Flexible working arrangement and job performance: the mediating role of supervisor support

Sekhar, Chandra; Patwardhan, Manoj

doi:10.1108/ijppm-07-2020-0396

Cited by 29 publications

(16 citation statements)

References 53 publications

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“…Conversely, our findings evidence the positive impact of flexible work on job performance, which is consistent with past studies (Casper & Harris, 2008; Sekhar & Patwardhan, 2021). This implies that employees enjoying the privilege of time autonomy can improve their work output by maximizing their peak working time, leading to better job performance.…”

Section: Discussionsupporting

confidence: 93%

“…Thus, it is believed that flexible work schedules allow individuals to adjust their working time to their rhythm and, in turn, enable greater utilization of their peak time. Broadly, at the individual level, flexible work helps attain greater job control and, thus, leads to enhanced productivity (Casper & Harris, 2008;Sekhar & Patwardhan, 2021). In the case of Nigeria, Kabir, Gunu, and Gwadabe (2022) reported that Nigerian employees enjoy job autonomy, making their jobs more flexible, which may positively affect their job performance.…”

Section: Hybrid Workplace Model and Job Performancementioning

confidence: 99%

“…For example, several studies have noted that the modality of telework and flexible work could provide employees with more job control and freedom to work anywhere at any time, which boosts their productivity (Casper & Harris, 2008; Gajendran et al, 2015; Sekhar & Patwardhan, 2021). However, it has been highlighted that workplace arrangements like flexible work might cause the lines between work and personal life to erode due to increased job demands (Wöhrmann & Ebner, 2021).…”

Section: Introductionmentioning

confidence: 99%

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The future of work: work engagement and job performance in the hybrid workplace

Naqshbandi

Kabir

Ishak

et al. 2023

TLO

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Purpose Drawing on the job demands-resources (JD-R) model, the authors examine how working in the hybrid workplace model (telework and flexible work) affects job performance via the intervening role of work engagement. Design/methodology/approach The authors adopted a quantitative approach and collected data from 277 employees working in universities in Nigeria. Partial least square structural equation modelling was used to analyse the data and test the hypotheses. Findings The findings reveal that flexible work, not telework, has a significant and positive effect on job performance. It also emerges that flexible work positively affects work engagement, and work engagement significantly mediates the relationship between flexible work and job performance. However, the findings do not support the effect of telework on work engagement and the mediating role of work engagement in the proposed relation between telework and job performance. Originality/value The paper provides fresh insights by linking the components of the hybrid workplace model with job performance and employee work engagement and extending the JD-R model to the hybrid workplace setting. The practitioners can benefit from the findings of this study by factoring in the importance of the hybrid workplace model in designing policies and procedures to promote job performance.

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Section: Discussionsupporting

confidence: 93%

Section: Hybrid Workplace Model and Job Performancementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The future of work: work engagement and job performance in the hybrid workplace

Naqshbandi

Kabir

Ishak

et al. 2023

TLO

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“…Telecommuting is a relatively new phenomenon in India, and most of the academic studies and articles in the popular press have focused only on the productivity and performance of telecommuting employees (Sekhar & Patwardhan, 2021). The findings of these studies conclude that telecommuting, up to an extent, improves the WLB of the employees, thus leading to better job satisfaction, which in turn results in improved job performance (Jamal et al, 2021).…”

Section: Discussionmentioning

confidence: 99%

An Empirical Analysis of Telecommuters: Their Level of Satisfaction, Commitment and Loyalty

Jamal

Anwar

Khan

et al. 2023

Management and Labour Studies

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The present study measures the influence of telecommuting on job satisfaction by taking job autonomy, schedule flexibility and work control, work–life balance and reduced job stress as outcome variables of telecommuting. The role of job satisfaction has also been investigated in determining organizational commitment and turnover intention. Confirmatory factor analysis was done to test the fitness of the data to the model along with ensuring the convergent and discriminant validity of the data. For testing the proposed hypotheses, the structural equations modelling technique was used. Results from the study confirm the role of telecommuting in enhancing the overall job satisfaction of employees which in turn improves their level of organizational commitment and reduces turnover intention. The findings of the study contribute empirically to the literature on voluntary part-time telecommuting and provide implications for the proper adoption of a part-time telecommuting arrangement post-COVID-19 and the using of telecommuting as a talent retention strategy.

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“…Therefore, performance is the sum of individual behaviors about the tasks assigned. In addition, work performance of the individuals at organizations reflects their knowledge, skills, behavior and ethical values (Darvishmotevali and Ali, 2020;Sekhar and Patwardhan, 2021;Kafetzopoulos, 2022). In a sense, work performance is an indicator of an organization's productivity (Colquitt et al, 2011).…”

Section: Individual Work Performancementioning

confidence: 99%

The impact of academicians' cultural and social capital on their individual job performance

Çiftçi

Karadağ

2022

IJPPM

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PurposeThe aim of this study is to analyze whether or not the interaction between academicians' cultural and social capitals has effects on their individual work performance.Design/methodology/approachA structural model was developed in the study to test the correlations between cultural capital, social capital and individual work performance. The data of the study were collected from 2,855 academicians.FindingsThe findings of the study indicate that both cultural and social capital has a simultaneous positive effect on individual work performance. It is also found that the cultural and social capital can account for 39% of the individual work performance and that social capital is a dominant driving force.Research limitations/implicationsAlthough the cultural and social capital has significant effects on the individual work performance, these effects are not of casual nature.Practical implicationsTherefore, it is possible to argue that the cultural and social capital in higher education institutions should be encouraged. Future studies may employ samples of individuals to see whether not these effects have causal characteristics.Originality/valueThe findings of the study contributed to the existing knowledge on the work performance describing the new correlations among the patterns.

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Flexible working arrangement and job performance: the mediating role of supervisor support

Cited by 29 publications

References 53 publications

The future of work: work engagement and job performance in the hybrid workplace

The future of work: work engagement and job performance in the hybrid workplace

An Empirical Analysis of Telecommuters: Their Level of Satisfaction, Commitment and Loyalty

The impact of academicians' cultural and social capital on their individual job performance

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