Pathways from flexible work arrangements to financial performance

2019 ◽  
Vol 48 (3) ◽  
pp. 731-747 ◽  
Author(s):  
Bernice Adei Kotey ◽  
Bishnu Sharma
Keyword(s):  
Job Satisfaction ◽  
Indirect Effects ◽  
Staff Turnover ◽  
Flexible Work ◽  
Negative Effects ◽  
Content Type ◽  
Work Arrangements ◽  
Flexible Working ◽  
Qualitative Performance ◽  
Job Sharing

Purpose The purpose of this paper is to investigate the direct and indirect effects of flexible working arrangements (FWAs) on return on labour (ROL). Design/methodology/approach Data from 4,204 employees and their employers were used to construct regression models to assess separately, the direct relationships between the FWAs and ROL and also the indirect relationships, with job satisfaction and staff turnover as mediating variables, applying Baron and Kenny’s (1986) mediation rules. Findings Flexible work hours significantly and directly increased ROL and indirectly through reduction in staff turnover, while the negative direct effect of job sharing on ROL was indirectly reduced by its positive effect on job satisfaction. Time in lieu of overtime (TOIL) and working from home reduced ROL with the direct negative effects of TOIL on ROL worsened by a reduction in job satisfaction. Practical implications The results suggest that not all FWAs increase ROL and that the direct effects of FWAs on ROL emanate from the efficacy with which work is reallocated in FWA negotiations. The indirect effects derive from employees’ reciprocation of FWAs through improved job satisfaction and turnover. The onus is therefore, on employers to maximise returns from FWAs through efficient work reallocation during negotiations. Originality/value The study makes a contribution by examining the direction of effects of FWAs on ROL and the pathways (direct and indirect) by which the effects occur. Research in this area has hitherto considered subjective and qualitative performance measures. FWAs, such as job sharing and TOIL, which are rarely considered in the literature, are covered in the study.

scholarly journals PENGARUH FLEXIBLE WORK ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEKERJA LEPAS DI PROVINSI BALI

2021 ◽  
pp. 817
Author(s):  
Ni Putu Sri Damayanti ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Working Hours ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Arrangements ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Family ◽  
Flexible Work Arrangement ◽  
Work Arrangement

Flexible work arrangements have been widely used to meet the needs of workers and manage work. Flexible working hours and methods will make it easier for workers to coordinate their work and social schedules. The purpose of this study was to determine the effect of flexible work arrangements and job satisfaction on the productivity of freelancers. The population is all self-employed workers in Bali Province. The sample used in this study was 100 respondents who were collected during the 7 days of the survey. Data collection was obtained from the results of questionnaires which were distributed directly to all entrepreneurs in the province of Bali. Furthermore, to analyze the data used multiple regression analysis. The results of this study indicate that flexible work arrangements effectively affect the productivity of entrepreneurs. The reaction of the freelancers is that they believe that through this work system, they can manage their work schedule more flexibly and become happier and happier. more efficient and closer to the family. Job satisfaction has an impact on work efficiency. It can be seen that there is a significant positive correlation (correlation) between job satisfaction and productivity of freelancers.

Finding a balance

2019 ◽  
Vol 27 (7) ◽  
pp. 48-50
Keyword(s):  
Good Work ◽  
Staff Turnover ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Financial Outcomes ◽  
Work Arrangements ◽  
Pertinent Information ◽  
The Right ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Human resources are becoming increasingly important to organisations in regards to competitive advantage. Good human resource management requires ensuring employees have a good work-life balance. One way of promoting this is by means of flexible work arrangements (such as flexible work hours, working from home, and job sharing). Flexible work arrangements directly affect return on labour via work reallocation, and indirectly through job satisfaction and staff turnover. Not all flexible work arrangements have positive financial outcomes. Employers need to ensure good work reallocation to make the right flexible arrangements work for their organisations. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

A systematic review of work-life integration and role of flexible work arrangements

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sourabh Kumar ◽  
Sankersan Sarkar ◽  
Bhawna Chahar
Keyword(s):  
Work Life ◽  
Future Research ◽  
Personal Factors ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Organizational Policies ◽  
Work Arrangements ◽  
Future Research Agenda

Purpose The growing demands of work and life have shifted the concept of work-life balance to work-life integration (WLI). The success of integration depends upon the flexibility to perform the duties. This paper aims to explore the factors that affect WLI and the role of flexible work arrangements (FWAs) in the process of WLI. Design/methodology/approach Systematic literature review was used to explore the concept of WLI and FWAs. A bibliometric analysis was carried out with Bibexcel and VoSviewer. Findings This paper explained the organizational and personal factors that create the demand for WLI. The FWAs, perceived flexibility, technology and self-efficacy have important roles in WLI. The result of WLI can be enrichment or strain, depends upon how effectively the work-life domains are integrated. Originality/value This paper explores the work-life from both personal and organizational views. The findings of this paper will be useful to design the organizational policies and work arrangements that match the requirements of employees and organizations. This paper helps to develop the future research agenda of investigating the relations of WLI to performance, organizational policies and personal factors.

Intention to use flexible work arrangements

2018 ◽  
Vol 31 (7) ◽  
pp. 1438-1460
Author(s):  
Eun Jung Ko ◽  
Sang Soo Kim
Keyword(s):  
Gender Differences ◽  
Motivational Factors ◽  
Personal Life ◽  
Intention To Use ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
Novel Approach ◽  
Significant Difference

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.

Impact of flexible work arrangements on employees’ perceived productivity, organisational commitment and perceived work quality: a United Arab Emirates case-study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M. Anaam Hashmi ◽  
Abdullah Al Ghaithi ◽  
Khaled Sartawi
Keyword(s):  
United Arab Emirates ◽  
Employee Productivity ◽  
Organisational Commitment ◽  
Flexible Work ◽  
Employee Outcomes ◽  
Work Quality ◽  
Content Type ◽  
Work Arrangements ◽  
The Relationship

Purpose This study aims to examine the impact of flexible work arrangements (FWAs) on employees’ perceived productivity, quality of work and organisational commitment (OC) with a special focus on the United Arab Emirates. It also analyses the mediating effect of employee happiness on the relationship between FWA and employees’ perceived productivity, OC and perceived work quality. Design/methodology/approach A quantitative, non-experimental correlational study was used for this research project. The study yielded numerical data, which were analysed using a deductive approach. The analysis aimed at exploring the relationships between the constructs, which were viewed as variables; these relationships were considered correlations, mediation and moderation. The sample comprises employees currently working at different public and private sector organisations, representing all major service industries in the UAE. Nine questions were used to assess the flexibility at work and six out of the nine questions were used to measure the level of FWAs using the Likert scale. Findings FWA has a significant and positive association with the employees’ perceived productivity, quality of work and OC. It was confirmed that happiness plays a mediating role in the relationship between FWA and employee outcomes. The facility allows employees to manage their personal and professional lives with ease using their preferred work method. This ability promotes employee satisfaction. In conclusion, managers and employees around the world should view FWAs as a positive tool to enhance employee productivity and OC, particularly in an emergency like the Covid-19 pandemic. Research limitations/implications The participants’ honesty was a limitation, which could raise questions on the validity of this study. This limitation arises when the self-report method is used for data collection. Use of multiple instruments could be another limitation. Practical implications Organisational leaders can use FWAs to improve employee outcomes. When an organisation grants flexible work options to employees, it implies that the organisation trusts its employees to complete the task. This factor motivates all employees to work with dedication, which is particularly true if the employees are creative people and wish to work on their preferred time and place. Originality/value This study is significant because the findings will allow managers to assess the benefits of using FWAs to improve employee productivity, particularly in the service sector. It combines the aspects of perceived productivity, OC and perceived work quality, as well as employee happiness to assess the role of FWAs in organisations. The study also investigates the influence of FWAs in improving these employee outcomes. Based on the literature review, this study on FWAs is the first of its kind in the UAE, the country using a truly multinational workforce coming from more than 100 countries and cultures.

Chasing productivity demands, worker well-being, and firm performance

2020 ◽  
Vol 49 (9) ◽  
pp. 1823-1843
Author(s):  
Mastura Ab Wahab ◽  
Ekrem Tatoglu
Keyword(s):  
Firm Performance ◽  
Well Being ◽  
Manufacturing Firms ◽  
Equation Modeling ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
The Impact ◽  
The Relationship

PurposeThis study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work arrangements and human resources support are used as moderators to mitigate the adverse impacts associated with chasing productivity demands.Design/methodology/approachData were collected from 213 workers from manufacturing firms through a survey questionnaire utilizing structural equation modeling.FindingsThe findings of the study show that flexible work arrangements play a significant role in moderating the relationship between chasing productivity demands and well-being, and between chasing productivity demands and firm performance. The study also shows that flexible work arrangements are important to buffer the adverse effects of chasing productivity demands on worker well-being. In addition, flexible work arrangements strengthen the positive effect of worker well-being on firm performance.Research limitations/implicationsThis study highlights the importance of flexible work arrangements in overcoming the negative impact of the relationship between chasing productivity demands and worker well-being and strengthening the positive impact of the relationship between worker well-being and firm performance.Originality/valueThis study has extended the variable of chasing productivity demands in the existing literature on the job demands–job control model, specifically in manufacturing firms.

scholarly journals White and minority employee reactions to perceived discrimination at work: evidence of White fragility?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eddy S. Ng ◽  
Greg J. Sears ◽  
Muge Bakkaloglu
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Well Being ◽  
Work Outcomes ◽  
Negative Effects ◽  
Content Type ◽  
Work Settings ◽  
Professional Worker

PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived discrimination for Whites (vs minorities) were restricted to work outcomes (job satisfaction, work stress, turnover intentions from one's employer) and were not evident with respect to perceptions of overall well-being (i.e. life satisfaction), suggesting that White fragility may play a particularly influential role in work settings, wherein racial stress may be more readily activated.Originality/valueConsistent with the notion of White fragility, the study’s results demonstrate that the deleterious impact of perceived discrimination on employee work outcomes may, in some cases, be stronger for White than minority employees.

Mitigating influence of transcendence on politics perceptions’ negative effects

2018 ◽  
Vol 33 (2) ◽  
pp. 176-195 ◽  
Author(s):  
Diane Lawong ◽  
Charn McAllister ◽  
Gerald R. Ferris ◽  
Wayne Hochwarter
Keyword(s):  
Job Satisfaction ◽  
Cognitive Style ◽  
Emotional Exhaustion ◽  
Work Outcomes ◽  
Work Effort ◽  
Negative Effects ◽  
Content Type ◽  
Individual Level ◽  
Working Adults ◽  
Job Tension

Purpose The purpose of this paper is to examine how a cognitive process, transcendence, moderates the relationship between perceptions of organizational politics (POPs) and several work outcomes. Design/methodology/approach Participants across two studies (Study 1: 187 student-recruited working adults; Study 2: 158 information technology employees) provided a demographically diverse sample for the analyses. Key variables were transcendence, POPs, job satisfaction, job tension, emotional exhaustion, work effort, and frustration. Findings Results corroborated the hypotheses and supported the authors’ argument that POPs lacked influence on work outcomes when individuals possessed high levels of transcendence. Specifically, high levels of transcendence attenuated the decreases in job satisfaction and work effort associated with POPs. Additionally, transcendence acted as an antidote to several workplace ills by weakening the increases in job tension, emotional exhaustion, and frustration usually associated with POPs. Research limitations/implications This study found that transcendence, an individual-level cognitive style, can improve work outcomes for employees in workplaces where POPs exist. Future studies should use longitudinal data to study how changes in POPs over time affect individuals’ reported levels of transcendence. Practical implications Although it is impossible to eliminate politics in organizations, antidotes like transcendence can improve individuals’ responses to POPs. Originality/value This study is one of the first to utilize an individual-level cognitive style to examine possible options for attenuating the effects of POPs on individuals’ work outcomes.

Workplace flexibility as a paradoxical phenomenon: Exploring employee experiences

2018 ◽  
Vol 72 (2) ◽  
pp. 444-470 ◽  
Author(s):  
Almudena Cañibano
Keyword(s):  
Psychological Contract ◽  
Flexible Work ◽  
Workplace Flexibility ◽  
Work Arrangements ◽  
Mental Picture ◽  
Flexible Working ◽  
Consulting Firms ◽  
Professional Environment ◽  
Professional Employees

How do employees of dynamic consulting firms deal with their demanding professional environment, where they must be accessible, responsive and flexible seemingly around the clock? This case study of a large consulting firm explores employee experiences of flexible working through the lens of paradox. It finds that flexible working far exceeds the set of approved flexible work arrangements and practices enshrined in formal HR policies. Rather, individuals develop varied perceptions, expectations and ways of organizing flexible working, which emerge and evolve as they accumulate experience in a context where client-focused responsiveness is key. The article argues that flexible working is part of the deeper psychological contract between professional employees and the firm. This allows us to better understand how the paradoxical tensions that characterize workplace flexibility are experienced as evolving combinations of contributions and inducements. Employees manage these tensions in different ways, including vacillating between polar opposites and integrating contradictory elements, creating an overall mental picture of their flexible working experience.

Do social conflicts at work affect employees’ job satisfaction?

2018 ◽  
Vol 29 (2) ◽  
pp. 213-235 ◽  
Author(s):  
Alexandra Hagemeister ◽  
Judith Volmer
Keyword(s):  
Job Satisfaction ◽  
Hierarchical Linear Modeling ◽  
Organizational Context ◽  
Daily Basis ◽  
Social Conflicts ◽  
Linear Modeling ◽  
Negative Effects ◽  
Content Type ◽  
Personality Research ◽  
Work Affect

Purpose The purpose of this study is to examine social conflicts with co-workers (SCCWs) as a predictor of job satisfaction with co-workers (JSCWs) on a daily basis. Moreover, dispositional emotion regulation (ER) was suggested to moderate the within-person relationship between daily conflicts at work and JSCWs. Design/methodology/approach Ninety-eight employees from German civil service agencies completed surveys across five consecutive work days. Dispositional variables and controls were assessed in a general survey which was completed before the start of the daily surveys. Findings Hierarchical linear modeling showed that SCCWs at noon were significantly related to employees’ JSCWs in the evening and that dispositional ER moderated this relationship, indicating that people with high abilities of ER reported higher levels of job satisfaction with their co-workers than people with low abilities of ER after experiencing SCCWs. Originality/value The present study links conflict research with organizational and personality research. The findings broaden the understanding of social conflicts in an organizational context and further highlight ER as an important factor which can buffer the negative effects of workplace conflicts.

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