermijati, Margono Margono, and Christin Susilowati. "The Role of Flexible Work Arrangement, Job Embeddedness, and Work-Life Balance in Reducing Turnover Intention: Study on Millennials and Generation Z Employees." Journal of The Community Development in Asia 7, no. 2 (May 20, 2024): 53–69. http://dx.doi.org/10.32535/jcda.v7i2.2987.
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Millennials and Generation Z, as the largest demographics entering the workforce, were anticipated to drive national progress. However, despite their significant numbers, many of them are experiencing high turnover rates. This study investigates the role of flexible work arrangements, job embeddedness, and work-life balance in suppressing turnover intention among millennials and Generation Z in multifinance companies at Jakarta headquarters. This research is quantitative research with non-probability sampling. The questionnaire was distributed to 280 respondents. The data analysis technique uses Partial Least Square (PLS) analysis tools. The results indicate that (1) flexible work arrangement has a significant negative impact on turnover intention; (2) flexible work arrangement has a significant positive impact on job embeddedness and work-life balance; and (3) flexible work arrangement has a significant negative impact on turnover intention which is partially intervened by job embeddedness and work-life balance. It is suggested for multi-finance companies to optimize flexible work arrangement practices by implementing work-life balance and job embeddedness to reduce turnover intention among millennials and Generation Z
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Harun, Marina Hazlin, Idaya Husna Mohd, Muhamad Khalil Omar, Siti Mujanah, and Shereen Noranee. "Exploring the Influence of Technology, Lifestyle and Flexible Working Arrangements on Cyber Psychology among Employees at a Malaysian Investment Holding Company." Information Management and Business Review 15, no. 3(I) (October 8, 2023): 1–11. http://dx.doi.org/10.22610/imbr.v15i3(i).3540.
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This study explores the relationship between cyberpsychology and its influencing factors among employees at an investment holding company (which will be addressed as XYZ Berhad). Understanding the impact of technology, lifestyle, and flexible working arrangements on employees' psychological well-being and behavior is crucial in today's digital workplace. With the prevalence of remote work and flexible arrangements, it becomes essential to examine how these factors influence employees' cyberpsychology experiences. Using a quantitative correlational approach, data was collected from 123 participants out of a total employee population of 174 at XYZ Berhad. The survey utilized Likert scale items to assess respondents' perspectives on technology usage, lifestyle choices, flexible working arrangements, and cyberpsychology. The findings reveal significant relationships between cyberpsychology and the influencing factors. Technology has a strong positive relationship, indicating its substantial impact on employees' psychological well-being and work behaviors. Similarly, lifestyle choices show a moderate positive relationship, highlighting the relevance of personal lifestyle preferences in shaping cyberpsychological experiences. Additionally, flexible working arrangement displays a medium positive relationship, underscoring the importance of work arrangements in influencing employees' psychological responses. The study recommends implementing awareness programs to help employees manage the psychological effects of technology usage and promoting the usage of online communication platforms to foster a positive organizational culture. Guidelines for employees working under flexible arrangements are advised to support their well-being and maintain a healthy work-life balance.
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Joe Cajetan Lopez, Gazala M. Khan,. "Impact of Hybrid Work Culture on Organizational Effectiveness." Tuijin Jishu/Journal of Propulsion Technology 44, no. 3 (September 11, 2023): 2503–9. http://dx.doi.org/10.52783/tjjpt.v44.i3.732.
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The objective of the present research study is to identify impact of hybrid work culture on organizational effectiveness. Understanding their effects on worker productivity, engagement, and overall organizational performance is essential given the growing popularity of remote work arrangements and the advent of hybrid work models. To learn more about how 300 top-level managers from different IT organizations view remote and hybrid work arrangements, a cross-sectional survey was conducted with its sample. The respondents evaluated how productive they felt overall while working remotely, how much they felt less distracted and more focused, and how satisfied they were with their existing work arrangement. The results of the study show that remote workers are more productive than those who work on-site. Additionally, there is a positive association between employee engagement and both remote and hybrid work arrangements, demonstrating that these flexible work models have a beneficial effect on employee engagement. The study underscores the value of taking into account remote and hybrid work arrangements in the IT industry and indicates the potential advantages they may have for organizational growth and development. The study's conclusions provide insightful advice for businesses looking to create flexible, motivated workforces and adjust to the changing nature of the workplace.
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D. Parmar, Dr Alpa. "FLEXI WORK ARRANGEMENTS INFLUENCE ON WORKPLACEPRODUCTIVITY: A CONCEPTUAL STUDY." International Journal of Engineering Applied Sciences and Technology 7, no. 5 (September 1, 2022): 158–64. http://dx.doi.org/10.33564/ijeast.2022.v07i05.026.
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Purpose: The Flexi work arrangements (FWAs) is one of those solutions that can bring lot of changes in workplace and style of working pattern. Methodology: The main purpose of descriptive reviewbased survey, describe an existing phenomenon of flexi work arrangements (FWAs). For this study as universe and population was selected on the based on previous studies of the High performing work organisation where leaders are taking decision on flexi work arrangements. Findings and Results: This research aimed regarding flexible work arrangements, how much the employees are aware of flexible working arrangements and how flexible work arrangements policies have impact on job satisfaction and such policies help in minimizing the level of stress improving productivity and performance of employees. Implications: The researchers showed that organization providing FWAS will retain potential employees and promotes work life balance that will attract potential candidates. It also empowers gender equality as well boost morale of employees.
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Brewer, Ann M. "Work design, flexible work arrangements and travel behaviour: policy implications." Transport Policy 5, no. 2 (April 1998): 93–101. http://dx.doi.org/10.1016/s0967-070x(98)00003-1.
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Timms, Carolyn, Paula Brough, Michael O'Driscoll, Thomas Kalliath, Oi Ling Siu, Cindy Sit, and Danny Lo. "Flexible work arrangements, work engagement, turnover intentions and psychological health." Asia Pacific Journal of Human Resources 53, no. 1 (February 18, 2014): 83–103. http://dx.doi.org/10.1111/1744-7941.12030.
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Rajaram, Harini, and Abhishek Mohan Jha. "The Impact of Flexible Work Arrangements on Job Satisfaction." International Journal for Research in Applied Science and Engineering Technology 12, no. 3 (March 31, 2024): 1996–2000. http://dx.doi.org/10.22214/ijraset.2024.59265.
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Abstract: This study examines the effects of flexible work arrangements on employee satisfaction, looking closely at elements like work-life balance, productivity, and job satisfaction. Understanding how these arrangements affect personnel is crucial in a dynamic corporate environment marked by flexible schedules and remote options. Telecommuting, flextime, and job sharing are just a few examples of flexible work arrangements that give employees more control over their professional lives. Numerous studies have examined how they affect organizational performance, work-life balance, and job satisfaction. Our study carefully examines prior research in an effort to provide insight into the complex interactions between flexible work schedules and employee satisfaction. Our goal is to educate organizations and decision-makers on how to design workspaces that promote employee well-being and lead to increased productivity
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Formánková, Lenka, and Alena Křížková. "Flexibility trap – the effects of flexible working on the position of female professionals and managers within a corporate environment." Gender in Management: An International Journal 30, no. 3 (May 5, 2015): 225–38. http://dx.doi.org/10.1108/gm-03-2014-0027.
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Purpose – The aim of this paper is to analyse the experience of female part-time professionals with employee and managerial positions with the utilisation of flexible work arrangements in a corporate environment in the country with a full-time dominated work culture. The data represent a rare case study of the work environment in a Czech branch of one multinational company. This paper focusses on the position of female employees working part-time in professional and managerial positions. The reason for such an arrangement is their attempt to combine career and care for pre-school children. This paper evaluates the effects of flexible work policies in an environment where part-time work for female professionals is rarely available and, therefore, precious. In particular, this paper discusses conditions under which these arrangements are available and its impact on gender equality. Design/methodology/approach – The paper represents a rare case-study of an organisational environment. The seven analysed interviews derive from a larger study on the corporate environment which included 35 interviews and a series of participatory observations. In the analysis, the following questions are discussed: What is the position of employees working within flexible working arrangements in a specific corporate culture? Which aspects of flexible working arrangements affect the professional recognition and evaluation of the employees? To what extent and how do flexible working arrangements affect employee satisfaction with their working and private lives? Findings – The data reveal the diverse and often subtle forms of discrimination and exploitation of working mothers, who use the flexible working arrangement as a work-family reconciliation strategy. Female employees working with alternative working arrangements do not have equal bargaining power in comparison to other employees, regardless of whether they are professionals, and sometimes in managerial positions. At the formal level, the part-time professionals are restricted in pay and in access to the company benefits. In the informal relations within the workplace, their work lacks of sufficient recognition of colleagues and superiors. Overall, part-time work for female professionals and managers leads to an entrapment between the needs of their family and the expectations of their employer. Practical implications – The research reveals the practical limitation in introducing policies the work-life reconciliation policies. The results show the need to focus on promoting better conditions for employees working part-time. Also, it shows that managerial and highly demanding professional positions can be executed on a part-time basis if the work environment is open towards accepting this arrangement. Moreover, the findings outline the possibilities of developing workplace practices in the Czech Republic in a woman-friendly direction. Social implications – Specific legislative arrangements should be enacted, providing better protection for employees in non-standard employment. At the same time, the incentives for employers to enable part-time working arrangements should be provided. Originality/value – The amount of research on female professionals working part-time or from home is rather limited in context of the post-communist countries. The paper discusses the “double” tokenism of the women working in the leadership positions and at the same time in flexible working arrangements in the full-time working culture.
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Gerdenitsch, Cornelia, Bettina Kubicek, and Christian Korunka. "Control in Flexible Working Arrangements." Journal of Personnel Psychology 14, no. 2 (July 17, 2015): 61–69. http://dx.doi.org/10.1027/1866-5888/a000121.
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Supported by media technologies, today’s employees can increasingly decide when and where to work. The present study examines positive and negative aspects of this temporal and spatial flexibility, and the perceptions of control in these situations based on propositions of self-determination theory. Using an exploratory approach we conducted semi-structured interviews with 45 working digital natives. Participants described positive and negative situations separately for temporal and spatial flexibility, and rated the extent to which they felt autonomous and externally controlled. Situations appraised positively were best described by decision latitude, while negatively evaluated ones were best described by work–nonwork conflict. Positive situations were perceived as autonomous rather than externally controlled; negative situations were rated as autonomously and externally controlled to a similar extent.
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Bagaskara, Aditya Indra, Hilmiana Hilmiana, and Irfanul Kamal. "Influence of Flexible Work Arrangement and Work Environment on Employee Performance Through Work-Life Balance During The Covid-19 Pandemic." AFEBI Management and Business Review 6, no. 1 (September 22, 2021): 73. http://dx.doi.org/10.47312/ambr.v6i1.481.
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<p><em>The success of an organization is influenced by employee performance, so every company will try to improve the performance of its employees in achieving the organizational goals that have been set. During the Covid-19 pandemic, there are several factors that can support employee performance, one of which is flexible work arrangements. However, not only work methods are needed to improve employee performance, the work environment and aspects of work-life balance are expected to improve employee performance. This study aims to determine the effect of flexible work arrangements and work environment on employee performance directly or indirectly through work-life balances as an intervening variable.</em></p><p><em>The data in this study were collected by distributing online questionnaires. This research on employees of PT. Telkom Indonesia, tbk in West Java (S=193), where S is the sample of employees at Telkom West Java. The method used in this research is PLS-SEM which is processed using SmartPLS 3 software. The results showed that there was a direct influence between flexible work arrangements and work environment on employee performance. In addition, the results of other studies also show that there is an indirect effect between flexible work arrangements and work environment on employee performance through work-life balance as an intervening variable.</em></p>
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Olsen, Jesse E., Laura Good, Deborah Towns, and Daejeong Choi. "Flexible work arrangements, gender diversity, and firm performance." Academy of Management Proceedings 2017, no. 1 (August 2017): 13113. http://dx.doi.org/10.5465/ambpp.2017.13113abstract.
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Blake‐Beard, Stacy, Regina O'Neill, Cynthia Ingols, and Mary Shapiro. "Social sustainability, flexible work arrangements, and diverse women." Gender in Management: An International Journal 25, no. 5 (July 20, 2010): 408–25. http://dx.doi.org/10.1108/17542411011056886.
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Michielsens, Elisabeth, Cecilie Bingham, and Linda Clarke. "Managing diversity through flexible work arrangements: management perspectives." Employee Relations 36, no. 1 (December 20, 2013): 49–69. http://dx.doi.org/10.1108/er-06-2012-0048.
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Purpose – The purpose of this paper is to evaluate the role flexible work arrangements (FWA) play in diversity policies, and the reasons for/barriers to their implementation. Design/methodology/approach – Based on qualitative case study research in four large multinational service companies. Primary data were collected through senior and line-manager interviews and questionnaires. Findings – The research shows FWA are an integral part of diversity implementation but organisational imperatives, particularly management concerns about client interaction, constrain the acceptance of FWA and therefore restrict their impact as a means to greater diversity. As FWA have different effects (being available “remotely” vs not being available) their acceptability is not inclusive, but dependent on job character and level. Research limitations/implications – Further research is needed on the difficulties of implementing FWA and, particularly, its impact on career progression. The prioritisation of business imperatives over social arguments, such as client needs and staff availability, with its impact on the acceptability of FWA and hence ultimate enhancement of diversity deserves more attention. Practical implications – This paper shows that company discourse with its unambiguous business focus highlights the shortcomings of relying upon FWA to bring about a changed climate for diversity. Originality/value – Importantly issues are explored which have not featured significantly in the literature to date, especially the role of clients/customers and differences in the effect of FWA as elements in managerial perspectives on the acceptability of FWA, which can act as constraints to its use for diversity enhancement.