Effect of Flexible Work Schedules on Employee Perfomance at Safaricom Plc
Abstract
The issue of flexible work practices has received considerable attention since the early
1980s with policies such as labor market deregulation to remove constraints on the form
of employment contracts which employers can offer. This research sought to ascertain
how workers' job performance at Safaricom PLC was impacted by flexible work
schedules. The research was built on the psychological contract theory and the spillover
idea. The study utilized a descriptive research methodology and had a single organization
as its subject. In descriptive research design studies that additionally make an effort to
connect variables, it is appropriate to explain and describe how things relate to one
another. 1470 employees from various divisions of Safaricom PLC made up the target
audience. The primary data was coded and input into SPSS. The descriptive elements of
the research were examined using descriptive statistics composed of means, frequencies,
standard deviation, and percentages. The purpose of the research was to ascertain how
flexible work schedules influenced employees' performance on the job at Safaricom PLC.
The study incorporated four dimensions of flexible work schedules: telecommuting,
compressed hours, part time and flexi work arrangements. Data analysis comprised of
descriptive and inferential analysis. Based on descriptive statistics, the study found that
majority of employees (54.1%) at Safaricom Plc are fulltime employees with majority of
those who participated in the study being attached to human resources division (40.2%).
In regard to inferential statistics, the study established that telecommuting has a positive
(B=0.248) and significant effect (a=0.000) on employee performance. As a result of
practicing telecommuting, employees achieve a huge saving in time and commuter costs
hence becoming more productive. In addition, telecommuting causes employees to
dedicate more time to work as they can easily work early or late, off the set official hours.
Additionally, telecommuting lowers absenteeism in proportion to the number of days an
employee shows up for work. Compressed hours have a favorable (B=0.293) and
substantial (a=0.000) impact on employee work performance, according to the figures
calculated. According to the research, working compressed hours affects both an
employee's performance during a certain time period and the number of hours they put in
to help the company succeed. Compressed hours also guarantee that workers have ample
time to participate in extracurricular activities, which improves job satisfaction and
performance. The results demonstrate that working part-time has a favorable (B=0.213)
and substantial (a=0.000) impact on workers' job performance. Working a part-time
schedule reduces an employee's concerns about stress, which improves attention and
increases each employee's production. Additionally, part-time employment in the
telecommunications industry gives the individual less autonomy, which has an impact on
how much work they are required to do. The results show that flexible work schedules
significantly and favorably affect employee performance (B=0.606, a=0.000). Flextime is
one professional service delivery method identified by the research as having an impact
on the volume of favorable customer feedback. Perhaps giving employees greater
flexibility in arranging personal obligations at either end of the workday would increase
productivity. The research indicated that the features of a flexible work environment
explain 43.2% of employee performance, with a moderate correlation between the two
components of 0.658, based on the total impact of flexible working schedules on
employee performance.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
- School of Business [1411]
The following license files are associated with this item: