Abstract
Orientation: Professional workers increasingly have the ability to do their work outside normal working hours, while being away from the workplace or from the comfort of their homes. Advancements in technology have made flexible work arrangements (FWAs) much easier and viable for corporates to consider. Research purpose: Although research mostly confirms the benefits of FWAs, research on the outcomes of FWAs is somewhat inconclusive and sometimes contradicting, both within and across developed and emerging economies. Motivation for the study: It is important to advance our understanding of the use of FWAs and their outcomes so that organisations in emerging economies have a valid basis for considering the implementation of FWAs. Research approach/design and method: This study applied survey-based research to investigate the use and outcome of two of the most common FWAs – flexible working-time hours and telecommuting – amongst software developers in an emerging economy. Main findings: The results indicate that employers in South African software development sector have largely adopted FWAs, and that developers use flexible working arrangements and perceive them to be beneficial for themselves and their organisations. The study results confirm that FWAs do not correlate with fewer working hours but do correlate with increased levels of both engagement and performance. Practical/managerial implications: The findings are important in the light of critical shortage of and the resulting high pressure on software developers. Employers in emerging economies such as South Africa could seriously consider implementing FWAs, can probably do so with confidence and are likely to receive support from their staff. Contribution/value-add: The findings of this study are significant because they confirm that the workplace flexibility provided by FWA is effective, also in a developing economy such as South Africa.
Highlights
Workers are increasingly looking for working time flexibility, and one of the challenges that organisations face is with regard to combining their business requirements with employees’ needs for flexibility
Do specific Flexible working arrangements (FWAs) yield the results indicated in Table 1 independently or in isolation and tend to render an even stronger result if more than one type is applied, for example, the typical combination of flexitime with telecommuting (Thompson et al, 2015), which tends to act as a single bundle (Peretz et al, 2018; Stavrou, 2005)
This study confirms a substantive provision of FWAs by South African software development companies and the utilisation thereof by their software developers
Summary
Workers are increasingly looking for working time flexibility, and one of the challenges that organisations face is with regard to combining their business requirements with employees’ needs for flexibility. Research results mostly indicate that are FWAs popular but that implementation mostly yields many important positive work outcomes, such as high performance (De Menezes & Kelliher, 2017) and increased engagement (Anitha, 2014; Bailey, Madden, Alfes, & Fletcher, 2017). FWAs are not a panacea or without challenges and a major issue underlying research on FWAs is whether the outcomes are universally applicable, or contingent on particular contexts (Peretz, Fried, & Levi, 2018). Research is somewhat inconclusive, and most research on FWAs has been conducted in Western countries and developed economies (Bloom, Liang, Roberts, & Ying, 2015; Peretz et al, 2018). Research in emerging economies (especially in Asian countries) often present contradicting results (Croucher & Rizov, 2014; Onken-Menge, Nüesch, & Kröll, 2018; Vahle-Hinz, Kirschner, & Thomson, 2013)
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