DISSERTATION PROJECTon

“Can Flexible Working Act as Employee Recruitment &Retention Tool in Public Sector Hospitals in NCR Region

Submitted in partial fulfilment for the award of

Masters of Business Administration By

Sweta NawalEnrolment No. 2012006899

Batch 2012-14

Under the Supervision ofMs. Namita  GuptaAsst. Professor -HR

Sharda University1

School of Business Studies

Date – 12.05.2014

DECLARATION FORM 

 I hereby declare that the Dissertation Project Work

entitled,   CAN FLEXIBLE WORKING ACT AS EMPLOYEE

RECRUITMENT & RETENTION TOOL IN PUBLIC SECTOR HOSPITALS

IN NCR REGION submitted by me, Sweta Nawal, Enrolment

No. 2012006899 for the partial fulfillment of the

Masters of Business Management (MBA) to Sharda

University , Greater Noida is my own original work and

has not been submitted earlier either to Sharda

University or to any other Institution for the

fulfillment of the requirement for any course of

study. I also declare that no chapter of this2

manuscript in whole or in part is lifted and

incorporated in this report from any earlier / other

work done by me or others.

 Place    :   School of Business Studies, Sharda University, Greater Noida    Date     :   12th May 2014                                                                                           

Signature of Student:    Name of Student:   SWETA NAWAL       

CERTIFICATE FROM THE FACULTY GUIDE

3

ACKNOWLEDGEMENT

I like to thank my university for giving me an opportunity to

4

work on this research paper in my major subject Human Resources.

This paper would help me to grow and excel in my future

endeavours and achieve my goal in life.

I would like to thank my mentor, guide, faculty, motivator Ms.

Namita Gupta, Asst. Prof. – HR, Sharda University for

motivating, guiding me from time to time on this study.

Motivating and making me understand to deeply study about what I

am doing and how and why I am doing it so that it benefits others

in future.

I am grateful to who have given their valuable time for providing

me with the data as and when required.

5

PREFACE

This study is a work based on the concept of flexible working in

public sector hospitals where we are trying to understand whether

flexibility and work life balance is possible in public health

sectors. In countries like London, Ireland, Mexico & also India

where the Government of these countries are getting into flexible

working and flexi time considering the increase in productivity

of the employees.

This research focuses on how flexible working in public sector

hospitals can bring a change which will help in the retention and

recruitment of employees by the employers considering the old

employees to be retained and recruited.

The study considers flexi time in public sector hospitals giving

way to the Government in the developed and developing countries

around the globe for the betterment of the employees who works

and provide their service 24*7 making balance between their

6

family and work life as being satisfied with the job they are

doing and wants to continue it in future too.

Flexible working, flexi time, zero hours of work, job sharing

being considered in public sector hospitals in this region will

help the employees and the employers in the public sector

hospitals considering the increase in high productivity, low

absenteeism, reduction in cost of manpower.

This thesis reveals and reflects as no or very less study is

being conducted on flexible working in India, the Government

should try and do research study in public health sectors in the

hierarchy in order to understand whether flexible working will be

of any benefit to the public health sector organisations.

TABLE OF CONTENTS

S.

No.

Chapter Number & Name Page

Nos.

1. CHAPTER 1

Introduction

9 – 11

7

2. CHAPTER 2

Literature Review

13 – 14

3. CHAPTER 3

Research Methodology & Data Collection

16 – 18

4. CHAPTER 4

(a) Data Collection

(b) Analysis

(c) Hypothesis Testing: Find result for

Research Work

20 – 25

5. CHAPTER 5

(a) Findings

(b) Suggestions

(c) Conclusions

27 – 32

6. Bibliography

7. Plagiarism Report

8

LIST OF APPENDICES

1. Annexure 1 : Summary of Respondent Characteristics by

Distribution Source

2. Annexure 2: Questionnaire

9

CHAPTER 1

INTRODUCTION

10

This research study will analyse the overall aspect of flexible

working in public sector hospitals in NCR region. Flexible

working means the work done outside the normal pattern by the

employees who can either work from home or from the organisation

itself.

In today’s scenario of working environment, organisations have

started understanding the value and importance of work life

balance. The public sector organisations are focussing on getting

into flexi time by adopting the present work culture.

11

In UK & US, the Government has announced plans to give millions

of people the right to request flexible working in public sector

organisations. The statistics shows that 91% of employers who

receive requests for flexible working, it is found that they find

increase in productivity along with training and development.

Public sector hospitals in countries like UK, Iraq, London,

California & also India have formulated various legislations and

policies concentrating and strategizing on flexible working. For

employees like nurses who give 24 hours of service for them the

public sectors in India are considering flexible working giving

them an opportunity to maintain a balance between their work and

personal life.

Flexible working in public sector hospitals can effect the

employee recruitment and retention policy to a great extent. In

12

private sector companies like HP which takes care of its

employees working hours as well as their pay, compensation

benefits, policies, absenteeism from work, working methodology,

retaining old employees, maternity leave effecting recruitment of

female employees.

Factors like compensation health benefits, rewards incentives,

retention process, maternity / paternity leave, the recruitment

and the retention policy needs to be changed and adapted

according to the need and demand of individual organisation.

Companies in private and public sectors favour flexible working

as it helps to increase productivity, efficiency and performance

of the employees. It is beneficial for the employer as it

increases productivity, decreases absenteeism, decrease tardiness

and improved employee turnover.

By providing flexible working environment the employers should

have proper planning of how the employees will be benefitted what

are the chances of their growth, what will be the criteria

13

considered for flexible working, whether employer will retain and

recruit new employees because of increase in job satisfaction and

productivity or will have changing policies and norms for old

employees considering their effectiveness and efficiency at work.

This thesis shed light on impact of flexible working / flexi time

as a tool to increase the efficiency and effectiveness in public

sector hospitals at the top and middle level where employees

demand which leads to increase in job productivity, job sharing,

work time benefits.

Flexible working at the top and middle level in public sector

hospitals will help to provide better services to its customers

and the HR will be responsible to understand certain tools that

will be benefited by the process of job sharing, flexi time and

zero hours of work considering for the upliftment and betterment

of the employer and the organisation as a whole.

14

15

CHAPTER 2

LITERATURE REVIEW

There is not much research done on flexible working in public

16

sector hospitals globally. These literature reviews are the basis

which has motivated me to take up this topic on Flexible working

in Public Sector Hospitals in NCR Region.

The definition of Arge defined flexibility as the ability of

building to easily accommodate reorganisation due to alternations

and office renovation as well as business restructuring and

introduction of new technology. (Arge, 2012)

As the definition provided by Hassanain reflects “the concept of

physical layout & functional opportunities of the workspace (and)

the concept of organisational flexibility as it relates to where

and when staff would work regardless of their service.”

(Hassanain, 2013)

Maluveax proposed and conducted a survey which tells us that

flexible working are positive then being negative as productivity

increases and decreases absenteeism from work. Flexible working

leads to increased diversity, increase job satisfaction and

loyalty, reduced absenteeism and stress in workplace. (Maluveax,

November 2008). Robert J. Vance emphasised that the committed

employees of any sector whether public or private are easy to be

17

retained by adopting various HR practices which includes flexible

working in today’s context (Robert J. Vance, 2006).The

researchers focus on the recruitment and retention of high

calibre staff, equality of opportunity, absenteeism, staff

turnover and motivation. (Peter C. Humphreys, etal, 2009). In

nursing department the public health sectors is introducing many

monetary and non-monetary rewards in order to get formal and

informal recruitment to increase and improve retention policy

which can be done by adopting Flexible working. (John J., (2007).

The implementation of functional flexibility in health care

environments did not have any major impact on workers notions of

occupational identity. This finding demonstrate the importance in

shaping responses of the employers both self and social

identities. (Zeytinoghu, 2005). Russell etal focuses on the

effects of current levels of work pressure and work life

conflict. Warren (2004) states that, the current financial

situation and leisure live of female part timers in lower level

jobs involved in certain forms of flexible work between a

reduction in current work life conflict and quality of future

employment. (Russell, etal, 2005).

18

Let us take an example of real estate where it facilitates cost

cutting control improving productivity through efficiency using

human assets and knowledge capital as improvement tool. This

supports the hypothesis that relatively small increase in

productivity can reduce costs in real \estate. The conclusion

states that more flexible working arrangements should be

considered so that it increases job satisfaction and reduces cost

of the organisation.

Increasing employee’s productivity will be dependable on the

working environment, conditions and the future growth aspects

taking into account the work life balance structure of the

employees who are failing to keep a balance between the two. In

such situations flexible working plays an important role and part

taking into consideration the objective of changing the retention

and recruitment policies of the organisation as tool of measure

giving flexibility of employee to work removing stress and

providing job satisfaction simultaneously.

Increased flexible work arrangements or more part time staff can

create a sense of staff being transient which can reduce the

19

perception of cohesiveness of ward staff which may impact on job

satisfaction (Adams & Bond, 2000). Flexible working arrangements

and notion of two ways flexibility is a key factor in generating

attitude among employees. (Harrington, 2008). Flexible workings

have strong positive impact on job quality as per employees’

perception. Relationship between flexible working and job quality

is more complex resulting in high impact of degree of choice

(Edward & Robinson, 1999, Fran & Lowe, 2003).

CHAPTER 3

RESEARCH METHODOLOGY

&

DATA COLLECTION20

(a) RESEARCH METHODOLOGY

The study will be conducted with the help of questionnaire using

quantitative research method with the help of questionnaire. The

data will be collected online and personal visits to the

hospitals in the form of primary data in public sector hospitals

in NCR region.

21

1. Research Objective

The objectives of this study are:

(a) Explore whether increase in flexi time arrangements attracts

higher number of job applicants

(b) Determining whether flexi time arrangements will effect

employees decision to stay

(c) Study whether flexi time arrangements effect employee

motivation and has an impact on employee performance

(d) Analyse whether flexi time arrangements effect employee

absenteeism, tardiness and turnover.

22

2.Hypothesis

The hypothesis of the four objectives on flexible working of

the study is:

(a) HO: Do not attract job applicants

H1: Attract job applicants

(b) HO: Will not effect employees decision to stay

H1: Will effect employees decision to stay

(c) HO: Will not have an impact on employee motivation and

performance

H1: Will have an impact on employee motivation and

performance

(d) HO: Do not effect employee absenteeism, tardiness and

turnover

H1: Will effect employee absenteeism, tardiness and

turnover

3.Type of Research

1. Primary: Data will be collected through questionnaires through

online / social media / connections and personal visits to

23

public sector hospitals in NCR region.

2. Secondary: The source of study is through journals, reference

materials, Academia .edu, Google, EBSCO, Emerald publishing,

CITEHR, Online journals, Articles etc.

4.Population

The population of the study is 75 employees of nurses and

staff at middle level in public sector hospitals in NCR

region.

5.Sampling Based on the Review of Literature & the Data

Availability

The study will be based on probability stratified sampling for

the collection of quantitative data in public sector hospitals

in NCR region considering the nurses, the staff at the middle

level of the hierarchy of the organisation.

24

6.Data Collection

Primary data will be collected through questionnaires by

social media and personal visits to various hospitals like

Safdarganj, AIIMS, Moolchand, Metro Hospital & Cancer

Institute, Delhi, Noida Medicare Centre, Noida, Rajiv Gandhi

Cancer Institute & Research Centre, Rohini, Delhi, Rockland

Hospital, New Delhi, Paras Hospital, Gurgaon, and Yashoda

Super Speciality Heart Institute, Ghaziabad.

The data collected by the study of various literature reviews

helps in supporting the data collected in primary form i.e. as

raw data.

25

CHAPTER 4

(a) Data Collection

(b) Analysis (Tabulation, Graphs & Charts)

(c) Hypothesis Testing: Find Result for Research

Work

26

(a) Data Collection

Questionnaire was sent through social media and personal visit

was made to various hospitals in Noida, Delhi, Gurgaon and

Ghaziabad in order to collect primary data from the nurses and

the staff at the middle level of the public sector hospitals.

(b) Analysis

The experience about flexible work arrangements in public sector

hospitals in NCR region for 75 nurses and staff questionnaires

were distributed online as well as personal visit. The senior

management provided information about hospital policy and

processes. The participants were mainly female of the age group

30+ years and males of the age group 32+.

It was seen that when the hospital did not have the policy of

27

flexible working the survey showed that:

1. 1/3 of nurses and staff experienced high workload, high

self-expectation, negative communication and pressure to

meet patients’ needs to a great extent.

2. The staff in public sector hospitals reveals high level of

stress

3. Their attitude towards their work was negative because of no

support, no value in the work environment and workload.

When the public sector hospital adopted the policy of flexible

working it is seen that:

1. Nurses were able to perform other duties other than their own.

2. They saw opportunities for career progression

3. Saw room for support and care by the management

Perspective about Flexible Working

1. More than one third of these did so to accommodate parenting

responsibilities

2. Around one tenth due to personal illness, injury, disability

or work stress and

28

3. Less than one fifth because they preferred to work fewer hours

or wished to increase leisure time.

One quarter of Flexible Working Arrangements (FWA) requests were

refused, due to inflexible management, although there was

recognition of the role patient care requirements and workload

constraints.

1. One quarter of those who were refused FWA reported they would

not be willing to ask again.

2. One third were satisfied with the current arrangements.

3. Very few were negatively impacted by hearing of other requests

that had been refused – or the belief it would negatively impact

on their career.

4. Around one third of nurses and staff indicated they managed

staff in their current role, with more than half of these having

been asked by staff for FWA. They indicated very few (4%) of the

most recent requests had been refused.

5. Around half indicated the number of requests, the need to

treat all staff equally and the impact on full time staff were

broad-based barriers to implementing flexible work practices.

29

6. Three quarters of nurses and staff agreed models of care need

to change if staff flexibility was to increase.

7. 5% of nurses and staff indicated incompatibility with the

model of care as a reason (nearly all of these employees worked

in the public sector).

Workplace Culture

1. Nurses and staff indicated a sense of equality in their

workplace in terms of support and opportunities for part time and

full time staff, with most believing both part and full time

staff have the same protections (81.7% agreed), access to

training (69.2% agreed) and are treated equitably (63.2% agreed).

2. Many did not feel that they would be able to maintain

transition between full and part time work or have the

opportunity to job share (or work part time if they wanted).

3. More than half of respondents (58.6%) were aware of the

concept of quality part time work but almost a third did not

believe the concept was promoted in their workplace.

30

Career Intentions

1. More than 15% (n=10) of nurses and staff planned to leave

the profession within 5 years and

2. 29% (n=25) within 5 to 10 years.

The most common reasons for leaving within 5 years were:

(a) Retirement (n=10)

(b) Job dissatisfaction (n=05)

(c) Physicality of nursing work (n=15)

(d) work-related stress (n=10)

(e) Low staff morale (n=5)

And

(f) Lack of flexible work conditions (n=5)

This report presents the analysis of 75 eligible employees. Staff

who did not fit the criteria as

(a) eligible nurses (n=5)

31

(b) those who did not work in an acute care hospital setting

(n=10)

(c) and respondents who failed to complete the main elements of

the survey (n=10) were excluded from analysis.

Analyses typically involved descriptive statistics and some

parametric tests (e.g. independent t-tests and analysis of

variance), where appropriate, to identify differences between

groups. For example, group differences that reached statistical

significance 48 are presented within the text.

The three main groups that were tested for differences in

responses were:

(a) Public hospital (n=50) compared to private hospital (n=20)

staff;

(b)Managers of staff (n=10) compared to other staff (n=25); and

(c) Older workers (45+ years; n=10) compared to younger workers

(less than 45 years; n=25).

Analysis by distribution, nursing classification and ward/area of

work was not appropriate due to the small sample size in each

group.

32

Due to the selected survey distribution method, (n=50) where 30

were of the same member groups and 20 were of the other groups.

There was not a great deal of difference between member and other

responses although.

Non-parametric tests such as the chi-square test for independence

were also applied when two categorical measures were involved.

This test determines if two categorical measures are related, for

example, are females more likely than males to be nurses.

(c) Hypothesis Testing: Find Result for Research Work

As per the analysis and collection of data it is found that the

following hypothesis holds true:

1. H0: Flexible working do not affect job applicants

2. H1: Flexible working will affect employees decision to stay

3. H1: Flexible working will have an impact on employee motivation

and performance

33

4. H1: Flexible working do affect employee absenteeism, tardiness &

turnover

34

CHAPTER 5

(a) Findings

(b) Suggestions

(c) Conclusions

35

(a)Findings

In this study & research we found that flexible working can

effect employee performance, tardiness, absenteeism & job

satisfaction and act as employee recruitment and retention tool

to a great extent. While collecting the primary data in NCR

region we found that in public sector hospitals flexible working

is not prevalent in the middle level to a great extent where the

Government is trying to bring in flexible working but the

employees at the middle levels in NCR region needs to be more

asking for the flexi time in order to balance between their work

life and personal life.

This will help the employees / Government & the employers in

retaining and recruiting new employees who are more flexible and

satisfied with their job which they are doing.

UK is often said to have the most flexible labour market in

Europe. Flexible working re-emerging as technology gets better

and cheaper.

It is found from the study that if there is a flexible location

36

made available to the employees then it can substantially reduce

costs, boost productivity & deliver a host of other benefits to

employers, customers and staff.

(b)Suggestions

As a researcher & on analysing this study, the Government in

India whether in public or private sectors should adopt the

policy of flexible working so that the employees are satisfied

with the job they are doing. They will be motivated to perform

better if they get an opportunity to work having their work life

balance being happy with their job at the middle level where

mostly all the jobs are performed & considerable amount of hard

work is done by the employees providing their service as and when

37

required by the employer.

The employer will also be happy with the introduction of flexible

working as recruiting new employees will be easier considering

their pays and productivity which will increase trying to give

better performance in the job. The employer would also like to

retain old employees because they are satisfied with their

performance keeping the turnover of the employees high giving and

motivating them to work in an environment where their work

performance is considered.

It is suggested as per the findings that the public sector

hospitals should consider varieties of flexible work so that as

technology, the working environments, the economy is changing the

Government by considering all these factors should be aware and

consider flexible working for its staff, employees at the top and

middle level so that the employees can have a balance work life.

The types of flexible work as suggested in some of the research

already done are:-

38

S. No. Flexible Working Its sub parts

1 Flexible contracts - Outsourcing

- Casual labour

- Temporary Fixed

term contracts

2 Flexible Hours - Part time

working

- Job Share

- Annualised

Hours

- Zero hours

3 Flexible Location - Working on the

move

- Working from

39

home

- Working from

touch

4 Flexible Tasks - Multi skilling

- Self Supporting

Executives

- Portfolio

Working

- IT supported CS

These varieties of flexible working help both the employees as

well as the employers gain in context of the organisation as well

as their individual work life balance considering;

(a) Cost

(b) Productivity

(c) Quality

40

(d) Customer service

(e) Motivated workforce

(f) Improved staff recruitment and retention

From the point of employer

(a) Job satisfaction

(b) High morale to perform and give the output

(c) Low absenteeism from work

(d) Increase in performance level

(e) High energy boost

From the point of employees

An organisation can decide ways / methods where flexible working

enhances recruitment & retention of staff which should be

included in the strategy framed by the organisation. The culture

and the style of the organisation should be considered pertaining

to the skills of the managers. There are many flexible working

practices which are beneficial to employees where employers have

all the privileges to work considering and giving preference to

his / her personal life by either working from home or sharing

41

his / her job with other employees of the organisation either due

to maternity / paternity leave or to take care of the children

and elderly because of the job of his / her spouse.

Thus, publicly and privately funded hospitals on being family

friendly and providing good flexible working environment can

adopt strategies which can minimise staff turnover.

(c) Conclusions

This study will help us understand through the hypothesis

considering the effect of flexible working on the productivity,

cost, employee turnover, and increase effect on Job satisfaction,

reduced stress and overall reduction in absenteeism in the public

health organisations. Will the increase in productivity and

reduced absenteeism have an effect on recruitment and retention

policies of the Public Sector Hospitals may be affected

considering the growth and development of the organisation as

well as its departments, the employer and the employees who play

an important role in giving the outcomes?

The impact of Flexible working at the levels of the organisation

42

whereby employees like nurses and other hospital staffs who

provide services to the people and the needy without considering

their personal matters 24 * 7. Flexible working plays an

important role for employees at the lower and middle level of the

public health sectors in India which will help the employees to

maintain a balance between their personal as well as work life.

The impact of this study in a country like India in Public

Sector Hospitals to go for Flexible Working at the higher and

middle levels considering each employees expertise in his / her

own specialisation effecting the career of an individual employee

in spite of increase productivity and decrease in absenteeism.

How and in what ways the circumstances of an employer in a public

health sector may be consider about flexible working atmosphere/

environment not resulting in positive outcomes. May be by relying

on the fact that the Company / Organisations are not able to

fulfil the requirement and understand the prerequisites of the

employees needed to get for flexible working in public sector

hospitals in the NCR region in India.

43

BIBLIOGRAPHY

1. Chew J., (2004), an Empirical Study, the Influence of Human

44

Resources Management Practices on the Retention of Core Employee

of Australian Organisation

2. Drake, (2012), Employee Retention Reducing Recruitment by

Increasing Retention, Drake International, Volume 2

3. Humphreys P., Fleming S & O’Donnell O., Flexible & Innovative

Working Arrangements in the Irish Public Service, IPA

4. Marina M., (2012), an Analysis of Budgetary Constraints in

Romania, an International Journal, Vol. 4, No.1

5. Myers V., (2007), Recruitment & Retention of Diverse Workforce:

Challenges & Opportunities, Journal of Health Care Management

6. Rehman S., (2012), A Study of Public Sector Organisational with

Respect to Recruitment, Job Satisfaction & Retention, An

International Journal, Vol. 4, No. 1

7. Rodwell J. & Demri D., the Blurring of Attractive Work

Practices Across Health Care Sectors, Public Personnel

Management, VIC 3065

8. Zachariah M. & Dr. Roopa , (2012), A Study on Employee

Retention Factors Influencing IT Professionals of Indian IT

Companies & Multinational Companies in India, Interdisciplinary

Journal of Contemporary Research in Business, Vol. 4, No. 7

45

9. Sara H., Ann L.H. (Etal), (2013), Investigating Flexible Work

Arrangements, for Nurses & Midwives in the Acute Hospital Sector,

Report prepared for SafeWork, SA

10. Rebecca C., Flexible Working: The Implementation Challenge, A

CIPD Guide to Help Employees Effectively Manage Flexible Working

Arrangements to benefit their People & Business Performance

ANNEXURE I

SUMMARY OF RESPONDENT CHARACTERISTICS BY DISTRIBUTIONSOURCE

The survey was originally designed to be administered through

Public Sector Hospitals in NCR Region only. However, Cancer

Hospital and various other hospitals expressed interest in

participating in order to capture responses from their staff. As

previously identified, the distribution method and uptake from

Cancer Hospital and the other hospitals was extremely variable.

We also note that respondent numbers from hospital specific

dissemination was extremely low. The decision was made to include

all responses for analysis in the main dataset. However, we draw

46

attention to some variation in respondents from each source and

suggest some caution when drawing conclusions from the data.

In summary, Cancer Hospital data were most similar to AIIMS data.

Some of the more marked differences observed include:

o Classification/experience of nurses appeared quite limited,

particularly for AIIMS staff.

o Staff from AIIMS (n=15) only included Level 2 or 3 nurses. The

other sources had wider representation across the different

nursing classifications. The AIIMS had representation of all

classifications listed.

o AIIMS membership was highly variable across all distribution

sources.

o Membership at Cancer Hospital was the lowest at 36.4%, not

surprisingly peaking with the AIIMS at 99.2%.

o Reasons for requesting flexible work arrangements were

different across some sources.

o Rajiv Gandhi Cancer Hospital staff was the only ones not to

report parenting responsibilities as a reason for requesting

flexible work arrangements. In contrast, this was the top

reason provided by staff at each of the other sources (47.1%

47

reported this reason at Moolchand; 40.2% reported this reason

at Safdarganj and 34.3% reported this at the AIIMS).

o No flexible work arrangement requests were refused by

Moolchand, Cancer Hospitals.

o This compares to around a quarter of requests being refused

both through the Cancer Hospital and AIIMS sources.

48

ANNEXURE II

Questionnaire

Questionnaire on the Topic “Can Flexible WorkingAct as Employee Recruitment & Retention Tool in

Public Sector Hospitals”

Name of the Public Sector Hospital:

_________________________________

Name of the Employee: _________________________________________

Age of the Employee: (Please Tick any one in years)

1) 20 -30

2) 30 – 40

3) 40 – 50

4) 50 and above

Gender of the Employee: (Please Tick any one)

1) Male 2) Female49

Marital Status: (Please Tick any one) of an employee

1) Single

2) Married

3) Divorcee

4) Widow

5) One Child Parent

Current Position of the employee in the Hospital:

____________________________________

1. Do workers in your organization have access to flexible work

schedules?

(a) Periodically

(b) All

(c) Mostly

(d) More Likely

(e) None

2. Which employees in your organization are using flexible

schedules?

50

(a) Male

(b) Female

(c) Generation X Employees

(d) None

3. Are flexible work schedules important to employees?

(a) 20 – 30%

(b) 30 – 40%

(c) 40 – 50%

(d) 50 – 60 %

(e) None

4. How do employees benefit from flexible work schedules?

(a) Job Satisfaction

(b) Fewer Mental Health Problems

(c) No interference of job and family life

(d) Low level of negative spill overs

(e) Increase in productive work

51

5. How do flexible work schedules affect employees’

relationship with their employers?

(a) Stay with the current employer

(b) High level of loyalty

(c) Willingness to work harder

(d) Opportunities for advancement

(e) None

6. Do employers support flexible work schedules?

(a) Supervisors are supportive

(b) Internal rewards given

(c) Career is the highest priority

(d) Find solutions beneficial to both employees and the

organizations

(e) None

52

7. In your current employment have you ever been involved in

any of the following working arrangements? (Tick all that

apply)

Working

Arrangement

Yes I

Requested It

Employer

Asked Me

No

Job Sharing /

Work Sharing

Flexitime

Term Time

Working

Employment or

Career Break

Teleworking /

Homeworking

Regular

Reduced Hours

Annualised

Hours

53

8. If yes, please explain why you participated in one or more

of these arrangements?

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

9. If no, why did you not participate in one of these

arrangements?

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

10. Did you face any obstacles in trying to access a

flexible working arrangement?

54

(a) Yes

(b) No

11. If yes, please explain (no one is readily available to

replace my work we are facing a cap on staff recruitment, if

I availed of the flexible practice, I would not be

replaced).

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________

12. What obstacles if any did you face on being able to

return normal working arrangements from any flexible working

arrangements?

55

13. A series of statements are presented that you can

indicate the degree to which you agree or disagree.

If I had

not been

able to

avail

flexible

work

arrangemen

ts

Strongly

Agree

Agree No

Opinion

Either

Way

Disagree Strongly

Disagree

I would

have to

leave this

job

I would

have lost

my job

My partner

would have

/ had to

56

leave

his / her

job

I would

not have

been able

to take on

entire

responsibi

lities go

for

promotion

options

14. What do you feel that your workplace has gained from

you being able to access any of the above (e.g. Better work

life balance leads to more productive work, more skilled

people available, necessary to allow people manage their

life).

____________________________________________________________

57

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

15. Have employees been encouraged to avail of flexible

working arrangement?

(a) Yes

(b) No

16. If yes, please explain the circumstances.

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

____________________________________________________________

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PLAGARISM REPORT

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Used

www.plagtracker.com to generate the plagiarism check. The result

of which is shown below:

Content appears in 2 sources

Plagiarismcheck

4% of non-uniquecontent

 Sources found:

fmv.euba.sk/RePEc/brv/journl/MV2014-1... fmv.euba.sk/files/MV_2014_1_008-025_U...

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