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Impact of Workplace Flexibility on Employee Performance in Kraft Foods Company, UK

by Danial
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Abstract

This study generated current knowledge on impact of workplace flexibility practices on employee performance. The study was carried out in the UK Division of Kraft Foods Company. It tried to establish empirical relation between workplace flexibility and employee performance. A survey was conducted using quantitative research methods by recruiting a sample of 100 respondents comprising both those who work flexibly and otherwise. The results indicated very strong positive correlation between flexible workplace practices and direct impact on employee performance criteria such as quantitative work output (r = +0.96), qualitative work output (r = +0.90), team working (r = +0.93) and recruitment and retention (r = +0.78). The results also indicated a very strong positive correlation between flexible workplace practices and indirect impact on employee performance criteria such as job satisfaction (r= +0.85) and organisational commitment (r = +0.87), except on stress which showed a weak positive correlation(r = +0.19). The results also indicated that majority of respondents felt that flexible work practices contributed positively towards quantity and quality of their output, increased loyalty towards the organisation and improved job satisfaction.

Table of Contents

  • Abstract
  • Contents
  • Table of Figures
  • List of Tables
  • Photo Credit 
  • Chapter 1: Introduction
    • 1.1 Background
    • 1.2 Research Significance
      • 1.2.1 Research Question
    • 1.3 Research Aims and Objectives
      • 1.3.1 Primary Objective
      • 1.3.2 Secondary Objectives
    • 1.4 Research Methodology
    • 1.5 Arrangement of Chapters
  • Chapter 2: Literature Review
    • 2.1. Workplace Flexibility
    • 2.2 employee performance
      • 2.2.1 Why measuring employee performance is important for flexible working
      • 2.2.2 Measurement and evaluation of flexible work arrangements
    • 2.3 Link between workplace flexibility and employee performance
    • 2.4 Conceptual Framework and Hypotheses
      • 2.4.1 Testing of Hypotheses
  • Chapter 3: Research Methodology
    • 3.1 Introduction
      • 3.1.1 Research Context
    • 3.2 Research Design
      • 3.2.1 Theoretical vs. empirical 
      • 3.2.2 Nomothetic vs. ideographic
      • 3.2.3 Cross-sectional vs. longitudinal study
    • 3.3 Research Method
      • 3.3.1 Qualitative study
      • 3.3.2 Quantitative study
    • 3.4 Population and Sampling
      • 3.4.1 Sample
      • 3.4.2 Variables
    • 3.5 Data Collection
      • 3.5.1 Instrument for employee survey
      • 3.5.2 Scaling
      • 3.5.3 Ethical Issues in Collection of Data
      • 3.5.4 Data Analysis Technique
    • 3.6 Practical Problems faced and Limitations
      • 3.6.1 Practical problems faced
      • 3.6.2 Limitations
      • 3.6.3 Reliability and Validity
  • Chapter 4: Analysis, Findings & Discussion
    • 4.1 Analysis
      • 4.1.1 Demography
      • 4.2.2 Flexible work arrangement
      • 4.2.3 Employee performance
      • 4.2.4 Testing of Hypotheses
    • 4.2 Findings
      • 4.2.1 Major findings
      • 4.2.2 Other findings
    • 4.3 Discussion
  • Chapter 5: Conclusions & Recommendations
    • 5.1 Conclusions
      • 5.1.1 Limitations of this study
    • 5.2 Recommendations
    • References

Appendix 1: Employee Perception Survey

  1. Employee Survey Questionnaire
  2. Demography
  3. Flexible Work Arrangement 

Appendix 2: Employee Survey Report 

    1. Demography
    2. Flexible work arrangement 
    3. Direct Impact on Performance 
    4. Indirect impact on performance

Table of Figures

  • Figure 1: Types of workplace flexibility. 7
  • Figure 2: Research design for primary study established for the study. 21
  • Figure 3: Demography of employee survey. 29
  • Figure 4: The terms of flexible work arrangements. 30
  • Figure 5: GPA Score of performance measurement variables. 32
  • Figure 6: Summary of correlation between flexible work practices and consequent impact on employee performance. 36

List of Tables

  • Table 1: Comparison between reliability and validity issues. 26
  • Table 2: Example of calculation of GPA scores for employee performance variables. 31
  • Table 3: GPA scores of five highest scoring variables. 33
  • Table 4: Summary of correlation between practices and customer satisfaction. 35
Photo Credit

Cover page image: URL: http://watermarked.cutcaster.com/cutcaster-photo-100099986-Mother-with-baby.jpg

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