Job satisfaction impacts both on the employer and employees, these impacts include work-family engagements, career success, engagement, turnover rates, absenteeism, and the quality of work. Adopting work flexibility arrangements at the places of works has been attributed with improving job satisfaction (Thomas, 2014). In this study, the investigator builds on existing literature and theories as he seeks to establish the relationships that is extant between work flexibility arrangements and employees jobs satisfaction. This section details the background of research, problem statement, and research question and research objectives. .
The manners in which flexible working arrangements impacts works, and the subsequent impacts on the bottom line, are of paramount interest to companies especially in gaining competitive advantages amid increasing globalization activities. Notwithstanding, many organizations are left to resolve if and how they will offer flexibility, and conclusions are mostly based on how they observe such arrangements will impact their capacity to be receptive to business needs. Flexibility in the places of works serves as a useful and critical resource for workers, permitting them to control the duration, timing, and setting of carrying out their job (Carlson, Grzywacz, & Michele Kacmar, 2010). Such arrangements are repeatedly offered in hopes of enticing and retaining top talent through increasing employees, work-life balance, job satisfaction, and organizational commitment (Albrecht, 2012). On top of providing flexible work arrangements as a family-friendly advantage, scholars and public activists have also called for organizations to provide flexible work arrangements in to help promote employee well-being and health (Thomas, 2014 ) and to assist in addressing the growing need of organizations to increase employees productivity occasioned by increased level of satisfaction. Flexibility may materialize in the form of varying work locations or work hours and can transpire both through formal agreements and policies or more informal understandings. FWA in relation to scheduling denotes altering the temporal constituents of the work and may be signified through compressed workweeks (i.e., working for more hours over fewer days) or flextime (i.e., setting start and end periods). On the other hand location flexibility, is described by Snyder (2016), as the autonomy in deciding the physical setting of where a worker finishes their tasks and is commonly characterized by remote work or telecommuting (e.g., working from home or other sites other than the central office) (Pettorelli, Else, & Sumner, 2012). In this current work, the researcher builds on extant literature and intends to offer richer insights into the relationship between FWA and employees’ job satisfaction.
The alarming pace of economic developments in the 21st century across the world has fashioned new activities for the almost all organizations. Globalization has transformed the planet into a global village and has subsequently pushed the organizations from all sectors to strive hard to acquire and sustain their competitive advantage. These societal trends and changes have made work flexibility a subject of interest for scholars and practitioners examining its impacts on the employee, work and family. Although many scholars have tied work flexibility to a throng of vital organizational and employees results for example improved employees health and increased employees satisfaction, much less is recognized about the relationship between flexible work arrangements and employees job satisfaction, and the extant body of research has been acknowledged as underdeveloped, both empirically and conceptually (Jung Jang, Zippay, & Park, 2012). It has been hypothesized that flexibility at work can stimulate employees’ satisfaction and well-being by allowing them to better balance work activities and other life demands (Lambert, Haley-Lock, & Henly, 2012). Nonetheless, the body of research as it stands is incomplete and is comprised of inconsistent or unclear findings which call for future investigations that may offer richer insights. In the present study, the investigator builds on previous literature and intends to deliberate richer insights on the relationship between flexible work arrangements and employees job satisfaction.
As the quest for companies to get benefits from FWA and to increase employees satisfaction and wellness increases and continues, there is a dire need to produce investigation that contributes to a knowledge base that can be employed to help guide and inform organizations in how to best design FWA for employees, and presents justification and documentation for doing so. In this regard, this study aims to expand the existing knowledge on FWA and their effects on employees’ satisfaction and organizational commitment. Besides, this research will examine the mediating role of work-family enhancement; i.e., if work-family improvement mediates between FWA and on employees job satisfaction to enhance the relationships of flexibility and positive employees attitude.
This study will be guided by the following research questions;
This study aims to examine the Relationship between the FWA and employees’ job satisfaction through the mediating role or work-family enrichment
Other objectives of this study will include:
To investigate the mediating role or work-family enrichment in relation to FWA and employees’ job satisfaction.
Whereas FWAs have been studied extensively, their relationship with employee satisfaction has not been explored widely. Nonetheless, the few investigators who have examined the interdependence between the models exist. For instance, Pedersen and Jeppesen (2012) established that FWAs impact positively on employee satisfaction and engagement. While workplace flexibility is a broader model than FWAs (Pettorelli, Else, & Sumner, 2012), it is possible that FWAs have a positive effect on employees ‘job satisfaction as well. Social exchange framework (Svensson, 2011) and Signaling theory (Hyatt, & Coslor, 2018) also propose that this interdependence is feasible. Nonetheless, extant researchers presented that different types of FWAs might impact employees differently. Consequently, two specific types of FWAs that will be examined in this paper are flexplace and flextime. Therefore, the first two hypotheses are:
H1 (Hypothesis 1): The implementation of flexplace positively impacts on employees’ job satisfaction.
H2 (Hypothesis 2): The implementation of flextime positively impacts on employees’ job satisfaction.
Furthermore, it is likely that work-to-family enrichment facilitates (mediates) between the availability of FWAs (telecommuting and flextime) and employees’ job satisfaction levels. This likely relation is elucidated by the core of work-family enrichment theory. To be exact, Snyder, (2016) christened five forms of resources that operate as the catalyst in work-family enrichment practice. Flexibility is amongst the kinds of the resources and is the appropriate resource for this research. Hyatt, & Coslor (2018), describe flexibility as the will to decide the location, pace and the timing at which role necessities are met. In line with the work-family enrichment theory, resources amassed in obligation A can improve life where obligation B is executed. To be specific, enrichment can occur in both ways: resources produced in work might enrich (supplement) family-life and resources produced in family states can enrich work-life (Lambert, Haley-Lock, & Henly, 2012). Nonetheless, as in the content of this study flexibility (the resource in question) is created in work life, only work-to-family enrichment is examined; that is, it is studied if the flexibility that is available to the employee in work settings might have an indirect or direct positive impact on individuals productivity of a family role (Thomas, 2014). For instance, taking ones kids to and from leisure activities since their early ages makes them more inspired and motivated, and this is a good example of how flexibility at work can directly enrich family-life. Positive reactions that are created by having flexibility at work such as high energy or enthusiasm can, consecutively and indirectly enrich employees’ dealings with their families.
Bearing this in mind, it is possible that work flexibility operates as a resource obtained at work when FWAs are accessible which enriches the family life and consecutively employees respond by getting more satisfied and more motivated. Based on this foundations, the following hypotheses are articulated:
H3 (Hypothesis 3): Sensitivities of work-to-family enrichment mediate the positive interdependence of the accessibility of flextime and employees’ job satisfaction.
H4 (Hypothesis 4): Sensitivities of work-to-family enrichment mediate the positive interdependence of the accessibility of flexplace and employees’ job satisfaction.
In this study, the mainly purpose is to get better understand flexible working arrangement and job satisfaction. How did the outcome: job satisfaction influence the office workers who are working in the Bandar Sunway area, and through the mediation role investigate how the perceptions of work-family enrichment will be mediating role to the relationship between the flexibility working arrangement and job satisfaction. The data collection will be conducted from the office workers in Bandar Sunway, Malaysia.
In this section, the theories, concepts and researches, which were from earlier studies, are linked to the current studies and research area. The relation between job satisfaction of employee and flexible working arrangement in Malaysia. Besides, the mediate model are work-family enrichment and work-family conflict. The Individual Variables is Flexible Working Arrangement while the Dependent Variable is the Job Satisfaction among workers. Finally, based on the discussed concept and reviewing on relevant literature, research’s theoretical framework and the creation of hypothesis are developed.
Lesnard and De Saint Pol (2008), elucidates that FWA came to fame during the skills scarcity of the 1980s when employment trepidations were compounded by downsizing and restructuring. The need to shun stress and absenteeism allied to the work-life enrichment was documented as being a captivating argument for continuing the improvement of FWAs. This would put forward that irrespective of economic situations, there are substantial benefits to providing and utilizing flexible work arrangements.
Stavrou and Ierodiakonou (2011), defines FWA any practices, policies, informal or formal, which allow individual to change where and when to work. Svensson (2011), discusses FWA as a broad concept that involves any work arrangements that deviate from standard hire comprising fixed daily hours on the company’s locations. There are various types of FWA on offer across most companies. The most dominant are flex space and flextime (or flexitime). These FWAs permit flexibility the place in which the work is conducted and in the timing of work (Svensson, 2011). Pedersen and Lewis (2012), established that telecommuting, which entails operating from home with the aid of technology, has been pivotal in helping personnel to meet the endless demands on their time. Other prevalent forms of FWA are job-sharing and part-time work (Lambert, Haley-Lock, & Henly, 2012). In this era where the labor market is very competitive, organizations are utilizing FWA not only to retain staff but also to attract top and talented employees who may be under-represented in employment because of family commitments or other life demands (Jongsoon Jin & Eunyoung Jang, 2015). Across the globe, FWAs have been approved as a means of gaining a competitive advantage by increasing the attraction and retention of high-quality workforces, who could have been ignored in the past for different reasons including their conditions (Hyatt & Coslor, 2018). There are further submissions that link the use of FWA to improved organizational motivation, job satisfaction, and commitment, (Gözükara & Çolako?lu, 2016), and increased morale and productivity (Hyatt & Coslor, 2018). In addition, FWAs have also been acknowledged as a means for workers to fashion a more satisfying balance between their family and work lives (Facer II & Wadsworth, 2014). According to Frankfort-Nachmias, Nachmias, & DeWaard (2015), employees that are undergoing through work-life conflicts are more expected to writhe with negative organizational and individual repercussions, further demonstrating the organizational and individual benefits of FWA.
Pettorelli, Else and Sumner (2012) named four forms of FWAs: compressed work week, flextime, part-time work and flexplace (also known as telecommuting). Flextime according to Thomas (2014), denotes a policy in which the commonly fixed times that workers begin and ends the working day are substituted by a set of rules or framework within which they are given some freedom to decide on their beginning and leaving times. There are many instances that flextime can be applied. For example, some businesses define a name of core hours when all the staffs ought to be present with every employee deciding independently when to begin and end her or his day in the office (Lambert, Haley-Lock, & Henly, 2012). Furthermore, businesses could permit their employees to change the beginning and leaving times on daily basis or occasionally.
Nonetheless, some organizations that give flextime opportunity for staffs use sum working time system; that is the essential amount of hours (commonly, 41 hours a week) need be put in over a fixed time: a quarter of the year, a month or a based on the organization’s policy (Hyatt & Coslor, 2018). Additionally, it is well-known that not all forms of organisations have flextime schedules; because of the complexity of their operations. For instance, flextime is often not provided in manufacturing companies as it is usually challenging to organise continuous processes, like assembly lines, with indeterminate pertinent workers’ working times.
Flextime every so often permits the employee to select more flexible how many hours he or she wants to put it that day however still working five days a week. Other forms of FWAs, i.e. compressed workweek often permits working fewer days per week. The most common policy for compressed workweek is working ten hours per day but then again four days per week (Herminingsih, 2017). Contrary to flextime, this type of FWA is rather widespread among the manufacturing businesses. Consistent with Lambert, Haley-Lock, & Henly (2012), there are two explanations for this difference. First, compressed workweek permits employees to follow a specific schedule (that is, to work at one particular selected time) while allowing a degree of flexibility (for instance, to have four days off instead of three permitting the employees to take care of personal pieces of stuff). Second, conversely to service businesses, manufacturers commonly do not offer services that require employees to be present from Monday-to-Friday, i.e. at a regular time interval.
Telecommuting also recognised as flexplace is defined by Thomas (2014) as offering employees fluctuating degrees of freedom over the location to complete their work. Commonly, in flexplace arrangements workers decide on working from home. Academicians named three groupings of employees who are most expected to utilise flexplace arrangements: employees with children, married employees and women (Albrecht, 2012; Carlson, Grzywacz, & Michele Kacmar, 2010; Herminingsih, 2017). Furthermore, it was established that staffs working part-time are most expected to telecommute than full-time workers (Thomas, 2014).
As stated by Lesnard and De Saint Pol (2008), the dominance of flexplace practices has grown significantly in the last five years. Explicitly, in 2015 68% of surveyed companies allowed no less than 1/8 of their employees to work some fixed paid hours at home sometimes, whereas 35% of companies provided the same flexibility in 2006 (Carlson, Grzywacz, & Michele Kacmar, 2010; Herminingsih, 2017). Nonetheless, in 2014 a small number of big companies such as Yahoo Best Buy and Hewlett-Packard publicised that they are tightening or cancelling their flexplace arrangements (Svensson, 2011); these firms started deliberations on benefits and shortcomings of telecommuting. Prior to Yahoo’s decision, the benefits of flexplace, for example, costs and time saved in commuting to work and improved independence, were the focus of attention. However, telecommuting has difficulties also. For instance, some scholars observed the possibility of telecommuting resulting in a deteriorated relationship with supervisors and colleagues, which, consecutively, might curtail a rise in a career (Frankfort-Nachmias, Nachmias, & DeWaard, 2015).
Another form of FWA that is very popular in some of the European nations is part-time arrangements. For instance, over 71% of females in the Dutch work part-time (Carlson, Grzywacz, & Michele Kacmar, 2010). Nonetheless, negative deductions have been made about part-time employees and a part-time job. First and on the word of Svensson (2011), part-time employees are less engaged compared to permanent employees. Nonetheless, Gözükara & Çolako?lu (2016) delivered evidence contrarily to this-this postulation: that is, the extent of engagement both for full-time and part-time employees is the same. Furthermore, some benefits of part-time work include enabling employees to work only part of the time makes the, less likely to experience fatigue compared with their full-time equals (Frankfort-Nachmias, Nachmias, & DeWaard, 2015).
A significant number of studies examine flexibility in the workplace as the same phenomenon (Gözükara & Çolako?lu, 2016) and their effect on organisational or employee benefits. Nevertheless, past studies point out that different FWA impact on organisations and employees facets in different ways (Albrecht, 2012; Carlson, Grzywacz, & Michele Kacmar, 2010). For instance, the meta-analysis by Herminingsih (2017) disclosed that the correlation between thorough telecommuting and excellence of co-worker relationships is usually negative. Consequently, in this research, FWAs will be examined not as a fundamental concept but rather a few forms of FWAs will be studied separately.
In the current paper, two kinds of FWAs are analysed: flexplace and flextime. Flexplace and flextime have been selected to be examined for practical consideration: in line with Carlson, Grzywacz, & Michele Kacmar (2010) study, flexplace and flextime are the most effective flexible work arrangements. Although the survey was piloted in the United States of America, it is expected that these two kinds of flexible work arrangements are most dominant in Lithuania also permitting sample that is desired to draw reasonable conclusions.
Job satisfaction according to Gao and Jin (2014), is a psychological state of how a person feels about a particular work. Hayman (2009), defines job satisfaction as individual’s attitudes and feelings about different extrinsic and intrinsic factors towards jobs and the companies they do their tasks in. The fundamentals of job satisfaction are linked to promotion, pay, benefits, supervision, and relationship with colleagues and work nature. Employees’ satisfaction has been acknowledged across the globe as an all-around module of a company’s human resource policies. As stated by Lesnard and De Saint Pol (2008), job satisfaction denotes a utility which is positively correlated to the magnitude to which an individual’s needs are satisfied in the job state of affairs. Hejase (2018), contends that the most satisfied employees are highly productive when their job provides them recognition of their clear struggle policy of complaints, security from the economic strain, opportunity to give suggestions and ideas, involvement in decision making sound payment structure, fringe compensation among other things. Snyder (2016) argues that organizations with high-quality human capital do better in the market and deliver more consistent and higher returns to shareholders, than organizations with average employees. Sustainable competitive advantage necessitates satisfaction of workers for retention to the knowledge base of a company. This knowledge is in most cases tacit and difficult to convey to employees. Accordingly, employee job satisfaction is paramount into companies since it is what productivity is influenced since satisfied employees produce greater quality performance in best time and bring about growing profits. Notably, satisfied employees are more expected to be more innovative and creative and to subsequently discover breakthroughs that can help an organization to grow and change entirely with time and moving market conditions.
Flexibility work arrangements have been linked with a horde of positive results, most common in the form of enhanced work-family balance and reduced work-family conflicts. According to a study on employees’ job satisfaction byJongsoon Jin and Eunyoung Jang (2015), FWA correlated with a 9 percent increase in job satisfaction. They also established that salaries did not have a significant impact on employees’ job satisfaction. According to Svensson (2011), turnover intents are inversely correlated to job satisfaction; the higher the job satisfaction, the lower the plans for turnover and vice versa (Hyatt & Coslor, 2018). Albrecht (2012), also reiterates that work flexibility decreased work-family conflict. Consecutively, organizations expect to increase resources from employees. Carlson, Grzywacz, & Michele Kacmar (2010), clarifies that flexibility empowers workers to be better employees, pushing performance and productivity up through reduced disruptions when working and the capacity to work at the location or time when they are most active, on top of through improved attitudes like increased engagement, satisfaction, organizational commitment, and reduced turnover intents. Thus, through developing FWAs, organizations can retain talented employees and not oblige them to sacrifice family life.
According to Thomas (2014), one of the major obstacles to work-family research was the lack of a comprehensive and comprehensive theoretical framework. In the light of Sieber’s theory (1974), it shows that people choose to participate in a variety of rewards for a variety of roles, such as greater role privileges, lower stress, higher status and more personality. Not only than that, in the line with the theory of Marks, there are some of the roles might generate energy to enhance resources and may be led to a second role. Recently, Lesnard and De Saint Pol (2008) are expanded some findings and provided an overall theoretical framework for working families. Furthermore, according to their model, enrichment refers to how the resource benefits of one role such as work, contribute to the performance improvement of another, such as a family. In this model, resource generation improves the performance of another role, either directly or indirect.
There are various resources that promote an enrichment work-family process, including skills and perspectives, psychological and material resources, social capital resources, flexibility and material resources (Pettorelli, Else, & Sumner, 2012). Flexibility working arrangement is one of the recourses which related to this study. In the Lambert, Haley-Lock and Henly (2012) study, they defined the flexibility working arrangement as determines what is timing, where is the location and how the speed to meet the role of requirement. As a result, the resources employees receive in their jobs directly improve their parental roles and can have a positive indirect impact, thereby facilitating employee interaction with their families.
Thus, the flexibility schedule might play a key important in the resource generation and it increase the work-family enrichment. Previous studies show that flexible scheduling increases the perception of control over work and family affairs, which in turn reduces work-family conflicts (Hyatt & Coslor, 2018). Employees also have the resources to generate resources through flexible work schedules that will enable them to better handle the needs between work and family. Bring up-to-date, there is only one research which it has already examine the work-family enrichment in terms of concentration
As mentioned earlier, this study will involve in the mediation role of work-family enrichment to get the explanation the relationship in job satisfaction. Therefore, there are prediction in the flexibility working arrangement is related to enrichment, so the hypothesis have set there are positive relationship with job satisfaction whereas there is negative relationship with work-family enrichment. Flexible working arrangements may also be related to job satisfaction. For instance, according to the analysis in Herminingsih (2017), the relationship between flexible work schedule and compressed work schedule have positive relation that impact on job satisfaction. Moreover, Hartung (2015) demonstrated that flexibility gains were positively correlated with job satisfaction.
This research follows a descriptive, analytical approach, as it is recognized as the most used in social and business studies. The present section details the methods that will be used to conduct the survey and answer the research question in terms of data collection.
The proposed study will employ a quantitative research design to collect the required research data. According to Frankfort-Nachmias, Nachmias, and DeWaard (2015), investigators in most instances use quantitative approaches to develop knowledge (mostly causal thinking, reducing particular assumptions, problems, and variables, using analytical testing, observation and measurement,) through post-doctrine necessities, and collecting statistics using surveys and experiments on planned instrumentation data. This study uses a quantitative investigation method to obtain rich and more data, i.e., both visual and written comprehensive descriptions about the study topic.
A quantitative research approach has been applied all through this study, which is a numerical data analysis using an ordered, structured technique (Davino & Fabbris, 2013). According to Watkins & Gioia (2015), this research method plays a pivotal role in establishing the relationship between concepts and research by testing the hypothesis with an inferential technique to liken it with positivist perspectives. This quantitative method is appropriate to understand the relationship between FWAs, employees job satisfaction, work-family enhancement as well as the overall organizational performance.
The investigator will employ a combination of convenience and snowballing sampling techniques to sample 76 participants of the targeted population of office workers in Bandar Sunway, Malaysia aged between18 to 64 years. Convenience sampling has been selected to be used in this study as with this kind of sampling, subjects are selected and recruited easily for the survey, and the researcher will not consider picking subjects that are representative of the total population. As noted by Watkins & Gioia (2015), convenience sampling technique where subjects are selected because of their convenient accessibility and proximity to the researcher. Besides, the investigator will also employ snowballing sampling technique to reach other employees through a referral by their colleagues and to differentiate employees from the general public that will be at Bandar Sunway at the time of conducting this survey..
A survey that will consist of 12 questions has been designed to collect data to answer the formulated research questions that are guiding the development of this paper.
In developing the survey tool, the researcher will embed an attention test to reduce the risk of sketchily carrying out the survey. At the start of the study, the investigator will show the eligible participants a photo that will have two sets of numbers at its bottom. The participant will then be required to note down this number at the bottom right-hand side using a pen/pencil and a paper. At the tail end of the survey, the researcher will ask the respondent to input the number they chronicled before in a field that will be offered to them. Any answers that will not have the correct number will be automatically eliminated. Besides, as part of the instructions that the researcher will give to the participants, it will be communicated that the participant ought to be having at least have a part-time job; any responses will be indicating that the participant is unemployed at the time of survey will be eliminated. The reason for not accommodating such survey responses will be to have more reliable data that will be coming from present or new experiences.
A survey that will consist of 12 questions has been designed to collect data to answer the formulated research questions that are guiding the development of this paper. In developing the survey tool, the researcher will embed an attention test to reduce the risk of sketchily carrying out the survey. At the start of the study, the investigator will show the eligible participants a photo that will have two sets of numbers at its bottom. The participant will then be required to note down this number at the bottom right-hand side using a pen/pencil and a paper. At the tail end of the survey, the researcher will ask the respondent to input the number they chronicled before in a field that will be offered to them. Any answers that will not have the correct number will be automatically eliminated. Besides, as part of the instructions that the researcher will give to the participants, it will be communicated that the participant ought to be having at least have a part-time job; any responses will be indicating that the participant is unemployed at the time of survey will be eliminated. The reason for not accommodating such survey responses will be to have more reliable data that will be coming from present or new experiences.
A pilot study will be rolled out to for two weeks assess reliability and validity of the data collection instrument by randomly administering the questionnaire to a random sample that will comprise of 40 eligible respondents drawn from a population of 86 targeted participants for this study. According to Lancaster (2015), a pilot study provides a trial run for the data collection instrument and entails testing the wordings of questions, detecting ambiguous questions, and testing the methods to be used to collect data. Consequently, at the end of this process, the researcher will introduce some minor modifications to the existing questions and the final survey form.
For each research, it is vital to assess whether internal and external validity is guaranteed. In the context of this study, internal validity will be ensured by using scales that have been tested and validated in unlike settings and many research carried out by different scholars (Frankfort-Nachmias, Nachmias, & DeWaard, 2015). Nevertheless, the researcher anticipates a threat to the internal validity because of the translation from the original language (English) or the paper to local Malaysian Language which will be used to interrogate the respondents. To avoid the breach of internal validity because of the translation, the researcher will have the translated questionnaire approved by an academic professional.
To guarantee the external validity of this study, no specific group of participants will be targeted; the respondents will be selected randomly. Furthermore, the researcher will allow the respondents to fill the questionnaire at the place and time of their convenience and without necessarily being observed by the investigator.
This study will be carried out while preserving ethics. There are numerous explanations to claim that. First, each participant will be allowed to voluntarily fill the questionnaire voluntarily and will be informed about the purpose of the study at the beginning of the process. Second, the researcher will assure all the respondents that the survey will remain anonymous concerning individual names and responses. Third, the responses of the participants will not publically publish; they will only be available upon request to the author. Finally, this study will be carried out in line with the principals of objectivity, honesty, and respect of intellectual properties.
The collected data will be analyzed by the use of the IBM SPSS Statistics software (version 22). After data collection, the recorded data will be coded into an SPSS template. Subsequently, errors and missing values will be checked. Outliers will as well be identified and removed if needed. After that, the researcher will conduct descriptive to obtain insights from the sample population and their features. Besides, a Pearson correlation analysis will be performed to establish whether there is a significant correlation between FWA and employees job satisfaction. For all the statistical tests, the researcher will use critical alpha level of .05.
This section of the study details the results of the empirical research that have been analyzed and used to reject or accept the hypotheses of the study. The analysis of the results of the empirical study will be carried in the following order:
200 responses were gathered via the survey and interviews. Notably, all the respondents were aged 23 years and above and hence 200 responses were used for analysis. If the age of the respondents were below 18 years, the responses of this group would not be considered for analysis as this group would be considered not to have any work experience in managing work-family balance. The following analysis sections begins with the discussion about the demographic statistics of the engaged participants.
In this section, demographic features of the respondents i.e. gender, age, level of education, years of experience and ethnicity are deliberated to provide a better understanding of the analyzed research sample.
Among the demographic characteristics of the research sample, gender is the most significant for studies regarding family-life balance. In this research sample, more male respondents were surveyed compared to their female counterparts i.e. 78% against 22% which could influence the results of the research as researchers (Jung Jang, Zippay, & Park, 2012) theorized that job satisfaction due to work flexibilities varies with gender . Furthermore, Hyatt, & Coslor, 2018 established that businesses which female staff constitute a large percentage than their male counterparts, are expected to be more flexible.
Age was also considered an important demographic characteristic of this study consistent with the findings of Pettorelli, Else, & Sumner, 2012 postulated that provided that older workforces are given the flexibility they need they become more satisfied at work than their younger colleagues. In addition, Jongsoon Jin & Eunyoung Jang (2015) established positively correlated with work-to-family enrichment. Nevertheless, in this research the significant proportion of the participants are quite young, that is, most of the respondents are aged between 23 and 25 (see Figure 2). Notwithstanding, this research would be able to provide valid conclusions as to whether age has any impact on job satisfaction based on the available work flexibilities.
This research also required the respondents to specify their level of education. According to Svensson (2011), education level is widely recognized control variable and particularly for this kind of research. Furthermore, it is conceivable that the respondents’ education level can influence their behaviors and attitudes and towards FWAs and their perception about job satisfaction (Duncan & Pettigrew, 2012). A significant proportion of the respondents of this study have college or university education.
Besides, the participants of the study required to indicate three more demographic characteristics: marital status, years of services and ethnicity. Of these three variables, two i.e. marital status and years of experience are very common for work-file balance researches (see Lesnard &De Saint Pol 2008 or Sweet, Pitt-Catsouphes, Besen, & Golden, 2014). The significant proportion of the respondents are single (see Figure 3); nonetheless, even greater fraction of the respondents does have less than 5 years of experience (see Figure 4).
As for the ethnicity of the respondents, the larger part of the respondents were Chinese since the study was conducted in Malaysia which is adjacent to China and host many immigrants from the nation (see Figure 6)
Demographic data has been discussed above. The subsequent section deliberates on hypothesis testing.
To analyze the relationships between the dependent variables (employee job satisfaction) independent variables (accessibility to flexplace and flextime) and control variables, hierarchical multiple regressions are conducted. Afterward, the mediating impact of work-to-family enrichment is analyzed using two methods steps defined by Sobel and Baron and Kenny (1986) and (see Table 1 below).
Table 1: Hypotheses Texting and the Employed Analytical Methods
|
Hypotheses |
Hypotheses Content |
Test |
Rationale for picking the test |
In accordance with other researches |
|
H1 and H2 |
Accessibility to flextime/flexplace is directly related to employees’ job satisfaction. |
Hierarchical multiple regression |
1. This research has e two independent variables: control variables and availability of FWA; The availability of FWA is more applicable to the research problem; thus, its effect on the dependent variables ought to be tested first. |
Hyatt, & Coslor, 2018; Pettorelli, Else, & Sumner, 2012; Svensson, 2011 |
|
H3 and H4 |
Sensitivities of work-to-family enrichment mediate the direct relationship between accessibility of flextime/ flexplace and employees’ job satisfaction. |
Baron and Kenny (1986) procedure and Sobel test |
Frankfort-Nachmias, Nachmias, & DeWaard (2015; Gözükara & Çolako?lu, 2016 |
|
Hierarchical Multiple Regression Analysis
The Hierarchical multiple regression was picked as the main analysis method since even though the researcher had not coined hypothesis concerning the effect of control variables (for instance marital status) on the dependent variables of this study, the research would be most comprehensive and pertinent if it established any variances happened because of the of the respondents’ demographical data. Accordingly, Hierarchical multiple regression in this study was conducted in two phases. First, the independent variables (i.e. availability/ accessibility flextime, later on availability of flexplace) were entered. Second, 2. With the use of SPSS multiple regression, control variables were entered using stepwise method.
In stepwise procedure, variable are added to the regression if the key variable in this case availability of flextime is statistically significant. Because of the stepwise method, the research model is categorized into two models: Model 1 which comprises only one independent variable i.e. the accessibility of flextime and the control variables and independent variable that is statistically significant; Model 2a which comprises only the accessibility to flexplace, and, lastly, Model 2 b which include significant control variables and flexplace.
To start with, regressions regarding the effect of flextime on employees’ job satisfaction was conducted (Models 1) and the following outcomes noted.
Table 2: Statistics for regression for model 1
|
Model Summary |
||||
|
Model |
R |
R Square |
Adjusted R Square |
Std. Error of the Estimate |
|
1 |
.903a |
.815 |
.808 |
.22264 |
|
a. Predictors: (Constant), Year of Service, Age, Marital, Work Flexible Arrangements, Gender, Education, Ethnicity |
|
ANOVAa |
||||||
|
Model |
Sum of Squares |
df |
Mean Square |
F |
Sig. |
|
|
1 |
Regression |
41.816 |
7 |
5.974 |
120.516 |
.000b |
|
Residual |
9.517 |
192 |
.050 |
|||
|
Total |
51.333 |
199 |
||||
|
a. Dependent Variable: Employee Job Satisfaction |
||||||
|
b. Predictors: (Constant), Year of Service, Age, Marital, Work Flexible Arrangements, Gender, Education, Ethnicity |
|
Coefficientsa |
||||||
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
||
|
B |
Std. Error |
Beta |
||||
|
1 |
(Constant) |
4.753 |
.361 |
13.150 |
.000 |
|
|
Work Flexible Arrangements |
.249 |
.041 |
.301 |
6.029 |
.000 |
|
|
Gender |
-.112 |
.071 |
-.093 |
-1.577 |
.116 |
|
|
Age |
-.038 |
.027 |
-.079 |
-1.420 |
.157 |
|
|
Education |
-.243 |
.046 |
-.408 |
-5.265 |
.000 |
|
|
Ethnicity |
-.066 |
.041 |
-.153 |
-1.637 |
.103 |
|
|
Marrital |
-.225 |
.030 |
-.333 |
-7.441 |
.000 |
|
|
Year of Service |
.034 |
.044 |
.066 |
.772 |
.441 |
|
|
a. Dependent Variable: Employee Job Satisfaction |
The outcomes of hierarchical multiple regression (see Tables above) reveals that Model 1 is statistically significant (p is less than 0.05) and thus hypothesis 1 holds; that is, the accessibility to flextime influence employees’ job satisfaction. This was presumed to be true because in Model 1, R2 is .815 and the P-value (sig.) of WFA is 0.00 which implies that flextime availability accounts for 81.5% of the variation of employees’ job satisfaction level. Furthermore, stepwise procedure of multiple regression noted that out of all control variables only marital status and education that also influence employees satisfaction as their p-values (Coefficient matric); both sig. values i.e. 0.00 are less than the P-value (0.05). The remaining control variables have p-values that are greater than the required P-value (0.05). These findings are consistent with Pitt-Catsouphes, Besen, & Golden (2014) as married people tend to value FWA more which leads to increased job satisfaction and Pettorelli, Else, & Sumner (2012) as people who are studying finding FWA effective since they are able to pursue their studies and at the same work and thus are very satisfied.
Like with model 1, Hierarchical multiple regression was also performed Model 2 where the effect of flexplace on employees’ job satisfaction was being analyzed; Model 2 included flexplace and control variables alongside flexplace.
Table 4: Statistics for regression model 2
|
Model Summary |
||||
|
Model |
R |
R Square |
Adjusted R Square |
Std. Error of the Estimate |
|
1 |
.964a |
.929 |
.926 |
.13777 |
|
a. Predictors: (Constant), Work from Home, Age, Ethnicity, Marrital, Gender, Education, Year of Service |
|
ANOVAa |
||||||
|
Model |
Sum of Squares |
df |
Mean Square |
F |
Sig. |
|
|
1 |
Regression |
47.689 |
7 |
6.813 |
358.950 |
.000b |
|
Residual |
3.644 |
192 |
.019 |
|||
|
Total |
51.333 |
199 |
||||
|
a. Dependent Variable: Employee Job Satisfaction |
||||||
|
b. Predictors: (Constant), Work from Home, Age, Ethnicity, Marrital, Gender, Education, Year of Service |
||||||
|
Coefficientsa |
||||||
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
||
|
B |
Std. Error |
Beta |
||||
|
1 |
(Constant) |
2.286 |
.252 |
9.057 |
.000 |
|
|
Gender |
-.046 |
.044 |
-.038 |
-1.028 |
.305 |
|
|
Age |
-.114 |
.016 |
-.240 |
-6.953 |
.000 |
|
|
Education |
-.105 |
.029 |
-.175 |
-3.621 |
.000 |
|
|
Ethnicity |
.016 |
.025 |
.037 |
.633 |
.527 |
|
|
Marrital |
-.080 |
.020 |
-.118 |
-3.912 |
.000 |
|
|
Year of Service |
-.022 |
.027 |
-.043 |
-.817 |
.415 |
|
|
Work from Home |
.680 |
.034 |
.721 |
20.109 |
.000 |
|
|
a. Dependent Variable: Employee Job Satisfaction |
The results of this regression model (Table 4) show that the Model 2 is also statistically significant (p-value is less than 0.05) and thus we accept hypothesis 2; i.e., accessibility to flexplace impact on employees’ levels of job satisfaction This was presumed to be true because in Model 2, R2 equal to 0.929 the P-value (sig.) of Work from Home is 0.00 signifying that the availability of flexplace explains for 92.9% of the changes in employees’ satisfaction rates. Concerning control variables, the results are identical to the observations above about the relationship between job satisfaction and flextime; only marital status and education that also influence employees satisfaction as their p-values (Coefficient matric); both sig. values i.e. 0.00 are less than the P-value (0.05). The remaining control variables have p-values that are greater than the required P-value (0.05).
Discussion and Conclusions
This section deliberates on two key constituents: discussion and conclusions. In the discussion section, the main outcomes of the empirical research are enumerated and likened to the extant theories. Correspondingly, both practical and theoretical effects are deliberated along with study’s limitation. In the conclusion section, the key research points are discussed and some directions for possible and related future investigations are given.
The general objective of this study was to examine the relation of flextime and flexplace as the independent variables and employee’s job satisfaction as the independent variables. Similarly, the investigation intended to establish whether work-to-family enrichment intermediates the aforesaid relations. To achieve this, hypothesis about relationships between the study variables were raised and tested with the help of the collected data. Thus, in the following section of the study, main deductions of the empirical research are deliberated and the findings are compared to extant literature by other scholars. Furthermore, practical and theoretical significance of this study is reviewed in this same section. Lastly, the research limitations are defined.
Three i.e. hierarchical multiple regression, Baron and Kenny, and Sobel test were used to test the hypotheses of the study. Hierarchical multiple regression Baron and Kenny, and Sobel test were applied to test hypotheses regarding direct relations between research variables while been employed to test hypothesis concerning intermediation of work-to-family enrichment. In the subsequent section of the paper, the outcomes of the hypotheses tests are summarized and conclusions of this study are likened with the discoveries of other scholars.
The primary hypothesis (H1) concerning the positive correlation of the accessibility to flextime and employees’ job satisfaction was confirmed being true. Correspondingly, the empirical research established that not only flextime but also flexplace has a direct correlation with employees’ job satisfaction. This implies that business that provide flexplace or flextime have workers that are more satisfied with their work. Unluckily, due to the absence of theory about employees job satisfaction and FWAs (Lambert, Haley-Lock, & Henly, 2012), the researcher did not find analogical peer-reviewed studies to compare the findings to. Nevertheless, a close analysis of literature of similar constructs revealed that this outcome is reinforced by other studies. For example, Pettorelli, Else, and Sumner, 2012 noted that workers who have access to FWAs such as flextime and flexplace they want are considerably more satisfied and productive at work. Regarding the implication of flexplace, is a predominantly significant finding for this study as there is virtually no study on impact of flexplace in Malaysia.
In the process of testing the first two hypotheses, the significance of separate demographical data was assessed. The outcomes of this study established marital status and level of education have no significant effect on correlations between study variables i.e. flextime and flex space on employees job satisfaction. The remaining control variables have p-values that are greater than the required P-value (0.05).This discovery is in line with the verdicts of other scholars. For instance Pitt-Catsouphes, Besen, & Golden (2014) stated that married people tend to value FWA more which leads to increased job satisfaction. Besides, Pettorelli, Else, & Sumner (2012) indicated that employees who are studying and thus finds FWA very effective since they are able to pursue their studies and at the same work and thus are very satisfied.
As stated previously, to the knowledge of the investigators, this is a maiden investigates that analysis the intermediation of work-to-family enrichment between FWAs and employees’ job satisfaction. Thus, a conclusion that would state that family is enriched owing to teleworking to a magnitude that the enrichment mediates the relationship between flexplace and employees’ job satisfaction would be uncertain.
In summary, this study is important for different reasons. Foremost, the findings of the empirical research indicated that actually regarding availability of FWAs as a privilege in Malaysia is even damaging to the commercial world as then organizations never enjoy the gains that flexibility would bring. Briefly, this research revealed that workers who have access to teleworking or flexible work plans are more likely to be satisfied with their work an. In addition, the positive results which would be catalyzed by offering FWAs would trigger more positive changes. An in-depth analysis of Literature revealed that increased job satisfaction would bring about, for instance, improved performance and enthusiasm to do second role (Bond, Galinsky, Kim, & Brownfield, 2005; Matos & Galinsky, 2014). Increased job satisfaction would also give rise to less cases of employee’s absenteeism and reduced turnover (Lesnard and De Saint Pol, 2008). Besides, literature review indicated that not only does the real use of FWAs guarantees these paybacks, but also the accessibility as well.
Secondly, it was essential to examine antecedents of job satisfaction specifically. The urge to examine employees’ job satisfaction was two-fold. First, limited studies regarding the relationship between FWAs and employees job satisfaction deeming it hard to generalize the findings. Secondly, there is a decline in employees’ job satisfaction internationally. Thus, all likely antecedent of satisfaction required to be researched on to offer several solution on how to improve satisfaction. What is more, it was important to study employees’ job satisfaction also because of employee turnover. While age was not regarded a significant variable in this study, the significant proportion of respondents belong to Generation Y demonstrating that in any case in Malaysia the same tool (i.e., accessibility of FWA) might be employed to positively impact on employees’ as it is the case with workers of other generations overseas.
Thirdly, it ought to be emphasized independently that the empirical research established that flexplace have a direct with employees’ job satisfaction. This discovery is predominantly significant bearing in mind a few characteristics. Foremost, that theory concerning results of homeworking in the Malaysian setting virtually does not exists. Thus, this study is a unique one as it is the first to examine the gains of flexplaces in Malaysian setting. Secondly, the findings indicate that the accessibility of flexplace has a significant effect on employees’ satisfaction with their job compared to flextime. Thus, if a company in Malaysia is thinking about offering flexplace or flextime to employees, it must be cognizant that flexplace results in higher satisfaction levels than flextime. Thirdly, the study seemed to have been conducted at the right time in view of the trend to withdraw their flexplace scheduled that had been initiated by a few intercontinental organizations. Thus, it is anticipated that the results of this study could enable decision makers to evaluate their policies concerning flexplace once more.
Additionally, not only did the investigator research on the effect of flexplace and flextime in this research but also the perception of work-family work enrichment. The subject of work-life balce is has remained a common area of exploration for some time (Lesnard and De Saint Pol, 2008). Nonetheless, initially concentrating on negative characteristics of work-family interface was a predominant viewpoint (Stavrou and Ierodiakonou, 2011). However, in organizational mindset a more modern trend is to pick up from strengths instead of weaknesses. One of the philosophies that does so concerning work-family relation is regarded as as work-family enrichment (Jongsoon Jin & Eunyoung Jang, 2015). The model is relatively new: Powell and Greenhaus (the developer of this theory), printed their work-family enrichment theoretical model in 2006.
Owing to the contemporariness of the work-family enrichment concept, extant researches are scanty internationally and essentially absent in Malaysia. Thus, this study is significant owing to its contribution in fashioning work-to-family enrichment theory as it indicated that there is a intermediation of work-to-family enrichment between flextime and employees’ job satisfaction which has not been analyzed before.
This section of the paper involved testing the the mediating significance of work-family enrichment, that is hypothesis 3 and 4 (perceptions about work-to-family enrichment positively mediating the relation between the accessibility of FWAs i.e. flexplace or flextime) and employee engagement. Notably, Sobel tests was employed to mediation (Davino & Fabbris, 2013). For the calculation of the Z- statistic, Davino and Fabbris (2013) interactive model was used. The test indicated that work-to-family enrichment intervenes the relations between employees job satisfaction and the convenience of flextime (Z= 3.03, p is less than 0.01), therefore we accept hypothesis 3. For hypothesis 4, Sobel test also indicates that work-to-family enrichment mediates the relations between employees job satisfaction and the convenience of flextime mediation (Z= 3.20, p is less than 0.01 and thus hypothesis 4 is also accepted
Whereas there are several valuable discoveries of this study, there exists some notable research limitations as well. Foremost, the relatively small study sample size that was used for this study is a big limitation i.e. 200 responses were gathered. Even though the sample size is a limitation to this study, it was adequate for statistical analysis to be conducted out. Secondly, the perceptions of the employees were assessed at one point of time. Thus, the responses of the respondents were likely to be influenced by their temperament during the day of survey or chances that the survey data collection tool was filled in a hurry. Accordingly, it would be important to collect more longitudinal data.
As cited earlier, there exist scanty literature regarding the models of this study in Malaysia. This is predominantly correct in relation to studies on work-family enrichment and flexplace. Thus, even analogical exploration with other sample of participants would be valuable to take a broad view of the findings in future. Furthermore, this study empirically analyzed the effect of two out of other kinds of FWAs. Thus, further researcher could be piloted with part-time work and compressed work as independent variables.
In addition to the above research limitations, the sampling method that was applied in this study was somehow biased with more males (77%) being allowed to participate in the survey over 23% of their female counterparts. For this reason, it was difficult for the investigator to conclude that gender has an impact on employees’ job satisfaction; gender representation in this study was biased. Finally, this investigation had a limited time frame, which restricted the researcher’s focus for this study. Notwithstanding, the researcher anticipates the findings of this study to contribute to the knowledge of FWAs and their effects on employees’ satisfaction in Malaysia.
Conclusion
FWAs for the longest period of time have been a common means of managing work-life balance. This urge to manage work-life responsibilities has recently turned out to be more significant owing to a move in employees’ demographics beside the fact that most of families are managed by two employed adults. Nonetheless, a review by Hyatt and Coslor (2018) indicated that only a few employees have access to FWA in Malaysia. Even more regarding is the dominant perception that FWAs are employees request or a privileges for it owing to their laziness (Duncan & Pettigrew, 2012). To trigger a public negotiation regarding the practice of FWAs, it is essential to study if flexibility would offer the same paybacks in Malaysia’s context that it offers to other states. Notwithstanding, the objectives of the study have been meet at the end. First, a detailed literature analysis concerning the study variables and their relationships was performed which functioned as a background for the additional phases of the research. The literature review discloses that there is limited investigations regarding the research variables (for instance, flexplace and work-family enrichment) in Chinese setting. Nonetheless, given the studies piloted in other republics and their deductions that are deliberated in chapter elucidating on the Literature review, it is sensible to accept that the relations examined in this study could be existing on Chinese as well. Second, using the information contained in Literature review section, a research model is constructed which signifies the relationships between the variables that are studied in this paper. The research model queries positive correlations between FWAs (that is, flexplace and flextime) and employees’ satisfaction in Malaysia and mediating impact of work-family enrichment. Third, a research questionnaire is developed using scales established by other investigators. Five-item scale is hired to determine the level of respondent’s satisfaction with their work and five-item scale decides on the work-to-family enrichment level as perceived by the respondent. Furthermore, demographics of the respondents are gathered. Fourth, an analysis of data is conducted along with mediation tests and regression analysis to reject or accept the hypotheses. Nevertheless, before deliberating the outcomes of the analysis, the research limitations ought to be also reflected. The major limitation is comparatively small sample size. Even though sample size is sufficient to derive statistically significant inferences, one must be cautious in stating that the conclusions of this study are true in the context of all Malaysia population. Fifth, the results of the study revealed that both forms of FWAs i.e. flextime and flexplace are directly correlated to employees’ job satisfaction in Malaysian context. Through making either flexplace or flextime accessible to the employees, firms can easily increase employees’ job satisfaction levels by 13-17%. Finally, from the deductions of this study, the investigator concludes that the accessibility and utilization of FWAs is low in Malaysia compared to most Asian countries. Besides, the convenience of flexibility is regarded a source of pride in Malaysia. Nonetheless, the findings of this study demonstrate that the availability of FWAs ought to not be regarded a privilege and companies should endeavor to provide an extensive access to them as the accessibility of either flexplace or flextime is directly correlated to employees’ satisfaction in Malaysia. Thus, all being well, the findings of this study should encourage both Malaysian practitioners and scholars to develop more interest on FWAs and their direct effect in Malaysia.
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