Flexible Work Arrangements Research Articles

“Fostering Employee Well-Being: The Role of Occupational Safety and Health in Modern Working Policies”

In today’s rapidly evolving work environments, effectively addressing employee well-being through strategic working policies and robust Occupational Safety and Health (OSH) practices has become increasingly crucial. Hence, this study explores the impact of working policies and OSH practices on employee well-being, aiming to understand how these factors contribute to job satisfaction, stress reduction, and overall health. Utilizing a cross-sectional survey design, the research involved 200 employees from various sectors in Malaysia, selected through simple random sampling. Data were collected via an online survey, which included validated questionnaires to assess working policies, OSH practices, and employee well-being. The analysis, performed using SPSS, employed descriptive and inferential statistics to examine the relationships among these variables. The findings reveal that effective working policies, such as flexible work arrangements, and comprehensive OSH practices directly enhance employee well-being by reducing stress and preventing injuries. Moreover, working policies moderate the relationship between OSH practices and employee well-being, especially in remote and hybrid work settings. Employee well-being also mediates the impact of working policies on organizational productivity, suggesting that healthier employees contribute to better organizational performance. The study highlighting the importance of integrating supportive work environments and safety measures to improve employee outcomes. The implications of these findings are significant for organizations aiming to enhance employee satisfaction and productivity. By prioritizing flexible working policies and comprehensive OSH practices, organizations can foster a more supportive work environment. However, the study’s limitations, including its cross-sectional design and sample size, indicate the need for future research to explore these relationships longitudinally and across diverse contexts. This study contributes valuable insights for both researchers and practitioners committed to optimizing work environments for better employee well-being.

The Joint Role of Focused and Molar Climates and Eudaemonic Well-being as Mediators of the Relationship between Flexible Telework and Scientific Productivity in Spanish ERC-Granted Teams.

Flexible work arrangements, such as teleworking, have gained massive and unprecedented usage for creating work environments that foster well-being and productivity. Yet empirical evidence is still scant and not much is known about the role of organizational climate(s) in this process. Accordingly, the present study was set out to investigate the mediating mechanisms linking flexible teleworking to scientific productivity by considering climate for well-being dimensions, the climates for excellence and for innovation, and eudaemonic well-being as mediating constructs. Data were collected from 358 members of 48 Spanish European Research Council (ERC) granted teams and analyses were conducted both at the individual and team level, after checking for the relevant aggregation indexes. Relevant and significant relations were found within the hypothesized statistical model both at the individual and team level of analysis. The climate dimension of team support and the climate for innovation, together with eudaimonic well-being, resulted to be linked by significant relationships suggesting a potential mediating path. Also, empirical evidence supported considering gender as a control variable for the relationship between flexible teleworking and the climate dimension of work-life balance. In conclusion, climate variables and eudaimonic well-being represent relevant variables for the explanation of the relationship between flexible teleworking and scientific productivity. Practical and theoretical implications, and limitations are further discussed in the article.

Adapting to change: exploring perceptions and demands of the coronavirus (COVID-19) workforce changes - an Australian multi-institutional radiation oncology survey.

Objective To evaluate the perceptions of the coronavirus disease 2019 (COVID-19) initiated workplace strategies implemented in radiation oncology departments across Australia. Methods A multidisciplinary team from Princess Alexandra Hospital developed a survey to address the impact of the pandemic strategies on areas such as patient care, staff education, well-being, flexible working arrangements, and research. The survey was conducted from November 2020 to April 2021. Results Out of 210 respondents from seven institutions, 45% reported burnout and 57% experienced work work-related stress. A significant majority of respondents were in favour of continued remote work (86%, 131/153). Radiation oncologists identified administrative or non-clinical work (92%, 34/37), telehealth clinics (32%, 12/37), or radiation therapy planning (22%, 8/37) as suitable for remote work. Additionally, 54% (21/39) of the radiation oncologists plan to use telehealth more frequently, with 67% (26/39) feeling more confident with the technology. The majority (81%, 171/210) of participants favoured continuation of hybrid in-person and virtual meetings. Virtual solutions were adopted for quality assurance activities (72%, 118/165) and 52% (60/116) indicated preference for ongoing utility of virtual platforms. However, 38% (79/210) of the respondents expressed concerns about the negative impact on junior staff training. Conclusion These findings reveal a strong inclination towards technological advancements and remote work arrangements to enable flexible working conditions. Our study suggests the need for ongoing reforms, focusing on improving clinical service delivery efficiencies and enhancing job satisfaction among clinicians.

From Burnout to Balance: A Sustainability-Oriented Survey on Job Stress and Work-Life Integration

Job stress causes increased absenteeism, which is a physical and emotional response to the work load. Employee presenteeism can be beneficial, yet it can also lead to a lack of productivity. Organisations must develop initiatives to promote employee well-being and manage job stress. Addressing job stress benefits both companies and individuals. Work-Life Balance (WLB) refers to the necessity for an employee to maintain a balance between work and personal life. Employee is able to prioritize both family and professional needs equally. Employee well-being and work-life balance are addressed through flexible working arrangements. Work-life balance is challenging to achieve in our daily lives; individuals should prioritize professional development, organizational progress, and job happiness. Conflicts at work and in the family emerge when work-life balance is not maintained, and individual progress is impeded. The current study's goal is to discover and suggest elements that contribute to job stress/strain among employees. Strategies to improve employee well-being and reduce stress. The study used the questionnaire method. A questionnaire with well-developed scales that covers all of the study's dimensions, including 9 items for job stress, 8 items for work-life balance, 6 items for work-family conflicts, and 4 items for family-work conflicts. Surveys and questionnaires make use of the convenience sampling technique. The questionnaire has 27 items and uses a 5-point LIKERT SCALE. The researcher can make a few recommendations. Employees that lack work expertise, have excessive job demands, or are unable to perform their duties experience work stress. •Organizations must address staff stress initiatives. A structured questionnaire is utilized to collect data from 220 employees for the study. Job stress reduces productivity and happiness while also causing a loss of physical and emotional equilibrium. Increased job strain causes excessive absenteeism and makes it difficult to concentrate at work. Tight deadlines and a high workload cause strain.

Striking a Balance: Investigating Work-Life Balance Strategies and their Impact on Healthcare Provider Performance in Public Health Facilities, Bushenyi District, Uganda

The well-being of healthcare providers is intricately linked to the quality of care they deliver, yet the demanding nature of their work often compromises their own health and satisfaction. In public health facilities, where resources are scarce and patient loads are high, healthcare providers face unprecedented stress, burnout, and exhaustion. Achieving a delicate balance between work and personal life is crucial to sustain their physical, emotional, and mental resilience. This study investigated the critical intersection of work-life balance and healthcare provider performance in public health facilities, shedding light on the strategies that can harness the full potential of these dedicated professionals, improve patient outcomes, and strengthen Uganda’s healthcare system, particularly in Bushenyi District, Uganda. The study was anchored Role Theory. The research utilized a quantitative research approach and was guided by a descriptive research design. The study targeted 197 permanent healthcare workers, from which 132 respondents were selected were selected through stratified random proportionate sampling and simple random sampling. Primary data were collected using structured self-administered questionnaire and analyzed using both descriptive and inferential statistics with the aid Statistical Package for Social Sciences (SPSS) version 27. The results of the simple linear regression analysis revealed a statistically significant relationship between work-life balance strategies and healthcare provider performance (t=2.104; p= 0.037; p<0.05). The study concluded that work-life balance strategies are pivotal in fostering the performance of healthcare providers in public healthcare facilities. The study recommended that flexible work arrangements should be offered by healthcare organizations. Prioritizing employee welfare has the potential of leading to improved health outcomes.

An Analytical study on Navigating Sustainability Challenges and Opportunities in the era of AI and the Gig Economy

The gig economy, characterized by its flexible work arrangements and independent contractors, has witnessed rapid growth in recent years. However, it faces sustainability challenges related to worker welfare, income security, and job classification. This paper explores the emerging role of artificial intelligence (AI) in the gig economy and its potential impact on these sustainability concerns. Through an analytical lens, it examines the current applications of AI in the gig economy across various platforms and tasks, highlighting both efficiencies and potential biases.The anticipated effects of AI on gig workers including job displacement, skill requirements, and potential for wage changes.The implications of AI for the sustainability of the gig economy, analyzing how it might exacerbate existing challenges or pave the way for improvements in worker protections and platform governance.Potential policy considerations and recommendations to ensure a more sustainable and equitable gig economy in light of AI integration. The paper concludes by emphasizing the need for a nuanced understanding of AI's potential in the gig economy, advocating for proactive measures to address potential disruptions and harness its capabilities to create a more sustainable and rewarding future for the flexible workforce.

IMPACT OF EMPLOYEES ABSENTEEISM ON PERFORMANCE IN THE LOCAL GOVERNMENT AREAS OF ONDO STATE. A POST COVID-19 STUDY

This study investigates the impact of employee absenteeism on performance within the local government areas of Ondo State, Nigeria. It ascertains the level of absenteeism, examines the influence of working conditions and irregular salary payments on performance, and identifies the primary causes of absenteeism among local government employees. Data were collected through structured questionnaires administered to 592 respondents across three randomly selected local government areas: Owo, Akure North, and Odigbo. We adopted descriptive statistics and regression techniques to examine the relationships between absenteeism, employee performance, working conditions, and salary payments. Findings indicate a significant level of absenteeism, with older employees and those in specific departments showing higher absenteeism rates. Regression analysis reveals that both working conditions and irregular salary payments significantly impact employee performance. Positive working environments are associated with higher performance levels, while irregular salary payments contribute to financial stress and reduced motivation, leading to decreased productivity. The study also identifies key factors contributing to absenteeism, including employee habits, personal and family emergencies, health issues, and work-life balance. In the post COVID-19 context, the impact of absenteeism has been further worsened. The pandemic has exacerbated health concerns, disrupted working conditions, and caused financial instability, all contributing to higher absenteeism rates. Therefore, local governments must consider these new challenges when designing and implementing interventions. Enhanced safety protocols, flexible work arrangements, comprehensive health and wellness programs, equal distribution of palliatives, reliable and timely salary payment and provision of targeted employee training system are crucial in the post-pandemic era to mitigate absenteeism and boost employee performance. Department-specific interventions and robust monitoring and evaluation systems are also essential to address the unique challenges different departments face. Addressing absenteeism through targeted interventions can significantly enhance local government employee attendance and performance in Ondo state.

Flexible working arrangements and employee contextual performance of working mothers

Flexible working arrangements and employee contextual performance of working mothers

Work-Life Integration in Women's Lives: A Qualitative Study

Objective: Work-life integration represents a critical challenge for many, especially women who often navigate complex interplays of professional aspirations and personal responsibilities. This qualitative study aims to explore the experiences of work-life integration among women, identifying the strategies they employ and the challenges they face, with the objective of informing policies and practices that support gender equity and work-life balance. Methods and Materials: Employing a grounded theory approach, the study conducted semi-structured interviews with 23 women from various professional backgrounds. Participants were selected through purposive sampling to ensure a wide range of experiences were represented. Interviews focused on daily routines, challenges in work-life integration, and strategies for managing these challenges. Data were analyzed using thematic analysis to identify key themes and patterns. Findings: The study identified five main themes related to work-life integration: Workplace Flexibility, Support Networks, Personal Well-being, Career Advancement, and Work-Life Conflict. These themes highlight the importance of flexible work arrangements, robust support systems, attention to personal well-being, pathways for career advancement, and the ongoing negotiation of work-life conflict. Each theme encompasses several subthemes and concepts that illustrate the complex and varied strategies women employ to achieve work-life integration. Conclusion: The findings underscore the multifaceted nature of work-life integration for women, emphasizing the crucial role of workplace flexibility, supportive networks, and policies that prioritize personal well-being and career advancement. The study suggests that addressing these key areas is essential for promoting work-life balance and gender equity in the workplace.

Analyzing the Factors Affecting Private Sector Employees' Work-Life Balance: An Empirical Study

The purpose of this study is to look at the connections between 352 employees of private companies in Bangladesh and their perceptions of work-related issues and work-life balance. In order to emphasize the features and importance of the different study factors, a descriptive research approach was adopted. 352 workers of private businesses in Bangladesh were asked to complete a well-structured questionnaire in order to get primary data. Regression models and factor analysis were employed in the data analysis. The method used by the researcher was a convenient random sample. The study underwent a reliability test. For the independent and dependent variables, the Cronbach's alpha values are 0.850 and 0.770, respectively. The study's regression analysis showed a connection between perceived work-related characteristics and work-life balance (like workplace flexibility, paid time off, and paternity leave) as well as demographic factors (like marital status, work time, income, and tenure) among employees in private organizations. The researcher established that these elements affected work-life balance. This research may provide managers with the necessary knowledge to determine the optimal way to develop work-related components, such as employee work-life balance.

Healthcare Professionals’ Job Satisfaction at Primary Healthcare Centers in The Eastern Province of Saudi Arabia

Introduction: A lack of job satisfaction is identified as a primary factor contributing to high staff turnover among healthcare professionals. Objective: To assess the extent of job satisfaction among healthcare professionals in the Eastern region of Saudi Arabia.Methods: The study employed a quantitative, descriptive, cross-sectional research approach. Convenience sampling was employed to select a sample of 300 healthcare professionals from primary healthcare centers in the Eastern region of Saudi Arabia. A digital survey, including a sociodemographic data sheet and a job satisfaction questionnaire, was distributed to healthcare personnel through various social media channels. The study adhered to all ethical protocols in scientific research, and data analysis was conducted using descriptive statistics with the SPSS V 26.0 program.Results: Regarding job satisfaction, 39% of respondents reported a high level of contentment with their work environment, while only 6% indicated a strong sense of dissatisfaction. Notably, the categories of "employees' experience" and "benefits offered by the organization" garnered the greatest mean score and the highest satisfaction levels, with a significant 40% expressing great satisfaction. However, the aspect that received the lowest satisfaction mean score among participants was "workplace flexibility," with only 36% expressing high levels of satisfaction concerning this point. The average score for job satisfaction was 7.32±2.9, indicating a moderate to high degree of satisfaction among professionals.Conclusions: Primary healthcare workers experienced moderate to high levels of job satisfaction. The findings emphasize the importance of implementing a flexible work structure to enhance job satisfaction within the healthcare industry

Research on Innovation in Human Resource Management in the Context of a Sustainable Economy

Human resource management (HRM) is encountering fresh challenges and possibilities in the sustainable economy. As the world’s attention on environmental protection and social responsibility grows, businesses are reassessing their human resource management strategies and practices to support sustainable development. The innovative human resource management model helps improve employee satisfaction and loyalty and enhances enterprises’ competitiveness and market adaptability. First, businesses must focus on green recruitment by setting standards that prioritize environmental protection and social responsibility to attract talents that are aligned with sustainable development principles. This method not only enhances the company’s reputation but also fosters the sustainable advancement of society. Second, companies can introduce flexible working arrangements, such as telecommuting and flexible working hours, to meet employees’ needs for environmental protection and work-life balance. Furthermore, the organization should prioritize its workforce’s ongoing education and growth. It entails enhancing employees’ understanding and abilities in environmental protection and sustainable practices through comprehensive training programs and fostering an environment that encourages innovation. It is necessary for enterprises to establish an effective performance management system, incorporate sustainable development goals into employee performance appraisal, and ensure that employees will contribute to the sustainable strategy. Implementing the aforementioned innovative management measures allows enterprises to achieve enhanced economic benefits while positively contributing to the sustainable development of society and the environment.

Work From Home and Role Clarity: Keys to Employee Satisfaction in a Dual Role Context

This study aimed to examine the interplay between work-study conflict (WSC), work from home (WFH), and role clarity in influencing satisfaction among students in Indonesian startups. Furthermore, an examination of the relationship between the variables was conducted with descriptive quantitative design and a sample of 33 students using partial least squares structural equation modeling (PLS-SEM). The results showed that WSC negatively impacted employee satisfaction, while WFH and role clarity provided a positive influence. Role clarity moderated the relationship between WSC and WFH, signifying the importance of mitigating the adverse effects of WSC on employee satisfaction. These observations identified the need for startups to establish clear role expectations and flexible work arrangements to enhance employee well-being and job satisfaction. However, the applied cross-sectional design and relatively small sample size led to generalizability limitations. Future investigations should address the observed limitations to validate the results and explore the broader implications of these factors on employee satisfaction.

Employee Attitude and Job Motivation as Influencers of Employee Commitment Among Selected Multi-Purpose Cooperatives in Davao City

Employee commitment is crucial for the prosperity of the organization. The study aimed to determine the influence of employee attitude and job motivation on employees’ commitment among Multi-Purpose Cooperatives in Davao City. A descriptive-correlational design was utilized in the study with a purposive quota of 200 respondents from among the 10 selected multi-purpose cooperatives in Davao City. Mean, Standard Deviation, Pearson R, and Multiple Regression Analysis were used to analyze the gathered data. Research findings unveiled that the level of employee attitude toward multi-purpose cooperatives in Davao City is often manifested. The cooperative may instigate and cultivate activities and practices to enhance employee engagement and satisfaction. In addition, the level of job motivation is often manifested. The company cooperative may sustain and improve the procedures concerning employee motivation. Moreover, the level of employee commitment of cooperative personnel is often evident. The study suggests implementing flexible working arrangements and utilizing task management tools to improve and elevate the working conditions among employees. Further, employee attitude and job motivation significantly correlate with employee commitment. Also, the combined influence of employee attitude and job motivation can explain 71.6% of the variation in employee commitment.

Sustainable flexible work arrangements: a qualitative study from Ghana

Sustainable flexible work arrangements: a qualitative study from Ghana

Sustainable flexible work arrangements: a qualitative study from Ghana

Sustainable flexible work arrangements: a qualitative study from Ghana

Poor sleep quality and its associated factors among working adults during COVID-19 pandemic in Malaysia.

In Malaysia, a nationwide movement control order (MCO), implemented to curb the COVID-19 spread, impacted on the lives of the working population which could impair sleep quality. This study aims to find the sleep quality status and its association with the socioeconomic, employment and lifestyle factors of working adults during the MCO period. A cross-sectional study was conducted among 500 eligible working adults. Data were collected using a structured questionnaire consisting of the Pittsburg Sleep Quality Index. The proportion of poor sleep quality is found to be 59.4%. Analysis shows that the use of electronic devices before sleep (OR=2.33, 95% CI=1.02-5.35, p-value=0.046), increased amount of workload (OR=0.45, p-value=0.005), decreased in amount of workload (OR=0.48, p-value=0.003) and distracted while working (OR=0.57, p-value=0.014) are the factors significantly associated with and are predictors of poor sleep quality. During crisis, there is a need for public health interventions for the working population to adopt a healthy lifestyle. Employers are recommended to support employees' well-being and to provide a healthy workplace during challenging times. Policy recommendations are also made to implement flexible working arrangements, workload management, workplace mental health support and legal protections on reasonable working hours, rest breaks and time off during crises.

Striking the Balance: The Priority Ranking of Flexible Work Arrangements in Freight Forwarding Companies

The Flexible Work Arrangements (FWA) is increasing its prominence in today’s business world. Companies are increasingly adopting flexibility to improve employee happiness and overall operational efficiency as the landscape of work patterns evolves. There is a growing research need to address the relative importance of different FWA according to specific business fields of the companies. This study aims to contribute to the field of organizational management by systematically prioritizing and ranking various FWA in the context of Turkish freight forwarding companies using the Analytic Hierarchy Process (AHP) methodology. The literature mainly suggests available FWA and their individual contributions to employee satisfactions. However, there is a research gap to identify the most relevant methods that match the specific needs of the sea freight forwarding sector. This study tries to construct a complete hierarchy of flexible work arrangements by meticulously using the AHP framework and including the viewpoints of both academics and Human Resources (HR) officials. This study seeks to establish a comprehensive hierarchy of flexible work arrangements, taking into account practices such as remote work, flextime, flexplace, and leave control, among others, through a meticulous application of the AHP framework. The findings of this study are expected to provide practical insights, assisting freight forwarding firms in making educated decisions on the implementation and priority of flexible work practices and promoting a harmonious and productive work environment.

Analysing Working from Home Provisions in the Amended Employment Act 1955 and Lessons from the UK

The Employment Act 1955 (EA 1955) has undergone a recent change that has added new rules pertaining to flexible working arrangements (FWA) in Malaysia. This could be seen by some employee groups as an appropriate legal response to their demands for the ability to work from home (WFH). But it's unclear how well-founded this viewpoint is and how much the new laws and regulations will have an impact on WFH settings. Thus, the purpose of this research is to examine the idea of WFH, which is included in FWA models, as well as the extent to which the current legal framework—basically, the new statutory requirements included in the EA 1955—regulates employees' ability to request WFH. Drawing a concise comparison with laws and practices in the UK, the aim is to identify commendable practices, enabling the formulation of recommendations to enhance the local legislations. This paper is a doctrinal legal research that critically analyse both legal sources and non-legal sources to investigate the intended objectives. The study reveals that, as of now, there is no clear direction regarding the overall regulatory framework concerning FWA and WFH in Malaysia. This lack of clarity is attributed to the recent enforcement of laws on FWA, specifically WFH, since January 1, 2023. Notably, supplementary regulations complementing the existing provisions in the EA 1955 have yet to be introduced. Consequently, the actual impact of the law remains inconspicuous. Moreover, the existing statutory provisions are considered relatively vague potentially leading to various issues. The research further found that, good practices and legal provisions from UK jurisdiction in governing the right of employees to request WFH arrangement would have offered useful guidelines in enhancing the practices and governance of the WFH model.

The Influence of Flexible Work Arrangements toward Loyalty and Innovative Work Behavior Mediated by Work-Life Balance

Uncertain situations are very vulnerable for organizations maintaining their activities. Organizations must have a strategy to maintain the availability of human resources. One of the strategies carried out by the organization is to create flexible work arrangements which are predicted to be a solution in the future to increase job satisfaction, commitment, and work-life balance and encourage employees to provide higher performance and innovation. This study used PLS (Partial Least Square) analysis tools and a sample size of 117 respondents. The results showed that flexible work arrangements affect work-life balance, loyalty, and innovative work behavior. Furthermore, work-life balance mediates the relationship of flexible work arrangements towards loyalty as well as mediates the relationship of flexible work arrangements towards innovative work behavior. This study was conducted to determine work flexibility and its relationship towards loyalty and innovative work behavior with the object of research of lecturers at Qamarul Huda Badarrudin University, Central Lombok.