Flexible working and happiness in the NHS

Abstract

Purpose-This paper aims to explore the influence of flexible working on employee happiness and attitude, and the role of this within a high performance work system (HPWS). Design/methodology/approach-A case study of flexible working within an NHS Acute Trust is presented. A qualitative study is undertaken based on 43 employee interviews across a range of directorates within the Trust. Findings-Employees perceive that flexible working makes them "happy" and that there are attitudinal/behavioural links between this happiness, discretionary behaviour and a number of performance outcomes. Research limitations/implications-This paper presents a single case study with a relatively small sample which uses an inductive approach based on emergent data; it explores one element of a HPWS rather than an entire employment system. Respondents were volunteers, which raises the possibility of sample bias. Practical implications-There may be a need for organisations to focus more on employee happiness to encourage performance. HR practitioners could reflect on the impact of HR practices on happiness and which features of a job role are likely to promote happiness. Originality/value-This paper contributes a much-needed employee perspective on the effect of HR practices, specifically that of flexible working, and explores the neglected employee attitude of happiness.

Impact of Flexible Working Hours on Work-Life Balance

“…It should be noted that work flexibility offers convenience in planning, not reducing the working time. Thus, flexibility in work might be summarized as the ability of employee to control his/her working time duration as well as location of work (remotely from office), this ability in scheduling Impact of Flexible Working Hours on Work-Life Balance 21 work suppose to be offered by employer [8].…”

Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being

“…A study carried oft by Zeytinoğlu et al on the subject (2011) found that compared to those in full-time employment, nurses in part-time employment do not intend to leave the profession. Atkinson and Hall's (2011) research which studied on nurses shows that flexible working practices have a range of positive outcomes including enhanced patient care reduced nurse turnover, reduced use of temporary staff hours and lower sickness absence (Atkinson and Hall, 2011). As seen, researches show that flexible working practice often reduces the turnover and absenteeism rate.…”

“…In the research conducted with 100 people, Jain and Swami (2014) defend that flexible working is a good policy in order to keep qualified employees in the organization for growing economies and competitive markets. As well as the most of researches about flexible working focus positive outcomes in a variety of measures of work performance, there are also some limited evidence to support positive employee outcomes like improved satisfaction among staff and improved health and wellbeing (Atkinson and Hall, 2011).…”

Guanxi and high performance work systems in China: evidence from a state-owned enterprise

“…There is, however, criticism in Western literature of commitment's dominance and a recognition that other attitudes require investigation (Atkinson & Hall, 2011;Macky & Boxall, 2007). Here we address two attitudes that are widely recognised as important, job satisfaction (Chang, Liangding, Takeuchi, & Cai, 2014;Kim et al, 2010) and trust .…”