This study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.,To test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.,The supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.,The research is confined to India's service industries settings only.,Service firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.,The study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.

Flexible working arrangement and job performance: the mediating role of supervisor support

One of the main challenges faced by companies, scholars, and governments nowadays is achieving economic, environmental, and social sustainability. Remote working, reduced work weeks, and other types of flexible working time arrangements (FWAs) are the new characteristics that will shape the future of work to ensure social sustainability. In changing work patterns, working styles are changed to possibly improve women employees’ mental health and life–work balance. However, recently, very few firms have succeeded in adopting these new FWA trends. The purpose of this paper is to investigate women’s preferences towards FWAs in the academic sector as a social sustainability source. We investigate the effect of the COVID-19 pandemic on female faculty members’ future job preferences. The data used in the research are collected from a survey given to female faculty members who work in a Saudi women’s university and have already experienced FWAs during the COVID-19 period. The study uses mixed methods of research, combining a choice modeling (CM) method, one sample t-test, a paired sample t-test, cluster analysis, and probit models. Our results show that flexible working arrangements improve the wellbeing of women employees, which ensures sustainable social development. The findings also show that flexibility in location plays a significant role in the decision made by female faculty members when revealing their flexibility preferences. However, flexibility in time did not play a significant role in the decisions made by respondents. This study adds to the empirical evidence in the current literature on female academic staff preferences for FWAs in Saudi Arabia, using choice modeling conjoint analysis and mixed approaches.

/pdf/flexible-working-arrangements-and-social-sustainability-1tq1cfrf.pdf

Flexible Working Arrangements and Social Sustainability: Study on Women Academics Post-COVID-19

Reimagining the Place of Physical Buildings in Higher Education in Developing Countries in a Post-COVID-19 Era

Purpose This paper aims to compare employee well-being, information flow and relationships with co-workers and supervisors for people working at home and working in different office types before and during the COVID-19 pandemic. Design/methodology/approach A nationwide study of 2,845 Estonian office workers in autumn 2019 and 2,972 in spring 2020 was carried out. Findings It was discovered that in normal circumstances, people at home had similar results to those in a cell office or activity-based office. Open-plan offices were found to be the worst in respect to the facets of work studied. However, in the context of the pandemic, the playing field became more level in some respects and worse in the case of activity-based offices. Practical implications When telework is well arranged both in terms of facilities and organising the necessary communication and information flow, then it is a viable alternative to working in an office. What is more, employers need to pay more attention to the physical and social work conditions in open-plan offices and also activity-based offices in the context of a pandemic. Originality/value Previous studies have only compared telework with working in an office in general. Comparing working at home with different kinds of offices gives valuable insights. 

To work at home or in the office? Well-being, information flow and relationships between office workers before and during the COVID-19 pandemic

This paper addresses the practice‐derived concept of “flexible working” in order to challenge the lack of critical thinking in such facilities management (FM) research and writing. Through comparison of the field of FM with literature from other management fields, it proposes that much FM “research” is concerned with the validation of practice‐based concepts, which have been derived and implemented in small sections of specific organisations with self‐interest in their success and promotion. In so doing, it supports previous critical reflection on the lack of theoretical research in the FM field.

Flexible working: Organisational liberation or individual strait-jacket?

The purpose of this paper is to examine the perception of university staff and students in implementing flexible working arrangements (FWA) to increase space efficiency, lower overheads and improve productivity at the Namibia University of Science and Technology.,Data was collected using questionnaires, interviews and document searches. A total of 253 university staff (academic and support) and students were surveyed to solicit their perceptions on the extent to which FWA could be implemented to ensure space optimisation, minimise property related costs and improve employee productivity.,The study confirms that the successful implementation of FWA needs coordinated institutional policy to effectively support and cater to university staff’s different needs while meeting those of the university. Implementing FWA may reduce demand on utilities resulting in lower overheads for the institution. Based on the findings, the study is inconclusive on whether FWA improves or reduces staff productivity.,In the era of austerity measures in institutions of higher education (IHE), with rapid advances in communication information technologies, FWA are not only a possibility but inevitable to ensure optimal use of space, lower operating costs and improved work productivity. This study provides a cursory understanding of the possibility to implementing FWA in higher education.,This study contributes to the FWA body of knowledge from the perspective of both academic, non-academic staff and students in IHE.

Staff and students’ perception of implementing flexible working arrangements in institution of higher education

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Staff and students’ perception of implementing flexible working arrangements in institution of higher education