STUDY OF THE IMPACT OF FLEXIBLE WORKING HOURS ON EMPLOYEE PERFORMANCE, WORK LIFE CONFLICT AND WORK PRESSURE A QUALITATIVE STUDY AT THE UNIVERSITY OF CHESTER BUSINESS SCHOOL KADRİYE ÖZLEM DÖNMEZ Co-ordinator: Dr. Vish Maheshwari Supervisor: Meryl Bradshaw A Management Research Project-Dissertation submitted in partial fulfilment of the requirements of the University of Chester for the degree of Master of Science in Management Warrington Management School May, 2017 Contents Abstract 2 Chapter 1: Introduction 3 1. Introduction 3 1.1 Background of the Problem 3 1.2 Statement of the Problem 4 1.3 Purpose of the Study 4 1.4 Significance of the Study 5 1.5 Primary Research Questions 5 1.6 Hypotheses 5 1.7 Research Design 5 Summary 6 Chapter 2: Literature Review 6 2. Introduction 6 2.1 Hypothesis and Literature Review 7 Concept of flexibility 7 Flexibility Search and Appearance 8 Common reasons for using flexible methods 8 Unemployment and Economic Crisis 8 Technological Developments 8 Competition and Globalization 8 2.2 Relationship among flexible working systems and motivation 9 2.3 On the physical working conditions impact of the flexible working systems 9 2.4 HA (Major Hypothesis) 9 Chapter 3: Research Methodology 10 3. Methodology 10 3.1 Research Goal 10 3.2 Research Methodology 11 3.3 Epistemological and Ontological Perspective 13 3.4 Justification of the Selection of the Methodology 13 3.5 Sample Selection and Number of Participants 14 3.6 Effectiveness and Clarity of the Research Methods 15 3.7 Appropriateness of the Selected Research Method 16 3.8 Explanation of the Method of Data Analysis 17 3.9 Limitations of the Methodology 18 3.10 Brief Description of the Research Context 18 3.11 Ethical Considerations in Research Method, Data Collection and Data Analysis 19 3.12 Validity of the Research 20 Chapter 4: Findings and Analysis 20 4. Introduction 20 4.1 Demographic analysis 21 4.2 Summary of demographic data 25 4.3 Measures of dispersion – analysis 26 4.4 Satisfaction of the employees 26 4.5 Correlation matrix 29 4.6 Regression analysis: 30 4.7 Of factor analysis testing suitability 35 4.8 Results 37 4.9 Conclusion 40 Chapter 5: Conclusion, limitations and recommendations 42 5. Introduction 42 5.1 Conclusion 42 5.2 Limitations 45 5.3 Recommendations for Further Research 45 References 46 6. Appendix 51 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. Chapter 1: Introduction 1. 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. 1.1 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. 1.2 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. 1.3 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). 1.4 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. 1.5 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? 1.6 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. 1.7 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. Chapter 2: Literature Review 2. 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) 2.1 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) 2.2 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) 2.3 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) 2.4 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) Chapter 3: Research Methodology 3. Methodology 3.1 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 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. 3.2 Research Methodology Research methodology is one of the important integral parts of a particular research work. Proper consideration of the justified research method can easily assist a researcher to meet the developed research objectives significantly. A particular research work generally focuses on the development and implication of the appropriate research methods and strategies to ensure a positive research outcome. Research methodology can be divided into two different important segments, such as qualitative research methodology and quantitative research methodology (Glaser & Strauss, 2009). A researcher in the qualitative research methodology generally focuses on the consideration of the thoughts, believes, views, emotion, intelligence and perception of the respondents and other researchers over a particular topic. On the other hand, this is also important for a researcher to focus on the consideration of quantitative research methodology. In the quantitative research methodology, the researchers generally focus on the consideration of the numerical data and statistical formulae to analyze the gathered information in order to gain a potential research outcome based on the nature of the particular research work. It is essential for a researcher to accept that both qualitative and quantitative research methodology has individual advantages as well as disadvantages (Kolb, 2008). However, based on the positivism research philosophy, the researcher of this particular research work has adopted quantitative research methodology in this particular research work. This particular research methodology section of this particular research work will help to determine ontological as well as epistemological perspectives of this particular research work. Moreover, the justification of the adopted research methodology as well as data collection process will also be discussed by the researcher. Moreover, the sample selection, as well as the brief discussion on the research context, will also be considered by the researcher (Kotler & Pfoertsch, 2006). Lastly, a most important thing of this particular research work, such as the ethical considerations of the research methods, data collection processes and data analysis part will be discussed in this particular research work. Several systematic, as well as theoretical concepts, will be applied by the researcher in this particular section in order to determine the high quality and significant research methodological and data analysis approach for this particular research work, which will assist the researcher to meet the developed research objectives quite appropriately. 3.3 Epistemological and Ontological Perspective Before going into the in-detailed discussion, this is highly essential for the researcher to determine the basic concept of epistemological perspective and ontological perspective. However, this is highly essential for a research to consider that both these epistemological and ontological perspectives are two important elements within the field of philosophy and knowledge. Moreover, this is also essential for the researcher to accept that the consideration o f these two important perspectives always can help a research work to adopt systematic approaches to meet the developed research objectives quite significantly (Lussier, 2014). The consideration of the epistemology perspective generally helps the individuals to determine the appropriate approaches of thinking and knowledge to understand a particular subject matter. On the other hand, in the ontological perspectives, the researchers generally focus on the discussion of the issues and their relationship with the particular objectives of the research work. Hence, it is highly transparent that the ontological perspective helps the researchers to determine the in-detailed consideration of both perspectives (Lyons & Coyle, 2007). On the other hand, the epistemological perspective helps the researchers to determine the appropriate approach to meet the objectives among different perspectives. The major objective of this particular research work is to determine the appropriate impact of the working methods on the flexibility of the employee performances within the workplace (Mooman, 2012). Moreover, it is also important for a researcher to consider that the epistemological perspective should be considered by the particular researcher in order to meet the developed research objectives quite adequately as the particular philosophical perspective will assist the researcher to select a justified approach to measuring the impact of the working methods on the flexibility of the workplace performance of the employees (Maylor & Blackmon, 2005). 3.4 Justification of the Selection of the Methodology This is highly essential for the researcher to consider that the selection of a particular research method will always base on the nature and philosophy of that particular research method. However, this is highly essential for a researcher to determine that there are three important types of research philosophies, such as realism research philosophy, interpretative research philosophy and positivism research philosophy. The researchers generally adopt the qualitative research methodology in the particular research work based on the interpretative research philosophy and exploratory nature. However, this is justified to adopt qualitative methodology in this research about the impact of the work methods on the flexibility of the workplace performance of the employees (Moore, 2013). In an addition, this is also important for a particular researcher to consider three different types of research designs, such as explanatory research design, descriptive research design and exploratory research design (Oehlrich, 2016). In the positivism research philosophy, the researcher generally focuses on the consideration of descriptive approach. This will help the researchers to meet the developed research objectives through the consideration of the high quality and significant research approaches. In the descriptive research design and positivism research philosophy, the researchers? generally consider the statistical tools and numeric research approaches in order to gain authentic research outcome (Oehlrich, 2016). This is essential for the researcher to consider that the positivism philosophy and descriptive design will allow and support the researchers to select mathematical and statistical methods to analyze the collected data and ensure an authentic business outcome. Therefore, the consideration of the quantitative research methodology in this particular research works about the impact of workplace working methods on the workplace performance of the employees. In an addition, the quantitative research methodology will also assist the future researchers to create an adequate scope for the future researchers to consider adequate growth in the overall business operation process. Hence, the selection of the quantitative research methodology is highly justified focusing on the positivism research philosophy as well as the descriptive research design (Ridley, 2008). 3.5 Sample Selection and Number of Participants Sample selection can be regarded as one of the important integral parts of the data collection and research methodology aspect. Adoption of the effective sampling technique generally helps a researcher to utilize their views regarding a particular topic and use them in the data collection processes. There are different types of sampling options, which can be considered by the researchers to consider a particular sampling method. Moreover, this is also essential for the research to choose appropriate and justified sampling method. There is simple random sampling, cluster sampling, satisfied sampling, multistage sampling and systematic sampling. These types of sampling methods are considered by normal researchers as well as several market research companies. Different researchers generally undertake a particular sampling method based on the demand of the research objectives (Ries & Trout, 2016). In this particular research work, the researcher is responsible for determining the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization. Hence, this is highly essential for the researchers to consider the selection of different employees from the different organizations. In this particular research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization, the researcher has adopted questionnaire survey method to collect the primary data basis on the experience of employees in workplace. On the other hand, this is also important for the researcher to consider different types of adequate sampling methods and select one from them to meet the developed research objectives quite significantly. In this particular research work, the researcher has selected 200 employees from different organizations as the major samples and respondents for the research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization (Saunders et al. 2013). Hence, the sample size will be considered as 200. Moreover, the researcher has adopted systematic sampling method for this particular research work in order to collect the appropriate and related data. The employees are based in Turkey and the entire questionnaire survey data is available on a particular Turkish website questionnaire survey.com. This is highly essential for the researcher to focus on the consideration of the questionnaire survey forms and questionnaire survey links. However, the researcher has mentioned all the details on the link regarding the participation of the 200 employees in the data collection process. Moreover, this is also important for the researcher to have information of each and every professional detail of employees as this will help to strengthen the research ethics ion this particular research work is about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization. It is important to share that 15 percent of the participants have 1-5 years of job experiences. On the other hand, 43 percent of the total respondents have 6-10 years of experiences, 22 percent of the total respondents have 11-15 years of job experience. Lastly, 20 percent of the total respondents have the job experience of more than 16 years in different industries. Hence, it is proved that the researcher has selected the samples in a systematic manner in order to get the perception of the employees considering different experience level. Hence, it can be stated that the consideration of the systematic sampling as well as the questionnaire survey method is highly justified considering the demand of the research objectives (Snell, 2010). 3.6 Effectiveness and Clarity of the Research Methods Before going into the in detailed discussion, this is highly essential for the researcher needs review the effectiveness of the implication of the adequate research techniques in order to maintain a transparent and clear research process. It is already discussed that the researcher has considered quantitative research methodology in the particular research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization. The particular research design and research philosophy have motivated the organization to adopt and implement a particular research method. The consideration of the quantitative research methodology is justified in this particular case considering the positivism research philosophy and descriptive research approach. Moreover, the consideration of quantitative technique will assist the management of a market research organization as well as an individual researcher to focus on the development of the high quality and accurate research outcome. It is important to accept that the qualitative research methodology generally helps the researchers to influence on the conduction of assumption-based research analysis and outcome. On the other hand, in the quantitative research methodology, the researchers generally focus on the consideration of mathematical techniques, numerical numbers and statistical analytical method to ensure appropriate research outcome. Hence, it is clear that the researcher has strongly focused on the consideration of the quantitative methodology, which is highly justified and effective (Ubah, 2016). The clarity of the adoption and implication of this particular research method is also justified as the researcher h as provided in-detailed reasons and justifications behind the selection of the particular research methodology. In an addition, this is also important to accept that the consideration of statistical testing to determine the job satisfaction, flexibility, organizational loyalty and negatives aspects within the workplaces have ensured through the responses of the respondents and utilization of the quantitative methods. Moreover, the researcher has asked different important questions on the particular parameters, such as job satisfaction, negative impacts, loyalty and flexibility to ensure an in-detailed research outcome. Therefore, it can be stated that the researcher has adopted a transparent research approach in order to determine the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization (Wilson, 2014). 3.7 Appropriateness of the Selected Research Method First of all, the researcher has concentrated on the research philosophy and research design in order to meet the developed research objectives. Moreover, this is also essential for the researcher to accept that quantitative method has been applied in this particular research work based on the consideration of descriptive research approaches. Hence, the selection of this particular research method based on the nature, design and philosophy of this particular research work is highly appropriate (Yin, 2014). In this method, the researcher considered different types of flexibility factors of the focus group, such as job satisfaction, job flexibility, negative impacts, organizational loyalty and performance of the employees. Hence, it is appropriate to segment the flexibility factors during the primary data collection process. On the other hand, the researcher also has effectively focused on the consideration of the different suitable questions on different flexibility factors. Overall, the researcher has asked total 20 questions and this is an important criterion to state that the researcher has asked these much questions in order to use the responses appropriately in the data analysis process. A Huge number of primary data during the analysis will assist the management of the firm to focus on the consideration of adequate research outcome. Hence, it can be stated that selection of 44 questions based on different flexibility factors in the quantitative research method is considered to be an appropriate research approach. Moreover, the researcher has selected value of different important parameters of the co-relation related to the research work based on the different relations have made this research method appropriate, which will assist the researcher to determine the major research objectives, i.e. determination the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization (Snell, 2010). 3.8 Explanation of the Method of Data Analysis Before going in to the detailed discussion and analysis regarding the data collection process in this particular research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization, it will be important for a researcher to introduce a concept of the data collection process. Data collection process can be considered as an effectual and integrated part of the research work and research method. A researcher can adopt two types of research methods in a particular research work. The data collection process has two important segments, such as primary data collection process and secondary data collection process. In the primary data collection process, the researchers generally focus on the collection of the raw, live, fresh and up-to-date data and information related to a particular research work. On the other hand, this is also important for the researcher to introduce the concept of the secondary data collection process. In the secondary data collection process, the researchers generally focus on the collection of the important data as well as information from the existing data sources.? However, the researcher in this particular research about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization has adopted both the primary data collection process and secondary data collection process (Moore, 2013). In terms of the advantages, the researchers? can have the benefit to gain access to the fresh and up-to-date data in the primary data collection process, which will enhance accurate research outcome. In terms of disadvantages, the primary data collection process is regarded as a costly and time-consuming approach. On the other hand, the researcher can gather a huge amount of the related data from the secondary data collection processes. In an addition, the researcher can collect data in a time and cost-effective approach. This is considered as one of the important advantages of the secondary data collection processes. However, the authenticity and appropriateness of the old data and information can be regarded as the major disadvantages of the secondary data collection process (Ridley, 2008). In this research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization, the adoption of both the primary as well as secondary data collection process is highly justified for the researcher determining the advantages of the both of the primary and secondary data collection processes. First of all, the researcher has gained huge support through the primary data collection process questionnaire survey to collect fresh day through the selected 200 employees as the sample in the data collection process. All the employees were asked related important questions based on the selected flexibility factors in the primary data collection processes. On the other hand, this is also important to accept that the consideration of the existing data sources, such as academic textbooks and journals for the collection of the secondary related data and information is highly justified and appropriate (Ries & Trout, 2016). Hence, the consideration of the primary and secondary data analysis is appropriate and highly justified. 3.9 Limitations of the Methodology In terms of limitation, the particular researcher should have provided the list of the asked questions and details of the 200 respondents. It is clear that 200 employees have been selected as the overall sample. However, the researcher should have introduced the employment details or the organization name of the employees to strengthen the ethics. On the other hand, the researcher would also have provided the 44 questions, which have been asked to the respondents to the questionnaire survey. This would have also helped the researcher to strengthen the research ethics. These two are the major limitations of this particular research method. 3.10 Brief Description of the Research Context This particular research work is all about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization (Adrichvi & Yoon, 2014). The organizational flexibility can be considered as an important aspect for the firms across the globe in this contemporary era of the competitive business environment. Moreover, this is also important for the researcher to consider the fact that the skilled, knowledgeable, passionate and competent employees are major growth drivers of an organization (Beugelsdijk, 2010). These employees generally help a firm to maintain conflict free and flexible workplace environment. Therefore, the organizational managements need to take care of the satisfaction level and professional needs as well as motivation level of the employees to ensure high-quality organizational flexibility (Buchanan, 2010). However, it is true that inadequate business operation processes, as well as poor business decision making processes, are affecting the job satisfaction, organizational loyalty and employee motivation level (Chen & Huang, 2011). This particular research work has focused on the determination of the actual reason behind the lack of organizational flexibility and its impact on the workplace flexibility and employee performance of the organizations (Cole, 2015). In order to meet the developed research objectives, the organizational management has strongly focused on the consideration of adequate research methodology based on the justification considering research attitude and research philosophy of the research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization (Johns, 2005). Hence, it can be stated that the researcher has adopted an adequate method based on the justification to gain positive research outcome. Moreover, this is also essential to state that the consideration of the both primary and secondary data collection processes have helped the management of the organization to ensure the consideration of the theoretical approaches as well as practical approaches in this research work (Knapp, 2000). 3.11 Ethical Considerations in Research Method, Data Collection and Data Analysis It is always important for a researcher to take care of the ethics and transparency of a particular research work in terms of initiation of a research work and adopted research techniques. In terms of the ethical considerations of a particular research work, this is highly essential for a particular research work to focus on the ethical sourcing of data and transparent data analysis (Moore, 2013). First of all, it will be important to state that the researcher has approved the ethical form from the research supervisor regarding the initiation of this particular research work before the presentation of the particular research work. Moreover, this is also important to state that the researcher has adopted the quantitative research methodology based on the determination of the positivism research philosophy as well as a descriptive research approach. Hence, the selection of the research method based on the philosophy and attitude of the research work is highly ethical (Snell, 2010). On the other hand, the consideration of the both primary and secondary data collection process is also ethical and justified. The researcher has adopted and implemented the primary and secondary data collection processes based on the demand of the research objective to gain support from the theoretical perspectives of the literature and practical approaches. In terms of primary data collection process, simple random sampling and questionnaire survey method has been selected by the particular researcher in this research work about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization. The researcher has provided every single detail in the Turkish website about asked questions and gathered data. Moreover, this is also important for the researcher to consider the transparent process to ask the questions. The researcher did not have asked for forceful intended answers from the researchers to meet the ethical considerations (Saunders et al. 2013). In an addition, the researchers also have focused on the consideration f adequate statistical formulas and numerical techniques. Most importantly, the researcher has provided evidence of the data analysis process. Hence, it is also considered as an ethical consideration (Kolb, 2008). 3.12 Validity of the Research In terms of the validity of this particular research work, it can be stated that the researcher has left effective scope for the future researchers to determine the impact of the working conditions on the job performance of the employees and workplace flexibilities. However, the validity of the selected quantitative research methodology is highly justified focusing on the consideration of quality resources, research approaches, techniques and research philosophies. Moreover, correct analysis and adequate evaluation of the analyzed data have improved the validity of this particular research about the impact of the overall working procedures of an organization on the flexibility and the workplace performance of the employees in a particular organization (Kolb, 2008). Chapter 4: Findings and Analysis 4. Introduction This chapter has presented the data analysis on basis of surveyed information among the 200 employees in Turkey. Additionally, this chapter has set the questionnaires for the survey to the employees. The questionnaires have tried to gather information related to the flexibility at the workplace, job satisfaction (work pressure), organisation loyalty (work-life conflict) and performance evaluation of the people. The employee performance is the dependent variable for this study whereas the independent variables are flexible work time, job satisfaction and work-life balance of the employees. In this context, the survey form is designed with different segments – the first segment is constructed of the demographic questionnaires whereas the second segment is prepared with the independent variables. Further, the questionnaire is been produced with options for the participants as all the questionnaires are close-ended in the survey form. In addition to this, the questionnaires on independent variables have been designed with Likert scale options so that respondents’ answers can be evaluated in scale form. The data analysis section of this chapter has covered several statistical analyses to discuss the current level of impact on the employees’ performance due to job flexibility, work pressure and balance of work and life. The initial analysis is based on the descriptive analysis where the mean, median and mode are the main statistical instruments. However, the researcher has used the inferential statistical instruments like correlation and regression to analyse and test the hypotheses of the study. 4.1 Demographic analysis 1. State your gender Figure 1: Gender of respondents (Source: Created by author) The above diagram shows the differentiation of the gender wise among the respondents in the survey. In this survey, total 200 people have participated in which majority of the participants are female. Therefore, the studies analyses regarding the impact on the performance of the employees are not biased towards the male workers of Turkey only. Additionally, such segmentation in responders has shown a balance between gender wise issues to balance personal life as well as working responsibilities. 2. Age of the employees Figure 2: Age of employees (Source: Created by author) The questionnaires (survey form) are distributed among various types of employees. The proof can be observed in the above table where the age wise distribution of the participants can be observed for this context. The majority of the responders are of 31-40-year-old category whereas more than 50 years old people have a low presence in the survey. However, the information has shown that no single age group has crossed 30 % of total respondents. Further, this diversification of participants on age wise indicates that all types of employees have provided their concerns regarding performance improvement and how has it influenced by the factors like work-life balance, satisfaction and work flexibility. The work life flexibility of young employees and older employees are different as their family structure and responsibilities become changed due to age differentiation. In this context, the age wise distribution provides the control of analysis for the variable work life balance and flexibility of work. 3. State your experience Figure 3: Experience of respondents (Source: Created by author) The above diagram shows the experience wise distribution of the total sample of the survey. In this context, the majority of the participants have more than 8 years of experience. The diagram also shows that 37 people having 3-5 years of experience have participated in the survey. However, the distribution of survey form to the participants has been provided randomly as well diversified experiences categories have expressed their concern about the impact on performance due to flexibility, satisfaction and work-life balance in the workplace. The balance of experience shows that the responses are not biased towards the family issues or the unsocial cases and the results of this, findings would be appreciable at the end. In this context, the several experiences are necessary to provide their viewpoints regarding improving the performance of the employees in office for different reasons. 4. State your per month income scale Figure 4: Monthly average income (Source: Created by author) The different monthly scales of employees have participated in this survey as witnessed in the above diagram. Such differentiation indicates that this survey would yield the information regarding the family structure as well as the life style of the participants. The various groups of participation on income wise indicate that this survey has the capacity to indicate different issues about the impact on performance. In addition to this, the different income scales of different people make the lives different so that employees need different flexibility to balance work and life. The vast differentiation of the participants indicates that this study can reflect different types of the need of the employees to balance their responsibilities towards work and life. 5. State your per month savings Figure 5: Average savings per (Source: Created by author) The savings of the employees indicate the expenses to income ratio for the workers of different levels. The above diagram shows the monthly savings of the participants in Turkey. The higher savings of the people indicates the young people as well as low responsibility towards the family. Further, the higher earnings of the employees have a higher level of expenses due to rich life style. In this context, the majority of the Turkish people can save $100- $150 per month. The ratio of income to expenses indicates the vast types of people have responded to this survey, which would yield a result to find the impact on employee's performance due to specific factors such as satisfaction, flexibility in work and work life balance. 4.2 Summary of demographic data Numbers Gender 96 104 Age of the employees 46 59 50 45 State your experience 49 37 51 63 Monthly income scale 59 50 50 41 Per month savings 43 42 58 57 Table 1: Analysis of demographic presence in the survey (Source: Created by author) 4.3 Measures of dispersion – analysis Gender Age of the employees State your experience Monthly income scale Per month savings Mean 1.52 2.47 2.64 2.37 2.65 Median 2.00 2.00 3.00 2.00 3.00 Mode 2.00 2.00 4.00 1.00 3.00 SD 0.50 1.08 1.16 1.11 1.11 Table 2: Measures of dispersion of demography of the responders (Source: Created by author) The measure of dispersion shows that majority of the female have participated in this study with a deviation of 0.5. Therefore, the study has contributed the findings with dual sex measurement in an equal way. The age of the employees indicate that majority of the employees in the survey are having nearby to 40-50 and over 50. The small deviation among the participants’ ages indicates that result has not deviated much and the hypotheses can be tested by the inferential analysis. Further, the experience of the people in the survey indicates the higher experienced people have participated in this study. Therefore, with a low standard deviation indicates that different types of experienced people have provided different issues related to impact on performance. The monthly income and savings have shown the almost similar level of dispersion. However, the median value differs from each other for these cases as income of the people has different types of savings ratio. The higher earning people have a higher ratio of expenses than that of a low-income group of people. 4.4 Satisfaction of the employees satisfied with the job flexibility satisfied with your work-life balance satisfied with the work pressure satisfied with the process of performance evaluation Mean 3.11 3.01 2.86 2.99 median 3.00 3.00 3.00 3.00 mode 3.00 2.00 1.00 5.00 SD 1.37 1.40 1.45 1.45 Table 3: Measures of dispersion of Employees’ work satisfaction (Source: Created by author) The satisfaction of the employees is being indicated in the above table. The measures of dispersion have indicated that the overall employees have neutral responses towards the job satisfaction as well as satisfaction towards other factors. The indication is strong from the median value of this regard as all the median values are 3 for different types of satisfaction. However, the Turkish employees are not satisfied with the process of performance evaluation in the office as the majority of the responders have voted ‘not satisfied' in this case. Further, the employees are not much satisfied with the flexibility with a job as they have voted majorly for being neutral in this case. The employees are satisfied with the process of performance evaluation in the office as the majority of the participants have voted for ‘highly satisfied’ in this case. The people are satisfied with work-life balance in the country as shown in the responses of the participants. The result is validated due to small deviation in overall responses of all the responders. manage your household work spend the weekend with your family engaged in holidays with the office work provide a flexible work schedule Mean 3.11 3.03 2.88 2.94 median 3.00 3.00 3.00 3.00 mode 5.00 2.00 1.00 2.00 SD 1.39 1.44 1.44 1.42 Table 4: Measures of dispersion of Flexibility at work place (Source: Created by author) The above table has shown that majority of the office goers cannot manage their household work by their own hands. The mode value of the responders is 5 indicating the majority of the people are dependent on the house maids for the household activities. Further, these participants have agreed with spending weekends with their families. However, the majority of responders have provided anomalous information regarding their responsibilities on gazetted holidays for office work. Additionally, the majority of the people are responsible for public service as they are in workplace during the government holidays. Further, these people have indicated that majority of the people are provided with flexible work schedule by the employers. Thus, it indicated that the majority of the female employees in Turkey are satisfied with the flexibility provided for them due to maintaining the responsibilities in the home. satisfied with your work-life balance meet friend on every weekend Travelling every year with your friends and family React with performance evaluation the evaluation process the process of work suitable to maintain the work life balance provided flexibility to take care of your family Mean 2.96 2.94 3.14 3.04 2.96 2.88 2.79 median 3.00 3.00 3.00 3.00 3.00 3.00 3.00 mode 1.00 1.00 5.00 2.00 4.00 2.00 1.00 SD 1.46 1.48 1.45 1.44 1.40 1.38 1.41 Table 5: Measures of dispersion of work life balance and performance evaluation of employees (Source: Created by author) The above table indicates the measures of dispersion regarding work life balance and performance evaluation mainly. Further, the above table has provided information related to the flexibility of working schedule as well. In this context, the surveyed data shows that majority of the employees do not have the option of travelling with their friends and families every year for outstation tours. The evaluation process of HR departments has also obtained negative responses from the overall responders as they think the process is outdated for current working responsibilities. However, the employees have a positive reaction towards the assessed result of the performance of individual employees. The employees are satisfied with the flexibility at workplace as the majority have obtained ample of time for taking care of the family members. Moreover, the employees are satisfied with work-life balance as well as the process of working styles in Turkish companies. 4.5 Correlation matrix Satisfaction correlation satisfied with the job flexibility satisfied with your work-life balance satisfied with the work pressure satisfied with the process of performance evaluation satisfied with the job flexibility 1 -0.104 -0.090 -0.067 satisfied with your work-life balance -0.104 1 0.059 0.015 satisfied with the work pressure -0.090 0.059 1.000 0.065 satisfied with the process of performance evaluation -0.067 0.0152 0.0646 1 Table 6: Correlation between satisfaction variables (Source: Created by author) The correlation matrix is observed in the above table as it indicates the correlation between different factors of satisfaction connecting with employees’ performance. The surveyed information indicates that inferential analysis has provided with different results. Job flexibility satisfaction is negatively correlated with other factors. However, the satisfaction of work life balance, work pressure and the process of performance evaluation has a positive correlation. In this regard, the major development has indicated that satisfaction of job flexibility cannot predict other factors as well as influence those factors either. Flexibility correlation matrix manage your household work spend the weekend with your family engaged in holidays with the office work provide flexible work schedule manage your household work 1 0.094 0.137 0.024 spend the weekend with your family 0.09 1.00 -0.09 0.21 engaged in holidays with the office work 0.137 -0.085 1.000 0.001 provide a flexible work schedule 0.02 0.21 0.00 1.00 Table 7: Correlation between Flexibility variables (Source: Created by author) Table 7 has provided with the managing household work has approved with other factors related to the flexibility of work schedule. However, spending time with friends in every week does not mean that the employees can spend outstation travelling with friends or families for every year. In this context, the surveyed information has inferred that weekend time spending with families has a negative relation with holiday work. However, flexibility work schedule has very low correlation with other factors influencing flexibility in the work place. 4.6 Regression analysis: Regression model 1 Regression Statistics Multiple R 0.079818 R Square 0.006371 Adjusted R Square -0.01401 Standard Error 1.429221 Observations 200 ANOVA df SS MS F Significance F Regression 4 2.553928 0.638482 0.312572 0.869353 Residual 195 398.3211 2.042672 Total 199 400.875 Coefficients Standard Error t Stat P-value Lower 95% Upper 95% Lower 95.0% Upper 95.0% Intercept 2.901177 0.452924 6.405433 1.1E-09 2.007918 3.794437 2.007918 3.794437 satisfied with the job flexibility 0.009216 0.072191 0.127667 0.898544 -0.13316 0.151592 -0.13316 0.151592 satisfied with your work-life balance 0.028066 0.069771 0.402252 0.687939 -0.10954 0.165669 -0.10954 0.165669 satisfied with the work pressure 0.053553 0.070844 0.755937 0.450599 -0.08616 0.193272 -0.08616 0.193272 satisfied with the process of performance evaluation -0.04857 0.074016 -0.65615 0.512503 -0.19454 0.097409 -0.19454 0.097409 Table 8: Regression between Satisfaction and performance evaluation process (Source: Created by author) The first regression model is based on the dependent variable style of performance evaluation and the dependent variables regarding satisfying factors of the employees in workplace. The model indicates that the model can predict only 0.6% of the reaction of the employees regarding due to balanced answer towards their satisfaction. Further, the model has indicated that reaction of the employees has negative measures with satisfaction about the process of performance evaluation. The style of performance evaluation has been tested negative as satisfaction cannot be attained due to flexible working schedule. F ratio indicates that insignificant impact of flexible working option for the employees with the impact of satisfaction. Thus, the hypothesis is rejected for this case. The regression model has inferred the following predictive model: Y (style of performance evaluation) = 2.9 +.0092* satisfied with the job flexibility +.028* satisfied with your work-life balance +.535* satisfied with the work pressure - .048* process of performance evaluation Regression model 2: Regression Statistics Multiple R 0.243505 R Square 0.059295 Adjusted R Square 0.039998 Standard Error 1.365644 Observations 200 ANOVA df SS MS F Significance F Regression 4 22.92308 5.73077 3.072825 0.0175 Residual 195 363.6719 1.864984 Total 199 386.595 Coefficients Standard Error t Stat P-value Lower 95% Upper 95% Lower 95.0% Upper 95.0% Intercept 2.878667 0.42404 6.788671 1.33E-10 2.042374 3.714961 2.042374 3.714961 manage your household work -0.14105 0.068796 -2.0503 0.041673 -0.27673 -0.00537 -0.27673 -0.00537 spend the weekend with your family 0.191509 0.065619 2.918512 0.00393 0.062096 0.320923 0.062096 0.320923 engaged in holidays with the office work 0.001988 0.067474 0.029466 0.976523 -0.13108 0.135061 -0.13108 0.135061 provide a flexible work schedule 0.004185 0.068971 0.060676 0.95168 -0.13184 0.140209 -0.13184 0.140209 Table 9: Regression analysis of performance evaluation and flexibility (Source: Created by author) The model 2 has been inferred to evaluate the developing process of performance as the dependent variable whereas the independent variables are related to the flexibility of work. This model can predict 6% of the total developing process of performance evaluation with respect to work flexibility. The dependent variable has a negative relation with the managing household workability of the employees. However, other flexibility variables have a positive relation with the development process of performance. The model has indicated that the hypothesis of developing a process of employees’ performance is accepted. The reason is for having high F ratio indicating the test positive towards acceptance of the hypothesis. The predictive equation of the second model is as follows: Y (developing process of performance) = 2.87 -0.14* household work +0.19* spend weekend + 0.0019* engaged in holidays + 0.004* flexible work schedule Regression model 3: Regression Statistics Multiple R 0.161499 R Square 0.026082 Adjusted R Square 0.011175 Standard Error 1.389932 Observations 200 ANOVA df SS MS F Significance F Regression 3 10.14055 3.380184 1.749659 0.158193 Residual 196 378.6544 1.93191 Total 199 388.795 Coefficients Standard Error t Stat P-value Lower 95% Upper 95% Lower 95.0% Upper 95.0% Intercept 2.788752 0.360269 7.740755 5.14E-13 2.078251 3.499253 2.078251 3.499253 meet your friend -0.01787 0.065977 -0.27093 0.786732 -0.14799 0.112241 -0.14799 0.112241 plan any tour -0.08577 0.06887 -1.24539 0.214476 -0.22159 0.050052 -0.22159 0.050052 the process of work in office 0.138541 0.071341 1.941954 0.053576 -0.00215 0.279235 -0.00215 0.279235 Table 10: Regression analysis between flexibility and Satisfaction (Source: Created by author) The third regression model has the capacity to predict 2% of taking care of the individual's family. The predictive model has the dependent variable of flexibility to take care of the family. The independent variables are meeting friends, planning any tour and process of work in for balancing individual’s life. The prediction test shows that only process of work in for balancing individual's life has a positive impact on the dependent variable whereas other two variables have a negative impact on flexible working schedule for taking care of the family. The predictive model 3 has provided that flexible working schedule has improved the balancing act towards the family of the employees as well as the performance of the people. Further, the test has indicated that the hypothesis cannot be rejected due to significant F ratio of the third predictive model. The predictive equation is as follows: Y (flexibility to take care of family) = 2.788 - .017* meeting friend - .08* planning tour +0.13 * process of work in office 4.7 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