Work Flexibility on Employee Performance and Job Satisfaction
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The aim of this book was to look at how flexible working conditions impact on employee satisfaction and performance using the University of Huddersfield as a case study. 345 questionnaires were sent to three departments with 101 responses. The responses were put in SPSS for analysis by comparing the means, correlation and regression output. The mean results show that on average, there are differences between males and females in terms of choosing contract flexibility. That is, female were more likely to choose contract flexibility on average more than males due to family reasons such as childr...
The aim of this book was to look at how flexible working conditions impact on employee satisfaction and performance using the University of Huddersfield as a case study. 345 questionnaires were sent to three departments with 101 responses. The responses were put in SPSS for analysis by comparing the means, correlation and regression output. The mean results show that on average, there are differences between males and females in terms of choosing contract flexibility. That is, female were more likely to choose contract flexibility on average more than males due to family reasons such as children. Additionally, divorced and separated people are more likely to choose contract flexibility than the other group. This was anticipated due to the differing lifestyle commitments of those who are divorced or separated. Regarding the correlation results, a positive relationship was found between work flexibility, job satisfaction and performance although this was not very strong since thosewho did not use flexible working also felt satisfied with their work. Similarly, the regression results also showed that increase in work flexibility also improved job satisfaction and performance.
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