Workplace flexibility and job satisfaction of employees: case study of Singapore SMEs

Workplace flexibility has become a popular topic in human resource management research and practice. This organisational practice often referred to in the literature as flexible work arrangements (FWAs), is purported to be a holy grail in achieving work-life balance and work satisfaction in employees Workplace flexibility refers to work arrangements that allow flexibility on “where” (telecommuting or flexplace) and “when” (schedule flexibility or flexitime) work is completed. Workplace flexibility is being implemented to attract competent and efficient talent in various ways. In Singapore, the main issue is that not many employers understand the rights and applications when it comes to FWA and therefore, do not perceive its impact on employees’ performance. Given this, the purpose of this qualitative research is to discuss the perceptions and understanding of how workplace flexibility might impact job satisfaction of employees in Singapore SMEs, challenges and experiences of implementing FWAs in their workplace and recommendation on how organizations can facilitate job satisfaction through flexible work arrangements with strategic HR practices. Theoretical guidance for this proposed research on the impact of workplace flexibility on job satisfaction is derived on spillover and crossover theory, border theory, and social exchange theory which will be discussed in detail in Literature review. The research was approached with case study qualitative research methodology. Data was collected through interviews and data collection methods will use textual descriptions instead of numerical data. The key findings of generally positive relationship between FWA and Job Satisfaction, lack of systematical implementation on FWAs and the feelings of employees' on FWAs will be discussed in this research paper. The findings and additional insights will be discussed with above mentioned theory and will provide fruitful recommendations for more efficient HR strategy on implementing FWAs in their organizations. This research discusses about Limitation of the study, suggestion for future research and concludes with capitalising on HR FWA Strategies that can benefit effective work arrangement of the organizations to advance their global competitiveness