Flexible work arrangement and sustainability of employees during lockdown in delhi

2020 ◽  
Vol 12 (1) ◽  
pp. 38-44
Author(s):  
Nidhi Gupta ◽  
Anu Bhardwaj
Keyword(s):  
Flexible Work ◽  
Flexible Work Arrangement ◽  
Work Arrangement

Making Workplace Flexibility Work

2019 ◽  
pp. 133-160
Author(s):  
Jamie Ladge ◽  
Danna Greenberg
Keyword(s):  
Working Mothers ◽  
Work And Family ◽  
Flexible Work ◽  
Comprehensive Understanding ◽  
Workplace Flexibility ◽  
Work Arrangements ◽  
Integrate Work ◽  
Flexible Work Arrangement ◽  
Work Arrangement ◽  
Varied Work

Chapter 6 focuses on the topic of flexible work arrangements. Workplace flexibility is often romanticized as an answer to all the challenges working mothers face. While flexibility can be particularly helpful to working mothers as they integrate work and family, it also introduces new complexities working mothers need to consider. This chapter helps women develop a more comprehensive understanding of workplace flexibility. We start with an overview of the different types of flexibility and some of the benefits and challenges women have experienced with these varied work arrangements. We go on to introduce strategies women can put in place to take advantage of a flexible work arrangement and to ensure they are negotiating workplace flexibility in such a way that they don’t trade flexibility for compensation.

Successes in Changing Flexible Work Arrangement Use

2015 ◽  
Vol 43 (1) ◽  
pp. 75-109 ◽  
Author(s):  
Stephen Sweet ◽  
Marcie Pitt-Catsouphes ◽  
Jacquelyn Boone James
Keyword(s):  
Flexible Work ◽  
Flexible Work Arrangement ◽  
Work Arrangement

scholarly journals An examination of the relationship between flexible work arrangements, work-family conflict, organizational commitment, and job performance

Management ◽  
2019 ◽  
Vol 23 (2) ◽  
pp. 169-187
Author(s):  
Jacob Ongaki
Keyword(s):  
Organizational Outcomes ◽  
Work Schedules ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Flexible Work Schedules ◽  
Flexible Work Arrangement ◽  
Work Arrangement ◽  
Family Work Conflict

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.

scholarly journals A Proposal to Incorporate Job Resilience and Flexible Work Arrangement to Socially Responsible Human Resources Management Case Study: Algerian Organizations

2020 ◽  
Vol 15 (7) ◽  
pp. 57
Author(s):  
Messen Kerroumia ◽  
Sawssan Saadaoui
Keyword(s):  
Social Responsibility ◽  
Human Resources ◽  
Human Resource Development ◽  
Statistical Significance ◽  
Human Resources Management ◽  
Flexible Work ◽  
Socially Responsible ◽  
Resources Management ◽  
Flexible Work Arrangement ◽  
Work Arrangement

The fierce competition imposed on organizations to invest in human resource development, these organizations realized that having a market share or manufacturing high quality products will not be achieved only by technology or capital, but with skills and effectiveness of its human resources, which is considered as the thinker, the creator, the innovator and the developer. In this study, we address the issue of modern practices of human resources management as employee resilience, flexible work and time, social responsibility, which has received a lesser conceptual and empirical attention specifically, from managers perspective. More importantly, we tried to draw attention to the importance of resilience and flexibility in work, and how they can be combined with other practices of social responsibility, such as transparency and fairness among employee. We tried to evaluate to what extent the human resources departments under study committed toward social responsibility, then to bridge this concept to job resilience and flexible work arrangement. This study was applied at four manufacturing Algerian organizations, on a sample of 43 managers, heads of departments and supervisors. By conducting a questionnaire that contained questions covering four axes including demographic questions, data process was done by SPSS version 23; we confirmed the existence of a strong positive relationship and a statistical significance between the three concepts, and between these latter and the personal characteristics of respondents such as Age and experience. We conclude that what is needed in today Algerian organizations the supportive leadership as well as socially responsible management.

The Influence of Flexible Work Arrangement and Remuneration on Employees’ Job Satisfaction in Private Higher Education Institutions

2019 ◽  
Vol 5 (1) ◽  
pp. 71
Author(s):  
Abdul Kadir Othman ◽  
Hasfah Nurhanum Mustafa ◽  
Muhammad Iskandar Hamzah ◽  
Mohd Zulkifli Abdullah
Keyword(s):  
Job Satisfaction ◽  
Private Colleges ◽  
Private Higher Education ◽  
Educational Institutions ◽  
Flexible Work ◽  
Four Dimensions ◽  
Institutions Of Higher Learning ◽  
Flexible Work Arrangement ◽  
Salary Satisfaction ◽  
Work Arrangement

Job satisfaction is the most common topic of research, but it is still relevant as most problems in the workplace are related to employees’ job satisfaction. The same problem is also prevalent those working in higher educational institutions. Due to this concern, the present study was conducted among 163 academics in private colleges in Kuantan, Pahang, Malaysia. Based on the result of factor analysis, it was found that job satisfaction of academics can be divided into four dimensions; career and salary satisfaction, creativity satisfaction, administration satisfaction and attitudinal satisfaction. Factors that significantly influence the dimensions of job satisfaction are flexible work arrangement, salary and promotion. All these three factors significantly influence career and salary satisfaction and administration satisfaction. Promotion on the other hand leads to creativity satisfaction. And, salary contributes to attitudinal satisfaction. The findings of the study indicate the importance of flexible work arrangement and compensation on academics’ satisfaction, thus, the management should consider these aspects when planning for the work schedule and career development of the academics in the institutions of higher learning.

The Effects of Flexible Work Arrangements on Stressors, Burnout, and Behavioral Job Outcomes in Public Accounting

2002 ◽  
Vol 14 (1) ◽  
pp. 1-34 ◽  
Author(s):  
Elizabeth Dreike Almer ◽  
Steven E. Kaplan
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Personal Accomplishment ◽  
Flexible Work Arrangements ◽  
Job Outcomes ◽  
Flexible Work ◽  
Public Accounting ◽  
Work Arrangements ◽  
Flexible Work Arrangement ◽  
Work Arrangement

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.

Managerial Issues for Telecommuting

1999 ◽  
pp. 38-47
Author(s):  
Anthony R. Hendrickson ◽  
Troy J. Strader
Keyword(s):  
Software Engineering ◽  
Data Exchange ◽  
Geographic Area ◽  
Flexible Work ◽  
Engineering Company ◽  
Flexible Work Arrangement ◽  
Job Category ◽  
Work Arrangement ◽  
Initial Results

In this paper the issues faced by firms in today’s telecommunications environment are compared and contrasted with an actual telecommuting case study of Trade Reporting and Data Exchange, Inc. (T.R.A.D.E.), a software engineering company located in San Mateo, CA. Initial results indicate that telecommuting was successful for T.R.A.D.E because the required technology was widely available (the candidate initiated the idea and had the necessary industry and company experience) the organization could provide the flexible work arrangement while retaining a valuable employee, the employees were able to live in a geographic area of their choice, overall costs could be shared by the company and employees, the job category was an ideal fit, and existing procedures were in place for communicating and managing the geographically detached worker. As telecommunications technology evolves this arrangement will continue to challenge the firm and their employees.

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