A study on the optimum alternative work arrangement and its impact with the motivation, performance and retention of IT sector employees in Metro Manila
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ID: 285333
2018
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Abstract
Alternative work arrangements have become increasingly popular in workplaces across the world. Organizations globally have been using this as a strategy on how best to increase employee competitiveness while reducing business expenses, maximizing employees' productivity, as well as promoting a work condition where employees could still enjoy work-life balance. In the Philippines, alternative work arrangements are believed to be offered but no previous studies have been conducted yet regarding its impact to the employees.
This study aims to discover the optimum alternative work arrangement and at the same time ascertain its impact with the motivation, performance and retention of IT Sector employees in Metro Manila. The purpose of this study is twofold: first, to explore the most effective alternative work arrangement for employees and how it affect employees' motivation, performance and retention second, to identify the most beneficial alternative work arrangement for the employers.
This study used quantitative research methods, and sample population was drawn from the respondents which are IT sector employees within Metro Manila, 18 to 60 years of age, male or female, married or single, with or without children, using random convenience sampling method. This study used a questionnaire with a strong reliability value of more than 0.70. Average of the variables Cronbachs Alpha results for Motivation is 0.70, Performance is 0.82, Retention is 0.70 and Work-Life Balance is 0.80.
The researcher used both qualitative and quantitative data analysis methods with the significant level set to 0.05. The researcher utilized (1) Frequency and Descriptive Analysis, (2) Kruskal-Wallis Test (3) Mann-Whitney U Test, and (4) Chi Square as the statistical tools using SPSS.
A total of 180 questionnaires were distributed while 147 filled and returned within two weeks which formed a response rate (81.7%), only 125 survey responses were considered valid. 20% of the valid responses were representative of the employers while the remaining percentage represented the employees.
The results show that respondent agrees with the existence of positive impact for AWA on workers' Motivation, Performance, Retention and Work-Life Balance with an overall weighted mean of 3.94. Flexible Work Hours was the optimum AWA for both the employees and managers. Also, statistics show that respondents' answers could be affected by their different profiles and preferences.
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| Authors | Realon, Jennifer Caraliman |
| Journal | Malay Journal |
| Year | 2018 |
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| Keywords | Keywords not found |
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