DISSERTATION PROJECT

on

“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 Nawal
Enrolment No. 2012006899
Batch 2012-14

Under the Supervision of

Ms. Namita Gupta
Asst. Professor -HR

Sharda University
School of Business Studies

1
 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 this 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

2
CERTIFICATE FROM THE FACULTY GUIDE

3
 ACKNOWLEDGEMENT

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

4
 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 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.

5
 TABLE OF CONTENTS
S. No. Chapter Number & Name Page Nos.

1. CHAPTER 1 9 – 11

Introduction

2. CHAPTER 2 13 – 14

Literature Review

3. CHAPTER 3 16 – 18

Research Methodology & Data Collection

4. CHAPTER 4 20 – 25

(a) Data Collection

(b) Analysis

(c) Hypothesis Testing: Find result for Research Work

5. CHAPTER 5 27 – 32

(a) Findings

(b) Suggestions

(c) Conclusions

6. Bibliography

7. Plagiarism Report

6
 LIST OF APPENDICES

1. Annexure 1 : Summary of Respondent Characteristics by Distribution Source

2. Annexure 2: Questionnaire

7
CHAPTER 1

INTRODUCTION

8
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.

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.

9
Flexible working in public sector hospitals can effect the employee recruitment and retention

policy to a great extent. In 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

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.

10
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.

11
 CHAPTER 2

LITERATURE REVIEW

12
There is not much research done on flexible working in public 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 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

13
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).

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 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).

14
 CHAPTER 3

RESEARCH METHODOLOGY

&

DATA COLLECTION

15
(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.

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.

16
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 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.

17
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.

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.

18
 CHAPTER 4

(a) Data Collection

(b) Analysis (Tabulation, Graphs & Charts)

(c) Hypothesis Testing: Find Result for Research Work

19
(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 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

20
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

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.

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).

21
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.

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)

22
 This report presents the analysis of 75 eligible employees. Staff who did not fit the criteria as

(a) eligible nurses (n=5)

(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.

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.

23
(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

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

24
CHAPTER 5

(a) Findings

(b) Suggestions

(c) Conclusions

25
(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 made available to the employees then

it can substantially reduce costs, boost productivity & deliver a host of other benefits to

employers, customers and staff.

26
(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 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:-

27
S. No. Flexible Working Its sub parts

Flexible contracts - Outsourcing

1
- Casual labour

- Temporary Fixed term

contracts

Flexible Hours - Part time working

2
- Job Share

- Annualised Hours

- Zero hours

Flexible Location - Working on the move

3
- Working from home

- Working from touch

Flexible Tasks - Multi skilling

4
- Self Supporting

Executives

- Portfolio Working

- IT supported CS

28
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

(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

29
 life by either working from home or sharing 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 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

30
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.

31
 BIBLIOGRAPHY

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

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

32
 ANNEXURE I

SUMMARY OF RESPONDENT CHARACTERISTICS BY DISTRIBUTION

SOURCE

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 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.

33
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% 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.

34
 ANNEXURE II

Questionnaire

Questionnaire on the Topic “Can Flexible Working Act 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) Female

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

1) Single

2) Married

3) Divorcee

4) Widow

5) One Child Parent

35
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?

(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

36
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

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

37
7. In your current employment have you ever been involved in any of the following working

arrangements? (Tick all that apply)

Working Yes I Requested It Employer Asked Me No

Arrangement

Job Sharing / Work

Sharing

Flexitime

Term Time Working

Employment or

Career Break

Teleworking /

Homeworking

Regular Reduced

Hours

Annualised Hours

8. If yes, please explain why you participated in one or more of these arrangements?

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

38
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?

(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?

39
13. A series of statements are presented that you can indicate the degree to which you agree

or disagree.

If I had not Strongly Agree No Opinion Disagree Strongly

been able to Agree Either Way Disagree

avail flexible

work

arrangements

I would have

to leave this

job

I would have

lost my job

My partner

would have /

had to leave

his / her job

I would not

have been able

to take on

entire

responsibilities

go for

40
 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).

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

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

4%
Plagiarism check
of non-unique content

Sources found:
 fmv.euba.sk/RePEc/brv/journl/MV2014-1...
 fmv.euba.sk/files/MV_2014_1_008-025_U...

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