Flexible Work Research Articles

Employee Well-Being Programs and Their Effect on Organizational Commitment: An Analytical Study with Special Reference to Private Bank Employees

Employee well-being programs are critical for fostering a productive and committed workforce. Employee well-being initiatives are crucial for cultivating a productive and motivated staff, particularly in high-stress sectors such as private banking. Workers in this sector frequently endure extended working hours, elevated client expectations, and stringent performance standards, resulting in stress and job unhappiness. Well-being initiatives, such as mental health support, financial aid, flexible work arrangements, and career development programs, are essential for sustaining employee morale and organizational commitment. This study examines the effects of such initiatives on staff retention and satisfaction in private banks, utilizing empirical data from 122 respondents. Diverse statistical methodologies, such as factor analysis, correlation, regression, and hypothesis testing, are utilized to assess the efficacy of these activities. The findings reveal a robust positive correlation between well-being programs and organizational commitment, indicating that employees who receive organized support have increased job satisfaction and reduced turnover intentions. The report emphasizes that financial assistance and healthcare benefits substantially improve employee loyalty, whereas work-life balance programs foster long-term involvement. The findings highlight the imperative for private banks to invest in comprehensive well-being programs to enhance workforce stability and organizational performance. Through the implementation of comprehensive well-being initiatives, private banks can diminish employee turnover while fostering a more dedicated, engaged, and high-performing team.

Unleashing Potential in SMEs: How Intellectual Capital Fuels Employee Flexibility to Reach Strategic Goals

This paper investigates the impact of intellectual capital on employee flexibility in SMEs, specifically focusing on how human, relational and structural components of intellectual capital contribute to skill and behavioural flexibility. The research addresses the gap in understanding how intellectual capital influences employee adaptability, essential for achieving strategic goals, especially in SMEs with limited resources. We have tried to address these research questions: Does intellectual capital improve skill and behavioural flexibility?; and how does employee flexibility impact the achievement of strategic goals? We have employed an empirical, quantitative research approach. Data has been collected through a structured survey from a sample of 233 Italian SMEs, and the relationships between variables has analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). Our findings reveal that human capital significantly enhances both skill and behavioural flexibility, while relational capital positively influences these aspects to a lesser extent. Interestingly, structural capital shows no significant direct impact on skill and behavioural flexibility. Both skill and behavioural flexibility demonstrate a significant positive impact on planning effectiveness. Contrary to previous studies, our results indicate that in SMEs, a high level of formalisation favours the achievement of strategic goals without hindering employee flexibility. This research advances the understanding of intellectual capital's role in SMEs by empirically demonstrating its impact on employee flexibility and subsequent performance. For scholars, this study extends the theoretical framework linking intellectual capital, employee flexibility and a firm’s ability to reach strategic goals in SME contexts. It challenges existing assumptions about the relationship between formalisation and flexibility in smaller organisations, opening new avenues for future research. Furthermore, our findings contribute to the ongoing discussion about the unique characteristics of SMEs and how they can effectively manage their resources to remain competitive. For practitioners, particularly SME managers, the study emphasises the critical importance of fostering human and relational capital to achieve greater employee flexibility. By doing so, SMEs can enhance their ability to reach strategic goals.

The Role of HRM Practices in Shaping Employee Motivation, Satisfaction, And Retention in The Hotel Industry

This study investigates the impact of HRM practices and policies, including flexible working hours, wellness programs, training, recognition, and career development opportunities, on employee motivation, satisfaction, and retention in the hotel industry. Using a quantitative approach, data was collected from 500 hotel employees, and statistical analyses, including onesample t-tests, were conducted to assess the significance of employee perceptions regarding HR practices. The results reveal that HRM practices significantly influence key outcomes, with worklife balance, compensation, and recognition emerging as critical factors. Practices like crosstraining opportunities, skill development initiatives, and performance-based incentives also play a vital role in employee retention and motivation. The findings highlight the pressing need for enhanced HRM policies to address employee concerns and foster a supportive, engaging, and inclusive work environment in the competitive hospitality sector. This research provides actionable insights for hospitality managers to design targeted HR policies that align employee needs with organizational objectives.

The impact of sustainable practices on employee well-being and organizational success

The evolution of work models, particularly the shift towards remote and hybrid work, has made employee well-being a central focus for organizations. Research shows that adopting sustainable and inclusive workplace practices that prioritize both physical and mental health significantly contributes to increased employee engagement, productivity, and overall satisfaction. The adoption of holistic well-being policies, including mental health support programs, flexible work schedules, and inclusive environments, is increasingly seen as essential for both personal and professional development. These practices not only benefit employees but also support organizational viability, aligning with global Sustainable Development Goals (SDGs), especially SDG 3, which focuses on health and well-being. Studies by Madero-Gómez et al. (2023), Singh et al. (2019), Abid et al. (2020), and others highlight the critical role of sustainable human resource management (HRM) practices in promoting employee well-being and reducing environmental impacts, creating a mutually beneficial cycle for both employees and companies. Investing in well-being strategies such as promoting mental health and offering flexible working conditions has proven to enhance organizational culture and contribute to long-term business success. The post-pandemic work environment further underscores the importance of such practices. As organizations aim to adapt to new challenges, prioritizing employee well-being and sustainability can offer a competitive advantage. Companies that implement these policies are better positioned for growth, innovation, and market adaptability, making it clear that employee well-being is integral to achieving sustainable business success.

Technical Education in Community Schools (TECS) Instructors’ Experience in their Retention: A Narrative Study

This empirical paper aims to explore the Technical Education in Community Schools (TECS) instructors’ experiences in their retention. Three TECS instructors from the Kathmandu valley were purposively interviewed to extract their in-depth information. A narrative inquiry method was used to explore the research participants’ lived experiences about their teaching profession along with the various aspects of their retention. Herzberg's motivation-hygiene factor theory was adopted to overview the instructors’ retention at TECS. The study revealed that retention of the instructors is a matter of personal and professional concern. Due to low pay and no provision for job security, those instructors who were only involved in teaching were not satisfied. On the other hand, instructors were happy with their teaching professions as they were applying theoretical knowledge to their practical fields. A flexible working environment, a bureaucratic hurdles-free system, an updated curriculum with appropriate tools and equipment, and professional development opportunities are to be considered for the instructors’ retention at TECS. In a nutshell, TECS instructors’ retention is contextual and depends on working conditions, financial benefits, job security, and professional development opportunities.

Impact of Work-Life Balance Policies on Family Relationships in Canada

Purpose: The aim of the study was to analyze the impact of work-life balance policies on family relationships in Canada. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Work-life balance policies in Canada, such as flexible working hours, parental leave, and telecommuting, have significantly improved family relationships. Research indicates that employees with access to these policies report higher satisfaction in their family roles, with 72% noting improved communication and quality time with family members (Statistics Canada, 2021). Flexible scheduling allows parents to actively participate in child-rearing and household responsibilities, fostering stronger bonds. Additionally, extended parental leave benefits have positively influenced early childhood development and parental well-being. However, challenges persist, as some employees feel pressured to maintain high productivity while working remotely, potentially blurring the boundaries between work and family life. Unique Contribution to Theory, Practice and Policy: Role theory, conservation of resources (COR) theory & work-family border theory may be used to anchor future studies on analyze the impact of work-life balance policies on family relationships in Canada. Organizations should prioritize the implementation of flexible work policies that go beyond merely offering remote work options or paid leave, ensuring that these policies are designed to accommodate the diverse needs of employees. Policymakers should consider expanding and standardizing work-life balance policies across sectors and regions to ensure that all workers have equitable access to family leave, flexible working arrangements, and affordable childcare.

Unraveling the dyadic dynamics: exploring the impact of flexible working arrangements’ availability on satisfaction with work-life flexibility among working parents

Despite ample research on the association between the availability of flexible working arrangements (FWAs) and satisfaction from an individual perspective, little has explored the dyadic correlation between the availability of FWAs and satisfaction with work-life flexibility (WLF) from a couple-level perspective among working parents. Drawing on a linked lives perspective and the work-family border theory, this study contributes to the literature by adopting the longitudinal couple-level dyadic data from the Household, Income, and Labour Dynamics in Australia (HILDA) survey (2001–2021) to examine how couples’ availability of FWAs affects their own and their spouses’ satisfaction with WLF among working parents. The results show that among couples with children, mothers’ availability of FWAs significantly improves their own and their husbands’ satisfaction with WLF. In contrast, fathers’ access to FWAs only improves their own satisfaction with WLF. Moreover, the impact of one’s availability of FWAs on their satisfaction with WLF, as well as the effects of mothers’ availability of FWAs on their husbands’ satisfaction, are more pronounced among formal contract workers. Overall, this study underscores the dyadic association between couples’ FWAs and satisfaction with WLF among working parents, delineating an asymmetric dynamic.

Attracting the Right Talent Through Flexible Work Opportunities

The modern workforce is rapidly evolving, with younger professionals increasingly prioritizing flexibility, purpose, and work-life balance over traditional job structures. To attract and retain top talent, organizations must thoughtfully adapt their culture and work arrangements to meet these shifting employee needs and preferences. Key elements of an effective flexible work philosophy include location flexibility, schedule flexibility, and robust support for skills development and career growth. Leading organizations across industries have found success implementing flexible work models, citing benefits such as expanded talent pools, improved productivity, and strengthened employee engagement and retention. By crafting flexibility policies with both employee well-being and business sustainability in mind, organizations can gain a competitive advantage in recruiting and retaining highly skilled professionals.

The impact on productivity costs of reducing unemployment in patients with advanced breast cancer: A model estimation based on a Portuguese nationwide observational study.

This study aimed to characterize the employment status and work-related conditions of patients with advanced breast cancer (ABC) in Portugal and quantify the productivity costs of premature abandonment of the work market while evaluating strategies to promote employment. The analysis was based on a cumulative incidence model for estimation of ABC prevalence and on a cross-sectional study characterizing the employment status of patients with ABC. This study was conducted in Portuguese hospitals, between Nov2021-Dec2022 and included patients diagnosed with ABC for at least 6 months, aged 66 or less and consenting for a self-answered questionnaire regarding work status. A total of 2151 working-aged women were estimated to have ABC in 2019 in Portugal, with productivity costs amounting to 28,676,754€ over 2019-2021. 112 patients from 9 hospitals were included in the study, average age was 52yr, 48% had a postsecondary educational degree level and 87% reported having a paid job at the time of diagnosis, mostly full-time. At the time of the study, only 38% of the patients maintained the job status. The remaining were unemployed (51%), on medical leave (25%) or retired (24%). Stop working was a personal choice for only 5%. A subsidized part-time employment regimen, despite increased government costs, would allow a reduction in productivity costs, leading to a positive balance of 2,431,329€ over the same period. This study suggests that the majority of patients with ABC abandon the labor market before the age of retirement. Flexible work arrangements would benefit the patient, the government and the society. '.

Suffering of Common Mental Disorders but Still at Work: A Longitudinal Study During Periods of Differences in Regulations for Having Sick Leave.

The aim was to analyse the relationships between work environment characteristics and periods of sick leave (> 14days) in individuals diagnosed with common mental disorders (CMDs) across 1993-2014. Additionally, the study describes changes in the work environment and sick leave trends over these two periods. From the Swedish Work Environment Surveys (SWES) 1993-2013, participants with a diagnosis of a CMD up to five years before the interview were drawn (n = 3795). Risk ratios (RRs) of the annual average number of sick leave days one year after the interview in SWES (1993-2014) were calculated for various work environment characteristics, along with 95% confidence intervals (CIs). Having flexible working hours (RR 0.65: 0.46-0.91) and having an active job (RR 0.60: 0.41-0.88), that is, high job demands and high job control, were associated with a significantly decreased risk for a spell of sick leave > 14days after adjusting for interview year,age, sex, and educational level. There was a tendency that also some aspects of job control, i.e. influence over working hours (RR 0.79: 0.62-1.01) and influence over work pace (0.80: 0.62-1.03), were associated with a lower risk of having > 14days of sick leave. There was a more substantial effect on these work environment factors in 2009-2013 than 1993-2007. Enabling flexible working hours and influencing work pace and working hours can decrease the risk of sick leave among employees diagnosed with a CMD.

Does homeworking affect employee engagement in a German service company? A thematic analysis of employees’ perspectives of engagement whilst homeworking during the COVID-19 pandemic

Purpose This paper aims to explore how homeworking influences employee engagement in a German service company during the COVID-19 pandemic and to provide recommendations for organisations on how to secure employees’ engagement remotely. Design/methodology/approach This paper adopts a qualitative research design in a case study setup with a German service company. A refined framework links homeworking and engagement based on the data collected from interviews and surveys. Findings This paper identifies several factors that affect engagement whilst homeworking, such as work–life balance, family, work intensification, team environment, leadership, organisational activities and flexible working arrangements. The paper also proposes a refined framework that links homeworking and engagement and offers practical implications for organisations. Research limitations/implications This paper is based on a small and homogeneous sample from one service company in Germany, which limits the generalisability of the findings. Future research could use larger and more diverse samples, longitudinal designs and quantitative methods to examine the impact of homeworking on engagement. Originality/value This paper contributes to the scarce literature on homeworking and engagement by providing new and up-to-date insights into the homeworking experience and its effect on engagement in the context of the COVID-19 pandemic. The paper also offers useful suggestions for organisations on how to adapt their practices and policies to secure engagement in a remote work environment.

Flex and Flow: Enhancing Employee Engagement and intention to stay through Flexibility with Insights from Spill over Theory

This article seeks to examine the relationship between workplace flexibility and employee engagement, with a focus on how the implementation of flexible work arrangements can enhance employees' likelihood of remaining within the organization. The article makes references to the Spillover Theory, which posits that an experience that occurs in one domain (work) will affect the experience in the second domain (personal life). This study brings together current literature to emphasize the relevance of flexibility in creating a supportive workplace. According to the research, firms that embrace flexible policies boost employee engagement while also reducing turnover intentions.

The Gig Economy and Its Impact on Women in Iraq

The gig economy has significantly transformed Iraq’s labour market, creating new opportunities for women while also exposing persistent inequalities. This paper traces the experiences of Iraqi women in the gig economy, drawing on both individual and collective insights grounded in the authors’ work in this context. These experiences reveal the dual nature of the gig economy: providing flexible work options while perpetuating vulnerabilities such as discrimination and economic insecurity. By situating our analysis within Iraq’s unique socio-economic conditions, including women’s low workforce engagement and infrastructural challenges, we contribute to a deeper understanding of the dynamics shaping women’s participation in this emerging labour market. The paper explores the types of gig work available to Iraqi women, alongside the structural barriers they face, such as limited digital infrastructure and inadequate legal protections. We conclude by highlighting actionable pathways for improving economic outcomes for women and fostering inclusive growth in the gig economy.

A Review of Women Leadership in Chinese Educational Systems: Challenges and Opportunities

This study examines the role of women in educational leadership, with a focus on the barriers, opportunities, and challenges they face. Despite significant progress toward gender equality, women remain underrepresented in leadership positions within educational institutions, particularly in cultures with strong patriarchal traditions. Key barriers include the glass ceiling, cultural stereotypes, and the dual burden of professional and domestic responsibilities. The review highlights the transformational and participative leadership styles often associated with women. Opportunities for women's advancement have emerged through targeted interventions such as mentorship programs, leadership development initiatives, and flexible work policies. Promoting gender equality in educational leadership requires addressing institutional and cultural barriers, fostering an inclusive leadership culture, and implementing strategies that empower women to succeed in leadership roles. This research underscores the importance of gender equality as a driver of innovation, diversity, and equity in educational systems globally

GIG ECONOMY SHAKEUP : HOW IT’S RESHAPING JOBS, PAYCHECKS AND THE WORLD’S ECONOMY

The gig economy has arisen as a dynamic yet intricate factor in worldwide labor markets, providing workers with more flexibility but also posing substantial challenges concerning job security, wages, and legal protections. This research uses a bibliometric review of 980 academic articles and investigates significant elements influencing the gig economy, such as actual salaries, inflation rates, joblessness, data utilization, and gender interactions. Five primary groupings were detected, each illustrating the intricate connection among these variables. The results show that although the gig economy offers flexible work options, it also worsens problems like income inequality, exploitation, and gender disparities. Utilizing data-driven strategies and organizing labor movements are becoming more crucial in addressing these issues, providing gig workers with resources to enhance their work environments. This article discusses the economic and social impacts of the gig economy, and suggests policy suggestions to promote a fairer and more comprehensive job market for all employees.

Humanized algorithms matter! From enabling social exchange factors to building affective trust mechanism for facilitating gig workers’ task performance

PurposeDigital platform work monitored by algorithms is increasingly supplementing or substituting standard employment. Though gig workers are faced with the vulnerable, fragile and precarious digital platform work environment, the reason why gig workers remain highly willing to show good task performance has been so far unexamined. Building upon the reciprocity of the social exchange theory, this study aims to explore the antecedents and boundary condition of facilitating gig workers’ task performance.Design/methodology/approachFirst, to minimize common method variance, decline spurious mood effects and ensure data robustness, we conducted a two-wave time-lagged survey and collected 269 survey responses from gig workers on different gig platforms in China (e.g. Meituan, Eleme, Didi, Credamo, Zaihang) at two time nodes. Second, abiding by two stage procedures of the PLS-SEM (partial least square structural equation model) approach, we analyzed a moderated mediation model in the digital platform work context.FindingsResults present that both platform work remuneration and flexibility help gig platforms develop an affective trust relationship with gig workers, thus encouraging them to repay the platform by performing platform tasks well. Algorithmic monitoring shows a “double-edged sword” moderating role since it weakens the indirectly positive relationship between platform work remuneration and task performance via affective trust but enhances the indirectly positive relationship between platform work flexibility and task performance via affective trust.Practical implicationsUnderstanding the importance of remuneration and flexibility in developing affective trust can help platforms design effective human resource management (HRM) strategies that enhance worker motivation of maintaining high engagement and performance under precarious working conditions. Additionally, optimizing the “double-edged sword” moderating role of algorithmic monitoring makes it more humanized, enhancing the efficiency with these HRM strategies and making both workers and platforms beneficial.Originality/valueThese findings offer an affective trust-based explanation for the mechanism of maintaining high work performance motivation in the nonstandard and precarious employment from the social exchange perspective, while understanding the (de)humanized aspect of algorithmic monitoring by revealing its “double-edged sword” moderating role.

The Impact of TQM on Sustainable Competitive Performance: A Mediating Role of Organizational Flexibility

The study aims to understand how quality management practices can enhance sustainable competitiveness, and how organizational flexibility can enhance this impact in Jordanian telecommunications companies. In this study, a quantitative research approach was employed. The study population consists of administrative and operational employees working in the telecommunications sector in Jordan, a representative sample of 355 respondents. To evaluate the collected data, the study utilized SmartPLS-4. The findings indicate that organizational flexibility mediates the relationship between TQM and sustainable competitive performance. This means that TQM initiatives improve flexibility thus improving competitive performance. Based on the study Organization must not only pay attention to TQM practices, but should also strive to incorporate flexibility into the organization. In order to take full advantage of these findings, several recommendations are possible. The results show that organizations in the telecommunications sector should particularly focus on training initiatives that prepare the workers in TQM Tenets & Techniques respectively. Such training can certainly improve service delivery and quality as well as the organizations’ commitment to improving quality system wide. However, continuous improvement and creation of a culture that supports it would need to be developed. Promoting such a culture through feedback mechanisms and employee participation in decision making can further this practice optimize TQM as well as incorporate greater flexibility into the organization. Another internal factor that companies should consider is work flexibility.

Sleep duration, work-to-family conflicts and telecommuting: a mediation analysis among German mothers and fathers

ABSTRACT The study investigates the consequences of work-to-family conflicts in telecommuting arrangements for parents’ sleep duration. We discuss the potential relationships from the perspective of flexible resources and greedy roles. The study conducts moderated mediation analyses of telecommuting on sleep duration through work-to-family conflicts and addresses gender differences. The analyses use data from the German Family Panel (waves 10 & 12). After controlling for covariates, the results reveal an insignificant positive direct association between telecommuting and sleep duration. However, the mediation analysis shows that telecommuting is associated with shorter sleep duration through work-to-family conflicts. The moderated mediation further reveals that this negative indirect effect is slightly stronger for mothers than fathers. These findings highlight the complexity/bipolarity of flexible working arrangements in the context of the work-family interface and their implications for sleep behaviour, particularly from a gender perspective.

Rethinking work-life integration: empowering talent in emerging hospitality and tourism work paradigms

Purpose This study aims to explore work–life integration (WLI) as a crucial mechanism underpinning the transformation of the hospitality and tourism industry from shifts in work paradigms, including rapid technological advancements, flexible work forms, quiet quitting, increasing awareness of well-being, cultural diversity and gender disparity. It further develops the coping strategies and research agenda. Design/methodology/approach Through the bridged lens of the work–life boundary theory and conservation of resources theory, this research critically analyzes the literature on emerging work paradigms and WLI and develops a conceptual framework guiding the systematic examination of the WLI mechanisms underpinning the influence from work paradigm shifts. Findings The analysis reveals the underpinning mechanisms in managing WLI, highlighting the importance of systematic and customized work–life management strategies in adapting to evolving work paradigms. An integrated conceptual framework is developed to guide future research and practical applications. Practical implications This study underscores the critical need for strategic WLI management, emphasizing its importance for sustainable industry development. It also proposes actionable work–life management strategies for stakeholders, aiming for positive outcomes at personal, organizational and industrial levels amid the paradigm shifts. Originality/value The comprehensive conceptual framework uniquely bridged two theories that afford a novel, interconnected and in-depth approach to analyzing how work paradigm shifts reshape the industry. It further broadens the research agenda on WLI, with promising research directions proposed for advancing the understanding of the ever-evolving hospitality and tourism work landscapes.

Navigating Work-Life Balance in the Digital Age: A Comprehensive Review of Factors Impacting IT Industry Employees

Introduction: Work-life balance (WLB) has emerged as a critical area of research, particularly in the context of the Information Technology (IT) industry, where the demands of a fast-paced, technology-driven work environment often intersect with personal life commitments. This review examines the intricate dynamics of WLB, drawing upon a wide range of theoretical frameworks and empirical studies to identify factors influencing the equilibrium between professional and personal domains. By highlighting the interplay of supportive organizational practices and the challenges posed by workplace stressors, this paper underscores the importance of achieving a sustainable balance to enhance employee well-being and organizational productivity. Objectives: The primary objective of this literature review is to explore the factors that contribute to or hinder WLB among IT industry employees. Specifically, the review aims to identify positive elements, that foster equilibrium. Conversely, it also examines adverse factors that disturb the equilibrium. By synthesizing existing research, the review seeks to provide actionable insights for designing interventions and policies tailored to the unique challenges faced by IT professionals. Methods: This review adopts a systematic approach to synthesizing theoretical perspectives and empirical evidence from a diverse array of studies on WLB within the IT sector. The methodology involved a comprehensive search of peer-reviewed journals, industry reports, and academic publications using relevant keywords. Studies were selected based on their relevance to WLB in IT and their focus on both positive and negative factors affecting employees. Key themes were identified and categorized to provide a holistic understanding of the topic. This structured synthesis ensures a balanced representation of findings and facilitates the identification of research gaps for future exploration. Results: The findings of this review reveal a complex interplay of factors influencing WLB among IT employees. On the positive side, flexible work arrangements, supportive organizational cultures, and increased job autonomy significantly enhance WLB. These factors allow employees to better manage their professional and personal responsibilities, fostering higher job satisfaction and productivity. However, challenges such as high workload, persistent workplace stress, and the phenomenon of technostress—stemming from excessive reliance on and exposure to digital technologies—emerge as significant disruptors of WLB. These stressors not only diminish employee well-being but also adversely affect organizational efficiency, highlighting the urgent need for targeted interventions. Conclusions: The review concludes that achieving a synergistic equilibrium between work and life requires a multifaceted approach that addresses both supportive and disruptive factors. Tailored organizational policies, such as flexible scheduling, stress management programs, and technology usage guidelines, are essential for mitigating the challenges faced by IT professionals. Furthermore, this study emphasizes the importance of future research in developing sector-specific interventions that account for the unique demands of the IT industry. By bridging the gaps in existing knowledge, organizations can better support their employees, ultimately enhancing both individual well-being and overall organizational performance.