Flexible Work Arrangements Research Articles

A STUDY ON FLEXIBLE WORK ARRANGEMENTS AT KELANTAN STATE ADMINISTRATIVE OFFICE

The modern workplace increasingly values flexible working arrangements (FWA) as a vital component, particularly in response to global events like pandemics, increasing workloads and evolving organizational dynamics. Moreover, technological advancements and a re-orientation of traditional management frameworks toward adaptability further propel this paradigm shift. Additionally, numerous international bodies and agencies have lauded this transition. While the evolving work culture acknowledges the benefits of flexibility for certain employee groups, its impact on productivity remains varied. While governments worldwide recognize the importance of FWA, its full integration into public sectors remains a gradual process and is subject to governmental decisions. A complete and comprehensive implementation of FWA has yet to be realized. This paper investigates the relationship between FWA and various factors influencing its adoption within public sector organizations. By applying SPSS methods in this study, findings have revealed a positive correlation between FWA and organizational dynamics, highlighting the need for public sector entities to prioritize offering diverse FWA options to their employees. This emphasizes the importance of accommodating changing work patterns and promoting employee well-being in today's dynamic work environments.

More Pay and Benefits or Better Work-life Balance? Post Pandemic Perspectives on Employee Centricity among University Frontline Staff

The COVID-19 pandemic forced organisations across diverse industries to redraw their business models globally. Businesses crumbled, downsized, lay off workers, streamlined and digitalized their workflow, maintaining skeletal staff to support integral business functions. Remote working and flexible schedules were institutionalized to manage service employees globally. The study conducted a comparative analysis on the effects of work-life balance and employee remuneration on employee job satisfaction and loyalty intentions. The study targeted frontline staff at three public universities in Zimbabwe and 327 valid responses were obtained. Structural Equation Modeling (SEM) revealed that employee remuneration, remote working and flexible scheduling had positive and significant influence on employee job satisfaction. Further, analysis indicated employee preference of remote working and flexible work scheduling and over more pay and benefits. The positive impact of job satisfaction on employee loyalty intentions was also confirmed. This study flags the significant contribution of work-life balance by bringing new empirical evidence on the relative significance of remote working, flexible working arrangements and employee remuneration on employee job satisfaction and loyalty intentions in the post pandemic normal. The study recommends that universities should harness digital technologies to promote sustainable remote working and enhanced employee autonomy.

IR 5.0: A CONCEPTUAL STUDY ON THE IMPLICATIONS FOR EMPLOYER BRANDING FOR GEN Z

This paper explores the intersection of Industry 5.0 (IR 5.0) and employer branding, with a specific focus on how organizations can leverage IR 5.0 principles to attract, engage, and retain Generation Z (Gen Z) talent. The study aims to provide insights into how the human-centric and sustainability-focused aspects of IR 5.0 reshape employer branding strategies, aligning them with the values and expectations of Gen Z. A conceptual framework was developed by reviewing existing literature on Industry 5.0, employer branding, and generational workforce preferences, particularly those of Gen Z. The paper employs a qualitative approach, synthesizing key themes from the literature to propose strategic employer branding adaptations. Insights were gathered from case studies, secondary data, and industry reports to illustrate real-world applications and potential outcomes. The study identifies several key areas where IR 5.0 enhances employer branding for Gen Z, including the emphasis on personalized work experiences, sustainability, ethical practices, innovation-driven cultures, and human-machine collaboration. It also highlights Gen Z's demand for flexible work arrangements, continuous learning, and purpose-driven roles. These alignments present opportunities for companies to differentiate themselves in a competitive job market. However, a successful alignment requires a comprehensive and authentic integration of IR 5.0 principles into the company’s branding strategy. The conceptual nature of this study limits empirical testing of the proposed framework. Further quantitative research and case studies are needed to validate the findings across different industries and regions. Additionally, rapid technological advancements may require continuous updates to the proposed model as IR 5.0 evolves. Organizations looking to enhance their employer brand and appeal to Gen Z should integrate IR 5.0 principles into their strategic approach. This includes fostering a culture of sustainability, promoting lifelong learning, and leveraging advanced technologies for human-centric innovation. Adopting these practices can strengthen employer branding and attract tech-savvy, value-driven Gen Z talent. This paper is among the first to conceptually link Industry 5.0 with employer branding for Gen Z, offering fresh insights into how the next industrial revolution impacts talent management strategies. It adds to the emerging discourse on how technological and human-focused innovations can reshape workforce dynamics and recruitment practices.

Does digital infrastructure promote individual entrepreneurship? Evidence from a quasi-natural experiment on the “Broadband China” strategy

Digital infrastructure construction provides new channels and a nurturing environment for individual entrepreneurship and is considered a significant factor in stimulating individual entrepreneurship. This study explored the impact of digital infrastructure construction on individual entrepreneurship and its mechanisms. The primary data used in this study were obtained from the China Labor-force Dynamics Survey (CLDS). The relevant data were analyzed using a time-varying difference-in-differences (DID) model. The results indicate that the construction of digital infrastructure can significantly promote individual entrepreneurship by enhancing imitation effects, improving optimistic expectations, and creating flexible work arrangements. Moreover, its promoting effect is more pronounced among individuals with Adverse Childhood Experiences (ACE), females, and low-income families. The study's results reveal the connection between digital infrastructure construction and entrepreneurship, providing policy recommendations and insights to help government departments achieve goals such as digitalization and common prosperity. This study also contributes to the Chinese experience in the global analysis of entrepreneurship.

The Moderating Efforts of Blended Learning on The Flexible Work Arrangements Approach and Students' Performance: Evidence from Student Perceptions

This research explores students' perceptions regarding the impact of flexible working arrangements (FWA) approach on their academic performance, with a focus on the moderating role of blended learning (BL) as an educational setting. A survey was conducted with students across foundation, undergraduate, and postgraduate levels in a Malaysian university to gather insights on how FWA and BL intersect to influence their performance. The findings indicate that FWA positively and significantly influences student performance. Additionally, the integration of BL was found to enhance the relationship between FWA and student performance. This suggests that the flexibility afforded by FWA, when combined with the benefits of BL such as increased engagement and personalised learning, can lead to improved academic outcomes from the students' perspective. The study provides practical implications for educators and institutions seeking to leverage technology and flexible arrangements to create more effective and adaptive learning environments. The theoretical contributions lie in enriching existing frameworks on student engagement, educational technology integration, and the dynamics of BL settings. Overall, this research offers valuable insights into how students perceive the combined effects of FWA and BL on their academic performance. Keywords: Student perceptions, flexible working arrangements, blended learning and teaching, students' performances, university students

Parental emotional, social and transitional health in the first 6 months after childhood critical illness: A longitudinal qualitative study

AbstractAimTo explore the experiences and support needs of parents in the first 6 months after paediatric critical care.DesignLongitudinal qualitative design.MethodsSequential semi‐structured qualitative interviews were conducted with a sample of 28 parents in succession at 1 month and at 6 months (n = 22) after their child's discharge from paediatric critical care using purposive sampling. Data were analysed using the adapted five‐stage framework analysis.ResultsData were developed into eight synthesized themes, three domains and an overarching theme: Regaining Normalcy. Families of children requiring medical treatment at 6 months showed signs of adaption to daily care routines. The two domains were Parental Emotional Health and Parental Social Health. Parental Transitional Health, a third domain, was added to the Post Intensive Care Syndrome‐paediatric framework. Parents were forward‐looking and discussed emotional health, relating to current caregiving issues. Emotional attention was related to present challenges and concerns about current health and possible readmission to the hospital. In terms of Parental Social Health, families isolated themselves for infection control while remaining connected with families using chat applications. Parents were selective to whom they allowed access to their lives. The impact of parental transitional health was evident and emphasized the daily challenges associated with integration back to home life. Flexible work arrangements allowed working parents to support caregiving needs in the first 6 months after discharge.ConclusionIn the first 6 months after paediatric critical illness, most families reported having moved past the experiences while having provoking memories of the admission period. Parents viewed the point of normalcy as child returned to school or when all medications were discontinued. Extension of transitional support can facilitate discharge experiences between paediatric critical care and normalcy. The findings highlight the importance of understanding the medium‐ and longer‐term impact of paediatric critical care.Impact What problem did the study address? Limited understanding of long‐term parental experiences and support needs after PICU discharge. What were the main findings? Most families regained normalcy when child returns to school or when medications were discontinued. Some families continued to show signs of adaptations at 6 months after PICU discharge. Where and on whom did the research have an impact? The research has an impact on improving the understanding of long‐term parental experiences and support needs after PICU discharge, informing clinical practice, guiding policy development and shaping parental support programs. Reporting MethodWe reported this study using the COREQ guidelines.Patient or Public ContributionPrior to confirming the interview guide, three parents of critically ill children actively participated by reviewing and providing feedback on its content. They provided suggestions to refine the wording and ensure clarity to enhance the participants' understanding. By including the perspectives of these parents, we aimed to improve the overall quality and relevance of the interview guide.

Tackling Talent Acquisition Challenges in Nigerian IT Sector: Problems and Prospects

The Information Technology industry in Nigeria is experiencing rapid growth and development yet faces significant challenges in talent acquisition. This article explores the key problems and prospects associated with attracting and retaining skilled IT professionals in Nigeria. Through a comprehensive review of data from the Nigerian Bureau of Statistics and industry case studies, this study identifies several critical issues, including a shortage of skilled professionals, intense competition for talent, inadequate infrastructure, and limited career development opportunities. Using case studies of System Specs Nigeria, BOK TECH- Addressing Turnover Through Flexible Work Arrangements, and D_Market Seller - Leveraging Diversity for Innovation to examine how they navigated the IT talent acquisition challenges in Nigeria. Using the Human Capital Theory, the article examines potential solutions and prospects for addressing these challenges, such as improved leadership and management, advocating for positive government policies, enhanced collaboration among stakeholders, and effective crisis management. The study recommended effective recruitment strategies leveraging social media and partnering with universities and professional organizations to identify and recruit skilled professionals. Adopting strong Career Path Development and Professional Development Opportunities will attract prospective employees and the utilization of emerging technology to streamline recruitment, onboarding, and performance management processes, making it easier to manage talent. By addressing these challenges, Nigeria’s IT sector can better position itself for sustained growth and competitiveness in the global market.

The quest for a perfect hybrid working: A case study of Mars Wrigley Poland

BACKGROUND: Although hybrid work has been a topic of research for many years, the pandemic has introduced a new context that remains relatively unexplored. OBJECTIVE: This paper aims to define hybrid working as a novel flexible working arrangement and investigate the factors that influence its effective implementation within organisations. METHODS: To achieve this research objective, we conducted a single case study focusing on Mars Wrigley Poland. The study involved interviews with the People & Organization Director of the company and an analysis of internal documents developed during the implementation of hybrid working. RESULTS: Our findings show that hybrid working is a team-managed flexible working arrangement, and it is within the teams that the specifics of the hybrid work should be determined and defined. Additionally, the findings reveal that hybrid working is not a one-size-fits-all model. It requires a holistic approach to establish a clear strategy that encompasses various factors such as culture, technology, and employee experience. Of particular importance is the need to ensure connection in the broader sense and ongoing support to employees. CONCLUSIONS: Managers can significantly improve the success rate of hybrid working by gaining insight into the key factors that facilitate the implementation of the hybrid model.

THE RELATIONSHIP OF EMPLOYEE EMPOWERMENT AND EMPLOYEE ENGAGEMENT: THE ROLE OF FLEXIBLE WORK ARRANGEMENTS AND CAREER DEVELOPMENT AS STIMULANTS

AbstractIn the creative industry, the relationship between employee empowerment and employee engagement has a very important role. Employees who feel empowered to contribute with creative ideas and participate in the decision-making process will feel more connected to the company's vision and values. The main aim of the research is to analyze the influence of employee empowerment, flexible work arrangements, and career development on employee engagement. The sample in this research consisted of 190 employees who worked in the creative industries in Indonesia who were determined using a convenience sampling approach. Data collection uses a questionnaire instrument which is then distributed online. Data analysis uses the SPSS application by displaying the results of data processing through validity and reliability tests, multiple regression analysis, coefficient of determination, and hypothesis testing. Based on the results of data analysis, it is stated that employee empowerment, flexible work arrangements, and career development have a positive and significant effect on employee engagement. The theoretical implications of the research explain that implementing policies and practices that support employees in terms of work flexibility and career development can significantly increase employee engagement and performance. Meanwhile, practically, organizations in the creative industries need to pay attention to the importance of creating a work environment that supports employee flexibility and career growth. This can be done through implementing policies that allow remote work, flexible work schedules, and support for skills and career development

Work-from-home satisfaction and task crafting in South Korea: the roles of resilience and job tenure

ABSTRACT Work-from-home (WFH) practices, rapidly adopted during the COVID-19 pandemic, have transformed flexible work arrangements, especially in South Korea. Based on the conservation of resources theory, we investigated whether WFH satisfaction enhances resilience and task crafting and how job tenure affects this. Using regression-based path modelling, our analysis of one-month-apart, two-wave data from 337 WFH employees revealed novel insights: the WFH satisfaction – task crafting relationship was mediated by resilience and job tenure moderated the positive effect of WFH satisfaction on task crafting through resilience. This positive relationship and positive indirect effect were more pronounced for short-tenured employees.

Flexible Working Arrangements and Subjective Career Success: Coping Mechanisms as Mediator during the COVID-19 Pandemic

The research aimed to examine the effect of Flexible Working Arrangements (FWA) on subjective career success (SCS) with the mediation of coping mechanisms (social support, active coping, and identity awareness) among employees during the COVID-19 pandemic. The research investigated whether coping mechanisms can act as a mediator when a work policy supports their employees during uncertain times through working from home to improve long-term health and well-being. The research was conducted in the e-commerce companies in Jakarta with a convenience sample of 205 respondents. The analysis was conducted empirically using Macro Hayes to examine the mediating role of coping mechanisms on the relationship between FWA and SCS. The results indicate that FWA has a significant positive effect on coping mechanisms. Coping mechanisms (social support and active coping) have a significant positive effect on SCS, except for identity awareness. FWA does not have a direct effect on SCS. Moreover, coping mechanisms (social support and active coping) mediate the relationship between FWA and SCS, except for coping mechanism (identity awareness), which does not have a significant effect. The research emphasizes the importance of coping mechanisms, namely social support and active coping, and calls for future researchers to pay more attention to coping mechanisms as countermeasures during a pandemic-induced public health crisis.

Rethinking the Assessment of Work Intensity

Abstract: Digitalization and flexible work arrangements have profoundly changed workplaces and are often associated with an increasing work intensity, putting employees’ well-being at risk. To respond to increasing work intensity effectively, it is crucial to assess work intensity thoroughly and regularly. However, there are no specific measures that capture work intensity through a comprehensive and contemporary understanding. In two studies, we confirmed the factorial structure of a newly developed questionnaire and pictorial scales on work intensity, providing evidence for the verbal questionnaire’s convergent and incremental validity. The pictorial scales allow for a complementary methodological approach to the assessment of work intensity as measured by the questionnaire. Overall, the questionnaire allows for a comprehensive assessment of work intensity and the pictorial scales meet the demand for a simple and concise instrument suitable for repeated measures such as in the context of diary studies.

The influence of human resource management policies on employee behaviour related outcomes and organisational resilience during COVID-19

PurposeThis study examines the effect of Human Resource Management (HRM) policies in respect to workplace flexibility and employee empowerment on two employee behaviour related outcomes (employee organisational commitment (EOC) and collegiality) and organisational resilience during the COVID-19 pandemic.Design/methodology/approachData were collected using an online survey questionnaire managed by Qualtrics. The questionnaire was distributed to the lower, middle and senior managers of 1,000 Australian organisations with 337 responses used in the analysis.FindingsThe findings indicate that workplace flexibility exhibits a direct and indirect (through collegiality) significant positive association with organisational resilience, and employee empowerment exhibits a direct and indirect (through both EOC and collegiality) significant positive association with organisational resilience.Originality/valueThe results highlight the importance of implementing desirable HRM policies in respect to empowering employees and enhancing workplace flexibility due to their role in facilitating organisational resilience both directly and indirectly through their influence on employee behaviour related outcomes, specifically EOC and collegiality.

Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model

Grounded in the Conservation of Resources (COR) theory, this study explored the contribution of flexible work arrangements within the increasing digitalization of workplaces. In particular, with a specific focus on what happened when employees teleworked, it examined whether flextime perceptions, accounting for employees’ perception of control over their working hours, were related to job performance and if family–work conflict mediated this relationship. Additionally, the study investigated if the ability to cope with work tasks moderated the relationships between flextime and both family–work conflict and job performance. The study was conducted in an Italian research institute involving 598 respondents engaged in hybrid work with over two years of remote working experience. The SPSS Process macro was used, and findings showed a positive direct association between flextime and job performance. Intriguingly, no indirect effect of flextime on job performance through family–work conflict was observed. However, the introduction of the ability to cope in the model generated a significant mediation at specific levels of the moderator. The study highlighted the moderating role of the ability to cope in the relationships between flextime and family–work conflict on one side and job performance on the other. This research provides insights into the complexities of hybrid work and discusses the advantages of flextime and the intricate interplay it has with family–work conflict and job performance. The study concludes with theoretical and practical implications, offering guidance for both researchers and practitioners navigating the multifaceted realm of flexible work arrangements.

Analysis of Gender Diversity Initiatives to Empower Women in the Australian Construction Industry

Organizations play an essential role in fostering a diverse and inclusive work environment. Despite attempts to encourage gender diversity in the workplace, the construction industry in Australia remains one of the most male-dominated industries. Existing research tends to focus on identifying barriers to gender equality and women’s career development, with limited exploration of organizations’ current initiative implementation. To fill this research gap, this study aims to examine how organizations implement initiatives affecting gender equality and women’s career development in the Australian construction industry. This study applied the women’s empowerment framework and conducted a thematic analysis of diversity, inclusion, and equality policies, strategies, action plans, corporate reports, annual reports, and websites within the context of gender equality and women’s career development in construction companies. Through a comprehensive analysis, the study identifies prevalent practices and initiatives related to gender equality initiatives in the construction industry, synthesizing them into six themes: flexible working arrangements, inclusive and anti-discriminatory culture, promoting career development, recruitment, and promotion, shared caring responsibility, and strategic commitments. The findings also revealed areas for improvement, giving recommendations on how to further empower women in the construction industry through enhanced gender diversity initiatives. This study sheds light on the current state of gender diversity and inclusion efforts within construction companies and provides practical recommendations for policymakers, industry stakeholders, and organizational leaders who seek to foster more inclusive and equitable work environments.

The impact of a compressed workweek on shareholder value: An event study analysis of Belgium's 4‐day workweek legislation

AbstractWhile the compressed workweek (CWW) has gained traction in recent years, its impact on firms' financial performance is not well understood. This study addresses this gap in the literature by examining the effect of the CWW on shareholder value. Drawing on social exchange theory and its norm of reciprocity, we introduce a conceptual model on the main effect of the CWW on shareholder value, and the moderating roles of the anticipated type and degree of employee reciprocation. To test the model's predictions, we exploit the announcement of Belgium's mandatory adoption of a CWW in February 2022 as the setting for a policy event study analysis. We find positive average stock price reactions of Belgian listed firms to the CWW's announcement, consistent with investors expecting the CWW to result in favorable employee reciprocation. Stock price reactions are more positive for firms with a lower ex ante employee productivity, suggesting employees are predicted to reciprocate with higher efforts. Stock price reactions are also more positive for firms with a higher reliance on knowledge workers, consistent with these employees deriving a greater utility from flexible working arrangements. Robustness tests, including a placebo analysis and an event study of international firms with Belgian subsidiaries, corroborate our results. Our study offers several theoretical contributions and has practical implications for HR managers and policymakers.

Preferences for Remote and Hybrid Work: Evidence from the COVID-19 Pandemic

The COVID-19 pandemic created an opportunity for many American workers to work from home. Did the rapid and widespread adoption of remote work arrangements influence workers’ preferences? This study analyzes the early pandemic work experiences of 52 participants (20 men and 32 women) in dual-earner households with children through in-depth interviews conducted in 2021 and 2022 via Zoom. The study explores respondents’ desire for remote and hybrid work, considering job satisfaction as well as job characteristics, family structure, and household organization. Unless their jobs were poorly suited to remote work, most workers with pandemic-era remote work opportunities—and even some who had not worked remotely—wished to keep remote access in their post-pandemic work arrangements. Respondents reported enhanced job satisfaction and productivity from remote work, as a result of greater schedule control and flexibility. We found that some workers were willing to change jobs to maintain their preferred work arrangement, while others acquiesced to employers’ return-to-work policies. The study highlights the need to understand workers’ preferences in supporting flexible work arrangements and contributes to the understanding of remote work on family dynamics during the pandemic and afterwards.

ORGANIZATIONAL COMMITMENT IN TIMES OF CHANGE: LESSONS FOR MOLDOVA FROM EUROPEAN PRACTICES

This paper conducts a nuanced examination of organizational commitment, drawing from an array of European business practices to navigate the complexities introduced by the COVID-19 pandemic and the Ukrainian conflict. Employing a meticulous literature review methodology, the research spans academic articles, official reports, and organizational publications from 2010 to 2023. The selection criteria focused on relevance to organizational commitment, crisis management, and the impact of significant crises, employing a combination of keywords across various databases and websites. The analysis revealed an evolving understanding of organizational commitment, highlighting the necessity for Moldovan organizations to adopt contextually adapted engagement strategies. This adaptation is crucial in addressing the unique challenges posed by Moldova’s socio-economic conditions and the external pressures from regional instabilities. The study underscores the importance of flexible work arrangements, digital infrastructure improvements, and culturally informed management practices in fostering organizational commitment amidst uncertainty, offering insights for organizations aiming to maintain a committed workforce in challenging times.

Understanding the Motivations of Gig Workers to Stay in an Organization

Abstract: In the modern landscape of the gig economy, which is characterized by flexible work arrangements and temporary employment obligations, maintaining gig workers in the organizational framework has become a critical concern. The aim of this study is to in-depth explore the complex motivations that drive the decisions of gig workers to persist within organizations. Through a nuanced examination of the roles of work satisfaction, the benefits sought and the culture of the workplace, as well as the mediating influence of organizational structure, this research seeks to unravel the complexities of retention dynamics in the gig economy. This study takes a multidisciplinary approach, combining theoretical ideas from organizational behavior and human resource management to understand the variables impacting gig workers' retention decisions. By combining actual data and conceptual frameworks, this study contributes to a better understanding of the reasons that drive gig workers' loyalty to organizational entities.

THE IMPACT OF FLEXIBLE WORK ARRANGEMENTS ON SOCIAL SECURITY MANAGEMENT: A SYSTEMATIC REVIEW

The increasing prevalence of Flexible Work Arrangements (FWAs), such as gig work, part-time work, and remote work, has raised concerns about the sustainability and adaptability of social security systems worldwide. This systematic review aims to examine the impact of these arrangements on social security programs. The problem statement emphasizes the importance of understanding the implications for social security, including changes in contributions, demographics, and the need for policy adaptation. Through a systematic approach, the review analyzes academic literature from Scopus and Econbiz databases, focusing on studies providing empirical insights into the effects of FWAs on social security systems. The findings of the review are synthesized from seven primary studies (n=7), revealing critical dimensions of the issue. Key among these is the challenges posed to social security programs, including reduced contributions due to irregular income patterns and demographic changes as the workforce ages. Additionally, the findings highlight the necessity for legal and policy adjustments to accommodate the nuances of FWAs. The review identifies several gaps in current research, particularly the need for more longitudinal studies to assess the long-term effects of FWAs on social security systems. Looking forward, this review suggests avenues for future research, emphasizing the importance of exploring the intersection of FWAs with technology and globalization. It also calls for more comprehensive studies on the efficacy of new policy adaptations in various socio-economic contexts. By offering a comprehensive understanding of how FWAs are reshaping global social security management, this review provides valuable insights for policymakers, researchers, and practitioners dealing with the dynamics of complex work and social welfare relations.