Flexibility Work Arrangements and Employee Normative Commitment in Selected General Hospitals in Delta State, Nigeria

Ugo Chuks Okolie, Thomastina Nkechi Egbon

Abstract


This study examined flexible working arrangements and employee normative commitment in selected hospitals in Delta State. Specifically, to access the influence of flexi-time, job-sharing and telecommuting on employee normative commitment. A cross-sectional research design and simple random sampling technique was adopted. A questionnaire was employed as the research instrument for the study with 173 respondents deemed usable. The study was anchored on border theory and data collected were analysed using descriptive and inferential statistics. Correlation and multiple regression analysis were employed to analysed the study hypotheses. The results showed that flex-time and telecommuting significantly influence employee normative commitment while sharing did not significantly influence employee normative commitment. The study concludes that flexi-time, job-sharing and telecommuting jointly significantly influenced employee normative commitment. Therefore, the study recommends among others that there should be well detailed policies that will guide both the hospital management and their employees on flexible working arrangements.


Keywords


Flexi-time, job-sharing, telecommuting, normative commitment

Full Text:

PDF

References


Abioro, M. A., Oladejo, D. A., & Ashogbon, F. O. (2018). Work-life balance practices and employees productivity in the Nigerian university system. Crawford Journal of Business & Social Sciences, 8(2), 49-59.

Adonis, L., & Kabanda, S. (2019). Virtual work in developing countries: The case of South Africa call centres. Proceedings of the South African Institute of Computer Scientists and Information Technologists, pp. 17-18.

Al-Hazemi, A. A., & Ali. W. (2016). The notion of work-life balance, determining factors, antecedents and consequences: A comprehensive literature survey. International Journal of Academic Research and Reflection, 4(8), 13-24.

Allen, N. J., & Meyer, J. P. (1990). Measurement and antecedents of affective, continuance and normative commitment to the organisation. Journal of Occupation Psychology, 63(1), 1-18.

Amsalu, K., & Mengistu, M. (2019). The determinants of employee commitment: the study conducted on Ethiopian public university academic staff of Wolatita Sodo University. American Based Research Journal, 8(6), 1-9.

Anekwe, R. I. (2019). Flexible work arrangement and employee performance of selected commercial banks in Anambra State, Nigeria. International Journal of Academic Information System Research, 3(1), 1-8.

Ashibekong, U. A., & Ohiani, A. S. (2019). Work-life balance practices and employee commitment in Heritage bank across Victoria island, Lagos, State, Nigeria. FUO Quarterly Journal of Contemporary Research, 7, 2-9.

Atiku, O., Jeremiah, A., & Boateng, F. (2020). Perception of flexible work arrangements in selected African countries during the corona virus pandemic. South African Journal of Business Management, 51(1), 1-10.

Austin-Egole, S. I., Iheriohanma, E. B. J., & Nwokorie, C. (2020). Flexible working arrangements and organisational performance: An overview. IOSR Journal of Humanities and Social Science, 25(5) 50-59.

Barney, C. E., & Elias, S. M. (2010). Flex-time as a moderator of the job stress- work motivation relationship: A three nation investigation. Personnel Review, 39(4), 487-502.

Bellavia, G. M., Frone, M. R. (2005). Work-family conflict. In J. Barling, E. K. Kelloway & M. R. Frone (eds). Handbook of work stress. Thousand Oaks, (A: Sage publications.

Berkery, E., Morley, M. J., Tiernan, S., & Peretz, H. (2020). From state to finish: Flexi-time as a social exchange and its impact on organisational outcomes. European Management Journal, 30(30), 1-11.

Berkery, E., Morley, M. J., Tiernan, S., Purtill, H., & Parry, E. (2017). On the uptake of flexible working arrangements and the association with human resource and organisational performance outcomes. European Management Review, 14(2), 165-183.

Berlin, K., & Kerl, H. D. (2017). Making the link between work-life balance practices and organisational performance. Human Resource Management Review, 19(10), 9-22.

Bhatti, M. A., Farhan, M., Ahmed, M. J., & Sharif, F. M. N. (2019). The impact of social CRM capacities and customer engagement on the firm performance: Mediating role of social media usage. Pakistan Journal of Humanities and social Sciences, 7(3), 313-334.

Brainine, M. (2014). Job-sharing and equal opportunities under the new public management in local authorities. The international Journal of public sector Management, 17(2), 136-152.

Breakwell, G. M., Hammond, S., & Fife-Schaw, C. (1995). Research methods in psychology. London: Sage Publications.

Choo, J. L. M., Mat-Desa, N., & Asari, M. H. A. (2016). Flexible working arrangement toward organisational commitment and work-family conflict. Studies in Asian Social Science, 3(1), 21-36.

Clark, S. C. (2000). Work-family border theory: A new theory of work-family balance. Human Relations, 53(6), 747-770

Dev, S. S., & Mano-Raj, S. J. (2017). Work-life balance and its effect on work-related factors in nationalized banks. Shanlex International Journal of Management, 4(4) 29-35.

Downes, C., & Koekemoer, E. (2011). Work-life balance practices: Challenges and benefits associated with implementing flexi-time. South Africa Journal of Human Resource Management, 9(1), 1-13.

Essien, C. E., & Edwinah, A. (2017). Flexible working time schedules and organisataional commitment in the Nigerian banking industry: A strategy for employee commitment. International Journal of Social Sciences, 11(4), 142-152.

Fornell, S., & Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling. London: Sage Publications.

Hughes, J. & Bozionelos, N. (2007). Work-life balance as source of job dissatisfaction and withdrawal attitudes. Personel Review, 36(1), 145-154.

Jakada, M. B., Jakada, A., Bambale, A., Hussein, M. A., Kurawa, N. S., & Rabiu, A. (2019). Effect of affective, continuance and normative commitments on job performance of employees of national identify management commission, Northwest zone, Nigeria. Lapai International Journal of Management and Sciences, 11920, 225-242.

Jameel, A. S. (2022). The mediating role of organisational commitment between organisational culture and job performance in the telecommunication sector. Management & Economics Research Journal, 4(1), 81-100.

Jerry, K. R. (2014). Workplace flexibility in the 21st century: meeting the needs of the changing workforce. Lagos: Lyce Publications.

Kangogo, J., & Wanambiro, V. (2019). Influence of flexible working schedules on organisational commitment of employees in hospitals in Nakuru town, Kenya. International Journal of Recent Research in Social Sciences and Humanities, 6(2), 62-76.

Klindzic, M., & Maric, M. (2019). Flexible work arrangements and organisational performance: The difference between employee and employee driven practices. Journal for General Social Issues, 28(1), 89-108.

Kossek, E. E., & Michel, J. S. (2011). Flexible work schedule. In S. Zedeck (ed). APA handbooks in psychology. Washington, DC: American psychological Association publications, pp. 535 -572.

Kottey, B., & Sharma, B. (2016). Predictors of flexible working arrangement, provision in small and medium enterprises (SMEs). The International Journal of Human Resource Management, 27(22), 2753-2770.

Louhenapessy, E, L., & Lindawati, T. (2022). Effect of emotional intelligence and organsiational culture on performance with organisational commitment as mediation. Journal Eduvest, 2(3), 554-570.

Masuda, A., Peolmans, S., Aleen, T. D., & Spocter, P. E. (2012). Flexible work arrangement availability and their relationship with work-to-family conflict, job satisfaction and turnover intentions: A comparison of three country. Clusters Applied psychology, 61(1), 1-29.

Muhammad, S., Afridi, F. K., M. W. Shah, W. U., % Alasan, I. I. (2020). Effect of training on employee commitment: Mediating role of satisfaction. Pakistan Journal of Society, Education and Language, 7(1), 28-37.

Mungania, K., Wangithi, W., & Kihoro, M. (2016). Influence of flexible work arrangement on organisational performance in the banking industry in Kenya. International Journal of Academic Research in Business and Social Sciences, 6(7), 159-172.

Nagpal, P. (2022). Organisational commitment as an outcome of employee engagement: A social exchange perceptive using a SEM model. International Journal of Biology, Pharmacy and Allied Sciences, 11(1), 72-86.

Nguru, R. M., & Gichuhi, D. (2018). Influence of work-life balance on employee commitment in parastatals: A case study of national hospital insurance fund in Nakuru, Kenya. International Journal of Economics, Commerce and Management, 6(5), 378-407.

Nwekpa, K. C., Offor, P. G., & Ezezue, B. O. (2020) work schedule flexibility and employee commitment: A study of Nigerian breweries, Ama, Enugu, Nigeria. International Journal of Development and Management Review, 15(1), 1-17.

Oh, H. S., & Sawang, S. (2021). Quantitative differences in the midsets associated with dual nature of normative commitment. Plos One, 16(6), 1-5.

Okemwa, O. (2016). Relationship between flexible work-arrangement and commitment of nurses in public hospitals in Kenya. International Journal of Academic Research in Accounting, Finance and Management Science, 6(3), 255-261.

Omondi, A., & Obonyo, K. (2018). Flexible work schedules: A critical review of literature. Strategy Journals, 5(4), 2069-2086.

Onu, C. A., Akinlabi, B. H., & Adegbola, E. A. (2018). Work-life balance and normative commitment of employees in the selected deposit money banks in Ogun State, Nigeria. European Journal of Business and Innovation Research, 6(5), 1-3.

Peretz, H., Fried, Y., & Levi, A. (2018). FWAs, national culture, organsiational characteristics and organsiational outcomes: A study across 21 countries. Human Resource Management Journal, 28(1), 182-200.

Perez, M., Sanchez, A., & De-Luis, P. (2003). The organisational implications of human resources managers’ perception of teleworking. Personnel Review, 32(6), 733-755.

Pruchno, R., Litchfield, R., & Fried, P. (2017). Organisational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(1), 603-609.

Rincy, V. M., & Panachanatham, N. (2014). Work-life balance: A short review of the theoretical and contemporary concepts. Continental Journal Social Science, 7(1), 1-24.

Russell, M., O’Connel, T., & McGinnity, F. (2017). Impact of flexible working arrangement on work-life conflict and work pressure in Ireland. Journal of Management psychology, 27(3), 216-236.

Sekaran, U. (2013). Research methods for business: A skill building approach. New York: John Wiley Publications.

Shagvaliyeva, S., Yazdanfard, R. (2014). Impact of flexible working hours on work-life balance. American Journal of Industrial and Business Management, 4(1), 20-23.

Wang, C. L., Indridasson, T., & Saunders, M. N. K. (2010). Affective and continuance commitment in public private partnership. Employee Relations, 32(4), 396-417.




DOI: https://doi.org/10.25134/logika.v14i01.8358

Refbacks

  • There are currently no refbacks.


Logika : Jurnal Penelitian Universitas Kuningan

ISSN 2085-997X (print), ISSN 2715-4505 (online)

Organized by Faculty of Law, Universitas Kuningan, Indonesia.

Website  : https://journal.uniku.ac.id/index.php/logika/index

Email     : [email protected]

Address : Jalan Cut Nyak Dhien No.36A Kuningan, Jawa Barat, Indonesia.

Logika is licensed under a Creative Commons Attribution 4.0