EFFECTS OF WORK-LIFE BALANCE PRACTICES ON ORGANIZATION PERFORMANCE IN HOMA BAY COUNTY REFERRAL HOSPITAL, KENYA

Purpose: The specific objective of the study was to establish the effects of compressed workweek on organization performance on public health sectors in Kenya. Methodology: The study adopted a descriptive research design. The populations were 696 and sample size was 254 employees’ while the respondents were 227 which constitute the response rate of 89.4%.The study used stratified sampling method and adopted the Yamane formula. The study used structured closed questionnaires and piloting testing was done on 10% of the sample. Cronbach’s Alpha was used to test the reliability. Validity was determined by posing a series of standardized questions. The study adopted SPSS for data analysis. The Inferential statistics of Pearson correlation analysis was done to establish the strength and direction of the relationship between the independent variables and the dependent variable. The study adopted descriptive statistics tool. Findings: Compressed workweek affects the organization performance and had a positive correlation and significance relationship. The null hypothesis was rejected (P0.01). The study concluded that, compressed workweek is important in improving performance index for Human Resource for health workers in Homa Bay County Referral Hospital (HBCRH) and hence the overall results will lead to improved organization performance. Unique contribution to theory, practice, and policy: Public health sectors are expected to guide policy and practices to address work-life imbalances at the workplace to improve efficiency and productivity at the workplaces. The study recommended that, HBCRH should provide space for more work-life balance practices to improve organizational performance.

Effects of Flexible Working Arrangement on Job Satisfaction

The rapid trend of changes and social issues in managing the global workforce has forced organizations to look for innovative ways of enhancing the job satisfaction of employees. Among these innovative approaches is the provision of Flexible Working Arrangements (FWAs). The purpose of this exploratory research was to identify the effects of FWAs, i.e., flextime schedule, compressed workweek, and telecommuting on job satisfaction from the perspective of the Ethiopian national employees of the United Nations Economic Commission for Africa (ECA) in Addis Ababa. To achieve this objective both descriptive and inferential statistics were conducted. The total population of the study was 250; out of which, 71% of responses were collected. A primary data collection method was implemented using a structured questionnaire. The analysis showed that there is significant positive effect of flextime schedule (R = .39, R2 = .264, p = .001) and compressed workweek (R = .39, R2 = .159, p = .039). This means that increase in the use of flextime schedules and compressed workweek enhances job satisfaction for employees of the ECA in Addis Ababa. The independent variables reported R = .39 and R2 = .15 which means that 15% of corresponding variations in employee job satisfaction can be explained by flexible working arrangements. Nevertheless, this study found out that there are no significant relationship of telecommuting (R = .39, R2 = .065, p = .398) on job satisfaction. Therefore, since the provision of FWAs is at the nascent stage, further studies on the effect of telecommuting on job satisfaction from Ethiopian employees context are highly recommended.

Compressed lives: how “flexible” are employer-imposed compressed work schedules?

Purpose The purpose of this paper is to examine employee satisfaction with an employer-imposed compressed workweek (CWW) schedule within a US municipality (City). Design/methodology/approach The study utilizes an employee survey (n=779) to test factors related to employee satisfaction with the CWW, a four-day, ten-hours/day workweek (4/10 schedule). Findings Employee satisfaction with the schedule is influenced by previous 4/10 pilot experience, work schedule preference, and happiness with the 4/10 schedule’s implementation. Additionally, sick leave figures and survey results regarding informal substitute work schedules suggest that worker fatigue may limit the overall organizational value of the 4/10 schedule. Research limitations/implications The study is opportunistic in nature and therefore constrained by the City’s HR Department concerns for survey length and respondent anonymity. This meant an inability to collect demographic data or to utilize validated scales. Practical implications Analysis suggests that the potential work-life benefits of flexible work schedules may not apply equally to employer-imposed vs employee-chosen compressed work schedules. Further, CWWs engender greater fatigue despite employee satisfaction, an issue managers should consider when weighing schedule costs and benefits. Originality/value The study highlights the importance of employee choice in conceptualizing flexibility and for capturing CWW benefits, namely: an initiative’s voluntary or involuntary nature should be considered when determining whether it is likely to be beneficial for employees.

Staff Perspectives of the Four-Day School Week: A New Analysis of Compressed School Schedules

The four-day school week is a concept that has been utilized in rural schools for decades to respond to budgetary shortfalls. There has been little peer-reviewed research on the four-day school week that has focused on the perception of staff that work in school districts that have recently switched to the four-day model. This study collects data from 136 faculty and staff members in three rural Missouri school districts that have transitioned to the four-day school week within the last year. Quantitative statistical analysis identifies strong support of the four-day school week model from both certified educational staff and classified support staff perspectives. All staff responded that the calendar change had improved staff morale, and certified staff responded that the four-day week had a positive impact on what is taught in classrooms and had increased academic quality. Qualitative analysis identifies staff suggestions for schools implementing the four-day school week including the importance of community outreach prior to implementation. No significant differences were identified between certified and classified staff perspectives. Strong staff support for the four-day school week was identified in all demographic areas investigated. Findings support conclusions made in research in business and government sectors that identify strong employee support of a compressed workweek across all work categories.

Flexibility

Summary This paper examines whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We focus on long workweek, flextime, compressed workweek, variable workweek length and/or variable workweek schedule. In the last three decades, two streams of literature have emerged on flexibility. One stream of literature discusses flexibility as demand-driven, that is, a strategic initiative of employers to enhance the business requirements of the firm. The other stream of literature discusses flexibility as supply-driven, where employees have the ability to influence the decisions about the nature of their work schedules and where employees, especially women, demand flexible work schedules for work-life balance. Thus, we ask are flexible work schedules created for business reasons or to assist workers achieve work-life balance? Statistics Canada’s 2003 Workplace and Employee Survey data linking employee microdata to workplace (i.e., employer) microdata are used in the analysis. Results show that more than half of the workers covered in this data have at least one of the five specified types of flexible work schedules. Approximately 5% of workers have a long workweek, 36% have flextime, 7% a compressed workweek, 13% a variable workweek length, and 16% a variable workweek schedule. Only two in five Canadians have a standard work schedule. Employment status, unionized work, occupation, and sector are factors consistently associated with flexible work schedules. Personal characteristics of marital status, dependent children, and childcare use are not significantly associated with flexible work schedules, while females are less likely to have a flexible work schedule than males. Overall, results suggest that flexible work schedules are created for business reasons rather than individual worker interests. Thus, if public policy makers are committed to facilitating workers’ work-family-life balance interests, then our results suggest that separate policy initiatives designed specifically for workers will be required.