Effects of Flexible Working Method on Employee Performance: An Empirical Study in Turkey

Abstract

Flexible working methods have become more popular, because they increase employees' quality of life. The number of Turkish firms that support flexible working models and help employees coordinate their work and personal life better are increasing, because employers consider their employees' personal lives as more important. Changes in sectoral scope also played an important role in creating flexible working methods. For instance, the service sector's need to support long-term projects in shipping, banking, telecommunication, press, and oil led to new work processes to focus on customer satisfaction while introducing more flexible working methods. This study presents the effects of flexible working methods on employee performance. It found that flexible working models are very precious for the improvement of and the sustainability of employee performance. According to the results many of flexible methods factors including job's suitability for flexibility, job loyalty and attitude towards flexible working hours directly affect the employee performance.

The Influence of Flexibility of Work to Loyalty and Employee Satisfaction Mediated by Work Life Balance to Employees With Millennial Generation Background in Indonesia Startup Companies

“…The value of eligible greater significance is equal to 1.96. Tests that researchers do indicate that there is an influence of the flexibility of working on worker satisfaction with the background of the millennial generation in a startup company in Indonesia in accordance with previous studies conducted by Altindag and Siller (2014) and Thomson (2008) which showed that there is positive and significant of workplace flexibility on worker satisfaction. In line with research conducted by McNall et al (2010) and DeCaro et al (2010) also suggests that flexible working has a positive impact on employee satisfaction.…”

“…Influence among variables will be assessed significant and the hypothesis is accepted if the value of t is greater than t table is of members of the organization. In line with research conducted by Shagvaliyeva and Yazdanifard (2014) and ACAS (2015), Altindag and Siller (2014) also suggests that flexible working has a positive and significant impact on the loyalty of members of the organization. To see the extent to which labor flexibility and worker satisfaction affects loyalty of members of the organization with a background in the millennial generation startup companies in Indonesia, investigators conducted an analysis to see the value of factor loading of test results standardized solution.…”

The Importance of Self-Esteem to Students Learning Responsibilities and Group Learning Commitment of Physical Education Students

“…Therefore, to overcome such responses, students' self-esteem needs to be facilitated as a "fortress" so as not to be easily trapped by various destructive responses that weakenings an individuals' commitment towards work. Individuals work faithfully because of various factors, such as the appropriateness of the job conducted (Altindag & Siller, 2014), and this loyalty is admitted and valued (Murali, Poddar, & Seema, 2017). When an individual perceives a job as fun and positive, surely that person is continually faithful to the work.…”

Flexible Working Arrangements, Job Design And Job Satisfaction Among Manufacturing Employees

“…(r=0.283). According to Altindag and Siller (2014), flexible working arrangement not only led to employee job satisfaction but also contribute to organization's loyalty.…”