Abstract
Work-life balance is now being encouraged in organizations across different cultures. Moreover, amidst the current ‘pandemic’ status of widespread disease COVID-19, its essential for businesses to operate remotely as FWAs response to these challenges. The purpose is to focus on explaining how FWAs induce affective commitment as well as help in achieving work-life enrichment. For this, we proposed a theoretical framework hypothesizing that FWAs reduce work-life conflicts as well as make employees more engaged. The effect of FWAs on these two is also complemented by better time planning. Reduction of conflicts and enhanced engagement would, in turn, increase affective organizational commitment and work-life enrichment. Empirical significance was calculated by performing a survey using a questionnaire to collect data from 300 service sector employees in Pakistan. We determined our results by using structural equation modeling. The results suggested that FWAs are significantly and positively related to affective organizational commitment, engagement, and work-life enrichment, whereas negatively and significantly affect work-life conflict. Moreover, engagement also positively affects enrichment and affective commitment. Surprisingly, work-life conflict seems to positively affect work-life enrichment. Time planning seems to negatively complement the effect of FWAs on work-life conflict whereas, positively affect engagement. This study concludes that positive outcomes are generated by simply providing FWAs and more friendly policies whereby increasing effectiveness and ensuring business success continuity.
Highlights
1.1 BackgroundFlexible arrangement practices have become common in numerous organizations as part of a core strategy to recruit, inspire and retain key skilled workers (Hill et al, 2008) (Society of human resource management, 2010)
This paper explores the ties between the flexible work arrangements, affective organizational commitment, employee engagement, work-life conflict and enrichment with complementary role of planning behavior for the very first time
According to Kock (Kock, 2015), the variance inflation factors (VIF) for reflective and formative constructs may be used to determine the common method bias resulting from the full collinearity test using PLS-Structural Equation Modeling (SEM)
Summary
1.1 BackgroundFlexible arrangement practices have become common in numerous organizations as part of a core strategy to recruit, inspire and retain key skilled workers (Hill et al, 2008) (Society of human resource management, 2010). It helps organizations to meet the changing needs of the workplace by offering work-time flexibility which leads to reduction in work-life conflicts alleviating stressful work conditions (Allen, Johnson, Kiburz, & Shockley, 2013). Amidst the current ‘pandemic’ status of widespread disease COVID-19, as declared by the World Health Organization (WHO) it becomes essential for businesses to operate remotely as many have started to. World Health Organization reported on mental health and psychosocial issues during the epidemic of COVID-19, which was released on 18 March 2020 suggests using FWAs is the last resort with partnering inexperienced workers with their more experienced colleagues and ensuring a good quality communication, organizations can perform their businesses effectively, without endangering anyone’s health or life from impact of corona virus. Flexible workers can become more mindful of the effect of their working conditions on their health, jobs and career growth, eventually leading to empowerment in the form of active self-care and a demand for labour rights (Spurk & Straub, 2020)
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