FLEXI-TIME AND JOB SATISFACTION

Flexi-time and Job Satisfaction

Flexi-time and Job Satisfaction

Introduction

Flextime was initially introduced by Christel Kaemmerev in 1956 and implemented in West German businesses in 1967 (Avery & Zabel, 2001, p. 85). According to Hicks and Klimoski (1981, p. 189), flextime was introduced in 1970s to American businesses to reduce crowding in parking facilities. Because of the positive effects on employee attitude, flextime became popular as a means to adapt hours to the requirements of the workforce. Flextime allows employees to exercise their discretion regarding the times they want to work. This work option was used as a retention and recruitment tool during the 20th century. Flextime is a method of giving employees more leeway in the hours they work through adjustable starting and ending times, number of days worked per week and time working from home.

Background

Alfares (2006, p. 88) asserted that employee scheduling is a significant and complex, practical problem, particularly for businesses that operate continuously (for example, hospitals, airports, train stations, and restaurants). When the businesses operate 7 days a week, different employees must be given different days off, some of which do not include the weekend. For employees, job flexibility is important. Many employers offer various flexible work options to meet the needs of their employees. Examples of flexible work options are telecommuting, flextime, voluntary part-time work, particularly job sharing, and compressed work week. Many employees are attracted to these work arrangements.

According to Cole (2006, p. 261), flexible work arrangements are alternatives to the traditional 9-to-5 work schedule. He further states that they can support employee preference and unique job requirements. Significant organizational and individual benefits can be obtained by using flexible work arrangements. Additionally, these work arrangements have proved to be helpful in terms of improving morale, helping meet employees' personal needs while contributing to the organization and recruiting and retaining Valuable employees.

Problem statement

Many researchers argue that flexible time arrangement does not impact satisfaction level of worker, however, it makes complex environment at the workplace. On the other hand, another set of researcher believe that this arrangement increase the satisfaction level among the employees. The concern of this study is to find out that whether flexible work arrangement leads to job satisfaction or not.

Research Question

Does a flextime arrangement increase the employees' job satisfaction at the work place?

Ethical consideration

The proposed study does not contain any ethical issue. The research fundamentally is designed on primary methodological trends collecting the required data via unstructured interview, in this relation, the researcher first inform the respondents that their interviews would be recorded, and the notes would also be taken then interviews were conducted. Moreover, the respondents were also assured that their personal information would be kept confidential and only collected responses from their side would be made part of research study, which would be assumed as the findings of research that would be analysed subsequently into another chapter under the separate heading of discussion.

Generalisability

The study is designed on primary research under qualitative mood which always contains the issue of generalisability as ...