Assessing work-life balance, workplace flexibility and commitment to employee performance in the financial sector in India

The study focuses on assessing the impact of work-life balance, workplace flexibility, and organizational commitment on employee performance in the financial sector of India. The research is justified as it addresses a critical issue faced by the financial sector in India, which is affecting the performance of employees and the overall success of the industry.

Assessing work-life balance, workplace flexibility
and commitment to employee performance in the
financial sector in India
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ABSTARCT
Work life balance, workplace flexibility and organization commitment are the three most
significant factor that are affecting the performance of employees in Indian financial sector. It is
because employees are important resources of the organization that work hard for the success of the
organization. In the present study, it has been analysed through primary research that there is a
significant relationship exist between the work life balance, workplace flexibility, organization
commitment and employee performance of Indian financial industry. Further, through secondary
research and systematic literature review, it has been identified that there are various factors that
affect the work life balance, flexibility and commitment within the organization. It has been analysed
through secondary research that individual factors such as job engagement, organization factor such
as flexible work schedule and environment factor such as technological advancement has significant
impact over the work-life balance of the business. This study has overcome the past limitations by
assessing different parameters like age, gender, number of working hours, flexible working
arrangements, job engagement, work satisfaction, motivation, personal life satisfaction and employee
commitment. The study has with the help of quantitative study on the chosen topic, it has been
assessed that management of financial sector of India should focus on changing its existing policy and
adopting new strategy to improve work life balance, flexibility and organization commitment in order
to enhancing employee performance. This study has been conducted to help the manager of financial
sector to reduce the number of resignation of experienced employees of financial sector.
Keywords: Work-life balance, Workplace flexibility, Commitment, Employee performance
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DECLARATION OF AUTHORSHIP
‘I hereby declare that this submission is my own work and to the best of my knowledge it contains no
materials previously published or written by another person, except where due acknowledgement is
made in this study. Any contribution made to the research by others is explicitly acknowledged in this
thesis. I also declare that the intellectual content of this study is the product of my own work, except
to the extent that assistance from others in the design or style, presentation is acknowledged’.
TABLE OF CONTENTS
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1. INTRODUCTION .......................................................................................................... 09
1.1 Overview of the research ........................................................................ 09
1.2 Research problem statement or research proposition ........................... 09
1.3 Justification for the research .................................................................. 10
1.4 Research methodology ............................................................................ 10
1.5 Outline of the research ............................................................................ 11
1.6 Summary of findings................................................................................. 12
1.7 Definitions and key terms......................................................................... 12
1.8 Assumptions, delimitations and justification for the scope of research ...12
1.9 Conclusion ................................................................................................ 13
2 LITERATURE REVIEW AND THEORITICAL
BACKGROUND...................................................... 14
2.1 Introduction............................................................................................... 14
2.2 Critical review of primary literature theory and evidence......................... 15
2.3 Research problem theory and synthesis.................................................... 39
2.4 Development and justification of the research theoretical framework..... 42
2.5 Research problem gap............................................................................... 46
2.6 Conclusion.................................................................................................. 47
3 RESEARCH METHODOLOGY.................................................................................................. 48
3.1 Introduction................................................................................................ 48
3.2 Justification for research methodology and research paradigm................ 49
3.3 Research design.......................................................................................... 57
3.4 Research procedures (participants, measures, procedures and data analysis) 59
3.5 Test of validity and reliability...................................................................... 64
3.6 Ethical considerations................................................................................. 65
3.7 Conclusion................................................................................................... 66
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4 EVIDENCE AND DATA ANALYSIS.............................................................................................
67
4.1 Introduction................................................................................................. 67
4.2 Overview of data sample............................................................................. 67
4.3 Descriptive and Empirical Analysis............................................................... 69
4.4 Testing the theoretical framework...............................................................75
4.5 Results from the evidence for each research question................................ 75
4.6 Conclusion.................................................................................................... 86
5 CONCLUSIONS, FINDINGS, IMPLICATIONS AND
CONTRIBUTION........................................... 87
5.1 Introduction................................................................................................. 87
5.2 Conclusions and findings relating to each research question, issue, hypothesis or
proposition................................................................................................... 87
5.3 Implications of the research for theory........................................................ 88
5.4 Implications of the research for methodology........................................... 89
5.5 Implications of the research for leadership and management practice...... 89
5.6 Implications of the research for public policy............................................. 90
5.7 Limitations of the research......................................................................... 90
5.8 Future research directions arising from the research................................ 91
5.9 General conclusion..................................................................................... 92
6 BIBLIOGRAPHY...................................................................................................................... 93
7 APPENDICES......................................................................................................................... 10
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LIST OF FIGURES
Figure 2.1 Proportion of Organizations offering Flexible Working Arrangements and Percentage of
Employees agreeing on Flexible Working Arrangements……………………………………………………………. 24
Figure 1.2: Research Framework………………………………………………………………………………………………… 42
Figure 3.1 Concept of Positivism Research Philosophy …………………………………………………………………. 47
Figure 3.2 Differentiations in between the Deductive Approach and the Inductive Approach......... 50
Figure 3.3 Distribution of Market Research Spending globally based on Research Strategy…..……… 52
Figure 4.5.1 Gender ……………………………………………………………………………………………………………………… 73
Figure 4.5.2 Age group …………………………………………………………………………………………………………………. 74
Figure 4.5.3 Marital Status……………………………………………………………………………………………………………. 75
Figure 4.5.4 Work Status………………………………………………………………………………………………………………. 75
Figure 4.5.5 Work hour per day……………………………….……………………………………………………………………. 76
Figure 4.5.6 Work-personal life balance...……………….
……………………………………………………………………….77
Figure 4.5.7 Staying in office to finish work…..................................................................................... 78
Figure 4.5.8 Schedule Flexibility……………….…..................................................................................... 79
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Figure 4.5.9 Availability of flexible schedule ...................................................................................... 79
Figure 4.5.10 Work from the home ratio……....................................................................................... 80
Figure 4.5.11 Better balance of work with a flexible schedule............................................................ 81
Figure 4.5.12 Dependents living with..……………………………………......................................................... 82
Figure 4.5.13 Number of dependents living with...…………………......................................................... 82
Figure 5.3.1 Maslow’s model of the hierarchy of needs…..…………………………………………………………… 85
Figure 5.3.2: Hierarchy of needs showing growth needs versus deficiency needs……………………………
86
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LIST OF TABLES
Table 4.2a Gender …………………………………………………………………………………………………………………………65
Table 4.2b Mean and Std. deviation Table …………………………………………………………………………………… 65
Table 4.2c Frequency Table …………………………………………………………………………………………………………. 65
Table 4.3.1 Descriptive Statistics …………………………………………………………………………………………………. 70
Table 4.3.2 Corelation Analysis…………………………………………………………………………………………………….. 71
Table 4.4.1 ANOVA………………………………………………………………………………………………………………………. 73
Table 4.5.1 Gender ………………………………………………………………………………………………………………………. 73
Table 4.5.2 Age group …………………………………………………………………………………………………………………. 74
Table 4.5.3 Marital Status……………………………………………………………………………………………………………. 74
Table 4.5.4 Work Status………………………………………………………………………………………………………………. 76
Table 4.5.5 Work hour per day……………………………………………………………………………………………………. 76
Table 4.5.6 Work-personal life balance...………………………………………………………………………………………. 77
Table 4.5.7 Staying in office to finish work….................................................................................... 78
Table 4.5.8 Schedule Flexibility……………….….................................................................................... 79
Table 4.5.9 Availability of flexible schedule .................................................................................... 80
Table 4.5.10 Work from the home ratio……..................................................................................... 80
Table 4.5.11 Better balance of work with a flexible schedule.......................................................... 81
Table 4.5.12 Dependents living with……………………………………......................................................... 82
Table 4.5.13 Number of dependents living with …………………......................................................... 83
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1. INTRODUCTION
1.1 Overview of the research
Financial Sector has been going through drastic change in the term of structure and culture
during the global pandemic situation. Basically, India possess major and classy financial services
sector that positioned as the hub for Asia Pacific region. The strength of Indian financial sector
involves high skilled workforce, high earning potential, job security, development opportunity,
sophisticated business structure etc. However, work-life balance, workspace flexibility as well as
employee commitment is serious concern or issue for the financial sector of India (Adnan Bataineh,
2019, p. 99-112). The present study is highly focused on the failure of human resource management
system of the financial sector of India. The study assesses the failure of HR manager in respect of
providing services to client as per their requirement, managing reputation of employees and
addressing ethical behaviour at workplace. Further, this research study is committed towards fostering
customer-focused, vibrant and high-integrity organizational culture where people would feel
passionate, valued and engaged.
The present research would examine the human resource activities of the financial sector of
India. The study would critically evaluate and assess the relevant human capital challenges faced by
financial sector of India. Further, the proper mitigation strategy would also be critically evaluated and
recommended to the Indian financial sector in the present research study in order to enhance job
satisfaction level, deliver workplace flexibility and managing work-life balance. The research work
has engaged in understanding areas that helps the Indian financial sector to create more equitable,
positive and diverse workplace environment for their employees. Employees are the asset of the
organization which play vital role towards the success of financial sector in India.
1.2 Research problem statement or research proposition
There has been uniform conformity amongst the research studies, which stress on the fact that
banking or financial working premises is now at crucial levels and that it is prominently having
harmful influence on employees. Not only that, the physical and mental health of the financial sector
employees are also adversely affected due to the negative working environment. As per the opinion of
(Thevanes and Mangaleswaran, 2018, p. 11-16), work-life balance has become an emerging issue in
contemporary period for which every employee is struggling to attain in between the employment
sphere and the family sphere. It is also identified that work-life balance within the workspaces has
become the most important issue as it has various positive outcomes such as work engagement, low
turnover rate, in-role job performance, organizational citizenship behaviour, job satisfaction,
improved employee productivity and organizational commitment. According to the view of (Aleksic,
and et al, 2017, p. 662-679) mental health issues had convincingly enlarged in the overall financial
sector where Indian financial sector is of no exception and that they all are relevant to stress. Patterns
embark on depression and anxiety, carried on throughout maladaptive behaviours and ended in job
burnout.
Precisely, through extensive review of the literature, the main research problems dealing with
stress related to working scenario in Indian financial sector has been considered such that a better
apprehension of the phenomenon workplace flexibility, organizational commitment and work-life
balance to enhance employee performance in financial sector can be gained. As stated by (Altman and
Taylor, 2018) the procedural comeptence and inteactive services are quite poor in public sector
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industry. The impact of which the client in the financial sector is experiencing extremely higher
service gap in the public industry as compare to private sector. The gap in the customer experience
affect the overall performance of financial sector of India. The present thesis focuses on analysing the
influence of workplace flexibility in financial sector employees that eventually outcomes in profitable
business. The current research study has highly focused in assessing the stress level of employees the
impact of which the day to day productiuvity and performance of employees are falling and reducing.
It is because of the failure of employers to provide flexibility at workspaces. According to a survey
conducted in 2017 by National Study of Changing Workforce it has been observed that nearly 90%
staffs expressed workplace flexibleness as most decisive factors to attain high performance (Cotti,
Haley & Miller, 2017. p. 198-201).
This research would establish that effectiveness in performance could be attained through satisfied
employees having balanced work-life, high commitment and flexible workspaces. According to
(Aktar and Pangil, 2018, p. 606-636) relationship between human capital management practices and
employee performance is not clear-cut and the system by which such relation positively works out has
never been satisfactorily addressed in previous research, which is recognised as “black-box” problem.
The critical assessments performed in this research study clearly reveals that Indian financial sector
requires minimisation of most critical issue of lowering financial and organizational performance that
outcome from pitiable work-life balance due to high work stress, employment risks, ailment from
intense work pressure and consequences of organizational failures as it relays exclusively to working
efficiency of these set of workers. Consideration of these crucial issues necessitates revising the
human resource management protocols for resolving the inequities that financial servicing staffs
confronts in Indian financial sector.
1.3 Justification for the research
In the present study, the literature review has been conducted to analyse the contemporary work life
balance, work flexibility and employee commitment on the employee performance of financial sector.
It is because literature review involves the previous research paper, books, journals, websites,
business news, magazines, online articles etc. published after the year 2014. Involvement of past
research paper regarding the research topic in the present study helps scholar to achieve research aims
& objectives successfully. It is identified from various research that financial sector is facing issue of
poor employee performance as an outcome of presence of poor work-life balance. The poor work-life
balance in the financial sector of India is basically a result of long working hours, working on
weekends as well as traumatic working spaces. Flexibleness in working hours, working remotely and
team working systems might seemingly be the new working standards in most workplaces today,
wherefrom changes in banking and financial sector can never be exempted. The current study holds
much vitality to readers in understanding the empirical knowledge based on the correlations in
between employees’ performance being influenced by work-life balance, commitment and flexible
workplaces. The insights gained from this thesis would be a trendsetter while it is concerned with
office life. Moreover, multiple regression analysis used for the present study helps the scholar to
achieve the objectives of the present study. Also, the multiple regression analysis is perfectly suitable
for present research study. It is because multiple regression analysis allows the scholar to assess the
relationship between the multiple dependent variable such as work-life balance, organization
commitment and flexible workspaces and independent variable of effectiveness of employee
performance of Indian financial sector. This study discovered that a considerable fraction of
unsatisfied employees associated with Indian financial sector would feel reluctant to leave their
present employment in case their next employer did not propose working flexibility, commitment and
work-life balance.
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1.4 Research methodology
Developing the research and properly relating it with pre-existing knowledge ensures the building
block of numerous academic research activities, which further extends essentiality of selecting proper
research methods to be applied while studying. The positivism research approach entails that only
true knowledge is always empirical and focused on instantaneous observational data (Marsonet, 2019,
p. 32-36). This approach is rightfully chosen, as quantitative data based on employees in the financial
industry in India has been collected for revealing trends and patterns in Indian financial sector.
Deductive reasoning method has been selected as the research topic initiates with generation of
specific hypotheses based on the relationships between three variables that are work-life balance,
flexible workplace and organizational commitment, thereafter assess the probability within those
hypotheses for reaching the ultimate conclusion that these aforementioned variables prominently
impact on effectiveness of employee performance in financial sector. In this research, secondary data
collection methods have been applied for gaining fundamental knowledge about the research topic
and concerned variables.
On the other hand, primary data collection method has been also used by the scholar in order to
collect the relevant and reliable facts, figures and information about Indian financial sector. For this,
the scholar has selected 53 employees of Indian financial sector and collect the data through survey
method via mean of questionnaire. As opined by (Raj, 2020, p. 113) primary data seems to be more
scientific, accurate and costlier. Based on quantitative analysis it has been better to assess the human
resource management functionalities that are associated with enhancing employees’ performance.
Totality of 53 respondents chosen by applying random probabilistic sampling method has been
surveyed through Survey Monkey. During analysis of those data, meaningful statistical techniques
have been applied. The purpose of using mathematical calculations has been to serve as an effective
tool that can properly study the changes in science world. Precisely, collected data from the survey
with the help of questionnaire format has been accurately analysed using multiple regression analysis
technique in latest version of SPSS software such as 28. The outcomes gained have been helpful in
verifying the predetermined hypotheses and understanding the correlations in between the concerned
variables.
1.5 Research Outline
The study has been based on the criticalities associated with the financial sector in India. Through
analysing the concerning issues in terms of commitment, workplace flexibility and work-life balance,
a strategic projection has been provided that would facilitate the financial sector employees and
readers in proper revival of the contemporary financial sector in India. The appraisal shown through
this thesis has been done with special reference to Indian financial sector. In due research process for
achieving the research aim specific research objectives followed by research questions and research
hypotheses has been generated. While addressing those, the overall research has been performed.
1.5a Research Aim
The present research has aimed to conduct a proper assessment on contemporary work-life balance,
work-place flexibility and commitment to employee performance in financial sector in India.
1.5b Research Objectives
1. To examine the personal and professional work-life balance on employee performance in the
financial sector
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2. To explore the relationship in between workplace flexibility on employee performance in the
financial sector
3. To determine the impact of commitment on performance level of employees in the financial sector
1.5c Research Questions
1. Is there a relationship in between personal and professional work-life balance which impacts on
employee performance in the financial sector?
2. Does workplace flexibility influence employee performance in the financial sector?
3. Does commitment impact on employee performance in the financial sector?
1.6 Summary of findings
The outcomes from the survey clearly establish that there exists a significant and positive relationship
in between work-life balance and employee performance level. The present research has been also
identified that banks of India are continuously adopting various practices in respect to work-life
balance for the purpose of enhancing employee as well as organization performance. The research
findings from this study clearly establishes that employees’ commitment towards financial industry
holds positive relevance to desirable outcomes in terms of motivation and is negatively relevant to
outcomes such as high turnover as well as absenteeism. Hence, financial sector management requires
strengthening the commitment level of employees towards organization with the purpose of boosting
up organizational performance. It is identified or analysed from the current study that motivating the
employees of the financial sector to work independently result into the increased employee morale as
well as reduce work stress level. The research findings can be summarised as the fact that proper
work-life balance develops commitment and trust within workspaces that eventually enhance
productivity.
1.7 Definitions and key terms
The essential key terms that have been considered in this research study are briefly discussed for
better understanding by readers.
Employee performance- This is defined as the strategic way by which staffs accomplish their
employment duties and accomplishes necessary tasks. It refers to quality, efficiency and effectiveness
in their output.
Work-life balance- This refers to intensity of prioritisation between professional and personal
activities in employee’s life and the extent to which activities relevant to their employment are
present at home.
Workplace flexibility- This is defined as the capability of employees to make preferences by
influencing where, when and for how long they engage in tasks.
Commitment- This is recognised as the enthusiasm level that an employee possesses towards their
assigned tasks within the working spaces.
1.8 Assumptions, delimitations and justification for the scope of research
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Prior to engage in this research endeavour, it has been essential to understand some philosophical
assumptions, which underlie the technique of investigation for answering proposed research questions
and hypotheses. The first assumption made in the present research study are the resemblance of
respondents’ characteristics. The final assumption made in survey process is truthful responses and
honesty.
While considering the delimitations it is worthy to mention that the study does not objectifies to
investigate the performance of any private sector financial institutions in India.
For future research, there is a scope of analysing the correlations between the concerned variables
considering one public sector institution and another private sector institution.
1.9 Conclusion
This chapter clearly concludes the target as well as reasons behind assessing work-life balance,
workplace flexibility and commitment to employee performance in the financial sector in India. The
framing of research objectives, questions and hypotheses with perfection would ultimately lead the
research progress towards success.
2. LITERATURE REVIEW
2.1 Introduction
The literature review section encloses proper documentation of available literature sources about
work-life balance, commitment and workplace flexibility to employee performance in financial
sector. Based on the research topic thematic reviews of literature has been organised rather than
focusing on progression of time. A chronological literature review has been discarded in the present
study against the thematic literature review. A chronological literature review describes the past
workd on the similar topic as per their date of publishment. It starts with the earliest available
information. While on the other hand, a thematic literature review shifts between time periods in
every section according to point made. Such synthesis fuses inferences of numerous different
scholarly sources for explaining overall understanding of research topic; as a result, set groundwork
for both research question as well as primary research. As stated by (Linnenluecke, Marrone & Singh,
2020, p. 175-194) literature review section imparts an indispensable role in academic research while
gathering existing knowledge and examining the status of research field. This literature review is
based on the financial division in India and its working sphere that evolved to more human centric
factors. Various literature sources such as research paper, books, journal articles, website, business
news etc. have affirmed that mentally peaceful workers observe all sphere of their workspace as
optimum. However, it is vital that a firm must give value to the health condition and workplace joy
that eradicates negative vibes.
As per the opinion of (Dinter, Tekinerdogan & Catal, 2021, p. 106589) systematic literature review is
the process of collecting the data, processing, scrutinize and produce outcome regarding the research
questions from the past primary papers. There are usually two strategic approach of literature review
such as systematic and meta-synthesis. In the current study, scholar has selected systematic literature
review approach to gather and analyse the information in respect of research aim and objectives. It is
because as stated by (Danson & Arshad, 2014, p. 37-57) systematic literature review is best for
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identify, select and appraise the research in a manner to answer clearly formulated research questions.
In order to successfully conduct and write systematic literature review in the present study, scholar
has first formulated research questions, develop research protocol, identify different primary paper
based on research questions, select suitable past research papers, extract data, analyse and interpret
ate result in appropriate manner. This are steps which scholar is going to follow in order to write an
appropriate systematic literature review and solve research questions or problems. The critical
assessment of each past primary research study or papers is good for conducting high quality
systematic review.
For selecting literature sources, Google Scholar database has been explored. The literature sources
have been chosen from last 5-8 years that is since year 2014. Associations are utilizing various
procedures to oversee representative wellbeing, with work-life balance one such administration
instrument. In order to develop and improve work life balance, contemporary association provides
food to its employees, coordinate with them, provide them with different methodologies and
motivation. This is done with the aim to improve single worker wellbeing as well as prosperity.
This study adds review of the existing literatures by thoroughly inspecting how the contextual
investigation has utilized work-life balance procedures to deal proficiently with the work soundness
of its representatives. The workplace flexibility is also one of the significant factor that plays vital
role towards in managing the balance between the personal as well as professional life of employee.
(Tomlinson, Baird & Cooper, 2018, p. 4-22). It is analysed that communication between the manager
and employees result into the improved worker morale and productivity. The communication between
manager and representative on a regular basis gives representative an inspiration towards the work,
build uplifting perspective, readiness to learn new skills etc. The impact of which overall performance
of both employee as well as company get improve.
The variables explored are mostly involved in multidisciplinary research and thinking. Hence this
research focus to highlight the significance of variation paradigm in scientific research by using
process of passing reasonably easy from changing levels to variability and finally to variables.
Numerous literature sources have revealed that organizationally committed representatives achieves
their objective and accomplishment in an association compared to low dedicated workers. They are
the superior workers with eagerness to do, devotion towards work and can achieve timely. Hence, as
an introductory to the previous reference on literature review done on the finance sector in Indian.
The financial sector of India is facing three most significant issue such as work life balance,
workplace flexibility and organization commitment that ultimately affecting the overall performance
of employee as well as company operates under this sector. The numerous articles analysed that there
is positive relationship between work-life balance and worker productivity. Then in workplace
flexibility sphere, flexible timing results in less family conflict. Hence, a positive relation exists
between workplace flexibility and employee performance. Lastly, the organizational commitment
entity of high performing individual who is independent of other factors and continuously produces
high outcome.
2.2a Discussion on work-life balance and employee performance
2.2a (i) Illustration of management support and employee performance
Balancing professional life and family life in the modern world has become one of the biggest
challenge for every organization operates under the financial sector. As per the opinion of ( Preena &
Preena, 2021, p. 48-73) there is a positive relation between the work life balance and employee
performance of company. It is stated on the basis of result of correlation and regression analysis used
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in this article to test the hypotheses. For the purpose of identify the relation between work-life balance
and employee performance of the company, the researcher under this article has selected sample size
of 262 employees of commercial bank in Lagos state. It is analysed from the article that the managers
of the financial sector organizations especially Indian organizations should priorities work life
balance at the workplace via providing flexible working hours’ facility, holiday twice a week etc. It is
because work life balance incentives play major role on improving the performance of employees of
financial industry.
On the other hand, (Banu & Sundharavadivel, 2019, p. 53-58) has also stated in their research
paper that there is positive and significant relation between the work life balance and employee
performance. But the selected sample for sample size is only 84 employees of leading Shipping
companies in Sri Lanka. Also, the outcome has been drawn using only descriptive analysis. This
basically indicate that the chance of lack of proper analysis is high in this research paper as compared
to discussed above. The wider scope can be selected by scholar for the purpose of analysing the
relationship between work life balance and performance of the employees.
As stated by (Siti Balkis, 2018) the balance between professional and personal life basically
leads to lower level of absence, sickness and stress among the employee which ultimately result into
the increase productivity and performance. The employees of the financial sector need to work on
computer or laptop which causes eye issue to the employees. Thus, it is important for the financial
sector of India that they provide flexible working hour facility to its employees for retaining them at
the workplace.
However, on the other hand, (van Dinter, Tekinerdogan & Catal, 2021, p. 106589) has argued
in their research paper that providing work life balance sometime result into increase in laziness. The
employees restrict themselves to learn new things or skills the impact of which performance of
employee started reducing rather than improving. Thus, it is significant for the financial sector of
India that they should analyse the impact of work-life balance before implementing it completely
within the organization.
The researchers are highly interested in assessing the work-life problem face by employees of the
financial service organization due to their higher involvement in both home and office. Hence,
appropriate integration of personal and professional life with day-to-day work schedules has gained
an eminent focus of both management practitioners and scholars. (Talukder & Galang, 2021, p. 2-22)
have properly investigated rapport between employee performance and supervisor support. The
mediating influential factors are work-life balance (WLB), organizational commitment and job and
life satisfaction. The capability of harmonizing private and work life became the most pressing social
issue. This has recently triggered a huge section of scholarly research that is necessary for
government policies, organizational practices and policies and employment legislation. In this
literature source, the primary data was gathered from a panel of 305 staffs working in financial
organizations in Sydney, Australia who were chosen online.
In this article, (Talukder & Galang, 2021, p. 2-22) engaged in testing a model for delivering proper
explanation of the way work-life balance, life satisfaction, organizational commitment and job
satisfaction prominently intervene the liaison amid employees’ job performance and supervisor
support. This study has been grounded on job-demands-resources (JD-R) model. The proposed model
investigated job demands with respect to high work pressure, role ambiguity and emotional demands.
Further, it considers job resources in terms of autonomy, performance feedback and social support.
However, drawing on the JD-R model, author (Balkis, 2018) have anticipated that staffs can make out
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whether their manager or supervisors are family supportive. Such feature is most preferable to witness
or observe high levels of task performance. In JD-R model, support from supervisors performs as the
resources acquired at workplace for improving experience of family life to gain outcome of high job
satisfaction. Through their research works, the scholars have revealed that support from the
supervisors’ end is positively relevant and influences work-life balance, employee performance, life
and job satisfaction and finally organizational commitment. It has been further identified that these
dependent variables are in turn positively linked with employee performance
2.2a (ii) Illustration of flexible work schedule and employee performance
(Farrel, 2015, p. 4) has conducted research to investigate the work life balance among the
population of employees in the hospitality sector. In this research, the scholar has analysed the
various policies that plays vital role towards the enhancement of work life balance at the workplace.
The researcher relies on data collected in a previous study conducted in 2012 where a total 246
respondents were included in the data collection exercise. On the basis of the research outcome, it has
been concluded by the researcher that if the organization of hospitality sector wants to enhance its
employee performance than they should provide work life balance. The scholar has cover the theme
regarding HR policies which helps the company to enhance work life balance within the organization.
It is stated by author, that the hospitality sector provide work from home option to its female
staff so that they can easily manage the balance between professional and personal life. The work
from home option helps the staff to take care of their small children along with the management of its
work. Along with that, it is also analysed from the research paper that providing work options such as
part-time, full-time, flex-time, freelancer etc. is also one of the great HR policies which enhances the
work life balance within the organization. However, on the other hand, it is critically analysed that
providing work life balance to staff has sometime leads to the poor quality of work in the hospitality
industry. It is because due to high disturbance and distraction at home, employees start compromising
with the quality of the work. The impact of which the overall employee as well as organization
performance get vanished.
In addition to this, scholar have further investigated the key concerns that workers have in
their pursuit for work-life balance at the workplace. With the help of this theme, the scholar able to
conclude that concern of employees regarding the work-life balance affect the overall productivity
and performance of the company. It is analysed from the research that the overall performance of the
employee reduces because their manager put more emphasis on hours of working rather than quality
and productivity. It is significant for the management of the company that they should analyse the
quality of work of employee rather than quantity because quality of service is the ultimate factor
which affect the customer of hospitality sector.
However, on the other side, it is critically reviewed that stress is the key concern among the
employees of hospitality sector that encourage them to join the organization where they will get
work-life balance benefit. Actually, 26% of the entire sample pointed out the need to have enough
time with their children and other people depending on them in the family unit. As such, employees
find it important to have their own free time to spend in workouts, holidays, and tours among other
activities that could help to reduce such stress which could breed burnout. Further, (Farrel, 2015, p. 4)
finds a high approval of strong work-life balance among the workers. This is an indication that the
employees possess high awareness regarding the need for proper work-life policies that enhance
personal growth besides career and professional engagements.
It is analysed from the themes of literature review conducted in this study that, the factor of
16

work life balance that most affect employee performance of company is regular schedule and healthy
habits. It is basically identified from the thematic analysis under literature review section that if any
employee has same schedule regular and healthy habits towards its life than they able to manage
proper balance between work and home duties. In this way, it can be said that if banking sector of
India need to enhance work life balance to improve employee performance than they should keep
focused towards their schedule and habits.
2.2a (iii) Illustration of satisfaction and organization position and employee performance
(Mmakwe, Anthonia and Ukoha, 2018, p. 107-119) carry out research within the banking
sector in Port Harcourt, Rivers State to check the correlation between employee performance and
work-life balance. The relevant population to the study accounts for 769 employees across 5 of the
most successful commercial banks within the region. Out of the total number, Taro Yamen’s formula
allowed the selection of 400 individuals as the sample size for the study. It is analysed from the
research paper that there is direct and positive relation exist between the lack of employee flexibility
and lower level of employee productivity and performance. This indicate that if banking sector wants
to enhance the performance of its employee than they should focused more on providing them work
flexibility and work life balance. Basically, the data collected from the respondents indicated that
factors such as work-life flexibility have a significant impact on both outcomes of productivity among
the employees as well as the quality of customers’ satisfaction for the financial organization.
It is analysed from the research paper that financial service organization can easily build
work-life balance at the workplace via creating culture of honesty and trust. Honesty and trust is the
two most significant factor that play vital role towards the enhancement and creation of work life
balance within the organization. However, it is further critically analysed by (Mmakwe, Anthonia and
Ukoha, 2018, p. 107-119) lack of communication and innovation is the major issue that banking
sector have faced in order to provide work life balance to company. The lack of money resource is
also one of the biggest issue that affect the company strategy to adopt work life balance policy.
On the other hand, (Raju, 2018, p. 12-17) has also conducted an investigation on the key
parameters with the help of which an organization can achieve employee as well as own performance
and success. It is analysed from the secondary data of this research paper that work life balance is one
of the key parameter with the help of which financial service organization can easily enhance the
performance of its employee. For this, the manager of the company need to provide short breaks at
the mid of work to their employees. It means the company’s manager should encourage their
employees to take short breaks such as five minutes after every 30 to 45 minutes continuous working
to reduce their stress level. Also, daily fifteen minutes’ exercise at the workplace is also one of the
significant way through which employee can reduce its stress level. With the help of this, the
financial service organization can easily retain its top talents with company.
2.2a (iv) Illustration of personal life obligation, work flexibility and employee performance
(Abdirahman, 2018), has also conducted research on the relationship between work life
balance, job satisfaction and organizational commitment on the performance of employee in Norther
region universities in Malaysia. The scholar has examined through the research that there is a strong
positive correlation between the work life balance and employee performance of the universities. The
sample size selected by the scholar for the purpose of this study is 271 administration staff of
Universities. It is analysed from the research paper that there is positive impact of work-life balance
over the performance of employee.
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However, it is also critically analysed from the research paper that free time sometime leads
to rumour and gossips at the workplace. This is disadvantage of the work-life balance which leads to
poor performance of employee rather than improved performance. It is because in the free time
employee start mocking and harassing new comer and freshers. The impact of which freshers get
demotivate and quite the job during the training session only.
(Haider, Jabeen and Ahmed, 2018, p. 29-37) in their research paper has been analysed the
association between the work flexibility as well as the employee performance. For the purpose of
identifying the association, scholar has used moderated mediation model collected data from 284
respondent of banking sector. It is analysed from the research paper that work life balance practices in
the banking sector should be connected appropriately in order to enhance employee performance
positively. Further, it is also reviewed that supportive manager is one of the major factor that affect
the work life balance of the employees. It means whether employee remain happy or unhappy within
the organization majorly depends upon the support it gets from its superior. It is important to
understand that within the financial sector majority of work are time consuming where it became
impossible for the employee to do along with target achievement. At that time, manager or leader
should support their employee by providing flexibility in targets. The input of the research claims that
work-life flexibility for employees contributes directly to a higher level of psychological well-being
among the employees. The factor is a key element that determines the levels by which employees
operate and provide high-quality performance on a consistent basis.
In against to above outcome, (Coffie, Boateng and Coffie, 2018, p. 171-184) in their research
paper has argued that along with organizational factor, personal factor also affects the work life
balance. The scholar has been investigating the direct relationship between the employee level of
commitment to the organization and human resources management. As against the above statement,
the scholar has argued the mindset, schedule, habits and attitude are some of the personal factor that
affect the work-life balance of the employee. It is because until the mindset and attitude of employee
are not positive, the support from the manager at the workplace would not enhance the work-life
balance and ultimately the performance of the employee. Also, the scholar in their research paper has
been also stated that human resource management practices is more important in enhancing the level
of employee commitment as compared to manager or leader support.
2.2a (v) Illustration of technological advancement and employee performance
The success of business depends upon the employee performance and the performance of
employee depends upon the HRM practices. In support to this statement and above findings, (Mira,
Choong and Thim, 2019, p. 771-786) in their research paper has concluded that there is direct
association between the HRM practices and employee level of commitment. It is stated in the
research that human resource management should adopt the technological advancement as one of the
environmental factor in order to build work life balance at the workplace. The technological
advancement involves the implementation of systems, automatic equipment so that employees of the
financial sector can complete their work easily and quickly. The impact of which the employee able
to get time for their personal life as well. In this way, through the analysis of this research paper it has
been reviewed that technological advancement is the significant factor enhance the work life balance
as well as employee performance of company.
However, on the other hand, (Bhardwaj, Mishra & Jain, 2021 p. 170-174) in their research
paper has been examined that the satisfaction level of the employee is depends upon the
organizational position. The scholar has concluded that the three most significant factor that affect the
18

work life balance includes working hours, working conditions and work design. The scholar has
analysed it by collecting data from 285 respondents across number of commercial banks (Public and
Private banks). It is also analysed from the research paper that flexible work schedule is the first think
that attract the employee of the financial service organization such as banks.
2.2a (vi) Illustration of gender and employee performance
As per the opinion of (Adnan Bataineh, 2019, p. 99-112), the job workload is also one of the
significant factor that affect the work life balance within the organization. The scholar has put more
focus on the job workload factor impact on work life balance because they have examined that there
is a strong relation between the employee performance, happiness and work life balance. The data has
been collected by the scholar from 290 staffs from Med Pharma associated with Pharmaceutical
industries in Jordan. The scholar has stated that young staff have the ability and capacity to deal with
the job workload but old people are not. It is also analysed that the age, gender have a significant
impact on the work life policies of the company. It is important for the management of companies
that they should adopt the proper strategy or policies to enhance the work life balance which
ultimately improve the performance of the employee. Maintenance of strong work-life balance
definitely enables staffs to perform their consigned tasks in a more efficient and effective manner. It
is identified that women have poor work life balance as compared to men.
On the other hand, it is also analysed from the research paper that adopting a work life
balance policy is quite time consuming task. The impact of which managers get distracted from its
main target. This sometime leads to loss of money and time if the company unable to receive benefits
from it. Unlike (Mensah & Adjei, 2020) research that finds more men as reporting to have poor-work-
life balance when compared to women. (Humphries et al., 2020, p. 30), study shows that in the field
of medicine both men and women are affected equally. They attribute this imbalance to the
socialization process for medics globally, whereby they are prepared doe a life full of work-life
conflict. As such, they note that the hospital doctors learn to prioritize their work more than their
families a factor that can lead to work-life imbalances. However, they noted that this can be resolved
by ensuring more support is given to hospital doctors, and their right to have a work-life balance
respected (Humphries et al., 2020).
(Iqbal et al, 2017, p. 1088-1101) has investigated interconnection between the organization
components such as employee engagement, work life balance and employee cynicism. In the research
paper, scholar has collected the data from sample size of 125 out of 300 populations within the
banking sector of Faridabad. It is analysed from the research that employee engagement in the
decision making process enhance its motivation and satisfaction level within the organization. Within
banking organization, employees are always skilled and experienced as they need to do technical and
analytical work. But they easily get demotivated if management of the bank do not involve them in
the crucial decision. However, it is also stated by the scholar that it is not necessary to involve each
and every employee in the decision making process. It is because demotivated people always take
motivation in negative way the impact of which the employee engagement leads to wastage of time
and resources. The scholar has reviewed in their research paper that modern organization policies
such as Maslow hierarchy of needs, theory x and theory y etc. plays vital role in building and
managing work life balance at the workplace.
While on the other hand, (Abugre, 2017, p.198-216) has criticise in their research paper that
traditional organization theories are more significant and relevant in the present time as compared to
modern organization theories. It is also analysed through the research paper that gender is the most
19

significant factor that affect the work life balance as female employees need more flexible working as
compared to male. Thus, management of company should provide work life balance to its female
employees as they require time to complete their personal obligations as well. Hence, through the
research paper motivation should be provided to employees in order to improve the performance of
the employees of financial sector. But it is further critically analysed through research paper that
providing motivation to employees adopting organization theory based on their gender also create
issue of jealousy and biased among the male employees. This factor should also be considering by the
management of the company before introducing any work life balance policy within the organization.
2.2a (vii) Illustration of job engagement and employee performance
In the research undertaken by (Jaharuddin and Zainol, 2019, p. 106-117), it is identified that
there is positive relation between the job engagement and work life balance within the banking sector.
The research has been conducted using the survey based questionnaire of 213 employees of banking
sector. It is analysed through this research paper that job engagement is one of the significant factor
that affect the work life balance of the employee which ultimately leads to the improvement of
employee performance. The scholar stated in the research that job engagement means the level of
enthusiasm and dedication of staff towards its work. If the employee is high dedicated and engaged in
their work, then it will ultimately enhance the work life balance within the company. However, lack
of guidance and support from top management is one of the issue which banking sector face while
engaging employee. The employees unable to complete their work on time because of the poor
direction from supervisors which leads to poor employee performance. In addition to this, poor work-
life balance also translated to increased levels of musculoskeletal diseases, absenteeism, and fatigue
that affected the general health of the employee.
The work-life conflict seen herein can only be resolved by either coming up with new legislative
policies that promote work-life balance or enforcing the already existing policies (Mensah & Adjei,
2020). They note that the labour inspectorate can ensure that the existing labour laws are integrated in
the formulation of work-life policies such as ensuring there are paid parental leaves, and elderly care
(Mensah & Adjei, 2020). Moreover, welfare states can establish state institutions that act as mediators
between employers and employees to ensure that the needs of employees are taken into consideration
by organizations. This would help in promoting work-life balance which in turn would help to
improve employees' health and well-being.
Further it is also analysed from the findings of research paper that there is negative
association between work life balance and turnover intention. It means with the increase in the work
life balance within the banking sector, the staff turnover rate reduces which is good. Through the
research paper of (Jaharuddin and Zainol, 2019, p. 106-117) it is analysed that the companies
operated under the banking sector have linkage between the job engagement, work life balance and
staff turnover. From the literature review, it is assessed that if company have strong job engagement
in existence then this leads to proper work life balance which ultimately reduce staff turnover. The
overall impact of which performance of banking sector employees get improved.
2.2a (viii) Illustration of work overload, professional obligation and employee performance
Work overload and employee performance are negatively associated with each other because
the increase in work leads to decrease in the performance of employee. Not only that work overload
within the organization also leads to the improper work life balance of the employees. The work
overload is one of the significant organizational factor that have direct impact over the work life
balance of the company and ultimately employee performance. This is analysed and concluded by
20

(Adnan Bataineh, 2019, p. 99-112) in their research paper. As a result, a questionnaire-based survey
was developed to evaluate the mentioned strategy using a population of 289 professionals from
Jordan's pharmaceutical industry businesses. Through the analysis of theme of the research paper, it is
identified that overload of work via increase in the working hours has leads to the poor quality of
work. It is because due to increase in work, the employee of pharmaceutical industry starts
compromising with the quality of medicines which is ultimately affect the health of consumer.
However, it is also critically analysed from this research paper work overload sometime generate
more unique ideas from the employees. The impact of which the overall performance of employees
gets enhanced. It is because employees became lazy if they do not get the work to do. Also, it is
analysed from the secondary research of this research paper that the management of the company play
vital role in enhancing the overall performance of employee even during the situation of high demand
or work load.
In this study, (Adnan Bataineh, 2019, p. 99-112), has further argued that despite of personal
obligations such as childcare, home duties etc. the employee especially female employees also have
different professional obligations that affect their work life balance practice. In this research paper it
was reviewed that prioritizing and scheduling the daily task of the company is one of the factor which
highly affecting the work life balance. Multiple regression analysis has been performed for
examination of the research hypotheses that firstly states there is statistically significant impact of
work-life balance on staff performance and secondly there is statistically significant influence of
happiness with workspaces (affective organizational commitment, job satisfaction and employee
engagement) on staff performance. It means the employees of the company unable to prioritize the
important and non-important activities as well as complex and non-complex work. The impact of
which employee get complete easy task first and got stuck in the complex work.
This further impact the work life balance of company. In this way, it is identified from the
research paper that professional obligation is also one of the most significant factor that affect the
work life balance within the organization which ultimately leads to poor employee performance at
workplace. It is stated that professionals who perceive job duties as a form of conflict with personal
life obligations exhibit a higher chance of disregard for the organization and its company goals.
Effective organizational commitment includes proper social networking method encircling direct
knowledge as well as experience exchange amid employees.
Employers must find strategic techniques for implementing effective forms of flexible
working arrangements such as flexi-time, work from home, tele-working and so on, which positively
generate organizational outcomes in terms of lower rates of turnover, absenteeism and espionage
amongst staffs while endeavoring at enhancement of organizational performance. As concluded by
Austin-Egole, Iheriohanma & Nwokorie (2020), unlike employee-driven flexible working
arrangements, strategies that first and foremost do good to employer, in particular traditional working
arrangements such as weekend work, shift work, fixed-term contracts and yearly hours count, are
most probable to engender negative correlations in terms of both non-financial and financial
organizational performances. All these contribute towards the degree to which an employee develops
commitment towards the organization and has direct causation from the flexibility of work that the
company provides.
2.2a (ix) Illustration of spiritual intelligence, emotional intelligence and employee performance
The spiritual intelligence is the skill that helps the employees of the organization to reduce
the burden of management intervene in their work. The continuous interference of top management
21

within the day to day activity or work of the employees leads to the delay in the completion of work
on time. It helps the employees of the company to manage its emotions due to any informal
communication within the organization and focused on their work. Basically, this is analyzed from
the research conducted by (Hafiz, 2017, p. 1-7) on issues of work life balance on the performance of
employees. The researchers collected primary data using questionnaires to provide their perceptions
of the constraints, chances, and delimitations of the WLB issue in a manner that could enhance
comparison between private and public banking sectors. To select the participants, the researchers
focused on stratified random sampling method which provides highly reliable data because the
researcher does not select the respondents in a manner to fulfil some preconceived end results. It is
analysed from the literature review section of these research that spiritual intelligence is also one of
the significant factor within the public banking sector that improve the work life balance of
employees. On the other hand, it is also critically analysed and reviewed from the research that lack
of support from their personal as well as professional life create issue for the employee to behave with
compassionate as well as wisdom at the time of maintaining inner and outer peace.
However, in contrast to the above findings, it is further analysed from the research that
emotional and spiritual intelligence sometime leads to poor management and work life balance. It is
stated by (Varpio and et al, 2020, p. 989-994) in their research paper that there is significant
relationship lies between the emotional intelligence, spiritual intelligence and employee work life
balance through regression analysis. But further with the help of correlation analysis, it is identified
the relations are not strongly positive. It is because the employee when get highly emotional while
talking with the other than they forget about the time and their work. The impact of which the
employees unable to complete their work on time and this leads to poor work life balance. In this
way, it can be said that it is not necessary that every time the performance of the employee will
improve with its emotional intelligence. Also, being too much rude with the subordinate also leads to
the poor work life balance and employee performance.
2.2a (x) Illustration of physical & mental health of employee and employee performance
(Murthy & Guthrie, 2012, p. 258), has conducted research on how managers of the Australian
financial institution coordinate and adopt different actions to manage the work health of their
employees by coming up with work life balance initiatives. The data collected regarding the research
questions by the scholar from 14 senior manager and 45 back office employees through random
sampling. It is found out in a research that work life balance initiatives has helped the manager of the
company to manage the employee morale and performance. It is analysed from the research paper that
the initiatives public organization adopted to improve its employee performance is as follows creative
flexible leave policies, engage in local community, offering flexible schedule during, change
management practices etc. This initiative helps the manager of Australian financial institution to
enhance the work life balance for their employees which ultimately leads to increase in the
performance of employees. This is attributed to societal expectations and behavioural norms that are
ascribed to each gender. Women are usually expected to engage more in family responsibilities,
taking care of the children, whilst men are expected to engage in paid work activities.
Further, it is also analysed from the research paper that the physical as well as mental health
of the employee also indicate that whether the employee have the ability to manage the work life
balance at the workplace or not. In this way, it can be said that physical and mental health of staff is a
factor that affect the work life balance and the work life balance affect employee performance.
22

Further, it is also identified from the research paper that employees should allow with one-day leave
in order to engage in the local community activities. It is because donation, environmental safety
program, health safety program etc. is enhanced the overall mind set and build spiritual learning. On
the other hand, it is also critically analysed that the one-day leave given to employee for community
engagement have adverse impact on employee. This is because the employee felt that it was burden
on them to join or visit a community program. This is also based on the attitude and life perception of
employees. If the employee has positive attitude towards its life and health, then they won’t take it as
burden. But if the employee attitude towards its life is negative than this ultimately affect the overall
performance and motivations of the employees.
It has been analysed that there are different types of career stage are helped for male and
female respondents who are reporting because they are struggle in order to achieve work life balance.
Also, it can be impacted on human well-being. For example, in context to financials sectors there are
problems faced by employees in financial sector. Hafiz, (2021) workplace flexibility policies and
programs are help for meeting the need of employee as well as its help to balances the work life on
the basis of days to day operation. Also, flexibilities are related to scheduling on the basis of work life
balance as well as it is necessary for enhancing work locations under non-traditional working
arrangement. Flexible working legislation are help for legislated right of employee by request of not
to impose obligations on employers. There are other reason which ares related to significant loss of
productivity, excessive cost, performance of individuals etc. Then lacks of demand are face are
organization because of mutually benefits outcome which help to improve morale of employee by
reducing turnover and absenteeism.
Author has said that there are different types of work life balance are achieved which
are depended on women who are ready to make priority of task. Then on the basis of existing task
people can plan their other activities. Also, some organizations are planned for employees how they
need to work that is why some activities are dropped by employee while focusing on other activities.
On the other hand, the activity planned by organization are not followed by employees there are
different potential of employee and ways of work that is why employee are not preferred for activity
planning. It has been critically analysed that employee should plan their activity by their own so that
it helps them to minimizing the workloads and manage their work accordingly.
2.2b Illustrates flexibility at workplace and employee performance
Workplace flexibility is common aspect for now as days because in this process employees
are given opportunity for doing their job on the basis of lifestyle and responsibilities. This is help for
promoting new culture by focus on modern culture of organisation. In this process it is easy to find
out the potential of company by focus on individual circumstances and it is great. Kotey & Sharma
(2019) suggested that flexibility at workplace help company on the basis of employer and employee
in order to improve work life balance. This is opportunity for the employee in order promoting better
workplace for building trust and commitment. There is different type of workplace flexibility are used
by company such as remote or hybrid work, shifting start & finish times, parts time option for
providing work to employees, shared employment, maternity leave, ultimate PTO etc.
All this facility is help employees so that they can improve the working pattern as well as it
helps to define the objective of learning new things in order to focus on several benefits as well as it
help to enhance the performance of employee. For example, if employer allow employee for shifting
arrival and departure times so that employee get benefit of work-done by their theirs own. This is one
of the common benefit which help for developing knowledge as well as it is scheduling by realising
that working hours are not feasible for majority of people. As per the author view it has been analysed
23

that work from not always work well for employee it might create problem for them and not
improving their performance. Also, at work from home employees are not able to work effectively
due to flexibility.
Advantages & disadvantages of flexibility at workplace
One of the advantages of flexibility at workplace is one of the important aspect in order to
more putting the equal measure of office workflows. On the other hand, it has been analyzed that
there are employees aware treated as robots which impact on the individuality and personal need of
an employee. Also, there are different perspective of people in order to consider the mutual benefit
as well as it can be said that it help for achieving superior work life and help for boost the
productivity of finance sector in order to more focus in maintaining good health of employees.
Similarly, by considering the above aspect it has been analyzed that this is necessary for improving
the morale of employee. Flexible workplace aids to reduce stress and burnout.
However, it can be said that flexible working hours help to consider all the aspect which is
necessary for improving growth of organization. In some case employer should have proper reason
for getting work from home. Also, it can create conflicts which impact bad on employee
performance. That kind of practice are necessary for change so that it help for liking the practice
effectively. Further, flexible working hours seems ideal for some time which are necessary for
completing the work hours as well as it can be possible that employee can improve their
performance in work from home by more focus on other aspect. Also, there are different patterns
followed by employee according to their work pattern. In context to procrastination it can be said
that there are work from home help for enhancing the self-motivation. Then it also helps for to get
the work at shoulder which help for create the additional hours in evening and then employee can
enjoy times with their family.
On the other hand, author said communication are majorly faced by employees whiles
flexible working hours because they are working according to their time. It has been analyzed that
there is communication played important roles in order to more focus on other aspect as well as it
help to coordinate effectively. Then technology difficulty faced by employee because of not using
proper communication. Also, it can be tough to manage the work accordingly as well as there are
employees who are working different in different situation which is necessary to understand by
employee. When employee work effectively it helps for organize the work in effective manner by
considering the other aspects such as collaboration, planning and delivery.
2.2 b (i) Remote working or telecommuting and employee performance
It has been critically analysed that remote working is very common now a day also it has been
analyzing that telecommunicating played important role during remote working. Employees are
keep in loop by more focus on telecommunication with the help of other tools such as emails, calls,
video conferences etc. This is also related to the cultural shift as well as it can be affected by trend
due to number of freelancer are working. Kotey & Sharma (2019) said that offering flexibility at
workplace help to not leave employee who are very talented that is why companies are ready to offer
work from home in context to freedom. Then, telecommunication is help for desirable employees
which are help for increasing potentials of customer by focusing on boost employee productivity. It
has been analysed that those who are doing remote working who are happier as compared to other
workers.
24

It has been critically analysed that (Murthy & Guthrie, 2012, p. 258) said that employee is happy to
do work from home but it is not possible to offer 100% remote working. It impacts their productivity.
In the dynamic nature of modern business, it has been analysed that on the basis telecommunicating
on performance of author as well as the main objective of research is to study on the basis of
arrangement of employees who are remotely working. Similar to this, telecommunicating also help to
improve the performance and impacted positive in order to more focus on other aspect such as
growth of employees. Also, in the process of telecommunicating it is necessary to focus on
employees who are eagerly need work from home.
When company offer work from home for 2 or 3 day as week can be balanced for it in order
to maintain their work life balance by regular communicate in organisation otherwise it can be typical
to manage. On the other hand, there are large number of companies in financial sector that are
offering work from home. In fact, 25% of organisation have negative impact for offering work from
home because it can be hard to manage their work. As well as in finance it is necessary to provide
regular training to employees but in work from it is hard to manage training. In addition to this, it has
been analysed that there is organisation which are provided flexible working hours for attract top
talent.
According to the study of remote working in public sector employees who are working on the
post of cashier, manager, accountants or clerks. The study aimed to understand the causes of
imbalances based on demographics, gender, hierarchy levels, welfare policies as well as a family and
society. The survey method was used to gather primary information using questionnaires. Secondary
data was obtained through journals, books, magazines, and also websites. On the other hand,
Teleworking facilitates staffs in carrying out their tasks even from out of their standard work
premises; for instance, working from home. Even though flexible working practices can consider
employees to have control on the amount of work they perform for instance, term-time only, part-time
work and job sharing.
2.2 b (ii) Flexible working hours’ requests can cause employee isolation.
Flexibility at workplace are help to increase the employee retention by improving loyalty and
isolation of employees as well as it helps to employee engagement which are beneficial for company.
When employees accommodated at other place at that time it is necessary to provide them benefit of
working remotely but due to responsibilities employees are not able to work. To management not able
to get flexibility because it can be difficult to manage the project during workloads. In this situation
employee retention by the help of prioritises families by focusing on family life which impact on
working environment. Also, they have responsibilities when they are work from home. On the other
hand, this is reducing stress and burnout by not getting bored with environment of company which is
not as much good. According to the research it can be said that flexibility provide them mental peace
by working by their own and in order to manage family and work together. Author said that
traditional office working environment being stressful for employees. This is beneficial for this
employee who are suffering from health issue and not able to manage their work by flexible hours.
Also, in this situation they can join office according to timing as well as it helps for communicating
with the process for flexible work hour schedule.
(Payne & Zawia, 2021p 184) is helping to increase employee morale by motivate them and it
help to work done by their own as well as this is necessary for those who need flexibility. This is
good time to check the morale of employee so that it shows how loyal they are for their work. This is
right situation of judge employee in order to provide them benefit of learning new things. The natural
outcome get from the employee is to improving the performance as well as it helps to boost
25

productivity of company. In addition to this it has been analysed that there are large number of
employees who get promotion on the behalf of their work and loyalty. Those who get good promotion
are loyal employees towards their work and not influence by other or taking advantages of this. This
is help to become competitive by mores focus on employees benefit as well as it paves the way
forward to increasing the productivity by self-learner employees this is one of the very common
aspect of learning new things for completing their work effectively. On the basis of statics, it has been
analysed that flexibility help to improve work life balance of employees by increasing output as well
as for the workers it helps to create the benefit of physical and mental peace to employee. Also, it can
be said that autonomy help to work on the basis of follow their own schedule. Such as there are
employees who can do yoga classes, gym, spends family time etc. are help to offer then mental peace.
Importance of Flexible working request
On the other hand, it has been analyzed that flexible working impacts on the basis of employee
retention as well as it can cause distraction. Also, employee can free for wearing their casual cloth
which help for relaxing accordingly. Then some factors can be missing such as encouragement and
general buzz at work place. Also, isolated employed employee can be work on the basis of other
aspect by follow their own pattern of working. On the basis of knock on effect it can be said that it
helps for improving the work pattern as well as it can be said that it is necessary for completing
the task effectively. Similarly, in USA employee work from home at higher risk which help
for developing depression. Also, there in finance sector people are depressed due to
workload as well as it can be typical to manages by flexible working hours.
It is argued that flexible working hours can be impacted by reducing the benefit as
well as it can be difficult to manage. On the other hand, it can be reduced the working hours
which are obviously been earning less. In the banking sector it can be said that there is
employer's contribution which are help for reducing the effort as well as bonus made by
them. Sometime employee gets accrue less paid holiday. (Payne & Zawia, 2021p 184)
supported the views that there are less paid holidays which are necessary for protected
against in order considering different term and condition, it is also necessary for working
effectively. However, part-time employee is protecting themselves against discrimination at
workplace as well as it can be less favourable as compared to full time employee. One of the
major difficulty faced by employee are related to lack of career progressions by which they
are played significant role in other aspect. Then on the other hand, it has been analysed that
in the finance sector there are significant elements are necessary for the gender role as well as
it can be said that there is gender pay gaps impacts women because man is effectively
participated in tough role according to organisation because they are effectively got part-time
progress and fast in their career and can be earned effectively. In addition to this, being
sidelined are related to fact and other attitude of life and can be created positive environment.
In context to manifestation it has been analysed that it impacts on successfully working by
more focus on working sidelined from decision-making and other career progression can be
entirely working on the basis of commitment.
Due to cultural change employee are feel isolated in order to more focus on other
aspect which is necessary for embrace flexibility for staff. Then on the basis of being
vulnerable in downtown can be redundancy for certain companies as well as it is necessary
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for following the criteria that is set by organisation. (Payne & Zawia, 2021p 184) also
narrated that there is different type of objectives are set by employee which are important for
creating effectively by follow employer strain and then ignore others for other's perspective
that is disadvantage for the employee and more feel isolated. There are employees who are
temporary gamble for them. On the other hand, there are flexible working which can lead to
inefficiencies and then drop the quality and communication.
The advantages of flexibility are to improve the productivity and in this type situation
employees are ready to contribute more so that it helps for work at their best. Also, it can be
said that there is reduction of overhead in the co-working space which can be played massive
role for reducing the commuting times and cost. Also, on the basis of reduced the
communication flexible working hour can be impacted accordingly and then reducing the
journey time. In addition to this, it can be impacted positive as well as negative impact.
On the other hand, it can be said that employee flexibility impact by improving the
employee morale and reducing the stress of employee as well as it incentivizes for strengthen
the loyalty as well as it can be followed the environment which help for creating positive at
workplace. In order to consider the other aspect employee, boost their morale in the absence
which can be improved productivity. Then there are different working hours’ followers by
employee by which technology played important role. Also, employer are extended hours or
their services as well as it helps for recruitment. Then, recruitment is one of the important
aspect which is necessary for building reputation as well as understanding employee so that it
can enhance reputation in labour market.
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