flexible working essay

Impact of Flexible Working Hours on Work-Life Balance

• January 2014
• American Journal of Industrial and Business Management 4(1):20-23
• This person is not on ResearchGate, or hasn't claimed this research yet.

• Sunway University

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How Flexibility Affects Job Satisfaction in Working Families: Research Design Essay

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Research Method

Research design, data collection, reference list.

The spread of COVID-19 has altered many aspects of life, including people’s work. The UK has been extremely affected by the virus, which has caused the state to have one of the highest mortality rates (Dawson and Golijani-Moghaddam, 2020). As a result, those not considered “critical workers” were mandated to work from home, and many individuals lost their jobs (Dawson and Golijani-Moghaddam, 2020, p. 126). Consequently, approximately 70% of UK citizens reported having anxiety and diminished well-being and worrying about the effects of COVID-19 on their lives (Dawson and Golijani-Moghaddam, 2020, p. 126). The situation became more complicated when people were pushed to choose between maintaining their careers and caring for their relatives (Chung et al ., 2021). Nonetheless, as society seems to find ways to overpower the virus, now it is important to assess the occurred changes and their consequences. In particular, it is crucial to determine the impact of current job experiences on households. This paper aims to analyse the significance of flexibility in the post-pandemic era and how flexibility affects job satisfaction among working families in the UK.

The study employed the qualitative research method (QRM) to comprehensively assess different aspects of the matter. QRM is beneficial due to allowing researchers to gather multiple forms of data from diverse sources, with the participants being able to share their ideas freely (Creswell and Creswell, 2018). Accordingly, the analysis focused on findings from both primary and secondary sources, the former being interviews with working families (WFs) and the latter including academic articles and reports. Such an approach was chosen to assess whether evidence from the two types of data collection would support each other (Creswell and Creswell, 2018). Consequently, the participant sample was planned to involve 20 to 30 WFs, but some responses were omitted due to expressing biases. Furthermore, to review existing literature on the topic, Herzberg’s Two Factor Theory (HTFT) was leveraged as a theoretical framework that examines the workplace’s motivating and demotivating factors (Chiat and Panatik, 2019). Finally, the QRM was expected to be practical in adequately answering the following research questions:

• What is the business impact of flexible working on employee performance and productivity?
• Does the utilisation of current alternative work arrangements enable the career ambitions of working families whilst caring for their families?
• Are working families being forced to make a decision between career ambitions and caring for their families?

The research design for the study followed the principles of the QRM. Qualitative designs, which represent types of inquiry within the qualitative approach, vary, but the present analysis concentrates on phenomenological research (PR) to explore employee motivation and flexibility among WFs (Creswell and Creswell, 2018). Such a strategy focuses on assessing the lived experiences of the participants about a concept and typically involves conducting interviews (Creswell and Creswell, 2018). Moreover, within the scope of PR, the literature review investigates aspects of the central phenomenon that are later divided into topical areas (Creswell and Creswell, 2018). Accordingly, PR design in this paper was used to examine WFs’ motivation and flexibility and categorise each feature with relevant factors of HTFT.

It is worth noting that for this study it is also necessary to use the method of thematic analysis. This feature allows us to consider a theoretical problem from different points of view and to rely on the data obtained with the help of objective method of research. For its implementation in the system of study of the issue related to the topic of this work, it is important to consider the fact that the data that it requires can be obtained immediately before the study of the issue. The main feature that distinguishes this method from others is the comparison of data obtained before the study and after it has been carried out. This allows for a deeper understanding of the analysis, as well as the drawing of meaningful conclusions from the data obtained. Thus, it is possible to say, that thematic analysis allows to expand possibilities of interpretation of results of the given research by carrying out the comparative analysis with the data received before experiments. They can be the main figures, which should be guided in the pre-test season and compare with the current data. In this case, you can notice that the situation has changed for the better, which allows you to conduct an in-depth study of this topic, using other sources of information.

Data collection (DC) for the research consisted of primary and secondary sources, the former being interviews. Initially, 20 to 30 WFs were supposed to be questioned, but some responses were omitted in data analysis because some participants subjectively presented their answers. However, the number of social desirability biases was relatively small due to having implemented an approach that limited prejudiced responses based on findings from another study. Data collectors tried to ensure that the interviews were in private locations and strived to make the participants comfortable by explaining the purpose of the research and building rapport (Bergen and Labonté, 2019). Furthermore, opportunity sampling was employed to capture responses, with WFs being chosen based on availability and convenience (Creswell and Creswell, 2018). Data were collected from semi-structured interviews, and such a strategy was chosen due to offering additional depth to the survey forms (Husband, 2020). Finally, the study utilised generally open-ended questions to elicit views and opinions on such matters as performance, flexible working, and satisfaction (Creswell and Creswell, 2018). Overall, primary DC delivered comprehensive information by presenting the experiences of some UK individuals and is analysed further in the paper.

Secondary data was collected by examining literature from academic articles and a report. Such types of DC were picked to detect useful facts and details that the interviews may have missed (Creswell and Creswell, 2018). Nonetheless, considering that some qualitative documents were likely not to be authentic and accurate, the study had certain criteria for the papers (Creswell and Creswell, 2018). In particular, the sources were selected based on their relevance to the research questions, date of publication (no older than the last five years), and credibility of the journals. The search yielded seven scholarly articles and one report, with some presenting views before the spread of COVID-19 and others being publicised during the pandemic.

The first group of sources was employed to explore the research question regarding the effects of flexible working (FW) on employee performance and productivity. Chung and Van der Horst (2020) discuss FWAs (Flexible Working Arrangements) and their connection to unpaid overtime and performance by utilising a large household panel data in the UK. For instance, Chung and Van der Horst (2020) mention that FW is regarded as a family-friendly practice but is used differently depending on such factors as occupation, parental status, and gender. Chafi, Hultberg and Bozic Yams (2021) examine such FWAs as remote and hybrid work in relation to productivity by collaborating with some Swedish organisations. For example, Chafi, Hultberg and Bozic Yams (2021) suggest that they have received conflicting results but note that those who work from home may have lower performance. The first paper was accepted prior to the pandemic, and the second one was published after the spread of the virus. Despite only one article focusing on the UK, both studies seem credible due to being published in international peer-reviewed journals, and they indicate the need for further research.

The next group of sources was utilised to investigate the second question concerning the connection between alternative work arrangements (AWAs) and WFs. Beigi, Shirmohammadi and Stewart (2018) analyse FWAs and their relation to WFC (Work-Family Conflict) and propose, for instance, that women and those with children benefit from flexible working more than men and non-parents. Galanti et al . (2021) assess work from home (WFH) and WHC regarding such aspects as engagement and suggest, for example, that distracting environments negatively affect motivation but are not predictors of decreased productivity. Furthermore, De Smet et al . (2021) explore how such AWAs as remote working affect parents and state that many employees with children refuse to keep their jobs due to the difficulties of WFH. Notably, the studies by Galanti et al . (2021) and De Smet et al . (2021) help in understanding the topic, but their limitation toward the current research is that they were not conducted in the UK. However, the two articles and the report are published by international journals and a major company, and all their analyses seem supported by evidence from multiple scholarly and government sources.

The third group of documents investigates the final research question about whether WFs have to choose between their career ambitions and families. Chung et al . (2021) examine FWAs influence female and male employees and impact their household duties. Chung et al . (2021) mention that women have to resolve whether they are willing to take on dual responsibilities. Nonetheless, Chung et al . (2021, p. 222) also remark that men have to decide if they are ready to face the “femininity stigma” associated with FWAs. Xue and McMunn (2021, p. 2) discuss how parents overcome childcare and housework demands while maintaining their jobs and how work and family may “spill” over onto the other. For example, Xue and McMunn (2021) propose that fathers and mothers who had adapted their work patterns to care for their families had experienced psychological distress. Consequently, both papers suggest that WFs are forced to choose between their careers and households. The two articles seem credible due to assessing the effects of the pandemic on work-home relationships and being published in credible journals. Overall, the reviewed above sources are relevant for the research’s DC.

Beigi, M., Shirmohammadi, M., and Stewart, J. (2018) ‘Flexible work arrangements and work–family conflict: a metasynthesis of qualitative studies among academics’ , Human Resource Development Review , 17(3), pp. 1-23. Web.

Bergen, N. and Labonté, R. (2020) ‘“Everything is perfect, and we have no problems”: detecting and limiting social desirability bias in qualitative research’ , Qualitative Health Research , 30(5), pp. 1-10. Web.

Chafi, M. B., Hultberg, A., and Bozic Yams, N. (2021) ‘Post-pandemic office work: perceived challenges and opportunities for a sustainable work environment’ , Sustainability , 14(1), pp. 1-20. Web.

Chiat, L. C. and Panatik, S. A. (2019) ‘Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: a systematic literature review’ , Journal of Research in Psychology , 1(2), pp. 1-8. Web.

Chung, H. and Van der Horst, M. (2020) ‘Flexible working and unpaid overtime in the UK: the role of gender, parental and occupational status’ , Social Indicators Research , 151(2), pp. 495-520. Web.

Chung, H. et al. (2021) ‘Covid-19, flexible working, and implications for gender equality in the United Kingdom’ , Gender and Society , 35(2), pp. 218-232. Web.

Creswell, J. W. and Creswell, J. D. (2018) Research design: qualitative, quantitative, and mixed methods approaches . 5th edn. Los Angeles: Sage.

Dawson, D. L. and Golijani-Moghaddam, N. (2020) ‘COVID-19: psychological flexibility, coping, mental health, and wellbeing in the UK during the pandemic’ , Journal of Contextual Behavioral Science , 17, pp. 126-134. Web.

De Smet, A. et al . (2021) Married to the job no more: craving flexibility, parents are quitting to get it . Web.

Galanti, T. et al. (2021) ‘Work from home during the COVID-19 outbreak: the impact on employees’ remote work productivity, engagement, and stress’ , Journal of Occupational and Environmental Medicine , 63(7), pp. e426-e432. Web.

Husband, G. (2020) ‘Ethical data collection and recognizing the impact of semi-structured interviews on research respondents’ , Education Sciences , 10(8), pp. 1-12. Web.

Xue, B. and McMunn, A. (2021) ‘Gender differences in unpaid care work and psychological distress in the UK Covid-19 lockdown’ , PloS One , 16(3), pp. 1-15. Web.

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IvyPanda. (2023, October 25). How Flexibility Affects Job Satisfaction in Working Families: Research Design. https://ivypanda.com/essays/employee-motivation-and-workplace-flexibility/

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IvyPanda . 2023. "How Flexibility Affects Job Satisfaction in Working Families: Research Design." October 25, 2023. https://ivypanda.com/essays/employee-motivation-and-workplace-flexibility/.

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Guest Essay

The 9-to-5 Schedule Should Be the Next Pillar of Work to Fall

By Emily Laber-Warren

Ms. Laber-Warren leads the health and science reporting program at the Craig Newmark Graduate School of Journalism at the City University of New York.

Thirty percent of workers around the world surveyed last year said they would consider seeking a new job if their current employer required them to return to the office full time. Millennials are especially resistant . In response to the Covid pandemic, PepsiCo , Meta and General Motors , among others, have incorporated remote work into their corporate cultures.

But in a truly flexible workplace, people would control not just where they work but also when. Southwest Airlines allows pilots to choose between morning and evening flight schedules. A few tech companies, including Automattic and DuckDuckGo, have work-anytime policies that enable employees to become nomadic and travel the world or simply run weekday errands. But such opportunities remain rare.

“I think it’s really a shame that more companies don’t take advantage of it,” said Azad Abbasi-Ruby, the senior market research analyst at DuckDuckGo. He added, “We get so much done, and I think a lot of it has to do with this flexibility, letting people work when they’re most productive.”

Flextime is an employee handbook buzzword, but in practice it is not widely used. Whereas some roles are legitimately time-dependent (teachers need to be at school in the morning), many are not. If more employers truly embraced flexible schedules and allowed employees to work at the times that are best for them, experts say, the benefits would be a healthier and more productive, creative and loyal work force.

There are any number of reasons workers might want more control over when they work. People may live in one time zone and work in another; for example, financial analysts in Seattle or Los Angeles might not want to start their day at 6:30 a.m. to coincide with the opening of the New York Stock Exchange.

Or they may have a life situation, such as a disability or caregiving responsibility, that requires attention during standard work hours. Some 700,000 parents of young children left the U.S. work force in 2020, many of them because their children were suddenly schooling from home. Surveys by the Pew Research Center indicate that even before the pandemic , many mothers, in particular, felt that conflicts between work and family obligations had damaged their careers.

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5 Myths About Flexible Work

• Manar Morales
• Ivan Misner

Companies often assume it just won’t work for them. They’re wrong.

When it comes to flexibility, executives are often worried that they’ll open Pandora’s box and set a dangerous precedent if they allow some employees to work flexibly. They worry that if they let a few employees work from home, then the office will always be empty and no one will be working. But this sort of attitude will be harder for organizations to justify after we’ve all collectively experienced such a critical test case during the Covid-19 pandemic. Organizations that correctly design and implement their flexibility policy will not “lose” anything. On the contrary, they have much to gain. Perhaps a silver lining of the pandemic will be that corporate leaders have overcome their fears of offering flexibility to their workforce, and will now understand how flexibility can benefit their recruitment and retention efforts — not to mention productivity and profitability.

“Flexibility might be great in theory, but it just doesn’t work for us.”

• MM Manar Morales serves as President & CEO of the  Diversity & Flexibility Alliance , a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.
• IM Ivan Misner is the Founder & Chief Visionary Officer of BNI , a business networking organization. Founded in 1985, the organization now has more than 10,000 chapters. Called “The Father of Modern Networking” by CNN, Dr. Misner is a best-selling author who has written 21 business books on the art of networking.

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