Analyzing Flexible Work Arrangements Impact on Job Satisfaction

This report investigates the relationship between flexible work arrangements (FWA) and employee job satisfaction, focusing on the mediating role of work-family enrichment. It explores how FWAs, such as flexplace and flextime, impact employee satisfaction and organizational performance. The res...Read More

The Relationship between Flexible Work Arrangements and Employees Job Satisfaction
through the Mediating Role of Work-Family Enrichment
Name
Institution

The Relationship between Flexible Work Arrangements and Employees Job Satisfaction
through the Mediating Role of Work-Family Enrichment
Contents
LIST OF TABLES...................................................................................................................4
LIST OF FIGURES.................................................................................................................4
CHAPTER 1.............................................................................................................................1
1.0 Introduction...................................................................................................................1
1.1 Background.....................................................................................................................1
1.2 Problem Statement.........................................................................................................2
1.3 Significance of Study......................................................................................................3
1.4 Research Question..........................................................................................................3
1.5 General Objectives.........................................................................................................3
1.5.1 Specific Objectives..................................................................................................4
1.6 Research Hypothesis......................................................................................................4
1.7 Research Scope...............................................................................................................6
CHAPTER 2:............................................................................................................................6
LITERATURE REVIEW........................................................................................................6
2.0 Introduction........................................................................................................................6
2.1 Flexible Work Arrangements.......................................................................................7
2.1 Types of Flexible Work Arrangements........................................................................8
2.2 Conception of Employees’ Job Satisfaction...............................................................11
2.2 Flexibility Working Arrangement and Employees Satisfaction..............................12
2.3 Mediating Variable......................................................................................................13
2.3.1 Work-Family Enrichment........................................................................................13
2.4 Theoretical Framework...............................................................................................14
CHAPTER 3:..........................................................................................................................15
RESEARCH METHODOLOGY.........................................................................................15
3.0 Introduction......................................................................................................................15
3.1 Research Design...........................................................................................................15
3.2 Research Strategy........................................................................................................15
3.3 Sampling and Data Collection....................................................................................16
3.3.1 Sampling Technique.................................................................................................16
3.3.2 Data Collection..........................................................................................................16
3.4 Questionnaire Design and Content.............................................................................17
3.5 Pilot Study.....................................................................................................................17
3.6 Internal and External Validity....................................................................................18
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3.6 Ethical Considerations of the Research.....................................................................18
3.5 Data Analysis................................................................................................................19
CHAPTER 4:..........................................................................................................................20
EMPIRICAL RESULTS.......................................................................................................20
4.1 Study’s Demographic Statistics..............................................................................20
4.2 Hypotheses Testing..................................................................................................25
4.3 Hierarchical Multiple Regression Analysis...............................................................26
CHAPTER 5...........................................................................................................................30
DISCUSSION AND CONCLUSIONS.................................................................................30
5.1 Discussion of the Empirical Results...........................................................................30
5.2 Empirical Research Findings......................................................................................30
5.3 Testing the mediation...................................................................................................34
CHAPTER 6...........................................................................................................................35
RESEARCH LIMITATIONS...............................................................................................35
CHAPTER 7...........................................................................................................................36
CONCLUSION.......................................................................................................................36
REFERENCES.......................................................................................................................38
APPENDIX.............................................................................................................................42
Appendix A: Introduction to the Questionnaire.............................................................42
Appendix B: Questionnaire...............................................................................................43
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LIST OF TABLES
Table 1: Hypotheses Texting and the Employed Analytical Methods.....................................25
Table 2: Statistics for regression for model 1..........................................................................27
Table 3: Regression coefficients for model 1a.........................................................................28
Table 4: Statistics for regression model 2................................................................................28
LIST OF FIGURES
Figure 1: Distribution of the respondents in relation to gender...............................................21
Figure 2: Distribution of the respondents in relation to age....................................................22
Figure 3: Distribution of the respondents in relation to their education level.........................23
Figure 4: Distribution of the respondents in relation to the marital status...............................23
Figure 5: Distribution of the respondents in relation to years of service.................................24
Figure 6: Distribution of the respondents in relation to ethnicity............................................24
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Running Head: FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 1
CHAPTER 1
1.0 Introduction
Job satisfaction impacts both on the employer and employees, these impacts include work-
family engagements, career success, engagement, turnover rates, absenteeism, and the quality
of work. Adopting work flexibility arrangements at the places of works has been attributed
with improving job satisfaction (Thomas, 2014). In this study, the investigator builds on
existing literature and theories as he seeks to establish the relationships that is extant between
work flexibility arrangements and employees jobs satisfaction. This section details the
background of research, problem statement, and research question and research objectives. .
1.1 Background
The manners in which flexible working arrangements impacts works, and the subsequent
impacts on the bottom line, are of paramount interest to companies especially in gaining
competitive advantages amid increasing globalization activities. Notwithstanding, many
organizations are left to resolve if and how they will offer flexibility, and conclusions are
mostly based on how they observe such arrangements will impact their capacity to be
receptive to business needs. Flexibility in the places of works serves as a useful and critical
resource for workers, permitting them to control the duration, timing, and setting of carrying
out their job (Carlson, Grzywacz, & Michele Kacmar, 2010). Such arrangements are
repeatedly offered in hopes of enticing and retaining top talent through increasing employees,
work-life balance, job satisfaction, and organizational commitment (Albrecht, 2012). On top
of providing flexible work arrangements as a family-friendly advantage, scholars and public
activists have also called for organizations to provide flexible work arrangements in to help
promote employee well-being and health (Thomas, 2014 ) and to assist in addressing the
growing need of organizations to increase employees productivity occasioned by increased
level of satisfaction. Flexibility may materialize in the form of varying work locations or

FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 2
work hours and can transpire both through formal agreements and policies or more informal
understandings. FWA in relation to scheduling denotes altering the temporal constituents of
the work and may be signified through compressed workweeks (i.e., working for more hours
over fewer days) or flextime (i.e., setting start and end periods). On the other hand location
flexibility, is described by Snyder (2016), as the autonomy in deciding the physical setting of
where a worker finishes their tasks and is commonly characterized by remote work or
telecommuting (e.g., working from home or other sites other than the central office)
(Pettorelli, Else, & Sumner, 2012). In this current work, the researcher builds on extant
literature and intends to offer richer insights into the relationship between FWA and
employees’ job satisfaction.
1.2 Problem Statement
The alarming pace of economic developments in the 21st century across the world has
fashioned new activities for the almost all organizations. Globalization has transformed the
planet into a global village and has subsequently pushed the organizations from all sectors to
strive hard to acquire and sustain their competitive advantage. These societal trends and
changes have made work flexibility a subject of interest for scholars and practitioners
examining its impacts on the employee, work and family. Although many scholars have tied
work flexibility to a throng of vital organizational and employees results for example
improved employees health and increased employees satisfaction, much less is recognized
about the relationship between flexible work arrangements and employees job satisfaction,
and the extant body of research has been acknowledged as underdeveloped, both empirically
and conceptually (Jung Jang, Zippay, & Park, 2012). It has been hypothesized that flexibility
at work can stimulate employees’ satisfaction and well-being by allowing them to better
balance work activities and other life demands (Lambert, Haley-Lock, & Henly, 2012).
Nonetheless, the body of research as it stands is incomplete and is comprised of inconsistent
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 3
or unclear findings which call for future investigations that may offer richer insights. In the
present study, the investigator builds on previous literature and intends to deliberate richer
insights on the relationship between flexible work arrangements and employees job
satisfaction.
1.3 Significance of Study
As the quest for companies to get benefits from FWA and to increase employees satisfaction
and wellness increases and continues, there is a dire need to produce investigation that
contributes to a knowledge base that can be employed to help guide and inform organizations
in how to best design FWA for employees, and presents justification and documentation for
doing so. In this regard, this study aims to expand the existing knowledge on FWA and their
effects on employees’ satisfaction and organizational commitment. Besides, this research will
examine the mediating role of work-family enhancement; i.e., if work-family improvement
mediates between FWA and on employees job satisfaction to enhance the relationships of
flexibility and positive employees attitude.
1.4 Research Question
This study will be guided by the following research questions;
1. To what extent does flexible work arrangements affect the satisfaction rates of the
employees and their performances as well?
2. Does family play a role in mediating the relationship between FWA and employees
job satisfaction?
1.5 General Objectives
This study aims to examine the Relationship between the FWA and employees’ job
satisfaction through the mediating role or work-family enrichment
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 4
1.5.1 Specific Objectives
Other objectives of this study will include:
 To investigate the relationship between the FWA and job satisfaction.
 To explore the impact of FWA on organizational performance.
To investigate the mediating role or work-family enrichment in relation to FWA and
employees’ job satisfaction.
1.6 Research Hypothesis
Whereas FWAs have been studied extensively, their relationship with employee satisfaction
has not been explored widely. Nonetheless, the few investigators who have examined the
interdependence between the models exist. For instance, Pedersen and Jeppesen (2012)
established that FWAs impact positively on employee satisfaction and engagement. While
workplace flexibility is a broader model than FWAs (Pettorelli, Else, & Sumner, 2012), it is
possible that FWAs have a positive effect on employees ‘job satisfaction as well. Social
exchange framework (Svensson, 2011) and Signaling theory (Hyatt, & Coslor, 2018) also
propose that this interdependence is feasible. Nonetheless, extant researchers presented that
different types of FWAs might impact employees differently. Consequently, two specific
types of FWAs that will be examined in this paper are flexplace and flextime. Therefore, the
first two hypotheses are:
H1 (Hypothesis 1): The implementation of flexplace positively impacts on employees’ job
satisfaction.
H2 (Hypothesis 2): The implementation of flextime positively impacts on employees’ job
satisfaction.
Furthermore, it is likely that work-to-family enrichment facilitates (mediates) between the
availability of FWAs (telecommuting and flextime) and employees’ job satisfaction levels.
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 5
This likely relation is elucidated by the core of work-family enrichment theory. To be exact,
Snyder, (2016) christened five forms of resources that operate as the catalyst in work-family
enrichment practice. Flexibility is amongst the kinds of the resources and is the appropriate
resource for this research. Hyatt, & Coslor (2018), describe flexibility as the will to decide
the location, pace and the timing at which role necessities are met. In line with the work-
family enrichment theory, resources amassed in obligation A can improve life where
obligation B is executed. To be specific, enrichment can occur in both ways: resources
produced in work might enrich (supplement) family-life and resources produced in family
states can enrich work-life (Lambert, Haley-Lock, & Henly, 2012). Nonetheless, as in the
content of this study flexibility (the resource in question) is created in work life, only work-
to-family enrichment is examined; that is, it is studied if the flexibility that is available to the
employee in work settings might have an indirect or direct positive impact on individuals
productivity of a family role (Thomas, 2014). For instance, taking ones kids to and from
leisure activities since their early ages makes them more inspired and motivated, and this is a
good example of how flexibility at work can directly enrich family-life. Positive reactions
that are created by having flexibility at work such as high energy or enthusiasm can,
consecutively and indirectly enrich employees’ dealings with their families.
Bearing this in mind, it is possible that work flexibility operates as a resource obtained at
work when FWAs are accessible which enriches the family life and consecutively employees
respond by getting more satisfied and more motivated. Based on this foundations, the
following hypotheses are articulated:
H3 (Hypothesis 3): Sensitivities of work-to-family enrichment mediate the positive
interdependence of the accessibility of flextime and employees’ job satisfaction.
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 6
H4 (Hypothesis 4): Sensitivities of work-to-family enrichment mediate the positive
interdependence of the accessibility of flexplace and employees’ job satisfaction.
1.7 Research Scope
In this study, the mainly purpose is to get better understand flexible working
arrangement and job satisfaction. How did the outcome: job satisfaction influence the office
workers who are working in the Bandar Sunway area, and through the mediation role
investigate how the perceptions of work-family enrichment will be mediating role to the
relationship between the flexibility working arrangement and job satisfaction. The data
collection will be conducted from the office workers in Bandar Sunway, Malaysia.
CHAPTER 2:
LITERATURE REVIEW
2.0 Introduction
In this section, the theories, concepts and researches, which were from earlier studies, are
linked to the current studies and research area. The relation between job satisfaction of
employee and flexible working arrangement in Malaysia. Besides, the mediate model are
work-family enrichment and work-family conflict. The Individual Variables is Flexible
Working Arrangement while the Dependent Variable is the Job Satisfaction among workers.
Finally, based on the discussed concept and reviewing on relevant literature, research’s
theoretical framework and the creation of hypothesis are developed.
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 7
2.1 Flexible Work Arrangements
Lesnard and De Saint Pol (2008), elucidates that FWA came to fame during the skills scarcity
of the 1980s when employment trepidations were compounded by downsizing and
restructuring. The need to shun stress and absenteeism allied to the work-life enrichment was
documented as being a captivating argument for continuing the improvement of FWAs. This
would put forward that irrespective of economic situations, there are substantial benefits to
providing and utilizing flexible work arrangements.
Stavrou and Ierodiakonou (2011), defines FWA any practices, policies, informal or formal,
which allow individual to change where and when to work. Svensson (2011), discusses FWA
as a broad concept that involves any work arrangements that deviate from standard hire
comprising fixed daily hours on the company’s locations. There are various types of FWA on
offer across most companies. The most dominant are flex space and flextime (or flexitime).
These FWAs permit flexibility the place in which the work is conducted and in the timing of
work (Svensson, 2011). Pedersen and Lewis (2012), established that telecommuting, which
entails operating from home with the aid of technology, has been pivotal in helping personnel
to meet the endless demands on their time. Other prevalent forms of FWA are job-sharing
and part-time work (Lambert, Haley-Lock, & Henly, 2012). In this era where the labor
market is very competitive, organizations are utilizing FWA not only to retain staff but also
to attract top and talented employees who may be under-represented in employment because
of family commitments or other life demands (Jongsoon Jin & Eunyoung Jang, 2015). Across
the globe, FWAs have been approved as a means of gaining a competitive advantage by
increasing the attraction and retention of high-quality workforces, who could have been
ignored in the past for different reasons including their conditions (Hyatt & Coslor, 2018).
There are further submissions that link the use of FWA to improved organizational
motivation, job satisfaction, and commitment, (Gözükara & Çolakoğlu, 2016), and increased
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 8
morale and productivity (Hyatt & Coslor, 2018). In addition, FWAs have also been
acknowledged as a means for workers to fashion a more satisfying balance between their
family and work lives (Facer II & Wadsworth, 2014). According to Frankfort-Nachmias,
Nachmias, & DeWaard (2015), employees that are undergoing through work-life conflicts are
more expected to writhe with negative organizational and individual repercussions, further
demonstrating the organizational and individual benefits of FWA.
2.1 Types of Flexible Work Arrangements
Pettorelli, Else and Sumner (2012) named four forms of FWAs: compressed work week,
flextime, part-time work and flexplace (also known as telecommuting). Flextime according to
Thomas (2014), denotes a policy in which the commonly fixed times that workers begin and
ends the working day are substituted by a set of rules or framework within which they are
given some freedom to decide on their beginning and leaving times. There are many
instances that flextime can be applied. For example, some businesses define a name of core
hours when all the staffs ought to be present with every employee deciding independently
when to begin and end her or his day in the office (Lambert, Haley-Lock, & Henly, 2012).
Furthermore, businesses could permit their employees to change the beginning and leaving
times on daily basis or occasionally.
Nonetheless, some organizations that give flextime opportunity for staffs use sum working
time system; that is the essential amount of hours (commonly, 41 hours a week) need be put
in over a fixed time: a quarter of the year, a month or a based on the organization’s policy
(Hyatt & Coslor, 2018). Additionally, it is well-known that not all forms of organisations
have flextime schedules; because of the complexity of their operations. For instance, flextime
is often not provided in manufacturing companies as it is usually challenging to organise
continuous processes, like assembly lines, with indeterminate pertinent workers’ working
times.
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 9
Flextime every so often permits the employee to select more flexible how many hours he or
she wants to put it that day however still working five days a week. Other forms of FWAs,
i.e. compressed workweek often permits working fewer days per week. The most common
policy for compressed workweek is working ten hours per day but then again four days per
week (Herminingsih, 2017). Contrary to flextime, this type of FWA is rather widespread
among the manufacturing businesses. Consistent with Lambert, Haley-Lock, & Henly (2012),
there are two explanations for this difference. First, compressed workweek permits
employees to follow a specific schedule (that is, to work at one particular selected time) while
allowing a degree of flexibility (for instance, to have four days off instead of three permitting
the employees to take care of personal pieces of stuff). Second, conversely to service
businesses, manufacturers commonly do not offer services that require employees to be
present from Monday-to-Friday, i.e. at a regular time interval.
Telecommuting also recognised as flexplace is defined by Thomas (2014) as offering
employees fluctuating degrees of freedom over the location to complete their work.
Commonly, in flexplace arrangements workers decide on working from home. Academicians
named three groupings of employees who are most expected to utilise flexplace
arrangements: employees with children, married employees and women (Albrecht, 2012;
Carlson, Grzywacz, & Michele Kacmar, 2010; Herminingsih, 2017). Furthermore, it was
established that staffs working part-time are most expected to telecommute than full-time
workers (Thomas, 2014).
As stated by Lesnard and De Saint Pol (2008), the dominance of flexplace practices has
grown significantly in the last five years. Explicitly, in 2015 68% of surveyed companies
allowed no less than 1/8 of their employees to work some fixed paid hours at home
sometimes, whereas 35% of companies provided the same flexibility in 2006 (Carlson,
Grzywacz, & Michele Kacmar, 2010; Herminingsih, 2017). Nonetheless, in 2014 a small
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 10
number of big companies such as Yahoo Best Buy and Hewlett-Packard publicised that they
are tightening or cancelling their flexplace arrangements (Svensson, 2011); these firms
started deliberations on benefits and shortcomings of telecommuting. Prior to Yahoo’s
decision, the benefits of flexplace, for example, costs and time saved in commuting to work
and improved independence, were the focus of attention. However, telecommuting has
difficulties also. For instance, some scholars observed the possibility of telecommuting
resulting in a deteriorated relationship with supervisors and colleagues, which, consecutively,
might curtail a rise in a career (Frankfort-Nachmias, Nachmias, & DeWaard, 2015).
Another form of FWA that is very popular in some of the European nations is part-time
arrangements. For instance, over 71% of females in the Dutch work part-time (Carlson,
Grzywacz, & Michele Kacmar, 2010). Nonetheless, negative deductions have been made
about part-time employees and a part-time job. First and on the word of Svensson (2011),
part-time employees are less engaged compared to permanent employees. Nonetheless,
Gözükara & Çolakoğlu (2016) delivered evidence contrarily to this-this postulation: that is,
the extent of engagement both for full-time and part-time employees is the same.
Furthermore, some benefits of part-time work include enabling employees to work only part
of the time makes the, less likely to experience fatigue compared with their full-time equals
(Frankfort-Nachmias, Nachmias, & DeWaard, 2015).
A significant number of studies examine flexibility in the workplace as the same
phenomenon (Gözükara & Çolakoğlu, 2016) and their effect on organisational or employee
benefits. Nevertheless, past studies point out that different FWA impact on organisations and
employees facets in different ways (Albrecht, 2012; Carlson, Grzywacz, & Michele Kacmar,
2010). For instance, the meta-analysis by Herminingsih (2017) disclosed that the correlation
between thorough telecommuting and excellence of co-worker relationships is usually
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 11
negative. Consequently, in this research, FWAs will be examined not as a fundamental
concept but rather a few forms of FWAs will be studied separately.
In the current paper, two kinds of FWAs are analysed: flexplace and flextime. Flexplace and
flextime have been selected to be examined for practical consideration: in line with Carlson,
Grzywacz, & Michele Kacmar (2010) study, flexplace and flextime are the most effective
flexible work arrangements. Although the survey was piloted in the United States of
America, it is expected that these two kinds of flexible work arrangements are most dominant
in Lithuania also permitting sample that is desired to draw reasonable conclusions.
2.2 Conception of Employees’ Job Satisfaction
Job satisfaction according to Gao and Jin (2014), is a psychological state of how a person
feels about a particular work. Hayman (2009), defines job satisfaction as individual’s
attitudes and feelings about different extrinsic and intrinsic factors towards jobs and the
companies they do their tasks in. The fundamentals of job satisfaction are linked to
promotion, pay, benefits, supervision, and relationship with colleagues and work nature.
Employees’ satisfaction has been acknowledged across the globe as an all-around module of
a company’s human resource policies. As stated by Lesnard and De Saint Pol (2008), job
satisfaction denotes a utility which is positively correlated to the magnitude to which an
individual’s needs are satisfied in the job state of affairs. Hejase (2018), contends that the
most satisfied employees are highly productive when their job provides them recognition of
their clear struggle policy of complaints, security from the economic strain, opportunity to
give suggestions and ideas, involvement in decision making sound payment structure, fringe
compensation among other things. Snyder (2016) argues that organizations with high-quality
human capital do better in the market and deliver more consistent and higher returns to
shareholders, than organizations with average employees. Sustainable competitive advantage
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 12
necessitates satisfaction of workers for retention to the knowledge base of a company. This
knowledge is in most cases tacit and difficult to convey to employees. Accordingly,
employee job satisfaction is paramount into companies since it is what productivity is
influenced since satisfied employees produce greater quality performance in best time and
bring about growing profits. Notably, satisfied employees are more expected to be more
innovative and creative and to subsequently discover breakthroughs that can help an
organization to grow and change entirely with time and moving market conditions.
2.2 Flexibility Working Arrangement and Employees Satisfaction
Flexibility work arrangements have been linked with a horde of positive results, most
common in the form of enhanced work-family balance and reduced work-family conflicts.
According to a study on employees’ job satisfaction byJongsoon Jin and Eunyoung Jang
(2015), FWA correlated with a 9 percent increase in job satisfaction. They also established
that salaries did not have a significant impact on employees’ job satisfaction. According to
Svensson (2011), turnover intents are inversely correlated to job satisfaction; the higher the
job satisfaction, the lower the plans for turnover and vice versa (Hyatt & Coslor, 2018).
Albrecht (2012), also reiterates that work flexibility decreased work-family conflict.
Consecutively, organizations expect to increase resources from employees. Carlson,
Grzywacz, & Michele Kacmar (2010), clarifies that flexibility empowers workers to be better
employees, pushing performance and productivity up through reduced disruptions when
working and the capacity to work at the location or time when they are most active, on top of
through improved attitudes like increased engagement, satisfaction, organizational
commitment, and reduced turnover intents. Thus, through developing FWAs, organizations
can retain talented employees and not oblige them to sacrifice family life.
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 13
2.3 Mediating Variable
2.3.1 Work-Family Enrichment
According to Thomas (2014), one of the major obstacles to work-family research was the
lack of a comprehensive and comprehensive theoretical framework. In the light of Sieber’s
theory (1974), it shows that people choose to participate in a variety of rewards for a variety
of roles, such as greater role privileges, lower stress, higher status and more personality. Not
only than that, in the line with the theory of Marks, there are some of the roles might generate
energy to enhance resources and may be led to a second role. Recently, Lesnard and De Saint
Pol (2008) are expanded some findings and provided an overall theoretical framework for
working families. Furthermore, according to their model, enrichment refers to how the
resource benefits of one role such as work, contribute to the performance improvement of
another, such as a family. In this model, resource generation improves the performance of
another role, either directly or indirect.
There are various resources that promote an enrichment work-family process, including skills
and perspectives, psychological and material resources, social capital resources, flexibility
and material resources (Pettorelli, Else, & Sumner, 2012). Flexibility working arrangement is
one of the recourses which related to this study. In the Lambert, Haley-Lock and Henly
(2012) study, they defined the flexibility working arrangement as determines what is timing,
where is the location and how the speed to meet the role of requirement. As a result, the
resources employees receive in their jobs directly improve their parental roles and can have a
positive indirect impact, thereby facilitating employee interaction with their families.
Thus, the flexibility schedule might play a key important in the resource generation and it
increase the work-family enrichment. Previous studies show that flexible scheduling
increases the perception of control over work and family affairs, which in turn reduces work-
family conflicts (Hyatt & Coslor, 2018). Employees also have the resources to generate
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FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 14
resources through flexible work schedules that will enable them to better handle the needs
between work and family. Bring up-to-date, there is only one research which it has already
examine the work-family enrichment in terms of concentration
As mentioned earlier, this study will involve in the mediation role of work-family enrichment
to get the explanation the relationship in job satisfaction. Therefore, there are prediction in
the flexibility working arrangement is related to enrichment, so the hypothesis have set there
are positive relationship with job satisfaction whereas there is negative relationship with
work-family enrichment. Flexible working arrangements may also be related to job
satisfaction. For instance, according to the analysis in Herminingsih (2017), the relationship
between flexible work schedule and compressed work schedule have positive relation that
impact on job satisfaction. Moreover, Hartung (2015) demonstrated that flexibility gains were
positively correlated with job satisfaction.
2.4 Theoretical Framework
14
Flexible working
arrangement
- Work-Family
Enrichment
- Work-Famly Conflict
Job Satisfaction

Running head: FLEXIBLE WORK ARRANGEMENTS AND JOB SATISFACTION 1
CHAPTER 3:
RESEARCH METHODOLOGY
3.0 Introduction
This research follows a descriptive, analytical approach, as it is recognized as the most used in
social and business studies. The present section details the methods that will be used to conduct
the survey and answer the research question in terms of data collection.
3.1 Research Design
The proposed study will employ a quantitative research design to collect the required research
data. According to Frankfort-Nachmias, Nachmias, and DeWaard (2015), investigators in most
instances use quantitative approaches to develop knowledge (mostly causal thinking, reducing
particular assumptions, problems, and variables, using analytical testing, observation and
measurement,) through post-doctrine necessities, and collecting statistics using surveys and
experiments on planned instrumentation data. This study uses a quantitative investigation method
to obtain rich and more data, i.e., both visual and written comprehensive descriptions about the
study topic.
3.2 Research Strategy
A quantitative research approach has been applied all through this study, which is a numerical
data analysis using an ordered, structured technique (Davino & Fabbris, 2013). According to
Watkins & Gioia (2015), this research method plays a pivotal role in establishing the relationship
between concepts and research by testing the hypothesis with an inferential technique to liken it
with positivist perspectives. This quantitative method is appropriate to understand the
relationship between FWAs, employees job satisfaction, work-family enhancement as well as the
overall organizational performance.

3.3 Sampling and Data Collection
3.3.1 Sampling Technique
The investigator will employ a combination of convenience and snowballing sampling
techniques to sample 76 participants of the targeted population of office workers in Bandar
Sunway, Malaysia aged between18 to 64 years. Convenience sampling has been selected to be
used in this study as with this kind of sampling, subjects are selected and recruited easily for the
survey, and the researcher will not consider picking subjects that are representative of the total
population. As noted by Watkins & Gioia (2015), convenience sampling technique where
subjects are selected because of their convenient accessibility and proximity to the researcher.
Besides, the investigator will also employ snowballing sampling technique to reach other
employees through a referral by their colleagues and to differentiate employees from the general
public that will be at Bandar Sunway at the time of conducting this survey..
3.3.2 Data Collection
A survey that will consist of 12 questions has been designed to collect data to answer the
formulated research questions that are guiding the development of this paper.
In developing the survey tool, the researcher will embed an attention test to reduce the risk of
sketchily carrying out the survey. At the start of the study, the investigator will show the eligible
participants a photo that will have two sets of numbers at its bottom. The participant will then be
required to note down this number at the bottom right-hand side using a pen/pencil and a paper.
At the tail end of the survey, the researcher will ask the respondent to input the number they
chronicled before in a field that will be offered to them. Any answers that will not have the
correct number will be automatically eliminated. Besides, as part of the instructions that the
researcher will give to the participants, it will be communicated that the participant ought to be
16

having at least have a part-time job; any responses will be indicating that the participant is
unemployed at the time of survey will be eliminated. The reason for not accommodating such
survey responses will be to have more reliable data that will be coming from present or new
experiences.
3.4 Questionnaire Design and Content
A survey that will consist of 12 questions has been designed to collect data to answer the
formulated research questions that are guiding the development of this paper. In developing the
survey tool, the researcher will embed an attention test to reduce the risk of sketchily carrying
out the survey. At the start of the study, the investigator will show the eligible participants a
photo that will have two sets of numbers at its bottom. The participant will then be required to
note down this number at the bottom right-hand side using a pen/pencil and a paper. At the tail
end of the survey, the researcher will ask the respondent to input the number they chronicled
before in a field that will be offered to them. Any answers that will not have the correct number
will be automatically eliminated. Besides, as part of the instructions that the researcher will give
to the participants, it will be communicated that the participant ought to be having at least have a
part-time job; any responses will be indicating that the participant is unemployed at the time of
survey will be eliminated. The reason for not accommodating such survey responses will be to
have more reliable data that will be coming from present or new experiences.
3.5 Pilot Study
A pilot study will be rolled out to for two weeks assess reliability and validity of the data
collection instrument by randomly administering the questionnaire to a random sample that will
comprise of 40 eligible respondents drawn from a population of 86 targeted participants for this
study. According to Lancaster (2015), a pilot study provides a trial run for the data collection
17

instrument and entails testing the wordings of questions, detecting ambiguous questions, and
testing the methods to be used to collect data. Consequently, at the end of this process, the
researcher will introduce some minor modifications to the existing questions and the final survey
form.
3.6 Internal and External Validity
For each research, it is vital to assess whether internal and external validity is guaranteed. In the
context of this study, internal validity will be ensured by using scales that have been tested and
validated in unlike settings and many research carried out by different scholars (Frankfort-
Nachmias, Nachmias, & DeWaard, 2015). Nevertheless, the researcher anticipates a threat to the
internal validity because of the translation from the original language (English) or the paper to
local Malaysian Language which will be used to interrogate the respondents. To avoid the breach
of internal validity because of the translation, the researcher will have the translated
questionnaire approved by an academic professional.
To guarantee the external validity of this study, no specific group of participants will be targeted;
the respondents will be selected randomly. Furthermore, the researcher will allow the
respondents to fill the questionnaire at the place and time of their convenience and without
necessarily being observed by the investigator.
3.6 Ethical Considerations of the Research
This study will be carried out while preserving ethics. There are numerous explanations to claim
that. First, each participant will be allowed to voluntarily fill the questionnaire voluntarily and
will be informed about the purpose of the study at the beginning of the process. Second, the
researcher will assure all the respondents that the survey will remain anonymous concerning
individual names and responses. Third, the responses of the participants will not publically
18

publish; they will only be available upon request to the author. Finally, this study will be carried
out in line with the principals of objectivity, honesty, and respect of intellectual properties.
3.5 Data Analysis
The collected data will be analyzed by the use of the IBM SPSS Statistics software (version 22).
After data collection, the recorded data will be coded into an SPSS template. Subsequently,
errors and missing values will be checked. Outliers will as well be identified and removed if
needed. After that, the researcher will conduct descriptive to obtain insights from the sample
population and their features. Besides, a Pearson correlation analysis will be performed to
establish whether there is a significant correlation between FWA and employees job satisfaction.
For all the statistical tests, the researcher will use critical alpha level of .05.
19

CHAPTER 4:
EMPIRICAL RESULTS
This section of the study details the results of the empirical research that have been analyzed and
used to reject or accept the hypotheses of the study. The analysis of the results of the empirical
study will be carried in the following order:
1. Data is filtered to disclose any responses that are not applicable to this survey;
2. The study’s demographic data is deliberated. The data include the age, education level,
marital status, years of experience and the gender of the respondents
3. Regression and correlation analysis are carried out to test the first two hypotheses;
4. Tests of mediation are conducted to reject or accept H3 – H4.
200 responses were gathered via the survey and interviews. Notably, all the respondents were
aged 23 years and above and hence 200 responses were used for analysis. If the age of the
respondents were below 18 years, the responses of this group would not be considered for
analysis as this group would be considered not to have any work experience in managing work-
family balance. The following analysis sections begins with the discussion about the
demographic statistics of the engaged participants.
4.1 Study’s Demographic Statistics
In this section, demographic features of the respondents i.e. gender, age, level of education, years
of experience and ethnicity are deliberated to provide a better understanding of the analyzed
research sample.
Among the demographic characteristics of the research sample, gender is the most significant for
studies regarding family-life balance. In this research sample, more male respondents were
20

surveyed compared to their female counterparts i.e. 78% against 22% which could influence the
results of the research as researchers (Jung Jang, Zippay, & Park, 2012) theorized that job
satisfaction due to work flexibilities varies with gender . Furthermore, Hyatt, & Coslor, 2018
established that businesses which female staff constitute a large percentage than their male
counterparts, are expected to be more flexible.
Figure 1: Distribution of the respondents in relation to gender
77%
23%
Gender
Male Female
Age was also considered an important demographic characteristic of this study consistent with
the findings of Pettorelli, Else, & Sumner, 2012 postulated that provided that older workforces
are given the flexibility they need they become more satisfied at work than their younger
colleagues. In addition, Jongsoon Jin & Eunyoung Jang (2015) established positively correlated
with work-to-family enrichment. Nevertheless, in this research the significant proportion of the
participants are quite young, that is, most of the respondents are aged between 23 and 25 (see
Figure 2). Notwithstanding, this research would be able to provide valid conclusions as to
whether age has any impact on job satisfaction based on the available work flexibilities.
21

Figure 2: Distribution of the respondents in relation to age
31%
26%
28%
15%
Age
23-25 years old
26-34 years old
35-44 years old
45 years and above
This research also required the respondents to specify their level of education. According to
Svensson (2011), education level is widely recognized control variable and particularly for this
kind of research. Furthermore, it is conceivable that the respondents’ education level can
influence their behaviors and attitudes and towards FWAs and their perception about job
satisfaction (Duncan & Pettigrew, 2012). A significant proportion of the respondents of this
study have college or university education.
22

Figure 3: Distribution of the respondents in relation to their education level
Secondary Certificate
Diploma
Bachelor's degree
Master's degree
PhD
4%
36%
47%
10%
5%
Level of Education
Besides, the participants of the study required to indicate three more demographic
characteristics: marital status, years of services and ethnicity. Of these three variables, two i.e.
marital status and years of experience are very common for work-file balance researches (see
Lesnard &De Saint Pol 2008 or Sweet, Pitt-Catsouphes, Besen, & Golden, 2014). The significant
proportion of the respondents are single (see Figure 3); nonetheless, even greater fraction of the
respondents does have less than 5 years of experience (see Figure 4).
Figure 4: Distribution of the respondents in relation to the marital status
47%
45%
5% 4%
Marrital Status
Single Married Divorced Widowed
23

Figure 5: Distribution of the respondents in relation to years of service
Less than 2 years 2-5 years 6-10 years Over 10 years
31%
39%
18%
13%
Years of Service
As for the ethnicity of the respondents, the larger part of the respondents were Chinese since the
study was conducted in Malaysia which is adjacent to China and host many immigrants from the
nation (see Figure 6)
Figure 6: Distribution of the respondents in relation to ethnicity
34%
25%
18%
24%
Ethnicity
Chinese
Malysian
Indian
Others
24

Demographic data has been discussed above. The subsequent section deliberates on hypothesis
testing.
4.2 Hypotheses Testing
To analyze the relationships between the dependent variables (employee job satisfaction)
independent variables (accessibility to flexplace and flextime) and control variables, hierarchical
multiple regressions are conducted. Afterward, the mediating impact of work-to-family
enrichment is analyzed using two methods steps defined by Sobel and Baron and Kenny (1986)
and (see Table 1 below).
Table 1: Hypotheses Texting and the Employed Analytical Methods
Hypotheses Hypotheses Content Test Rationale for
picking the test
In accordance
with other
researches
H1 and H2 Accessibility to
flextime/flexplace is
directly related to
employees’ job
satisfaction.
Hierarchical
multiple regression
1. This research has e
two independent
variables:
control variables and
availability of FWA;
The availability of
FWA is more
applicable to the
research problem;
thus, its effect on the
dependent variables
ought to be tested
first.
Hyatt, & Coslor,
2018;
Pettorelli, Else, &
Sumner, 2012;
Svensson, 2011
H3 and H4 Sensitivities of work-to-
family enrichment
mediate the direct
relationship between
accessibility of flextime/
flexplace and
employees’ job
satisfaction.
Baron and Kenny
(1986) procedure
and Sobel test
Frankfort-
Nachmias,
Nachmias, &
DeWaard (2015;
Gözükara &
Çolakoğlu, 2016
25

4.3 Hierarchical Multiple Regression Analysis
The Hierarchical multiple regression was picked as the main analysis method since even though
the researcher had not coined hypothesis concerning the effect of control variables (for instance
marital status) on the dependent variables of this study, the research would be most
comprehensive and pertinent if it established any variances happened because of the of the
respondents’ demographical data. Accordingly, Hierarchical multiple regression in this study
was conducted in two phases. First, the independent variables (i.e. availability/ accessibility
flextime, later on availability of flexplace) were entered. Second, 2. With the use of SPSS
multiple regression, control variables were entered using stepwise method.
In stepwise procedure, variable are added to the regression if the key variable in this case
availability of flextime is statistically significant. Because of the stepwise method, the research
model is categorized into two models: Model 1 which comprises only one independent variable
i.e. the accessibility of flextime and the control variables and independent variable that is
statistically significant; Model 2a which comprises only the accessibility to flexplace, and, lastly,
Model 2 b which include significant control variables and flexplace.
To start with, regressions regarding the effect of flextime on employees’ job satisfaction was
conducted (Models 1) and the following outcomes noted.
Table 2: Statistics for regression for model 1
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .903a .815 .808 .22264
a. Predictors: (Constant), Year of Service, Age, Marital, Work Flexible Arrangements, Gender, Education, Ethnicity
26

ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 41.816 7 5.974 120.516 .000b
Residual 9.517 192 .050
Total 51.333 199
a. Dependent Variable: Employee Job Satisfaction
b. Predictors: (Constant), Year of Service, Age, Marital, Work Flexible Arrangements, Gender, Education, Ethnicity
Coefficientsa
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 4.753 .361 13.150 .000
Work Flexible Arrangements .249 .041 .301 6.029 .000
Gender -.112 .071 -.093 -1.577 .116
Age -.038 .027 -.079 -1.420 .157
Education -.243 .046 -.408 -5.265 .000
Ethnicity -.066 .041 -.153 -1.637 .103
Marrital -.225 .030 -.333 -7.441 .000
Year of Service .034 .044 .066 .772 .441
a. Dependent Variable: Employee Job Satisfaction
The outcomes of hierarchical multiple regression (see Tables above) reveals that Model 1 is
statistically significant (p is less than 0.05) and thus hypothesis 1 holds; that is, the accessibility
to flextime influence employees’ job satisfaction. This was presumed to be true because in
Model 1, R2 is .815 and the P-value (sig.) of WFA is 0.00 which implies that flextime
availability accounts for 81.5% of the variation of employees’ job satisfaction level.
Furthermore, stepwise procedure of multiple regression noted that out of all control variables
only marital status and education that also influence employees satisfaction as their p-values
(Coefficient matric); both sig. values i.e. 0.00 are less than the P-value (0.05). The remaining
control variables have p-values that are greater than the required P-value (0.05). These findings
are consistent with Pitt-Catsouphes, Besen, & Golden (2014) as married people tend to value
27

FWA more which leads to increased job satisfaction and Pettorelli, Else, & Sumner (2012) as
people who are studying finding FWA effective since they are able to pursue their studies and at
the same work and thus are very satisfied.
Like with model 1, Hierarchical multiple regression was also performed Model 2 where the
effect of flexplace on employees’ job satisfaction was being analyzed; Model 2 included
flexplace and control variables alongside flexplace.
Table 3: Statistics for regression model 2
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .964a .929 .926 .13777
a. Predictors: (Constant), Work from Home, Age, Ethnicity, Marrital, Gender, Education, Year of Service
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 47.689 7 6.813 358.950 .000b
Residual 3.644 192 .019
Total 51.333 199
a. Dependent Variable: Employee Job Satisfaction
b. Predictors: (Constant), Work from Home, Age, Ethnicity, Marrital, Gender, Education, Year of Service\
Coefficientsa
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 2.286 .252 9.057 .000
Gender -.046 .044 -.038 -1.028 .305
Age -.114 .016 -.240 -6.953 .000
Education -.105 .029 -.175 -3.621 .000
Ethnicity .016 .025 .037 .633 .527
Marrital -.080 .020 -.118 -3.912 .000
Year of Service -.022 .027 -.043 -.817 .415
Work from Home .680 .034 .721 20.109 .000
a. Dependent Variable: Employee Job Satisfaction
28

The results of this regression model (Table 4) show that the Model 2 is also statistically
significant (p-value is less than 0.05) and thus we accept hypothesis 2; i.e., accessibility to
flexplace impact on employees’ levels of job satisfaction This was presumed to be true because
in Model 2, R2 equal to 0.929 the P-value (sig.) of Work from Home is 0.00 signifying that the
availability of flexplace explains for 92.9% of the changes in employees’ satisfaction rates.
Concerning control variables, the results are identical to the observations above about the
relationship between job satisfaction and flextime; only marital status and education that also
influence employees satisfaction as their p-values (Coefficient matric); both sig. values i.e. 0.00
are less than the P-value (0.05). The remaining control variables have p-values that are greater
than the required P-value (0.05).
29

CHAPTER 5
DISCUSSION AND CONCLUSIONS
This section deliberates on two key constituents: discussion and conclusions. In the discussion
section, the main outcomes of the empirical research are enumerated and likened to the extant
theories. Correspondingly, both practical and theoretical effects are deliberated along with
study’s limitation. In the conclusion section, the key research points are discussed and some
directions for possible and related future investigations are given.
5.1 Discussion of the Empirical Results
The general objective of this study was to examine the relation of flextime and flexplace as the
independent variables and employee’s job satisfaction as the independent variables. Similarly,
the investigation intended to establish whether work-to-family enrichment intermediates the
aforesaid relations. To achieve this, hypothesis about relationships between the study variables
were raised and tested with the help of the collected data. Thus, in the following section of the
study, main deductions of the empirical research are deliberated and the findings are compared to
extant literature by other scholars. Furthermore, practical and theoretical significance of this
study is reviewed in this same section. Lastly, the research limitations are defined.
5.2 Empirical Research Findings
Three i.e. hierarchical multiple regression, Baron and Kenny, and Sobel test were used to test the
hypotheses of the study. Hierarchical multiple regression Baron and Kenny, and Sobel test were
applied to test hypotheses regarding direct relations between research variables while been
employed to test hypothesis concerning intermediation of work-to-family enrichment. In the
subsequent section of the paper, the outcomes of the hypotheses tests are summarized and
conclusions of this study are likened with the discoveries of other scholars.
30

The primary hypothesis (H1) concerning the positive correlation of the accessibility to flextime
and employees’ job satisfaction was confirmed being true. Correspondingly, the empirical
research established that not only flextime but also flexplace has a direct correlation with
employees’ job satisfaction. This implies that business that provide flexplace or flextime have
workers that are more satisfied with their work. Unluckily, due to the absence of theory about
employees job satisfaction and FWAs (Lambert, Haley-Lock, & Henly, 2012), the researcher did
not find analogical peer-reviewed studies to compare the findings to. Nevertheless, a close
analysis of literature of similar constructs revealed that this outcome is reinforced by other
studies. For example, Pettorelli, Else, and Sumner, 2012 noted that workers who have access to
FWAs such as flextime and flexplace they want are considerably more satisfied and productive
at work. Regarding the implication of flexplace, is a predominantly significant finding for this
study as there is virtually no study on impact of flexplace in Malaysia.
In the process of testing the first two hypotheses, the significance of separate demographical data
was assessed. The outcomes of this study established marital status and level of education have
no significant effect on correlations between study variables i.e. flextime and flex space on
employees job satisfaction. The remaining control variables have p-values that are greater than
the required P-value (0.05).This discovery is in line with the verdicts of other scholars. For
instance Pitt-Catsouphes, Besen, & Golden (2014) stated that married people tend to value FWA
more which leads to increased job satisfaction. Besides, Pettorelli, Else, & Sumner (2012)
indicated that employees who are studying and thus finds FWA very effective since they are able
to pursue their studies and at the same work and thus are very satisfied.
As stated previously, to the knowledge of the investigators, this is a maiden investigates that
analysis the intermediation of work-to-family enrichment between FWAs and employees’ job
31

satisfaction. Thus, a conclusion that would state that family is enriched owing to teleworking to a
magnitude that the enrichment mediates the relationship between flexplace and employees’ job
satisfaction would be uncertain.
In summary, this study is important for different reasons. Foremost, the findings of the empirical
research indicated that actually regarding availability of FWAs as a privilege in Malaysia is even
damaging to the commercial world as then organizations never enjoy the gains that flexibility
would bring. Briefly, this research revealed that workers who have access to teleworking or
flexible work plans are more likely to be satisfied with their work an. In addition, the positive
results which would be catalyzed by offering FWAs would trigger more positive changes. An in-
depth analysis of Literature revealed that increased job satisfaction would bring about, for
instance, improved performance and enthusiasm to do second role (Bond, Galinsky, Kim, &
Brownfield, 2005; Matos & Galinsky, 2014). Increased job satisfaction would also give rise to
less cases of employee’s absenteeism and reduced turnover (Lesnard and De Saint Pol, 2008).
Besides, literature review indicated that not only does the real use of FWAs guarantees these
paybacks, but also the accessibility as well.
Secondly, it was essential to examine antecedents of job satisfaction specifically. The urge to
examine employees’ job satisfaction was two-fold. First, limited studies regarding the
relationship between FWAs and employees job satisfaction deeming it hard to generalize the
findings. Secondly, there is a decline in employees’ job satisfaction internationally. Thus, all
likely antecedent of satisfaction required to be researched on to offer several solution on how to
improve satisfaction. What is more, it was important to study employees’ job satisfaction also
because of employee turnover. While age was not regarded a significant variable in this study,
the significant proportion of respondents belong to Generation Y demonstrating that in any case
32

in Malaysia the same tool (i.e., accessibility of FWA) might be employed to positively impact on
employees’ as it is the case with workers of other generations overseas.
Thirdly, it ought to be emphasized independently that the empirical research established that
flexplace have a direct with employees’ job satisfaction. This discovery is predominantly
significant bearing in mind a few characteristics. Foremost, that theory concerning results of
homeworking in the Malaysian setting virtually does not exists. Thus, this study is a unique one
as it is the first to examine the gains of flexplaces in Malaysian setting. Secondly, the findings
indicate that the accessibility of flexplace has a significant effect on employees’ satisfaction with
their job compared to flextime. Thus, if a company in Malaysia is thinking about offering
flexplace or flextime to employees, it must be cognizant that flexplace results in higher
satisfaction levels than flextime. Thirdly, the study seemed to have been conducted at the right
time in view of the trend to withdraw their flexplace scheduled that had been initiated by a few
intercontinental organizations. Thus, it is anticipated that the results of this study could enable
decision makers to evaluate their policies concerning flexplace once more.
Additionally, not only did the investigator research on the effect of flexplace and flextime in this
research but also the perception of work-family work enrichment. The subject of work-life balce
is has remained a common area of exploration for some time (Lesnard and De Saint Pol, 2008).
Nonetheless, initially concentrating on negative characteristics of work-family interface was a
predominant viewpoint (Stavrou and Ierodiakonou, 2011). However, in organizational mindset a
more modern trend is to pick up from strengths instead of weaknesses. One of the philosophies
that does so concerning work-family relation is regarded as as work-family enrichment
(Jongsoon Jin & Eunyoung Jang, 2015). The model is relatively new: Powell and Greenhaus (the
developer of this theory), printed their work-family enrichment theoretical model in 2006.
33

Owing to the contemporariness of the work-family enrichment concept, extant researches are
scanty internationally and essentially absent in Malaysia. Thus, this study is significant owing to
its contribution in fashioning work-to-family enrichment theory as it indicated that there is a
intermediation of work-to-family enrichment between flextime and employees’ job satisfaction
which has not been analyzed before.
5.3 Testing the mediation
This section of the paper involved testing the the mediating significance of work-family
enrichment, that is hypothesis 3 and 4 (perceptions about work-to-family enrichment positively
mediating the relation between the accessibility of FWAs i.e. flexplace or flextime) and
employee engagement. Notably, Sobel tests was employed to mediation (Davino & Fabbris,
2013). For the calculation of the Z- statistic, Davino and Fabbris (2013) interactive model was
used. The test indicated that work-to-family enrichment intervenes the relations between
employees job satisfaction and the convenience of flextime (Z= 3.03, p is less than 0.01),
therefore we accept hypothesis 3. For hypothesis 4, Sobel test also indicates that work-to-family
enrichment mediates the relations between employees job satisfaction and the convenience of
flextime mediation (Z= 3.20, p is less than 0.01 and thus hypothesis 4 is also accepted
34

CHAPTER 6
RESEARCH LIMITATIONS
Whereas there are several valuable discoveries of this study, there exists some notable research
limitations as well. Foremost, the relatively small study sample size that was used for this study
is a big limitation i.e. 200 responses were gathered. Even though the sample size is a limitation to
this study, it was adequate for statistical analysis to be conducted out. Secondly, the perceptions
of the employees were assessed at one point of time. Thus, the responses of the respondents were
likely to be influenced by their temperament during the day of survey or chances that the survey
data collection tool was filled in a hurry. Accordingly, it would be important to collect more
longitudinal data.
As cited earlier, there exist scanty literature regarding the models of this study in Malaysia. This
is predominantly correct in relation to studies on work-family enrichment and flexplace. Thus,
even analogical exploration with other sample of participants would be valuable to take a broad
view of the findings in future. Furthermore, this study empirically analyzed the effect of two out
of other kinds of FWAs. Thus, further researcher could be piloted with part-time work and
compressed work as independent variables.
In addition to the above research limitations, the sampling method that was applied in this study
was somehow biased with more males (77%) being allowed to participate in the survey over
23% of their female counterparts. For this reason, it was difficult for the investigator to conclude
that gender has an impact on employees’ job satisfaction; gender representation in this study was
biased. Finally, this investigation had a limited time frame, which restricted the researcher’s
focus for this study. Notwithstanding, the researcher anticipates the findings of this study to
contribute to the knowledge of FWAs and their effects on employees’ satisfaction in Malaysia.
35

CHAPTER 7
CONCLUSION
FWAs for the longest period of time have been a common means of managing work-life balance.
This urge to manage work-life responsibilities has recently turned out to be more significant
owing to a move in employees’ demographics beside the fact that most of families are managed
by two employed adults. Nonetheless, a review by Hyatt and Coslor (2018) indicated that only a
few employees have access to FWA in Malaysia. Even more regarding is the dominant
perception that FWAs are employees request or a privileges for it owing to their laziness (Duncan
& Pettigrew, 2012). To trigger a public negotiation regarding the practice of FWAs, it is essential
to study if flexibility would offer the same paybacks in Malaysia’s context that it offers to other
states. Notwithstanding, the objectives of the study have been meet at the end. First, a detailed
literature analysis concerning the study variables and their relationships was performed which
functioned as a background for the additional phases of the research. The literature review
discloses that there is limited investigations regarding the research variables (for instance,
flexplace and work-family enrichment) in Chinese setting. Nonetheless, given the studies piloted
in other republics and their deductions that are deliberated in chapter elucidating on the
Literature review, it is sensible to accept that the relations examined in this study could be
existing on Chinese as well. Second, using the information contained in Literature review
section, a research model is constructed which signifies the relationships between the variables
that are studied in this paper. The research model queries positive correlations between FWAs
(that is, flexplace and flextime) and employees’ satisfaction in Malaysia and mediating impact of
work-family enrichment. Third, a research questionnaire is developed using scales established by
other investigators. Five-item scale is hired to determine the level of respondent’s satisfaction
36

with their work and five-item scale decides on the work-to-family enrichment level as perceived
by the respondent. Furthermore, demographics of the respondents are gathered. Fourth, an
analysis of data is conducted along with mediation tests and regression analysis to reject or
accept the hypotheses. Nevertheless, before deliberating the outcomes of the analysis, the
research limitations ought to be also reflected. The major limitation is comparatively small
sample size. Even though sample size is sufficient to derive statistically significant inferences,
one must be cautious in stating that the conclusions of this study are true in the context of all
Malaysia population. Fifth, the results of the study revealed that both forms of FWAs i.e.
flextime and flexplace are directly correlated to employees’ job satisfaction in Malaysian
context. Through making either flexplace or flextime accessible to the employees, firms can
easily increase employees’ job satisfaction levels by 13-17%. Finally, from the deductions of
this study, the investigator concludes that the accessibility and utilization of FWAs is low in
Malaysia compared to most Asian countries. Besides, the convenience of flexibility is regarded a
source of pride in Malaysia. Nonetheless, the findings of this study demonstrate that the
availability of FWAs ought to not be regarded a privilege and companies should endeavor to
provide an extensive access to them as the accessibility of either flexplace or flextime is directly
correlated to employees’ satisfaction in Malaysia. Thus, all being well, the findings of this study
should encourage both Malaysian practitioners and scholars to develop more interest on FWAs
and their direct effect in Malaysia.
37

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APPENDIX
Appendix A: Introduction to the Questionnaire
Dear Respondent,
For academic research motive, you are requested to complete the data collection tool below.
Kindly, read the instructions of each set of questions carefully and respond to all the items in the
questionnaire to the best of your ability. It will take you a maximum of 15 minutes to complete
all the questions of this study. You are assured that your responses will be kept as anonymous
and confidential as possible and be used only for research purposes only. Please, feel free to
consult me for further questions or assistance at any time.
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Appendix B: Questionnaire
Section 1: Employee Job Satisfaction
Please circle (O) your answer on the 5 point scale ranging from 1 (Strongly Disagree) to 5
(Strongly Agree) as per below.
1. I think that if am offered flexible working hour, I will be
more productive. 1 2 3 4 5
2. I think that flexible working hour me force me to be more
creative and innovative in order to handle all my designated
tasks
1 2 3 4 5
3. I think that flexible working hour will help me create a
better work-life balance and this will help me becomes more
committed and satisfied with my job.
1 2 3 4 5
4. I think that my work experience has equipped me with
necessary skills to be a better family member and this has
helps me satisfied with my job.
1 2 3 4 5
5. I think I am satisfied with my job because of the way it has
helped me to be a better family member. 1 2 3 4 5
6. I think that my job has helped me to create work-life
balance and this makes me satisfied with my job. 1 2 3 4 5
(1=Strongly Disagree; 2= Disagree; 3= Neutral; 4=; 5= Strongly Agree)
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Section 2: Work Family Enrichment
Please circle (O) your answer on the 5 point scale ranging from 1 (Strongly Disagree) to 5
(Strongly Agree) as per below.
(1=Strongly Disagree; 2= Disagree; 3= Neutral; 4=; 5= Strongly Agree)
Section 3: Flexible Working Arrangement
Please circle (O) your answer on the 5 point scale ranging from 1 (Strongly Disagree) to 5
(Strongly Agree) as per below.
1. I am more comfortable with flexible working hour than
with normal working schedule. 1 2 3 4 5
2. Selection of suitable working hour shifts allows me to sort
out personal matters without interrupting my working hour
and productivity .
1 2 3 4 5
3. Implementing suitable working hour shift will make me
increase the quality of service I offered customers 1 2 3 4 5
4. When my responsibilities and my children’s welfare and
safety at home are at risk, I feel stressed at work. 1 2 3 4 5
5. I feel that suitable working hour shifts helps me from being
late to office. 1 2 3 4 5
(1=Strongly Disagree; 2= Disagree; 3= Neutral; 4=; 5= Strongly Agree)
44
1. My involvement in my work enables me to understand
different viewpoints which helps me be a better family
member.
1 2 3 4 5
2. My involvement in my work enables me to gain knowledge
which helps me be a better family member. 1 2 3 4 5
3. My involvement in my work enables me acquire skills
which helps me be a better family member. 1 2 3 4 5
4. My involvement in my work enables to put me in a good
mood which helps me be a better family member. 1 2 3 4 5
5. My involvement in my work enables to makes me feel
happy which helps me be a better family member 1 2 3 4 5
6. My involvement in my work enables to makes me cheerful
which helps me be a better family member. 1 2 3 4 5
7. My involvement in my work enables me to feel personally
fulfilled which helps me be a better family member. 1 2 3 4 5
8. My involvement in my work enables me with a sense of
accomplishment which helps me be a better family member. 1 2 3 4 5

Section 4: Compressed work
Please circle (O) your answer on the 5 point scale ranging from 1 (Strongly Disagree) to 5
(Strongly Agree) as per below.
1. Compressed work schedule allows me necessary time to go
back and handle family responsibilities. 1 2 3 4 5
2. Compressed work schedule helps me create balance
between my personal and working life. 1 2 3 4 5
3. Compressed work schedule pushes me to do more because I
know I have limited working time. 1 2 3 4 5
4. Compressed work schedule makes me more innovative as I
seek new way of delivering better quality outcome within
limited time
1 2 3 4 5
5. Compressed work schedule helps me feel satisfied with my
job because I feel more in charge with the work process. 1 2 3 4 5
(1=Strongly Disagree; 2= Disagree; 3= Neutral; 4=; 5= Strongly Agree)
Section 4: Working from home
Please circle (O) your answer on the 5 point scale ranging from 1 (Strongly Disagree) to 5
(Strongly Agree) as per below.
1. I think working from home will provide me with needed
time to address other personal responsibilities 1 2 3 4 5
2. I don’t think my productivity will be compromised if I work
from home. 1 2 3 4 5
3. I think working from home will force me to find new ways
of getting the job done faster 1 2 3 4 5
4. I don’t think working from home will limit my access to the
resources I needed to bring about my desired job outcomes. 1 2 3 4 5
5. Working from home will increase my job satisfaction. 1 2 3 4 5
(1=Strongly Disagree; 2= Disagree; 3= Neutral; 4=; 5= Strongly Agree)
Please tick (✓) your answer for each question.
Part I- Demographic Information
1. What is your gender?
Male Female
2. What is your age?
18 – 22 years old 23 – 25 years old
25 – 34 years old 35 – 34 years old
45

Over 45
3. What is your education level?
Secondary Certificate Diploma
Bachelor’s of Degree Masters of Degree
Phd
4. Ethnicity
Chinese Malay
Indian others:__________
5. What is your Marital Status?
Single Married
Divorced Widowed
6. Years of service
Less than 2 years 2-5 years
6-10 years Over 10 years
Thank you SO much for your participation. Have a nice day! 
Thank You for sparing your minutes to complete this questionnaire. Your responses will be
treated with utmost confidentiality and be used only for the purpose of this study.
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