FLEXIBLE WORKING CONDITIONS OF EMPLOYEES IN
SELECTED INDUSTRY IN THE CITY OF MATI
A Research
Presented to the Faculty of
Davao Oriental State University
8200 City of Mati
In Partial Fulfillment
Of the Requirements for
BUSINESS RESEARCH
LEAH I. TEJERO
May 2022
Chapter 1
THE PROBLEM AND ITS BACKGROUND
I. Introduction
Rationale
In over a year, the coronavirus disease (Covid-19) pandemic represents a crisis
that affects most aspects of people's lives around the world. To delay the spread of
COVID-19, most of the affected countries implemented a variety of interventions,
including lockdowns, business closures, hygiene laws, social distancing, school and
university closures, and mobility monitoring.
The measures are expected to bring long-term and short-term impacts on people’s
working lives. And as anticipated, this pandemic has forced a large portion of the
population to work from home for more than a year. Many workers have also experienced
to work fewer hours or days a week as a result of juggling work and other commitments
such homeschooling or childcare. As a result of the current situation, many workers will
need flexible working in the short to medium term. They could, for example, be dealing
with a health condition that makes them particularly vulnerable. Flexible working
arrangements are becoming more common in developing countries, but little is known
about their effect on employee health and happiness.
Flexible job structures are the rule rather than the exception, according to a
2014 report by McLean & Company HR Trends. One of the most critical considerations
for many workers when evaluating job offers is organizational flexibility. Flexible work
arrangements are perceived to be a better choice than a mass termination of job contracts
or the closure of the company.
With many companies adopting alternative schemes or ways to keep their
business operations open, unprepared employers were forced to consider the
implementation of flexible working arrangements as their option to cope up during the
uncertainties. Eventually, physical distancing measures will be lifted, and businesses
operations will fully reopen; nevertheless, employee requests for flexible hours and
remote work conditions may become part of the new normal. Now that the gate of flexible
or remote work has opened, many employers have experience how convenient working
from home can be for their company or how work hours that differ from the normal 8-to-4 can
be used without injury and less hassle to productivity. This has led to an even more
commonplace for flexible working conditions.
The purpose of this study is to assess the effects of flexible working conditions to
the employee’s job performance specifically on how they are able to perform under certain
work arrangements. The research also aims to provide in-depth analysis to formulate
appropriate work regulation policies and arrangements to provide innovative working
strategies in order to maintain company performance even after the COVID-19 pandemic.
The study shall focus on the challenges that an organization may encounter when
implementing the working arrangement. Given the fact that human resource management
has to provide efficient and effective work schedules of the employees to cope up
especially in this time of the new normal, the study shall enlist solutions on how to provide
sound decisions for the employees. Also included in this study is gathering of information
about the significant factors that must be considered when designing flexible working
arrangements and policies to be able to secure the organization’s continuous operations
and not suffer the employee’s engagement in performing their duties and responsibilities.
II. Research Objectives
Statement of the problem:
This study aims to assess the effect of flexible working conditions of employees in
selected industry in the city of Mati.
Specifically, it seeks to answer the following questions:
1. What is the profile of the respondents in terms of:
1.1 Age
1.2 Sex
1.3 Educational Attainment
1.4 Average Monthly Income
2. What is the effect of flexible working conditions on job performance in terms of?
2.1 Job Satisfaction
2.2 Attitude towards Flexible Hours
2.3 Job’s Negative Effect
3. What is the significant difference and relationship on the assessment on the effect of
flexible working conditions and job performance when they are grouped according to
profiles?
4. What strategies may be suggested to improve the engagement of the employee under
flexible working conditions at work?
REVIEW OF RELATED LITERATURE
In this chapter, the researcher makes his analysis, presentation, and interpretation of the
gathered data whose purpose is to gain insights in the conduct of this study. Related
literature and studies previously conducted were reviewed.
The study of Chavez et al., entitled “Relationship between Work Time Arrangement
and Needs Satisfaction of Employees in IM Digital Philippines, INC." Flexi time, job
sharing, permanent work arrangement, compressed work week, and telecommuting
preferences are taken into account to see how this work time arrangement, based
on Existence Relatedness- Growth Requirements Theory, may affect the respondent's
needs satisfaction. The findings revealed that in terms of relatedness needs, there was
a significant relationship between the respondents' demographic profile and the extent
of their needs satisfaction in terms of age, monthly salary, length of service, and
employment status, while no significant relationship was found in terms of sex and
civil status, and employment status in terms of existence and growth needs. There was
a significant relationship between work time arrangement and the respondent’s need
satisfaction based on growth needs, but no such relationship was discovered for
existence or relatedness needs. The management could implement the flexi time that the
majority of employees desired, while also prioritizing the existence needs, which are
the most basic demands. According to the study of Davar, S. C., & RanjuBala(2012).
There
is
a
significant
relationship
between
job
satisfaction
and
job
performance. In addition, according to the study of Buntaran et., al (2019) Employee
performance is very dependent on the value of job satisfaction in the workplace. The
fulfilment of employee rights have a great effect on the performance of the organization.
Moreover The study of Borja et al., entitled "Factors that Affect Job Performance of
Employees in
working
STAR Tollway Corporation Lipa City, Batangas," Salary and benefits,
conditions,
supervision,
and promotion all had an impact on employee
performance, according to the findings of the study. All of these elements have a
significant impact on employees, but supervision is the most crucial. The degree of
performance of employees is high based on characteristics such as attendance or
punctuality, general attitude, and performance. Furthermore, there is a significant relationship
between the respondents' level of performance in terms of attendance or punctuality and
their assessments in terms of salary and perks, but no such relationship exists in
terms of working conditions, supervision, or advancement. In terms of general attitude,
there is a significant relationship between the respondents' level of performance and their
assessments in promotion; however, there is no such association in terms of pay and
perks, working conditions, or supervision. Furthermore, management should carefully
analyze and emphasize job performance aspects such as pay and benefits, working conditions,
supervision, and promotion so that employees' performance is more effective and efficient. The
administration should set goals, develop strategies, and schedule time to achieve the
required results as a result of which the employee's job performance will improve.
The study of Llanes et al.entitled "Shifting Schedule and Job Performance of
Nurses in Selected Private Hospitals" purpose was to see how the nurses' job
performance was affected by their shifting schedules. A total of 50 nurses from chosen
private hospitals in Lipa City were asked to complete the survey. It determined the age,
sex, civil status, job status, position, duration of service, and monthly remuneration of the
respondents. The performances that were evaluated by the nurses of chosen private
hospitals under Ivancevich's determinants of job performance were capacity to perform,
willingness to perform, and opportunity to perform. Its goal is to see if there is a significant
difference in the impact of shifting schedules on nurses' job performance when they are
divided into groups based on their factors. The findings revealed that when it came to
evaluating the impact of shifting schedules on the job performance o f nurses in
selected private hospitals in Lipa City. Capacity to perform, willingness to perform, and
opportunity to perform had no bearing on their ability to adjust their schedule to improve
their job performance. In addition, the study found a substantial difference in age and its
relationship to capacity and willingness to perform, as well as sex and its relationship to
capacity and opportunity to perform. In terms of respondents' civil status, employment
status, position, length of service, and monthly compensation, the findings demonstrated
that there was no significant difference in the impact of nurses' shift schedule on their job
performance.
According to the study of Deci et al., (2016) entitled, "Coping in flexible working
conditions
–
engagement,
disengagement
and
Self- Endangering strategies."
Employees may face increased demands as a result of flexible working conditions.
Workers in employment with limited boundaries must manage themselves and accept
responsibility for achieving work objectives. The health impacts of flexible working are due
to both the conditions and the method in which demands and goal attainment are
addressed, i.e., they are due to coping mechanisms. The findings revealed that, in
addition to engagement and disengagement coping methods and work demands, selfendangering strategies had a positive incremental influence on emotional tiredness and
psychosomatic problems. Finally, while measuring the overall health of workers under
flexible working conditions, self-endangering job behaviors should be taken into account.
Moreover, Employees who work four 10-hour days, on the other hand, are weirder than
those who work five eight-hour days. Many workers grow wearier when allocated to long
workdays, according to the Canadian Centre for Occupational Health and Safety.
Increased weariness lowers staff morale and performance, as well as putting workers'
safety at risk. Extended workdays may cause some employees to pace themselves
differently than typical shifts. As weariness sets in, other staff may begin to slow down. On
a four-day workweek, most workers require extra or longer breaks. When compared to a
traditional shift, these considerations may result in less work being done per week
(Humphrey, 2017). Working longer hours, according to “Psychology”, should result in
increased fatigue, which could have an adverse impact on performance. If greater fatigue
is linked to increased employee stress, one may expect a drop in performance.
Furthermore, an employee's work ethic or commitment to the job, workplace, company, or
labor force may be reflected by additional working hours. Longer work hours unavoidably
create hazards and time conflicts that interfere not only with non-work life quality but also
with on- the-job performance (Golden 2012).
Moreover, according to Kipkoech (2018) entitled Flexible working arrangement
on employee performance in Kericho county referral hospital, Kenya, Despite the availability
of flexible working at public hospitals to increase the efficiency of health-care workers,
most public hospitals continue to perform poorly. Furthermore, in public hospitals, the
extent to which flexible work conditions affect employee productivity, customer happiness,
employee satisfaction, and turnover of health workers, as well as overall performance, is
unknown. The goal of the research project was to investigate the impact of flexible work
schedules on staff performance in Kericho County's referral hospital. The study looked
into the effects of part-time wo r k , w o r k s h i f t s , f l e x i t i m e , a n d t em p o ra r y c o n t r a ct s
o n employee performance. The study's findings will help to equip and improve the
management of referral hospitals in terms of knowledge and skills on how to come up with
flexible working conditions that increase employee performance. Vroom's Expectancy
Theory was used to guide the research. The research used a descriptive research design.
The target population of 111 Kericho County Referral Hospital personnel was divided into
senior management, doctors, clinical officers, nurses, and subordinates. Stratified sample
approaches were utilized to choose a sample of 104 Kericho referral hospital workers, and
simple random selection was performed from each stratum. The findings revealed that flexible
working practices have a considerable impact on employee performance in a firm. Flexi
working techniques contributed 22.9 percent to performance, whereas other characteristics that
were not measured contributed 77.1 percent. Temporary contracts, work shifts, and part-time
work were all positive significant indicators of performance, whereas flexi time was positive
but not significant. According to the findings, temporary contracts, work shifts, and part-time
work have a good impact on performance and should be implemented. On the subject of
flexi time and performance, more research is needed.
According to the study of Austin-Egole (2020), entitled, "Flexible Working
Arrangements and Organizational Performance: An Overview", Organizations have the
challenge of balancing their employees' work-life balance in order to reduce all of the
problems that come with it while maintaining efficient and effective performance. As a result
of the benefits associated with f le xib ilit y f or bot h employees and employers ,
man y companies provide flexible working conditions to their personnel. One of the most
typical benefits is significantly enhanced employee and organizational performance. It
also promotes a healthy work-life balance, resulting in less stress and improved employee
wellbeing, as well as lower absenteeism and staff turnover for the company. The purpose of
this study is to illustrate the many types and general concepts of flexible working
conditions, as well as their impact on employee productivity. The methodology is
library research with analytic discussion of secondary data. More research on the effects
of employee-driven and employer-driven flexible work conditions on organizational
performance is recommended in order to substantiate the claim that the effects of Flexible
working conditions differ depending on the primary beneficiary.
According to the study of Petrova (2011), entitled " Flexible working as an effective
tool of organizational productivity increasing: perspectives of property and staff in AlcatelLucent Pte. Ltd", the continuous advancement of information technology has altered
traditional management and business operations. There is a high demand for new
innovative business solutions and methods of managing people that allow them to fully
realize their potential. Physical boundaries are being removed, and work is becoming
increasingly dispersed around the world, allowing for the expansion of services such
as 24/7 customer service, home banking, online shopping, and other services that
seemed unbelievable just a few years ago. Companies are looking for any way to boost
their competitiveness in this fast-paced environment. Most organizations view
implementing flexible working as a tool for adapting to ever-changing environments.
According to the literature review and an overview of some cases in different countries,
the study proposes the hypothesis that flexibility in property as well as in working mode increases
productivity, both in terms of real estate cost savings and employee increased productivity
due to better team collaboration in open space, flexible working hours, and the ability to
choose preferred location. The case study conducted for this paper in Alcatel-Lucent
Singapore demonstrates that, due to the project timeline, the aforementioned benefits are
not yet available, but are highly anticipated by local and global management. However,
before deciding on flexible working, a thorough assessment of business requirements and employee
needs should be conducted. In order to achieve rapid acceptance and adaptation to a
new environment, it is critical to ensure efficient and open internal communication and
employee involvement at all stages of the project. Based on the current example, future
research should look into the cultural aspects of global strategy deployment by corporate
decision-makers invarious countries.
The study of Svensson (2012) entitled, "Flexible Working Conditions and
Decreasing Levels of Trust,” the purpose of this study is to compare levels of generalized
trust among employees who have adapted to increasing demands for flexibility in their
working lives (nonstandard work) to employees in traditional employment (standard work).
The findings show that people in nonstandard positions have significantly lower levels of
generalized trust than standard employees, even when age, gender, and socioeconomic
status are held constant. Because trust has been shown to be a prerequisite for
innovativeness, and both flexibility and innovation are officially accepted solutions to postindustrial society’s problems, the findings point to a possible paradox in the "new
economy." The findings of this study are unusual in that they give solid evidence for the
idea that flexible working conditions lead to a decrease in societal trust.
According to Chung & van der Horst (2018) entitled, "Flexible working and unpaid
overtime in the UK: The role of gender, parental and occupational status". Flexible workfamily boundaries may cause people to work harder and longer, according to recent
research. However, most researchers were unable to demonstrate if there are variations
between different forms of flexible working conditions, or whether this association applies
exclusively to certain categories of workers. Using the Understanding Society data from
2010 to 2015 and fixed effects panel regression models, the researchers look at how
three different types of flexible working condition, namely schedule control, flextime,
and teleworking, are linked to an increase in unpaid overtime hours for workers in the UK.
The findings suggest that flexible work condition, such as flextime and teleworking, which were
introduced largely to improve work- life balance, do not always result in a considerable rise
in unpaid extra hours. Workers' control over their schedule, on the other hand, which is
commonly implemented as part of high-performance methods, leads to an increase in
unpaid extra hours. This is particularly true for professional men and women without
children, particularly those who work full-time and, shockingly, part-time. When assessing
the outcomes of flexible working, the findings of this study highlight the need of
discriminating between different groups of workers as well as different types of conditions.
Furthermore, the findings support the concept that performance-enhancing flexible working
conditions may increase gender inequities in the labor market by allowing males to devote
more time to their employment, whereas this may be more difficult for women, particularly
full-time working mothers.
According to the study of Njiru (2013) entitled, "The Influence of Flexible Work
Practices on Employee performance in public sector: A case of ministry of interior and
coordination of national government, embu county" Employees have benefited from flexible
work arrangements on both a personal and professional level. Telecommuting,
compressed hours, job sharing, and flexi-time are all examples of flexible work
schedules explored in this study. The study discovered that the institution had a flexible
work practices policy in place; similarly, the study discovered that telecommuting had no
impact on employee performance in the institution; employees used telecommuting in a
very small percentage of the time, and it influenced job satisfaction and staff morale, as
well as increased productivity, but only in a small percentage of the time. In a small
number of cases, reduced work hours improved employee performance, job
satisfaction, and staff morale, according to the study. Work sharing and flexi time, on the
other hand, were widely employed and had a significant impact
on
employee
performance, job satisfaction, staff morale, absenteeism, and cost effectiveness and
efficiency. Employees who are authorized to telecommute should be aided in doing so,
according to the report. Other types of flexible practices, such as shift, part-time,
and weekend employment, should be available at the Institution. In the public sector,
more research on flexible practices will be performed.
According to the Study of Kumar (2012), A Study of Flexible Working Conditions to
Retain Employees in IT Industries, Flexible work conditions are job arrangements that try
to establish the best possible fit between the company's and individual employees' interests.
Flexible working conditions can boost customer service and efficiency while also allowing
individuals to strike a balance between work and personal duties. Parents of young
children and those caring for ailing relatives aren't the only ones who benefit from flexible
working, according to the study. Part-time or flexible hours may be requested by
employees to accommodate their education, volunteer work, or other professional activities
in their communities, or to establish a work-life balance that suits them. Those nearing
retirement age might take use of it to minimize their working hours and obligations. It is
also frequently the best option for people returning to work after a long break or those
who have pre-existing medical concerns. The benefits to employees are self-evident.
Employers, on the other hand, may profit from flexible working, particularly in terms of
keeping the skills and knowledge of employees who choose or need to reduce their
working hours, as well as providing more flexibility to the employer during times of
economic difficulty.
According to the study of Mungania et al., (2016) entitled "Influence of Flexible
Work Arrangement on Organizational Performance in the Banking Industry in Kenya
"There has been a high need for talented employees in order to improve the competitive
edge of firms. Customer satisfaction and service, being the most important jobs in the
banking industry, have prompted modifications, which have resulted in changes in work
environments. Employees in Kenya's banking sector, for example, are more invested in
their employment and work longer hours (more than 48 hours), making it difficult for them
to strike a balance between work, family, and other personal concerns. This has led to
work-life conflicts, which have been linked to mental health disorders such as stress and
depression. The study's goal was to see how flexible work conditions affected
organizational performance in Kenya's banking industry. The association between flexible
work conditions and organizational performance was analyzed using multiple regression
analysis in the data analysis. Workplace flexibility efforts are increasingly recognized as
a crucial component of a results-driven workplace, according to the findings. More and
more companies are recognizing the value of flexible work conditions in achieving
company goals and enhancing employee effectiveness on and off the workplace
The research study conducted by de Menezes and Kelliher (2011), Flexible
Working and Performance: A Systematic Review of the Evidence for a Business Case,
they argued that flexible working conditions can contribute directly or indirectly to
improvements in individual and/or organizational performance, and thus are beneficial to
business. Concerns about the population's health and well-being have heightened
interest in flexible working conditions, which may also reduce expenditure on health and
welfare (Department of Labor). Researchers first became interested in the outcomes of
flexible working conditions in the mid-1970s, when they attempted to assess the impact
of flexitime on worker performance. This paper conducts a literature review on the
relationship between flexible working conditions and performance-related outcomes.
Taken as a whole, the evidence does not support a business case for the use of flexible
working conditions. The theoretical and methodological perspectives used, as well as the
measurements and designs used, are all examined in this paper in an attempt to explain
the findings. Gaps in this vast and disparate literature are identified, and a research agenda
is developed as a result.
According to the study of Galea et al., (2014), An Insider's Point of View: How a
System of Flexible Working Hours Helps Employees to Strike a Proper Balance Between
Work and Personal Life, flexible working hours are offered to help staff combine work and
personal lives. Nevertheless, there is a mixed research into the effects of flexible working
hours on balance of work and organisation. The aim of this research is to acquire greater
insight into the influence of flexible working hours on the balance between work and life of
employees. The more the family responsibilities of the responders, the higher the need
for flexible working hours rather than a bonus. The system generates an advantage both
to the business and the employee, according to the interviewers. However, the extent to
which this is achieved depends on how it is applied and implemented by organisations. It
is found that when they are supported and adapted for work cultures, flexible working
hours are highly valued both for personal and professional reasons. In addition, its
relevance in private life varies according to the period of life. The findings are essential to
the proper implementation and management of flexible working hours by decision makers
and managers of human resources. This means employees can strike a more balanced
work-life balance, which produces beneficial organizational outcomes.
Meanwhile, according to the study of Masuda et al., (2011), Flexible Work
Arrangements Availability and their Relationship with Work-to-Family Conflict, Job
Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters, Flexible
working condition restricts daily and physical connection between employees and
colleagues and superiors, reducing the quality of their working ties. Telecommuting
frequency worsened the negative association between telecommuting and coworker
interactions. "The more acute lack of 'facial time' as a telecommuter has weakened the
extent of ties with coworkers." These traits are incompatible with a collectivist society in
which people value social bonds.
The study of Anekwe (2019) entitled "Flexible Work Arrangement and Employee
Performance of Selected Commercial Banks in Anambra State Nigeria" The research
looks into the flexibility of work conditions and employee performance at a few commercial
banks in Anambra State. The survey was designed in a descriptive manner. The Taro
Yamani method was used to choose 186 respondents from a target group of 348
respondents. A systematic questionnaire was used to collect data. The instrument was
validated using construct and content validity, and the instrument's reliability was tested
using Cronbach's alpha (a) statistical approach.
The data was examined using
descriptive statistics, and the hypotheses were tested using the Pearson product moment
correlation coefficient. The findings demonstrated a positive and statistically significant
association between work sharing and employee commitment in the banking industry
analyzed, as well as a positive and statistically significant relationship between flexi time
and employee happiness in the banking sector studied. Flexible work conditions lower
job stress, promote mental and physical stability, and increase work efficiency
and effectiveness, according to the study. As a result, the study recommends that
managers increase their usage of flextime work conditions since it improves employee
performance, lowers absenteeism, and boosts employee happiness.
According to the study of Kattenbach et al., (2010), Flexible Working Times: Effects
on Employees' Exhaustion, Work‐Nonwork Conflict and Job Performance, FWT is
becoming increasingly common as employers seek to respond quickly to market trends
and make productive use of their workforce. Since a wider individualization of lifestyles
necessitates further individualization, it has become more necessary for workers to
balance and arrange job tasks and nonwork activities with each other. Employers should
consider those employee preferences in order to maximize the use of human resources.
As a result, it might seem that everyone supports FWT models as a way to adapt working
hours to changing demands on both sides. Flexibility on the part of the boss, on the other
hand, does not always imply flexibility on the part of the employee, and the two may also
contradict each other. As a result, the aim of this study is to conceptualize FWT from the
perspective of employees in terms of the degree of autonomy and its limits as a result of
constraints and employer-oriented flexibility in order to predict person (i.e. fatigue and
work-nonwork conflict) and organizational outcomes (in-role performance and
organizational citizenship behavior).
Synthesis
The researchers consider the studies of other researchers that are relevant to this
study. This will help to support the study and will also guide the researchers in conducting
the study. In this section the similarities and differences of the study of other researchers
to this study will be discussed.
The study of Deci et al., (2016) entitled,"Coping in flexible working conditions
–
engagement,
disengagement
and
Self-Endangering strategies." Mentioned that
the flexible working condition may increase the demand of employees. The study also
mentioned how health affects the performance of employees that are working in flexible
working conditions. This is similar to the present study in terms of giving information on
how flexible working conditions affect the performance of an employee. However, they
differ because the study of Deci et al., focused on the flexible working condition
employee engagement while the present study focuses on how the flexible working
condition affects the performance of the employee.
The study of Kipkoech (2018) entitled "Flexible working arrangement on employee
performance in Kericho county referral hospital, Kenya," Mentioned that most of the
public hospitals continue to perform poorly even though the flexible working conditions at
public hospitals increase the efficiency of health-care workers. According to it, the effect
of the flexible working condition on the overall performance of the employees is unknown.
The study findings are that temporary contracts, work shifts, and part-time work have a
good impact on performance and should be implemented. On the subject of flexi time and
performance, more research is needed. This study is similar to the present study. The
study of Kipkoech focuses on how flexible working conditions affect the performance of
the employee. However, the study of Kipkoech has some differences in terms of types of
flexible working conditions that are focused.
The study of Austin-Egole (2020), entitled, "Flexible Working Arrangements and
Organizational Performance: An Overview", Mentioned that flexible working conditions
help to have work and life balance. This helps employees to reduce problems while having
an improvement on performance. The effect of the flexible working condition depends on
the primary beneficiaries of it. The study of Austine-Egole is similar to the present study
in terms of focusing on the performance of employees under flexible working conditions.
However, the study of Austine- Egole focussed only on the work life balance of the flexible
working condition that affects the performance while the present study tackle other factors
that affect the performance of the employee under flexible working condition.
The study of Petrova (2011), entitled " Flexible working as an effective tool of
organizational productivity increasing: perspectives of property and staff in Alcatel-Lucent
Pte." Mentioned that the technology innovation leads to having more flexible working
conditions. According to this study the performance of the employee improved through
flexible working conditions. This study is similar to the present study by tackling the
flexible working condition and giving information on how the flexible working condition
affects the performance. However, the study of Petrova is focused on how to improve
employee performance through flexible working conditions while the present study is
focused on how the flexible working condition affects the employee performance.
The study of Svensson (2012) entitled, "Flexible working conditions and
decreasing levels of trust", mentioned that the employees on flexible working conditions
have a low generalized trust compared to the traditional employees. This study is similar
to the study by tackling the flexible working condition and how it affects the employee.
However, the study of Svenssons focus on the trust levels of employee while the present
study focused on the performance of the employee under flexible working conditions
The study of Chung & van der Horst (2018) entitled, "Flexible working and unpaid
overtime in the UK: The role of gender, parental and occupational status". Mentioned that
flexible working condition to improve work life balance. Employees may control their
working schedule that is connected to high performance of employees however it may
lead to unpaid extra hours. The concept of performance-enhancing flexible working
conditions may enhance gender imbalances in the labor market by allowing males to
dedicate more time to their jobs, whereas women, particularly full-time working moms,
may find it more difficult. The study of Chung and Van der Horst is similar to the present
study in terms of tackling flexible working conditions and the performance. Both studies
tackle the gender and unpaid extra hours that are connected to income. However, they
differ in terms of focus. The study of Chung and Van der Horst study is on the underpaid
extra hours on flexible working conditions while the present study focuses on performance
of employees.
The study of Njiru (2013) entitled, "The influence of flexible work practices on
employee performance in public sector: A case of ministry of interior and coordination of
national government, embu county" mentioned that in the small number of cases reduced
work hours improved employee performance. This study is similar to the present study
on focusing on performance under flexible working conditions. However, the study
of Njiru focused on the public sector while the present study focused on the private sector.
The Study of Kumar (2012)," A Study of Flexible Working Conditions to Retain
Employees in IT Industries, Flexible work conditions are job arrangements that try
to establish the best possible fit between the company's and individual employees"
Mention that flexible working conditions boost the customer service. This study tackles
flexible working conditions like the present study however the study of Kumar is about
retaining employees while the present study is about the performance.
The study of Mungania et al., (2016) entitled "Influence of Flexible Work
Arrangement on Organizational Performance in the Banking Industry in Kenya" Goal is to
see how flexible work conditions affected organizational performance similar to the
present study. However, the present study is about employee performance and the study
of Mungania is organizational performance.
The research study conducted by de Menezes and Kelliher (2011)," Flexible
Working and Performance: A Systematic Review of the Evidence for a Business Case,"
is similar to the present study in terms of focusing on flexible working conditions and
performance. However, the variables of the present study are not all included to the study
of de Menezes and Kelliher.
The study of Galea et al., (2014)," An Insider's Point of View: How a System of
Flexible Working Hours Helps Employees to Strike a Proper Balance Between Work and
Personal Life, " mention that the proper implementation of flexible working conditions
helps to have work life balance that is beneficial to organizational performance. This study
connected to the present study because it tackles the flexible working hours that are part
of flexible working conditions and this study gives information on how the flexible working
conditions affect the performance. The study of Masuda et al., (2011), "Flexible Work
Arrangements Availability and
Conflict,
their
Relationship with
Work-to-Family
Job Satisfaction, and Turnover Intentions: A Comparison of Three
Country Clusters," Mentioned that the interaction between employees, colleagues and
superiors is limited in flexible working condition. This is similar in the present study in
terms of talking about the workplace environment.
The study of Anekwe (2019) entitled "Flexible Work Arrangement and Employee
Performance of Selected Commercial Banks in Anambra State Nigeria," Mentioned that
flexible work conditions reduce job stress, promote mental and physical stability, and
improve work efficiency and effectiveness. As a result, the study suggests that managers
use flextime work arrangements more frequently since it enhances employee
performance, reduces absenteeism, and increases employee contentment. This study is
similar to the present study however they have some difference on the variable tackles.
The study of Kattenbach et al., (2010), "Flexible Working Times: Effects on
Employees' Exhaustion Work‐Nonwork Conflict and Job Performance," Mentioned that
flexible working conditions are necessary to have more work life balance. The study
also said that the employee’s preference is important in implementing flexible working
conditions. This study is similar to the present study in terms of mentioning the effects of
flexible working conditions on job performance. However, they have some differences in
terms of the variable included in each study.
Theoretical Framework
Theoretical framework is used to limit the scope of the relevant data by focusing
on specific variables and defining the specific viewpoint that the researcher will take in
analyzing and interpreting the data to be gathered.
This study uses the Effects of Flexible Working on Employee Job Performance
formulated model to assess the effects of flexible working conditions on the job
performance of employee in selected companies in Lipa City. The model was postulated
by Altindag and Siller (2014) at Beykent University. The goal of this model is to assess
the effects of tth flexible working conditions on employee performance. Relationships
between flexible working hours and work satisfaction, suitability of work to flexibility,
attitude against flexible working hours, negative effect of the job, satisfaction,
organizational loyalty, devotion to work, and work performance were examined.
According to Altindag and Siller (2014), flexibility is not a new concept. In fact,
various working methods of the past and of today can be considered flexible working.
Flexibility can be looked at from viewpoint of laborers, professional employees, and
employers. Moreover, a number of factors require flexible working, such as increasing
competitive pressure, technological changes, changes in sectoral structure, convenient
working hours, and unemployment.
Flexibility in business life is important for organizations to create employee loyalty.
Moreover, flexible working regulations that are supported by
shareholders
(e.g.,
manager, colleagues, and employers) and have a positive effect on work-life balance
are considered to enhance their sense of loyalty. The elements beneficial for the
organization and employees—regulation, renovation, and development of work form,
and work timings as per employee demands, requests, and desires—could be achieved
by ensuring the support of all employees.
While the concept of flexible work times is not new, flexibilization of work times is
continuously gaining importance. This will be even more so in the coming years for
various reasons. For example, advances in technology require new working methods, the
adjustment of work hours to these changed working methods and in time of uncertainties.
To summarize, the reasons for increased flexibility in work time are: the necessity
to increase and maintain competitiveness, the necessity of switching to flexible
production
due
to
international
competition,
and advances in technology.
Developments in technology allow some more injury-prone jobs to be taken over by
machines. As a result, employees have more spare time and are more creative at work.
When evaluated from the viewpoint of the business, it is important to adapt work
schedules in the business with investments made in technology, according to the
machine’s operating capacity and operating time. Flexibility of working times is
important not only for the business but also for employees, because it enables them
to manage their own time.
Flexible working often means working off the books especially in developing
countries. Flexible working is a product of development in the fields of information and
communication. Moreover, flexible working makes it possible for the employee to have
more spare time for himself. However, flexible employment and flexible work methods
create
an unsecure and unsteady environment for the worker, because the work
relationship is often skewed in favor of the employer, reducing the protection of the
worker. The main idea of the concept of flexibility is to express flexibility in different ways,
remaining open to the ability to adapt to change and to external factors. In this respect,
flexibility is a determining factor during phases of dramatic change.
Significance of the study
This study is entitled, “Flexible Working Conditions of Employees in Selected
Industry in Mati City”. The result of this study will be beneficial to the companies, HR
managers and HR practitioners, employees, students, and future researchers.
To the companies. This study will give information that can use by the companies to
better understand the flexible working condition before its implementation. This study can
also help the companies to be aware of the effect of flexible working conditions on the
performance of the employee which is one of the important factors in the company to
achieve its success.
To HR managers and HR practitioners. This study will let the HR managers and HR
practitioners to be aware of the effect of the flexible working condition. They can also use
this study to be more enlighten with regards to flexible working conditions that they can
utilize in solving future problems.
To employees. This study will benefit employee because they are the subject matter of
this study. This study will give information for the employees to better understand their
behavior in flexible working conditions by their HR managers, HR practitioners, and
their company. This study will also help them to improve their engagement during the
flexible working conditions.
To students. This study will give the student information that will enlighten them about
the flexible working condition that they can acquire and use for their future work.
To future researchers. This study will benefit them by using this research paper as a
reference in conducting new research that is connected to this study.
Scope and Delimitations
This study focuses on the effect of flexible working conditions of employees in
selected industry in the City of Mati. This study will also cover the other factors that are
related to the employee’s performance in flexible working conditions which are job
satisfaction, job suitability to flexibility, attitude towards flexible hours, organizational
loyalty, job’s negative effect, job loyalty and satisfaction. The researchers will use
quantitative research and will provide a survey questionnaire that will help to gather the
needed data for this study. The respondents of the study are the employees working in
selected industry in the City of Mati, who experienced flexible working conditions. The
profile of the respondent which are the age, sex, educational attainment, and average
monthly income will help to assess if there was a significant difference and relationship in
the flexible working conditions on employee’s job performance considering the profile
variable. The data that will be gathered through the survey questionnaire and will be
interpreted and analyzed, to better understand the effect of the flexible working condition
on the job performance of the employee. This study also aims to improve the engagement
of the employees under flexible working conditions.
The researchers choose the respondent in consideration that their workplace is
located in the City of Mati and the respondent experiences a flexible working condition.
This study is limited to respondents, due to lack of time and other reasons such as the
respondents working schedule, some are hard to contact and also others are not
responding.
Definitions of Terms
Arrangement. This term refers to the establishment of appropriate organizational
requirements, including the presence of a human resources management department,
its size, structure, and obligation, which are created in accordance with the specific
conditions of the given organization, is a necessary condition of successful human
resources management in an organization (Stacho, 2013). In this study, it is an
adjusted agreement modifies the form or manner in which schedules are arranged.
Competition pressure. Defined as the level of competition in the industry in which
the companies operate (Sin et al., 2016) As used in this study, it refers to the amount of
pressure of competition that employees experience in the organization.
Conditions. This term refers to the effect of factors related to the employee, socalled subjective factors; the impact of environmental factors; and the impact of
organizational factors, which are mainly related to the organization of production, are
all factors that influence job satisfaction (Bakotic and Babic, 2013). As used in this
study, conditions refer to the working climate and an employee's terms and conditions of
employment.
CWW (Compressed-Work Week). A popular type of flexible scheduling is the
condensing of a full-time schedule into fewer working days with longer working hours per
day (Hyatt and Coslor, 2018). In this study, it refers to shortened work week that reduce
the amount of days an employee works in a given week.
Employee Engagement. Refers to an employee's level of dedication and
involvement in their organization and its values in general. When an employee is
engaged, he understands his role in the company's goals and motivates his coworkers to
help the company achieve its objectives (Anitha, 2014). As used in this study, it is the
degree to which workers are enthusiastic about their careers, loyal to the company, and
willing to put forth extra effort.
Employee Performance. This refers to what an employee does and does not do
is called his or her performance. Employee performance is measured by the quality and
quantity of their work, their attendance at work, their accommodating and helpful
disposition, and the timeliness of their production (Shahzadi et al., 2014). In this study,
this refers to how well a person performs their job responsibilities and completes their
assigned tasks.
Flexible Working Arrangement. This term refers to work options that allow
flexibility in terms of "where" work is completed and/or "when" work is completed are
known as flexible work arrangements (Allen et al., 2012). In this study, it refers to nontraditional working days and weeks with different plans or schedules which employees
have to accommodate personal or family obligations.
Job Performance. This is characterized as an individual's overall expected benefit
to the organization of discrete behavioral episodes performed over a set period of time
(Motowidlo and Kell 2012). As used in this study, it is defined as the overall expected
value from employees' behaviors carried out over a set period of time.
Job Sharing. Refers to the modern and revolutionary way of work arrangement.
In other words, in this process, two or more people volunteer to work on a single job and
split the pay and benefits. Each of these individuals has a separate contract with the
manager that specifies their salary and bonus. Depending on the work and the people
who are doing it in various ways, the job is normally shared. The people who share the
work will be of different races, ages, and generations, depending on the job's actual
requirements (Gholipour, 2010). In this study, it refers to an arrangement form of
daily part-time employment in which two or more individuals share the tasks and hours of
one full-time position.
Job Satisfaction. This term refers to the measures how much an employee enjoys
his or her job as well as how preoccupied he or she is with it. Job satisfaction has the
potential to influence job behavior and, as a result, organizational success. In general,
job satisfaction can be described as an employee's sense of comfort and positive
experience with his or her job (Bacotic and Babic, 2013). In this study, it refers to the
degree to which an employee feels self-motivated, fulfilled, and happy with his or her job.
Productivity.
In general, productivity is defined as the relationship between
outputs and inputs. It is a measure of the productive efficiency. Productivity is influenced
by a number of factors, including education, skills, work discipline, attitude, ethics,
management, work motivation, technology, production, employment opportunities, and
the opportunity to perform, as well as a supportive work environment. In this study,
productivity refers to the efficiency with which tasks and goals are completed within a
company by an employee.
Salary. This term refers to is a type of payment made by an employer to an
employee, whether or not it is mentioned in the employment contract. Salaries are
monetary compensation paid to employees on a monthly or annual basis (Abu Hassan
Asaari, 2019). In this study, the term refers to the amount of money that someone receives
from their employer each month or year.
Work Flexibility. Employees have greater control about when, where, and how
they assign personal capital to work and nonwork domains as a result of work flexibility
initiatives (Grawitch & Barber, 2010). As used in this study, it entails giving them
choices and alternatives to help them balance their professional and personal lives.
WFC (Work from Home). Refers to the term that describes working from one's
own home. In most instances, the term applies to an employee's former workplace
(Ionos, 2021). In this study, it refers to an employee who works from their home,
apartment, or other place of residence rather than from the workplace.
Work-life Balance. The term work-life balance is characterized as a person's
ability to balance work and family obligations, as well as other non-work responsibilities
and activities. Work-life balance encompasses not just the relationships between work
and family activities, but also other aspects of life (Delecta, 2011). As used in this study,
work-life balance is a term that refers to the concept of making time for both work and
other facets of life, such as family and personal interests.
Chapter 2
METHODOLOGY
This chapter presents the research design, subjects of the study, the instrument
and procedures used in gathering the data as well as the statistical tools to treat data.
Research Design
This study will employ the use of descriptive style of research to determine the
Flexible Working Conditions of Employees in Selected Industry in Mati City. Descriptive
research aims to accurately and systematically describe a population, situation or
phenomena. It can answer what, where, when and how questions but not why questions
Shona McCombes (2020). This is a quantitative method where survey will be utilized to
describe the flexible working conditions and its effects on the job performance of the
employee.
Sampling Plan
This study will employ the use of convenience sampling, it is the easiest method
of sampling, because participants are selected based on availability and willingness to
take part. Useful results can be obtained, butbthe results are prone to the significant bias,
because those who volunteer to take part may be different from those who choose not to
(volunteer bias),
and
the
sample
may
not
be
the
representative
of
other
characteristics, such as age or sex (PHAST 2020). Since the study is intended to
ascertain the implications of flexible working conditions and its effects on the performance
of the employee, the researchers choose to do the research to the available participants
since the current situation nowadays is in the new normal settings.
Target Population
The population of the study will be comprised of the employees of selected industry
in Mati City and will be used as respondents of the study.
Research Locale
The study will be conducted at the City of Mati at Davao Oriental. Mati, officially
the City of Mati, is a 5th class component city and capital of the province of Davao
Oriental, Philippines. According to the 2020 census, it has a population of 147,547 people.
It is located on the south-eastern side of Mindanao. The researchers chose the place of
implementation because it will give the researchers the needed information for the study.
Role of the researchers
The purpose of the position was to serve as a human data collection instrument.
This implies we acted as a conduit between the informants and the data, which was
gathered survey questionnaire.
The researcher gathers data on their own and does not rely on questionnaires
created by other researchers. To avoid jeopardizing the study's validity, we adopted the
objective viewpoint of an outsider. The data was transcribed verbatim by the researcher,
and participants checked it for accuracy later.
Sample procedure
Following the finalization of theoretical and empirical literature, we will establish
questionnaires to determine the Flexible Working Conditions of Employees.Respondents
will be selected at random to complete the questionnaires. In order to avoid infractions in
the 'new normal' environment, the researcher distributes questionnaires online.
Research Instrument
To get the appropriate data needed, the researchers will have questionnaire with
2 parts. Part 1 will ask for the demographic profile of the repondents. The tool for profile
will be made by the researcher. Part 2 is the tool to determine theFlexible Working
Conditions of Employees in Selected Industry in Mati City.The researcher will utilize 4
point likert scale. The questionnaire will be distributed to the respondents through Google
Forms to practice safety precautions amidst pandemic.
Reliability Testing
The reliability test is a method for testing whether a questionnaire used to forecast
a variable or concept is reliable. If an individual responds to a statement is consistent or
stable throughout time, a survey is considered to be dependable. One-Shot can be used
to test dependability or a single measurement by performing the measurement once and
comparing the results. Investigate the connections between answers to questions or mix
them with others (Ghozali, 2018).
Ethical considerations
The participant was notified through mail and given time to determine whether or
not he wanted to participate in the study. His or her resistance, if not outright withdrawal,
was honored. The proposal was sent to the ethics committee for consideration.
Statistical Treatment
Responses to the questionnaire by the employees will be statistically analyzed
with the data requirements of the study. Employee will be statistically analyzed with the
data instrument of the study. Descriptive statistics such as frequency count, weighted
mean, percentage and ranking are considered.
Frequency. This will be used to measure of the number of occurrences of a
particular score in a given set of data.
Percentage. In the study this will be used to answer the first statement of the
problem for percentage distribution of the employee according to their profile variables.
Ranking. This will be used to identify the differences between a set of items when
group according to their profile variable.
Weighted Mean. This will be used to consider some data values to be more
important than other values.
Likert scale was used to determine the relation among the respondents on the
presented variables.
Options
Scale
Verbal Interpretation
4
3.5-4.00
Strongly Agree
3
2.5-3.49
Agree
2
1.5-2.49
Disagree
1
1.0-1.49
Strongly Disagree
Questionnaire
SCALE
A. Job Satisfaction. Employees' degree of satisfaction
with their employment.
1. I feel that my work gives meaning to my life.
2. I feel that I am able to handle the workload that I am
assigned with.
3. I feel that utilizing my skills and expertise enables me to
work effectively and efficiently.
4. I feel that there is a sufficient number of possibilities to
gain new skills and advance professionally at work.
(SA) (A)
4
3
(DA)
2
(SDA
1
5. I feel more productive when recognized and appreciated by the
management.
B. Attitude Towards Flexible Hours. The behavior or
approach of the employee with regards to their working
hours.
(SA) 4 (A) 3 (DA) 2 (SDA
)1
1. Flexible hour arrangements help me balance life
commitments.
2. Working less hours of work has a good impact on my
career progress within the company.
3. Working more flexible hours is essential for me to attend
to family responsibilities.
4. Flexible working arrangements make me deal with other
interests and responsibilities outside work.
5. Working under flexible hours gives me the opportunity to
perform well in the company.
C. Job’s Negative Effect. A negative work setting may also
increase turnover, dissatisfaction and absenteeism.
1. I find my job quite wearing.
2. My work environment makes me stressed.
3. I encounter a large struggle to make progress in a certain
situation.
4. I am affected with their attitude when one employee is
miserable doing their job.
5. My work arrangement lessens my productivity leading to
frequent absences in doing my job.
(SA) (A)
4
3
(DA)
2
(SDA)
1
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