Flexible Working Arrangements and Social Sustainability: Study on Women Academics Post-COVID-19

Abstract

One of the main challenges faced by companies, scholars, and governments nowadays is achieving economic, environmental, and social sustainability. Remote working, reduced work weeks, and other types of flexible working time arrangements (FWAs) are the new characteristics that will shape the future of work to ensure social sustainability. In changing work patterns, working styles are changed to possibly improve women employees’ mental health and life–work balance. However, recently, very few firms have succeeded in adopting these new FWA trends. The purpose of this paper is to investigate women’s preferences towards FWAs in the academic sector as a social sustainability source. We investigate the effect of the COVID-19 pandemic on female faculty members’ future job preferences. The data used in the research are collected from a survey given to female faculty members who work in a Saudi women’s university and have already experienced FWAs during the COVID-19 period. The study uses mixed methods of research, combining a choice modeling (CM) method, one sample t-test, a paired sample t-test, cluster analysis, and probit models. Our results show that flexible working arrangements improve the wellbeing of women employees, which ensures sustainable social development. The findings also show that flexibility in location plays a significant role in the decision made by female faculty members when revealing their flexibility preferences. However, flexibility in time did not play a significant role in the decisions made by respondents. This study adds to the empirical evidence in the current literature on female academic staff preferences for FWAs in Saudi Arabia, using choice modeling conjoint analysis and mixed approaches.

Investigating the impact of working arrangements and lifestyle factor importance on environmental consciousness

“…The ability to work from home, as identified in a survey in Canada was shown, alongside the use of emotion, skill utilization, and recognition as key factors for organization to increase work engagement and avoid the loss of employees through resignation (Parent-Lamarche 2022). The ability to have such flexible working arrangements in the future may be of particular value to women, who were identified as beneficiaries in terms of effectiveness and productivity, and in the achievement of work-life balance, as well as yielding environmental benefits through reduced travel (Alsulami et al 2023). In terms of the future of work from home arrangements, it was estimated that even post-COVID that work from home arrangements would remain at 75% higher levels than for pre-COVID times, driven by the aspects of job type, technology, access to materials and the provision of employer and family support (Jain et al 2022).…”

Adoption of Cloud Accounting Information Systems (CAIS) in Sarawak’s Audit Firms

“…Employers must support employees with necessary software, tools, and resources for FWA success (Atiku, Jeremiah, & Boateng, 2020). However, challenges like increased workloads may lead to stress and reduced leisure time (Alsulami, Mabrouk, & Bousrih, 2023). In sum, FWAs promote work-life balance and well-being but require organizational support to overcome potential drawbacks, ultimately creating a more enjoyable work environment.…”

Kendala-Kendala dalam Penerapan Flexible Working Arrangement di Perusahaan Pengembangan Perangkat Lunak dan Penanggulangan

“…Perubahan dalam pengaturan tempat kerja ini secara langsung mengharuskan perubahan dalam mekanisme dan metode kerja, salah satunya gaya kepemimpinan dalam suatu organisasi atau lingkungan kerja [7]. Konsep dari kerja jarak jauh (remote) terdiri dari empat elemen, yaitu: opsi tempat kerja, pengurangan perjalanan fisik (sebagian atau sepenuhnya), intensitas kerja jarak jauh, dan ketersediaan teknologi komunikasi dan informasi [8]. Indikator FWS terdiri dari tiga elemen, yaitu self-management, lingkungan kerja, dan fasilitas kerja.…”