Flexible Work Arrangements: A Human Resource Development Tool to Reduce Turnover

2021 ◽  
pp. 152342232098293
Author(s):  
Marvin Bontrager ◽  
M. Suzanne Clinton ◽  
Lee Tyner
Keyword(s):  
Human Resource Development ◽  
Employee Development ◽  
Work Life ◽  
Work Life Balance ◽  
Black Swan ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
Development Tool

The Problem. An increasing number of organizations are experiencing concerns from employees regarding work-life balance. Organizations that have chosen to implement formal flexible work arrangements (FWAs) have experienced reluctance from their employees to participate. COVID-19 has forced the hand further toward FWAs, and created additional work life balance concerns. The Solution. FWAs present an opportunity for organizations to address work-life balance concerns, especially amid the black swan event of COVID-19. Implementing FWAs provides opportunity for organizations to reduce turnover and facilitate employee development through work life balance programs. The Stakeholders. The informal processes of FWAs should receive due attention by HRD practitioners and scholars alike.

scholarly journals Flexible Work Arrangements and Their Impact on the Employee Performance of Egyptian Private University Employees: (A Case Study on the Arab Academy for Science, Technology, and Maritime Transport)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Mohamed Eshak ◽  
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
The Impact

This study aimed to analyse the impact of flexible work arrangements on the employee performance of employees in private Egyptian universities in Alexandria, mediated by work-life balance (applied to the Arab Academy for Science, Technology, and Maritime Transport). institutions to retain talented people, raise the efficiency of employee performance, and thus raise the efficiency of institutional performance and competitive capabilities of organizations. The researcher used the descriptive analytical method and the questionnaire as a tool for data collection, to measure the impact of flexible work arrangements (focusing on reducing working hours, benefits provided to employees, work policies towards parenting) on the work-life balance, and the extent of the impact of all this on raising the efficiency of employees' employee performance. A stratified random sample of 423 employees was used, and the data collected was analysed using SPSS and AMOS statistical software. The findings revealed a positive relationship between flexible work arrangements (reduced working hours, benefits provided to employees, and work policies toward parenting) and employee performance, as well as a positive relationship between flexible work arrangements and work-life balance, as well as a positive relationship between work-life balance and employee performance, and the researcher recommends implementing such policies.The recommendations also include the need to review current labour laws before legislators, and update them in line with contemporary technological development and the requirement to achieve a balance between the requirements of life and work. This study also recommends the adoption of reducing working hours as one of the flexible work policies offered by organisations to employees. The study concludes that flexible work arrangements and programmes are in fact a competitive tool that organisations can use to increase loyalty, improve performance, achieve commitment and job satisfaction, which enhances the organization's productivity.

scholarly journals Occupational and Individual Determinants of Work-life Balance among Office Workers with Flexible Work Arrangements

2020 ◽  
Vol 17 (4) ◽  
pp. 1418 ◽  
Author(s):  
Sofie Bjärntoft ◽  
David M. Hallman ◽  
Svend Erik Mathiassen ◽  
Johan Larsson ◽  
Helena Jahncke
Keyword(s):  
Job Demands ◽  
Work Life ◽  
Office Workers ◽  
Work Life Balance ◽  
Boundary Management ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
Overtime Work

Flexible work arrangements permitting workers to work anytime and anywhere are increasingly common. This flexibility can introduce both challenges and opportunities for the organisation, as well as for worker work-life balance (WLB). This cross-sectional study aimed to examine the extent to which occupational factors (organizational, leadership and psychosocial) and individual work-related behaviours (over-commitment, overtime work and boundary management) are associated with WLB, and whether these associations are modified by the perceived level of flexibility at work (i.e., control over when, where, and how to do the work). In total, 2960 full-time office workers with flexible work arrangements at the Swedish Transport Administration participated. Associations were determined using linear regression analyses with adjustment for covariates. The strongest negative associations with WLB were found for over-commitment, quantitative job demands, expectations of availability, and overtime work. Strongest positive associations were found for boundary management, information about organizing work, social support, and relation-oriented leadership. Perceived flexibility was positively associated with WLB, and interacted with several of the examined factors, buffering their negative associations with WLB. Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.

There is a time and a place for work: comparative evaluation of flexible work arrangements in Canada

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maryam Dilmaghani
Keyword(s):  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Content Type ◽  
Work Arrangements ◽  
Job Motivation ◽  
Nationally Representative

PurposeUsing the Canadian General Social Survey of 2016, a large nationally representative dataset, the present paper compares different types of flexible work arrangements in their associations with employee wellbeing and organizational outcomes.Design/methodology/approachThe dataset contains 7,446 observations. Informed by the past scholarship, eight outcomes of job satisfaction, work-life balance satisfaction, organizational belonging, job motivation, perceived advancement prospects, perceived job security, workplace social capital, and turnover intentions are investigated.FindingsFirst, employees with both flextime and flexplace, and only flextime, have a significantly higher job and work-life balance satisfaction. Second, the possibility of working from home without any discretion over timing does not elicit positive wellbeing outcomes. Third, the results show that the combination of flexplace and flextime is synergistic. Fourth, rather unexpectedly, the positive associations of the FWAs with work-life balance satisfaction are stronger among men and women without dependent children. Finally, there are significant positive associations for the combination of flexplace and flextime, and flextime alone, with other outcomes, such as organizational belonging and job motivation, especially among men.Practical implicationsGiven the nonrandom assignment of the workers into the FWAs, the results only reflect ceteris paribus correlations.Originality/valueThis is the first Canadian study of flexible work arrangements, using a large nationally representative dataset.

scholarly journals Influence of Flexible Work Arrangement and Work Environment on Employee Performance Through Work-Life Balance During The Covid-19 Pandemic

2021 ◽  
Vol 6 (1) ◽  
pp. 73
Author(s):  
Aditya Indra Bagaskara ◽  
Hilmiana Hilmiana ◽  
Irfanul Kamal
Keyword(s):  
Work Environment ◽  
Employee Performance ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
West Java ◽  
Life Balance ◽  
Organizational Goals ◽  
Work Arrangements

<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>

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.

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