Abstract:This literature review focuses on the entire world. Researchers find that working from home increases productivity for roughly two-thirds of employees by making better use of time and travel and meet higher performance standards. The article investigates working from home on employee productivity, focusing on organizations that boost employee productivity. This study examined 30 reports to determine the organizational factor's impact when working from home. Today, working from home is a famous work arrangement… Show more
“…It involves giving employees the ability to adjust their start and end times, take breaks when needed, and potentially work non-traditional hours. The goal of flexible scheduling is to accommodate employees' personal needs and preferences while ensuring that work tasks and responsibilities are fulfilled (Baltes et al, 1999;Febriani & Sopiah, 2022).…”
Section: Flexible Schedulingmentioning
confidence: 99%
“…It can also contribute to increased staff productivity, engagement, and retention. Flexible scheduling enables employees to better manage personal commitments such as childcare, schooling, or caregiving, and can contribute to a strong business culture and employee morale (Baltes et al, 1999;Febriani & Sopiah, 2022).…”
The Flexible Work Arrangements (FWA) is increasing its prominence in today’s business world. Companies are increasingly adopting flexibility to improve employee happiness and overall operational efficiency as the landscape of work patterns evolves. There is a growing research need to address the relative importance of different FWA according to specific business fields of the companies. This study aims to contribute to the field of organizational management by systematically prioritizing and ranking various FWA in the context of Turkish freight forwarding companies using the Analytic Hierarchy Process (AHP) methodology. The literature mainly suggests available FWA and their individual contributions to employee satisfactions. However, there is a research gap to identify the most relevant methods that match the specific needs of the sea freight forwarding sector. This study tries to construct a complete hierarchy of flexible work arrangements by meticulously using the AHP framework and including the viewpoints of both academics and Human Resources (HR) officials. This study seeks to establish a comprehensive hierarchy of flexible work arrangements, taking into account practices such as remote work, flextime, flexplace, and leave control, among others, through a meticulous application of the AHP framework. The findings of this study are expected to provide practical insights, assisting freight forwarding firms in making educated decisions on the implementation and priority of flexible work practices and promoting a harmonious and productive work environment.
“…It involves giving employees the ability to adjust their start and end times, take breaks when needed, and potentially work non-traditional hours. The goal of flexible scheduling is to accommodate employees' personal needs and preferences while ensuring that work tasks and responsibilities are fulfilled (Baltes et al, 1999;Febriani & Sopiah, 2022).…”
Section: Flexible Schedulingmentioning
confidence: 99%
“…It can also contribute to increased staff productivity, engagement, and retention. Flexible scheduling enables employees to better manage personal commitments such as childcare, schooling, or caregiving, and can contribute to a strong business culture and employee morale (Baltes et al, 1999;Febriani & Sopiah, 2022).…”
The Flexible Work Arrangements (FWA) is increasing its prominence in today’s business world. Companies are increasingly adopting flexibility to improve employee happiness and overall operational efficiency as the landscape of work patterns evolves. There is a growing research need to address the relative importance of different FWA according to specific business fields of the companies. This study aims to contribute to the field of organizational management by systematically prioritizing and ranking various FWA in the context of Turkish freight forwarding companies using the Analytic Hierarchy Process (AHP) methodology. The literature mainly suggests available FWA and their individual contributions to employee satisfactions. However, there is a research gap to identify the most relevant methods that match the specific needs of the sea freight forwarding sector. This study tries to construct a complete hierarchy of flexible work arrangements by meticulously using the AHP framework and including the viewpoints of both academics and Human Resources (HR) officials. This study seeks to establish a comprehensive hierarchy of flexible work arrangements, taking into account practices such as remote work, flextime, flexplace, and leave control, among others, through a meticulous application of the AHP framework. The findings of this study are expected to provide practical insights, assisting freight forwarding firms in making educated decisions on the implementation and priority of flexible work practices and promoting a harmonious and productive work environment.
“…Para pekerja pun tetap bisa melakukan pekerjaannya meskipun terdapat berbagai hal yang biasanya menjadi pemicu para pekerja untuk meminta izin tidak masuk ke kantor. Diantara hal tersebut adalah karena gangguan kesehatan, ada anggota keluarga yang sakit, acara keluarga, termasuk hambatan karena faktor cuaca (Febriani & Sopiah, 2022).…”
This study aims to determine the effect of Brain Respiration on reducing stress in mothers working from home (WFH). Brain Respiration is a powerful technique to energize the brain because it can regulate emotions that can reduce stress. Fifteen people joined the experimental group and the rest control group. Mothers who were members of the experimental group got Brain Respiration while the control group did not. A biofeedback device measured the degree of stress through electrodermal activity (EDA). The results obtained show that there are differences in the degree of stress in the form of a decrease in the degree of stress in WFH mothers who are included in the experimental group after being given Brain Respiration (T-count = 12, and T-table = 25. If T-count < T-table then H0 rejected). There are also differences in the degree of stress in WFH mothers included in the experimental group and the control group (the results of U-count = 31.5 and U-table = 72). The conclusion can be drawn is that Brain Respiration can reduce stress in WFH mothers.
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