Elder care programs, on the other hand, were not found to have an impact on turnover. Benefits for Employers Employers have introduced flexible working packages (part of work-life policy) in order to attract, recruit, and retain highly qualified staff to their organizations [9]. national Review of Industrial and Organizational Psychology, 18, https://doi.org/10.1787/empl_outlook-2012-en, Ongera, M. R., & Juma, D. (2015). The aim of this study was to identify bundles of flexible working arrangements (FWAs) from data provided by 1,064 organizations in seven EU countries, and to relate bundle membership to demographic variables and human resource (HR) and organizational performance outcomes. The homonymous FCA Composite Index (CI) is calculated for all 200 NUTS II-level regions of France, Germany, the UK, Denmark, Sweden, Belgium, Greece, Italy, Spain, Portugal, Bulgaria and Romania. Purpose: Employers and governments on the African continent were forced to implement https://doi.org/10.2307/2393395, The nature and pattern of family-friendly, Luxembourg: Office for Official Publications of, (1), 65–73. The main contribution of the paper is revealing the importance of work-life balance arrangements in achieving success and competitive advantage. The paper ends with some comments on the validity and social relevance of CIs when not be considered as a goal per se. known as flexible work arrangements (FWAs; Baltes, Briggs, FWAs are useful for achieving the more efficient use of hu-, man resources (HR) because they provide an opportunity to, allocate employees and their time depending on the nature of, FWAs have recently gained a considerable popularity, mostly in the European Union (EU) and Organisation of Eco-, FWAs in both highly developed (e.g. Flexible Work Arrangements should be implemented in a fair and equitable manner throughout the University, which may result in differing arrangements depending on job responsibilities, service obligations and departmental needs. A flexible work arrangement includes: 1. More than half of the respondents also rated that WFH was effective. Running head : Performance measurement. (1999) and Kauf-, feld, Jonas, and Frey (2004) report positive effect of flexible, work-time design on absenteeism. Boosting productivity. A Panel Study Conducted in U.S. Federal Agencies. There is evidence that work engagement enhances team performance and as the engagement level of employees enhances, so team performance also increases. Most of private sectors have shifted from officed based to work from home (WFH). Flexible Work Arrangements June 2019 . Stavrou (2005) and Berkery et al. Specifically, the main purpose of the project is to explore the idea of what enhances innovation at the work level. As this is an external form you will need to have Adobe Acrobat Reader installed on your computer. descriptions of instrument properties upon which value functions are assessed. Flexible work arrangements. We plan to carry out an in-depth research on work design in Croatia. practices that promote more flexible work (Stavrou, 2005). The results showed a positive relationship between the work–life balance arrangement and organisational performance (OR: 1.181, 95% CI: 1.125–1.240, p < 0.001). It is recommended that there is need to put policies in place to cushion the negative effects of losses of firm-specific human capital provisions resulting from work flexibility and outsourcing. We review the literature on alternative work arrangements published since the most recent major review of nonstandard work by Ashford et al. Flexible work arrangements refer to alternative arrangements or schedules other than the traditional or standard workhours, workdays and workweek. so confirmed by our study) and absenteeism is not new (e.g. This, type of flexible arrangement, also known as the "4-day work-, ly reduces stress and develops positive attitudes towards job, itself (see Baltes et al., 1999). Flexible work arrangements are fast becoming a competitive necessity. In the context of different primary beneficiaries of FWA, previous research about the relationship between FWAs and, various forms of organizational performance offers interest-, ing findings. Keywords: Africa; COVID-19; employer support; employees’ productivity; IT support; In the first part we, analyzed the distribution of FWAs with regard to non-finan-, whether differences in company organizational performance, measured by both subjective and objective financial indica-, speaking, the descriptive analysis revealed that out of 12 ob-, served FWA practices, the top four in terms of incidence were, mostly those employer-driven i.e., fixed-term contracts, shift, work, overtime work and weekend work (present in approx-, imately or more than 75% of the companies). Individual company. 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