Flexible Work Arrangements and Workplace Productivity: Examining The Nexus

https://doi.org/10.35912/ijfam.v4i3.1059
Published: Dec 5, 2022

Abstract:

Purpose: This study investigates the nexus between flexible working arrangements (FWA) and the productivity of the selected workplaces across the 6 geo-political zones in Nigeria.

Research methodology: The descriptive survey design was used, with a population of 600 businesses in chosen states throughout Nigeria's six geopolitical zones. Using the statistical procedure developed by Krejcie and Morgan (1970), a sample size of 234 was found. Data was acquired from primary sources, and descriptive (mean) and inferential statistics were used to analyze the data with a 5% level of significance.

Results: Flexible work arrangements had a positive statistical effect on workplace productivity (R2 = 0.882359, F = 1545.089, p-value = 0.05).

Limitations: One state does not efficiently represent the geopolitical zones.

Contribution: FWA can influence the development of business policies and strategies as revealed in the study. As such, businesses must adapt and invest in strategies that support and facilitate FWA such as information and technology systems, as they have become crucial to both staff and workplace viability.

Keywords:
1. Flexible work arrangement
2. ICT
3. Productivity
4. Strategy
5. Workplace
Authors:
1 . Njideka Phina Onyekwelu
University of Nigeria, Nsukka, Nigeria
2 . Ezieshi Francis Monyei
Nnamdi Azikiwe University, Awka, Nigeria
3 . Uju Sussan Muogbo
Chukwuemeka Odumegwu Ojukwu University, Igbariam, Nigeria
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How to Cite
Onyekwelu, N. P., Monyei, E. F., & Muogbo, U. S. (2022). Flexible Work Arrangements and Workplace Productivity: Examining The Nexus. International Journal of Financial, Accounting, and Management, 4(3), 303–314. https://doi.org/10.35912/ijfam.v4i3.1059
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Issue & Section
Vol. 4 No. 3 (2022): December
Articles
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    Boudreau, J. & Ramstad, P. (2005). Talents, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129–136.

    Caratiquit, K. D. (2022). Mediating effects of protective factors on COVID-19 anxiety and academic performance of K to 12 Filipino Learners: A PLS-SEM analysis with WarpPLS. Journal of Social, Humanity, and Education, 2(3), 225–243. https://doi.org/10.35912/jshe.v2i3.972

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  1. Agbaeze, E. K., Monyei, F. E. & Agu, A. O. (2017). Impact of talent management strategies on organizational performance in selected deposit money banks in Lagos State, Nigeria. International Research Journal of Management, IT & Social Sciences (IRJMIS), 4(2).
  2. Allard, K., Haas, L., & Philip Hwang, C. (2007). Exploring the paradox: Experiences of flexible working arrangements and work-family conflict among managerial fathers in Sweden. Community, Work and Family, 10(4), 475-493.https://doi.org/10.1080/13668800701575135.
  3. Atiku, S., Jeremiah, A., & Boateng, F. (2020). Perceptions of Flexible Work Arrangements in Selected African Countries during the Coronavirus Pandemic. South African Journal of Business Management, 51(10).
  4. Austin-Egole, I., Iheriohanma, E.B.J., & Chinedu, N. (2020). Flexible Working Arrangements and Organizational Performance: An Overview’. IOSR Journal of Humanities and Social Science, 25(5), 50-59.
  5. Ballinger, C. (2011). HR’s role in embedding a responsible approach to business, CIPD Impact Magazine, 37.
  6. Barnett, R. (1998). Toward a review and reconceptualization of the work/family literature. Genetic, Social & General Psychology Monographs, 124, 125.
  7. Booth, A. L., & Van-Ours, J. C. (2008). Job satisfaction and family happiness: the part-time work puzzle. The Economic Journal, 118(526), 77–99. Doi:10.1111/j.1468-0297.2007.02117.x.
  8. Boudreau, J. & Ramstad, P. (2005). Talents, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129–136.
  9. Caratiquit, K. D. (2022). Mediating effects of protective factors on COVID-19 anxiety and academic performance of K to 12 Filipino Learners: A PLS-SEM analysis with WarpPLS. Journal of Social, Humanity, and Education, 2(3), 225–243. https://doi.org/10.35912/jshe.v2i3.972
  10. Cegarra-Leiva, D., Sanchez-Vidal, M.E., & Cegarra-Navarro, J.G. (2012). Work-life balance and the retention of managers in Spanish SMEs. The International Journal of Human Resource Management, 23(1), 91-108. https://doi.org/10.1080/09585192.2011.610955.
  11. Choo, J. L. M., Desa, N. M., & Asaari, M. H. A. H. (2016). Flexible working arrangement toward organizational commitment and work-family conflict. Studies in Asian Social Science, 3(1), 21-36.https://doi.org/10.5430/sass.v3n1p21.
  12. CIPD (2012). Responsible and Sustainable Business: HR leading the way – A collection of “thought pieces”. London: CIPD.
  13. Colbert, B. & Kurucz, E. (2007). Three conceptions of triple bottom line business sustainability and the role for HRM, Human Resource Planning 30.
  14. Di Gennaro, F. Pizzol, D. Marotta, C. Antunes, M. Racalbuto, V. Veronese, N. & Smith, L. (2020). Coronavirus diseases (COVID-19) current status and future perspectives: A narrative review. Int. J. Environ. Res. Public Health, 17, 2690. Doi:10.3390/ijerph17082690.
  15. Dutcher, G. (2012). ‘The Effects of Telecommuting on Productivity: An Experimental Examination. The Role of Dull and Creative Tasks’. Journal of Economic Behavior& Organization, 84, 355.
  16. Eaton, S. (2003). If You Can Use Them: Flexibility Policies, Organizational Commitment, and Perceived Performance. Industrial Relations: A Journal of Economy and Society, 42, 145.
  17. Eccles, R., Ioannou, I. & Serafeim, G. (2011). The Impact of a Corporate Culture of Sustainability on Corporate Behavior and Performance. Harvard Business School Working Paper, 12-035.
  18. Frone, M. R. (2003). Work-family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology. Washington: American Psychological Association. https://doi.org/10.1037/10474-007.
  19. Ghani, R. A., Nordin, F., & Mamat, L. (2004). Organizational commitment among the academic staff in the Distance Education Program. The International Journal of Education Development, 1, 29-43.
  20. Grzywacz, J. G., & Butler, A. B. (2005). The impact of job characteristics on work-to-family facilitation: testing a theory and distinguishing a construct. Journal of Occupational Health Psychology, 10(2), 97–109. https://doi.org/10.1037/1076-8998.10.2.97.
  21. Hakovirta, M. & Denuwara, N. (2020). How COVID-19 redefines the concept of sustainability. Sustainability, 12, 3727.
  22. Haley, M. R., & Miller, L. A. (2015). Correlates flexible working arrangements, stress, and sleep difficulties in the U.S. workforce: does the flexibility of the flexibility matter? Empirical Economics, 48(4), 1395-1418. https://doi.org/10.1007/s00181-014-0836-4.
  23. Hidayah, N.A., Singh, J.K., & Hussain, I.A. (2021). Impact of flexible working arrangements in the public sector in Indonesia.International Journal of Human Resource Studies, 11(2), 2162-3058.
  24. Hofäcker, D., & König, S. (2013). Flexibility and work-life conflict in times of crisis: a gender perspective. International Journal of Sociology and Social Policy, 33(9/10), 613-635.https://doi.org/10.1108/IJSSP-04-2013-0042.
  25. International Labour Organisation, (2020). Teleworking during the COVID-19 Pandemic and beyond: A Practical Guide. Available online at: www.ilo.org/publns.
  26. Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83-106.
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  29. Kielstra, P. (2008). Doing Good: Business and the Sustainability Challenge. Economist Intelligence Unit Report. Available online at: www.eiu.com.
  30. Kotey, B.A., & Sharma, B. (2019). Pathways from flexible work arrangements to financial Performance. Personnel Review, 48(3), 731-747. https://doi.org/10.1108/PR-11-2017-0353.
  31. Kremer, I. (2016). The relationship between school-work-family conflict, subjective stress, and burnout. Journal of Managerial Psychology, 31(4), 805-819.https://doi.org/10.1108/JMP-01-2015-0014.
  32. Kwon, M., Cho, Y. J., & Song, H. J. (2019). How do managerial, task, and individual factors influence flexible work arrangement participation and abandonment? Asia Pacific Journal of Human Resources, 1, 1-24. https://doi.org/10.1111/1744-7941.12251.
  33. Mas, A. & Pallais, A. (2017). Valuing Alternative Work Arrangements. American Economic Review, 107, 3722.
  34. Masuda, A.D., Poelmans, S.A., Allen, T.D., Spector, P.E., Lapierre, L.M., Cooper, C.L., & Lu, L. (2012). Flexible work arrangement availability and their relationship with work?to?family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied psychology, 61(1), 1-29.https://doi.org/10.1111/j.1464-0597.2011.00453.x.
  35. McGuire, J. F., & Brashler, P. (2006). Flexible Work Arrangements: Selected Case Studies. Memos and Fact Sheets, 9. Online at: https://scholarship.law.georgetown.edu/legal/9.
  36. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. http://dx.doi.org/10.1016/1053-4822(91)90011-Z.
  37. Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-326. http://dx.doi.org/10.1016/S1053-4822(00)00053-X.
  38. Monyei, E.F.; Agbaeze, K.E., & Isichei, E.E. (2020). Organisational paranoia and employees’ commitment: mediating effect of human resources policies. Int. J. Sci. Technol. Res. 9, 2277–8616.
  39. Monyei, E. F., Okeke, P. A., & Nwosu, K. C. (2021). Strategic Agility: A prospect for sustainable performance of micro-businesses in South-Eastern Nigeria. Journal of Sustainable Tourism and Entrepreneurship, 2(3), 187–198. https://doi.org/10.35912/joste.v2i3.799
  40. Monyei, F.E.; Ukpere, W.I.; Agbaeze, E.K.; Omonona, S.; Kelvin-Iloafu, L.E.; & Obi-Anike, H.O. (2021). The impact of succession management on small and medium enterprises’ sustainability in Lagos State, Nigeria. Sustainability, 13, 13489. https://doi.org/10.3390/su132313489.
  41. Nidumolu, R., Prahalad, C. K. & Rangaswami, M. R. (2009). Why sustainability is now the key driver of innovation, Harvard Business Review, 87(9), 56–64.
  42. Nikbakhsh, R., Afarinesh Khaki, A., & Sharififar, F. (2020). Assessment Factors Related to Turnover Intention in Sports Organizations. Journal of Health Promotion Management, 9(1), 33-41.
  43. O’Driscoll, M.P., Brough, P., & Kalliath, T.J. (2004). Work/family conflict, psychological well-being, satisfaction, and social support: A longitudinal study in New Zealand. Equal opportunities international, 23(1/2), 36-56. https://doi.org/10.1108/02610150410787846.
  44. Ochieng, O. J. & Kamau, L.W. (2021). Exploring the impact of flexible working arrangements on Africa’s productivity. Journal of Human Resource and Leadership, 6(1), 22 – 29.
  45. Onyekwelu, N. P.; Nnabugwu, O. C.; Monyei, E. F.; & Nwalia, N. J. (2021). Social media: a requisite for the attainment of business sustainability. IOSR Journal of Business and Management, 23(07), 47-52. Available online at:
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  47. Posthuma, R.A., Campion, M.C., Masimova, M., & Campion, M.A. (2013). A high-performance work practices taxonomy: integrating the literature and directing future research. Journal of Management, 39(5), 1184-1220. https://doi.org/10.1177/0149206313478184.
  48. Ross, P., & Ali, Y. (2017). Normative commitment in the ICT sector: Why professional commitment and flexible work practices matter. International Journal of Employment Studies, 25(1), 44.
  49. Russell, H., O'Connel, P. J., & McGinnity, F. (2007). The Impact of Flexible Working Arrangements on Work-Life Conflict and Work Pressure in Ireland. Gender Work and Organization, 16(1), 73-97. https://doi.org/10.1111/j.1468-0432.2008.00431.x.
  50. Shagvaliyeva, S., &Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work-Life Balance. American Journal of Industrial and Business Management, 4(1), 20-23. https://doi.org/10.4236/ajibm.2014.41004.
  51. Solanki, K. R. (2013). Flexitime is associated with job satisfaction, work productivity, motivation & employee stress. Journal of Human Resource Management, 1(1), 9-14.https://doi.org/10.11648/j.jhrm.20130101.12.
  52. Takeuchi, R., Chen, G., & Lepak, D.P. (2009). Through the looking glass of a social system: cross-level effects of high-performance work systems on employees’ attitudes. Personnel Psychology, 62(1), 1-29. https://doi.org/10.1111/j.1744-6570.2008.01127.x.
  53. Tharu, N. K., & Shrestha, Y. M. (2019). The influence of bank size on profitability: An application of statistics. International Journal of Financial, Accounting, and Management, 1(2), 81–89. https://doi.org/10.35912/ijfam.v1i2.82
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