The work force and workplace in America have experienced critical changes in the last three decades. The composition of the workforce and the nature of the workplace are changing, and some workers are finding the traditional workday needs to be changed as well. Since the 1970s, employees have increasingly wanted work in a flexible environment in both the domestic and the international markets (Hickman, 2014). Despite this, only limited research has been available providing evidence of the level of job satisfaction that flexible work programs have had on the workforce. The problem driving this study is that while scholars have looked at flexible work arrangements (Allen et al.,2013), organizational success (Alfares, 2006), and job satisfaction (Mamaghani, 2006);the relationships of flexible work arrangements, organizational success, and job satisfaction have not been fully explored from the perspectives of workers. Since workers perspectives have not been fully explored human resources professionals have not had the information needed to make policy decisions that reflect workers preferences. Research on human resources professionals’ views of workers preferences is therefore lacking. The purpose of this exploratory case study was to discover how flexible work life policies and practices influence levels of job satisfaction in employees who choose to use them to provide information to both leaders and managers in organizations. A qualitative research methodology and exploratory qualitative research design was used in this study to gather and analyze the perceptions of 11 individuals. This study found a positive response by the participants in regard to flexible work arrangements.
|Subjects||Management; Occupational psychology; Organization theory|
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