Study of the Impact of Flexible Working Hours on Employee Performance, Work Life Conflict and Work Pressure Kadriye Özlem Dönmez University of Chester Study of the Impact of Flexible Working Hours on Employee Performance, Work Life Conflict and Work Pressure Chapter One Introduction Worker performance, job conflict, and job pressure are key issues that every employer and employee have a keen interest on. Performance in itself is a matter that whenever mentioned in an organization sets various moods to different people depending on the levels of the organization (Bohle, Willaby, Quinlan, & McNamara, 2011). To an employee who thinks that over the past period before job evaluation, he or she underperform that word performance would mean pressure and discomfort to the employer. However, to the hardworking employees who believe they deserve rewards for their hard work, the mention of employee performance brings joy to them as they know this I the right time for their probably long awaited promotion, incentives, and recognition. Supervisors to view employee performance differently. The chapter will cover the research overview, the statement of the challenge, study purpose, significance of the survey, primary research questions, the proposed hypothesis, overview of the research design, and the summary of the chapter. Background of the Problem The problem that many firms face today is how to continuously improve their employee’s performance since it is the bedrock of achieving the objectives. Modern human resources are at a crossroad on how to strike a balance between work life conflict, and work pressure in the world where things are fast changing thanks to technology. The organization is yet to appreciate the impact of accommodative job hours on work entirely. Current employees are techno savvy and are not ready to full a routine and formula way of doing things (Shagvaliyeva & Yazdanifard, 2014). They embrace flexibility and creation of time for work, for family, and for other personal activities. It is at such a point that employers are at a standstill on how to create flexible working hours without compromising the overall performance of the firm. It is important to remember that corporations exist to full one key objective, maximize shareholder’s wealth while employees work to maximize the opportunities to improve their life. As such the flexible working hours has gained a lot of interest from scholars, businesses, and the corporate world in the almost equal measure because worker needs optimal remuneration while employers need maximum employee performance (Preet, De K. K, & Ranjan, 2011). Maybe the conflict of interest can be blamed on the lack of explicit discussion of the impacts of the transformational job schedule on the company and the staff. Statement of the Problem Human resource is a fundamental component of a firm that helps it to achieve its objective of profitability. As such companies usually design their operation in a manner that maximizes the value or out of the employees through strict working hours. When employees work for longer hours, employers believe the volume of production will increase, and that will lead to an increase in sale revenue which is the primary goal of any business. For employees, getting extra pay may be one of the factors especially if the organization commit to paying for any extra hours worked (Holly & Mohnen, n.d.). In fact in short run, both the employer and the employees can reap real rewards from strict work schedules. However, in the long term, rigid working hours may start to have adverse effects on the employees as they will realize they have limited time to do other personal duties. At this point, frustrations of work life balance begin to set in. With the accumulation of frustration, the employee’s morale will start to reduce, and their performance also will be reduced. Unfortunately, this is what managers do not want to see happen to their firms became a reduced performance mean lower profits. Therefore, in general, stiff work schedule is not healthy for both the businesses and the employees. Given this disadvantage of hard working hours, it imperative for companies to adopt flexible schedule to have their employees balance their work their personal affairs which will go a long way in increasing their motivation, and commitment to improving performance. Purpose of the Study For putting this matter into perspective, the paper is going to examine some of the possible impacts of free work schedule hours on workers morale, work-life balance and workplace demands to workers. Ideally, this paper will investigate the effects of adjustable schedule on a firm. But from the onset, and from kinds of literature on employee management, even if businesses seek to gain maximally from their employers by instituting strict and longer working hours, the companies need to appreciate the effects of the strictness on employee performance (MacInnes, 2005). Significance of the Study The finding of the survey will demystify the myth and believe on the stiff working hours as a means to improve productivity. Given work performance is of importance to both employees and employers, the need to know the best work schedule that has positive impacts on workers is imperative (Wheatley, 2016). As such the study is going to act as a pointer and bridge the knowledge gap that exist in this area. Besides, the study will form the basis upon which other useful research studies can be done to shed light on the issue of work hour and employee performance while considering the work-life balance and workplace pressures. Primary Research Questions 1. What are the direct impacts of flexible working hours on a firm’s productivity? 2. What are the indirect effects of flexible working hours on a firm’s productivity? 3. How does Flexible working hours affect the employees’ work-life balance conflict? 4. What are the causes of workplaces pressures on employees? 5. What is the correlation between employee performance and flexible work hour? Hypotheses 1. Flexible work schedule and working hours improves employees commitment to improving performance 2. There is a relationship between a working time and employee performance where flexible working hours lead to better performance due to independence. 3. Flexible working hours leads directly to boost staff morale. 4. Flexible work schedule helps employees to solve the work-life conflict, and hence they become settled and confident in their work. 5. Stiff working hours is one of the causes of workplace pressure on employees. Research Design The study will use a mixed method to have a better representation style of examining the research problem. Given that the study is a human resource problem with multiple perspectives and personal interest, a mixed method is the most appropriate. Besides, employee performance has an international application; therefore, a mixed method will help to have a rigorous qualitative and quantitative assessment of the issues (Vaus, 2001). Here, the study will use both qualitative and quantitative approach to data gathering to formulate a clear interpretation of the findings. Summary In summary, employee performance is an issue that ought to be viewed as management of the employee behaviors, use of resources, meeting of the company’s aim, and achievement of personal objectives. In other words, employee performance is the holistic matter that encompasses the strategies, the resources including human resource and proper management to meet the aims and goals of the firm. Therefore, when looking at the issue of employee employment, every stakeholder should understand that is it a concern for the achievement of the goals. Given the weight of the employee performance to a firm, to the work life of employees, and work pressure that comes with it, it is important to understand the factors that influence it (Fein & Skinner, 2015). Several factors can impact on employee performance and one of them being flexible working hours. Be that as it may, the study is an evaluation of the impact of adjustable schedule on the staff duties, work and life balance, and work pressure. Chapter one has given the background of the research and gone ahead to state the research question and their hypothesis. Validation of the survey has also been addressed by giving the purpose and study significance. Flexible working hours has more advantages to organizations their employees over stiff schedule. Reference Bohle, P., Willaby, H., Quinlan, M., & McNamara, M. (2011). Flexible work in call centres: Working hours, work-life conflict & health. Applied Ergonomics, 42(2), 219-224. http://dx.doi.org/10.1016/j.apergo.2010.06.007 Fein, E. & Skinner, N. (2015). Clarifying the effect of work hours on health through work-life conflict. Asia Pacific Journal of Human Resources, 53(4), 448-470. http://dx.doi.org/10.1111/1744-7941.12065. Holly, S. & Mohnen, A. Impact of Working Hours on Work-Life Balance. SSRN Electronic Journal. http://dx.doi.org/10.2139/ssrn.2135453 MacInnes, J. (2005). Work-Life Balance and the Demand for Reduction in Working Hours: Evidence from the British Social Attitudes Survey 2002. British Journal of Industrial Relations, 43(2), 273-295. http://dx.doi.org/10.1111/j.1467-8543.2005.00355.x Preet, K., De K. K, D., & Ranjan, T. (2011). Impact of Work and Family Role Demands on Work Life Conflict amongst Working Woman. Indian Journal of Applied Research, 3(8), 11-13. http://dx.doi.org/10.15373/2249555x/aug2013/110. Shagvaliyeva, S. & Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work-Life Balance. American Journal of Industrial and Business Management, 04(01), 20-23. http://dx.doi.org/10.4236/ajibm.2014.41004. Vaus, D. (2001). Research Guides: Organizing Your Social Sciences Research Paper: Types of Research Designs. Libguides.usc.edu. Retrieved 14 February 2017, from http://libguides.usc.edu/writingguide/researchdesigns. Wheatley, D. (2016). Employee satisfaction and use of flexible working arrangements. Work, Employment And Society, 095001701663144. http://dx.doi.org/10.1177/0950017016631447 Abstract The working methods that are flexible have become very popular, due to which they raise quality of an employee’s life. There are many Turkish organizations that support the working models that are flexible and help the employees for coordinating their personal life and work for their betterment. This is because employees always consider their personal lives very much important and significant. Changes in the sectoral scope will played a significant role for building the working methods that are flexible. For example, service sectors require supporting the projects of long-term and such projects are distribution, transport, retail, oil, press, telecommunication, banking and shipping that led to new processes of work which will focus on satisfaction of the client while introducing working methods that are flexible. In this study, I will present impacts on performance of Employee with the working methods that are flexible. It found that the flexible models of working are very precious and significant for the sustainability and improvement of an employee performance. As indicated by the outcomes a hefty portion of adaptable techniques variables including occupation's appropriateness for adaptability, work devotion and state of mind towards adaptable working hours straightforwardly influence the representative execution. In this survey, I utilized diverse divisions for choosing the feasibility and flexible working procedures. Here, I have utilized backslide appear and changed flexibility figures clusters. In this, I have utilized distinctive hypotheses and did association examination on each parameter of versatility.  Table of Contents Abstract 2 Introduction 4 Hypothesis and Literature Review 5 Concept of flexibility 5 Flexibility Search and Appearance 5 Common reasons for using the flexible methods 5 Unemployment and Economic Crisis 5 Technological Developments 5 Competition and Globalization 6 Relationship among flexible working systems and motivation 6 On the physical working conditions impact of the flexible working systems 6 HA (Major Hypothesis) 6 Methodology 7 Research Goal 7 Of factor analysis testing suitability 9 Results 10 Conclusion 12 References 14   Introduction An increased competition, rising unemployment, global and national crises for economy, new technologies and global business context have contributed to the requirement for modifying the working methods so that it will become a better place for work. These modifications are called as “flexibility concept” and from 1970s the approaches that are people-oriented which become part of the business life. Organizations have made inventive working models to adjust to changing conditions to keep up their upper hand and to lead their workforce to have better profitability levels. Today, organizations are relied upon to treat representatives to such an extent that they are happy with their work and the business they are working for. Aim of the business is to maintain their qualified workforce and for keeping the pace with modifying the business practices. (Lee, 1996) The businesses that will concentrate on giving employee satisfaction have the competitive benefit, due to which they have employees which are devoted towards work. This brings along inspiration and profitability, permitting the organizations to have any kind of effect and to be a favored boss for qualified representatives in the meantime. (Lee, 1996) On the other hand, unemployment management and creation of the job in today’s life are very important aspect. The major targets for building the new work models and also employment types is for eliminating unemployment and promoting employment. Positive outcomes for the personal lives of employees considered mostly. For instance, the working methods that are flexible could eliminate potentially the traffic issues for the employees who have to face the intense traffic in the daily commutes, mainly in the big cities.(Celenk, 2011) With the help of increased satisfaction of work, possible when the employees would have much flexibility for scheduling their spare time of work outside and bring some of the personal concerns to the working environment. The employees work devotion, focus of employees on the present work, employees those who are not get exhausted and employees decrease being late significantly rise how the business smoothly run. In the context, topic emphasized in this particular research was effects of introducing on performance of employee the flexible working model. (Çelenk, 2011) Hypothesis and Literature Review Concept of flexibility Flexibility is not another idea. Indeed, different working strategies for the past and of today can be viewed as flexible working. Moreover, numerous factors needs the flexible working like unemployment, convenient hours of working, modifications in the sectoral structure, technological modifications and senior management support. “The consistent factor is not the nature of the work but the willingness of the senior manager to embrace and enable flexible working. We find hot and cold spots and it always comes back to the tone of the senior manager.” By Citi (Lee, 1996) As per the MESS (Metal Industrialists Union of Turkey) publication in year 1999, Flexible working and Flexibility, “businesses should renew themselves constantly due to the industrial environment and continuous economic changes.”Thus, we can state that flexibility is the ability for adapting to the environmental changes. Similarly, it was stated that businesses and ability of employees is most efficient for adapting the modifications in business environment. (Treu, 1992) In the working time, flexibility is termed as “efficient and significant means for adapting to the fluctuations”. The flexible working systems in worldwide get supported by modern regulations and new concepts of the business. (Sezgin, 2005) Flexibility Search and Appearance Reasons for the increased flexibility in the work time will be: advances in the technology, requirement of the switching to the flexible production because of the international competition, maintain the competitiveness and increase the necessity. For instance, technology advances needed adjustment for the working hours and new working methods to the modified working methods. As the outcome, full time working employees have more of the creative at work and more of the spare time and this is for all levels in the organization. Working time's adaptability is critical not only for business but rather for the representatives likewise, on the grounds that this will empowers them for dealing with their time. (Ekonomi, 1994) Common reasons for using flexible methods Unemployment and Economic Crisis – Increasing unemployment and economic immobility due to crisis in sector of petroleum in year 1970s was a significant factor in spreading flexible working. (Gediz, 2000) (Yes this was discussed earlier just summarizing it.) Technological Developments – This has a significant place in concept of flexibility. (Tregaskis, 1998) (Yes this was discussed earlier just summarizing it.) Competition and Globalization – Another huge finding of adaptability research is that economies go past their national structures, and in parallel to that, opposition turns out to be slowly more universal. (Yavuz, 2000) Deregulation, the decrease of hectoring standards, has a flexibilizing impact, since it leaves more space for adaptability in work contracts. Be that as it may, the switch is not generally genuine. Truth be told, adaptability is just conceivable with various guidelines. Adaptable working frequently implies working off the books particularly in creating nations, for example, Turkey. Adaptable working is a result of advancement in the fields of data and correspondence. Additionally, adaptable working makes it feasible for the worker to have more extra time for himself. (Tozlu, 2011) Relationship among flexible working systems and motivation As per Akdemir, in year 1996 motivation will be termed as “individuals towards specifying variables and specific purpose that would be influential in the fomentation”. For this situation, adaptable administration applications that permit representatives to invest less energy at work ought to be presented. (Akdemir, 1996) Lu et al. found that flexibility has the reliably beneficial outcome for work results, however a worsening impact for sentiments that the family life meddled with work. (Lu, 2008) On the physical working conditions impact of the flexible working systems Technological improvements and changes influence individuals mentally in work life and the communication is surveyed as positive as far as expanding the nature of work, yet it is evaluated as negative regarding physical working conditions. Sometimes, technological innovations have the negative consequences for both employee and business when it was used outside or misused from the project scope. Having the capacity to adjust to innovative improvement and to progress deliberately through its use are essential. (Mess, 1999) HA (Major Hypothesis) The working hours that are flexible would increase the working performance of the employees by just affecting their life and work and satisfied both and provide loyalty towards organization either positively or directly. H1: “Satisfaction of work” percipience towards working models that are very flexible and affects performance of employees positively and directly H2: “Work Suitability towards Flexibility” percipience towards working models that are very flexible and affects performance of employees positively and directly H3: “Attitude towards the working hours that are flexible” percipience towards working models that are very flexible and affects performance of employees positively and directly H4: “Satisfaction” percipience towards working models that are very flexible and affects performance of employees positively and directly H5: “Loyalty towards Organization” percipience towards working models that are very flexible and affects performance of employees positively and directly H6: “Negative Work Effect” percipience towards working models that are very flexible and performance of employees has the negative relationship among H7: “Devotion towards work” percipience towards the working models that are very flexible and affects performance of employees positively and directly (Horwitz, 1998) (Yes, these are maximum hypothesis that can occur we can reduce to some of needed) Methodology Research Goal The aim for the above study is for measuring the effects on the working methods that are flexible on the performance of employee. Relationships among performance of work, devotion towards work, loyalty towards organization, satisfaction, negative impact towards job, attitude against the working hours that are flexible, work suitability towards flexibility, satisfaction of work and working hours that are flexible were studied and examined thoroughly. In this study, we have included the working employees population in different sectors which are their across Turkey and apart from them there are around 200 individuals who have participated in the given survey. In this, employees from various firms such as oil, telecommunication, banking, shipping, distribution, retail and transport and this will cover each role of employee in the organization mainly the workers side. (This will cover all the employees that are working in various sectors across Turkey) This survey with above sectors employees will get conducted and available on survey.com website in Turkey and is conducted from there itself. There is a creation of survey link which contains the form and the same will be shared to all the employees who are asked to participate (the work experience categories of the employees participating in the survey were as follows: 1-5 years (15%), 6-10 years (43%), 11-15 years (22%), more than 16 years (20%)). Once data was collected it was evaluated with the help of survey.com website using SPSS17 and Microsoft Excel (Statistical Package for Social Science) software, and multi-correlation analysis and regression is used for evaluating the hypothesis. (Karakoyun, 2007) If the method or tests that are used in the research method are reliable, then it will give consistent and reproducible outcomes. (Şencan, 2005) We can state that the result of the conducted survey is not considered as reliable if they provided different outcomes when the same data was evaluated by the different participants and when it was applied to different situations. Reliability is mainly assessed by connecting with two observed perspectives. If test provides similar result at different participants and at different situations, then it is known as test-retest reliability. The scale of reliability is measured with the help of Cronbach’s alpha for determining the common reliability. In below, Table 1 will provide the value for Cronbach’s alpha as 0.903. As per Nunnally, the value of Cronbach’s alpha should be at least 0.700 or more than that for the surveys that are there in the social sciences. This alpha value which comes out to be 0.903 which states that this study which was conducted is very reliable and can move to factor analysis which is the next stage. General reliability of the scale is a concept that can be expressed as employees’ participating in the survey understanding the questions correctly and responding to them in a common position, in the same direction. The value of 0.903 shows that the study is extremely reliable and we can move on to the next phase, factor analysis. Of factor analysis testing suitability The analysis factor, conducted for decreasing the variables number by important the basic factors or variables that was based on the parameters set that are observed?. The focus on this research is for assigning the variables that are used in correcting the scales to the factors that should belong to. From this provided information, the scale of flexibility with seven various dimensions calls for the regression analysis and correlation that was conducted in the next stage. (Büyüköztürk, 2007) Below table provided the distribution of different factor groups: Flexibility Factor Groups Number of Questions Job Satisfaction 3 Job’s Suitability to Flexibility 9 Attitude Towards Flexible Hours 6 Satisfaction 7 Organizational Loyalty 3 Job’s Negative Effect 2 Loyalty to the job 2 Performance Factor Groups Employee Performance 12 Total Number of Questions 44 Table 3: Distribution of factor groups The parameter of correlation explains the variables directions and also how they should interact with each other. The value of this parameter is between -1 to +1. If there is no occurrence of interaction, then the value of this parameter is Zero. If the value of the parameter is +1 then it states that there is strong interaction and value as -1 indicates whole and reverse interaction. The parameter of correlation is indicated normally with the help of letter “r”. (Yılmaz, 2006) In below Table 4, there is value of parameter of correlation based on various relations: High Negative Relation (-) Medium Negative Relation (-) Weak Negative Relation (-) Weak Positive Relation (+) Medium Positive Relation (+) High Positive Relation (+) -1 ≤ r<-0.8 -0.8 ≤ r<-0.5 -0.5 ≤ r<0 0