The Relationship between Flexible Working Arrangements and Quality of Work Life among Academicians in a Selected Public Institution of Higher Learning in Kuching, Sarawak, Malaysia

Abstract

This study aims to determine the relationship between working arrangements and quality of work life (QWL) among academicians in a selected public institution of higher learning in Kuching, Sarawak. A survey methodology was used in this study. This research involves the utilization of questionnaire which was administered among one-hundred and fifty (151) academicians currently working in a selected public institution in Kuching, Sarawak. The relationship between flexible working arrangements and quality of work life was analyzed using the Pearson’s Correlation analysis test. The results of this study revealed that there is a significant relationship between long working arrangement and flexible working arrangements with QWL. Hence, if organizations are concerned about developing their human resources and gaining a competitive advantage in the marketplace, it is necessary that they attend to one of their most precious assets, namely, their human resources by practicing flexible working arrangements.Keywords: working arrangements; quality of work life (QWL); flexible working arrangement (FWA)

Flexible Work Arrangements: Experience of a Malaysian Manufacturing Company

“…Furthermore, the relationship is really substantial. This aligns with the findings of earlier research by Ariffin et al (2016), which discovered that flexible working positively impacts workers' work-life balance.…”

“…In recent years, the term "quality of life" has gained traction as a notion to describe environmental and humanistic elements that industrial productivity and economic progress have neglected (Ariffin et al, 2016;Rashmi & Kataria, 2021;Shabir & Gani, 2020). Therefore, employment flexibility is argued to be one of the variables that can contribute to a positive work environment and atmosphere within an organisation (Ariffin et al, 2016), since it helps both the employees and the company. In addition, flexible working practices encourage work-life balance, which is useful for both men and women as family structures evolve (Pruyne, 2012).…”

Staff and students’ perception of implementing flexible working arrangements in institution of higher education

“…There is widespread agreement that organisationsprivate and publicwhich have, in recent years sought to implement flexible working arrangements (FWA) to achieve improved staff productivity, space efficiency, lower overheads, business continuity, thus attracting the best talent, have the ability to re-organise the workplace at zero cost and disruption. (Abid and Barech, 2017;Ariffin et al, 2016;BIFM, 2017;Clarke and Holdsworth, 2017;Johnson, 2004;Sharafizad et al, 2011;Shagvaliyeva and Yazdanifard, 2014;Van der Voordt, 2004). FWA have been made possible because of huge improvements in communications and information technology and work can now be moved easily to employees instead of employees travelling to their workplace to work during regular office hours (Brewster et al, 1994;Dugal and Matthew, 2002;Fulton, 1997;Teo et al, 1998;Walsh, 2017).…”

“…Employers seek improved productivity, reduction of overheads, fostering of innovation, adaptation to volatile market conditions, limited and shrinking funding options for publicly funded institutions, the need to attract (and retain) top talent and effective use of time and resources (Routley, 2020). Public policy demands increased diversity, equality, reduction in welfare payments and fuelling the economy (Ariffin et al, 2016;Chokshi, 2017aChokshi, , 2017bKinman and McDowall, 2009;Maxwell et al, 2007).…”