Far East Research Centre www.fareastjournals.

com

Impact of flexible scheduling on employee performance regarding stress and work-family

conflict
Raja Abdul Ghafoor Khan (Corresponding Author)
MS Scholar, University of Lahore, Islamabad, Pakistan
E-mail: ghafoor724@gmail.com

Furqan Ahmad Khan

MS Scholar, University of Lahore, Islamabad, Pakistan
E-mail: fani_1987@hotmail.com

Dr. Muhammad Aslam Khan

Associate Professor, Preston University, Islamabad Pakistan
E-mail: aslamnuml@yahoo.com

Mohsin Shakeel
MS Scholar, University of Lahore, Islamabad, Pakistan
E-mail: mohsen.shakeel@gmail.com

ABSTRACT
Stress, work-family conflicts and flexible scheduling are three of the most important elements in
organizational studies. The focus of current study is to understand the effect of Stress, work-
family conflicts and flexible scheduling on employees performance and also to understand
whether flexible scheduling helps in reducing stress and work-family conflicts or not. The back
bone of this study is the secondary data comprised of comprehensive literature review. A survey
has also been conducted to strengthen the idea comprising of a sample of 70 employees from
different organizations. 53 of them responded and the respond rate was 75%. Descriptive
statistics is used to analyze the data. Results show that stress and work family conflict negatively
affect the employee performance and flexible scheduling has a positive effect on employee
performance. Primary study as well as literature review showed that flexible scheduling also
helps in reducing stress and work-family conflicts. However, results are strongly based on the
literature review i.e. secondary data.

Keywords: Work-family conflict, flexible scheduling, work-family balance, employee

performance.
Paper Type: Research Paper

INTRODUCTION
Work family balance is one of the most emerging concepts in the field of business and in the
corporate world. Organizations are trying to reduce this conflict for the betterment of
organization as well as for the employees. Western researchers have done a considerable work
on this concept of work-family balance (Berg et al., 2003; Frone, 2003; Rossi, 2001; Marcinkus
et al., 2007; Young, 1999). Actually work-family balance is used to reduce the work-family
conflict. Normally work-family conflicts come into action when an employee cannot make a
balance between his/her work and family. This conflict has now become very popular in press

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Far East Journal of Psychology and Business Vol. 4 No. 3 September 2011

(Conlin 2000; Hammonds, Furchgott, Hamm, & Judge, 1997; Morris, 1997) and in academic
literature (Ernst & Ozeki, 1998; Grant-Vallone, 1998; Roman & Blum, 2001; Secret & Sprang,
2001; Senecal, et al., 2001; Wallace, 1999). Most of the work has been done in the late 90s and
early 2000s.

Flexible scheduling which is an alternative work schedule as compared to regular work

arrangement i.e. from 9:00am to 4:00pm; which have been in use for number of years. As
mentioned above that it is an alternative work arrangement which gives employees some
relaxation so that they could complete the given assignment according to their own work
schedule. Many organizations have adopted this arrangement to their work place. It is because
of the fact that many of them believes that flexible work arrangement helps their employees to
overcome the problem of conflict between their work and their family (Almer, et al., 2003;
Cohen & Single, 2001, Hill, et al., 2001, Meyer, 1997). Most of the organizations adopted
flexible scheduling practices and they have become more family-friendly because of the fact that
the flexible work arrangements are common components of many family-responsive human
resource policies (Glass & Estes, 1997; Glass & Finley, 2002; Grover & Crooker, 1995), and
because of this kind of scheduling these organizations became more popular (Sara A. Rogier, et
al. 2004).

Stress is also a very important factor in effecting the performance of the employees. Most of the
previous researches show that stress has significant effect on the performance of the employee. It
has negative effect on the employee performance like the work-family conflict. Previous
researches show that flexible scheduling also help employees in reducing their stress. A Survey
of Members of World at Work and AWLP October,( 2005) indicates that 58% of the
respondents are of the opinion that flexible scheduling helps them to reduce their stress, only
11% gave a negative response and other 31% remained neutral.

According to some previous studies employees are confronting these two problems of work-
family conflicts and stress in a rigid 8 hours dialing working during 5 or 6 days in a week
schedule. Flexible scheduling is one of the tools to help them to overcome these two problems.
There are many other advantages of flexible scheduling on work place. According to (Johnson,
1995), Employees who face work-family conflicts due to the rigidity of their job schedule are
likely to consider quitting their jobs three times more than those who dont face such problem.
Flexible Scheduling also helps to reduce organizational cost related to stress which is 2.5 times
higher than the workers who do not feel stress and depression (Goetzel et al., 1998). In this study
we will see in the light of previous studies, how flexible scheduling helps employees in making a
balance between their work and family to overcome the problem of work-family conflict stress to
improve their performance. This study will also help out to see that how many different types of
flexible work arrangements can be adopted by an organization to improve the performance of
their employees who face the problems regarding stress and work-family conflicts due to rigid
and tight work arrangements.

This study has another aspect of importance in the sense that every employer wants to increase
the performance of his employees. As Flexible scheduling reduces burnout; A US Company
found in its survey that flexible scheduling reduces the burnout of employees from 39% to 28%
(Northwestern National Life Insurance Company, 1992). In this study we will keep in mind of
Far East Research Centre www.fareastjournals.com

the previous researches how flexible scheduling plays its role in reducing the stress and work-
family conflicts to improve the performance of the employees.

LITERATURE REVIEW
Human resource is the backbone of every organization. Researchers are trying their best to
increase the performance of this main resource which are actually the employees of the
organization. Many researches took place in this regard to know how to improve the
performance of the employees and how to make the organization an employee friendly
organization. Cahen & Single, (2001) argue that there is a lot of pressure on the organizations to
become more family friendly. The basic thing behind this argument is that because of a family
friendly organization people can make a balance between their family and work (Sara A. Rogier,
et al., 2004).

In these days most of the organizations are working on this phenomenon of work-family conflict
to retain their employees and also to improve their performance. Most of the previous researches
have taken place to see the impact of flexible scheduling on organizational performance (Baltes,
et al., 1999).

Stress is also damaging the performance of the employee. Many researches show that by
reducing stress we can increase the performance of the organization. Increase in productivity
depends on the phenomenon that when employee is free to work according to his/her own will
without any stress then his/her performance and organization productivity will be increased
(Baltes, et al., 1999; Pierce & Newstrom, 1980). It means lesser the stress greater the
performance. A free mind without any stress and difficulty can do a job in a better way as
compared to a stressed mind.

Researchers have also found out that organizational commitment becomes positive when there is
a flexible time schedule is being adopted by the organization (Grover & Crooker, 1995;
Scandura & Lankau. 1997). Those organizations which adopt a flexible work arrangement
achieve very good reputation in the market and people are attracted towards such organizations.
A research conducted by (Glass and Finley, 2002) indicates that flexible work schedule has
positive effects on organizational commitment, retention and job satisfaction. Rau & Hyland,
(2002) found in their research that organizations which are offering flexible scheduling are more
attractive to the people as compared to other organizations which are not offering any kind of
flexible scheduling to their employees. This shows that organizations which are providing
flexible scheduling to their employees attract employees of other organizations from the market.

Flexible scheduling plays a vital role in decreasing the work family conflict and stress both of
which are affecting the employees performance. Galinksy, et al., (1996) has found out in their
research that the adoption of flexible scheduling at the work place will reduce the stress and
ultimately will result in form of better performance. Almer & Kaplan, (2002) also suggests that
flexible scheduling helps to overcome stress and burnout. All these studies show that stress and
work-family conflict have significant effects on the employees performance and by reducing
these two factors we can improve the performance of the employees.
A study took place by Meyer, (1997) also came to the decision that flexible scheduling at work
place helps in reducing work-family conflict. Another study which was done by (Hill at al.,

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2001) also came to the decision that flexible scheduling helps to improve the work-family
balance, which ultimately results in reducing the work-family conflict. From all above previous
researches it is clear that work-family conflicts and stress are very significant in reducing the
performance of employee. They negatively affect the performance of the employees. To reduce
this negative effect of stress and work-family conflict many researchers suggested the flexible
work arrangement which ultimately improves the performance of the employees.

Due to stress and work-family conflicts people feel it difficult to make a balance between the job
and their social life. There are also so many other independent factors due to which we can
reduce the stress and work-family conflicts. Social support for the women is very essential at the
beginning of the business (Marcinkus et al., 2007; Frone et al., 1997). Social support helps to
maintain balance between work and family affairs and diminishes stress (Cohen and Syme, 1985;
Deelstra et al., 2003). In such countries where people feel bad for a women to have a job, social
support is very much important for a women to continue her job. Moreover, in those
organizations where there is a flexible schedule women can work more easily as compared to
other organizations. Basically Work-family balance helps to reduce the work-family conflict
(Frone, 2003; Rossi, 2001; Grzywacz and Marks, 2000). We have already discussed that flexible
scheduling improves the work-family balance and this phenomenon ultimately results in the
reduction of work-family conflicts. Many of the researchers believe that the said phenomenon
increases the employees performance.

A Survey of Members of WorldatWork and AWLP, (October, 2005) on flexible work schedule
indicates that 73% of the respondents agreed that flexible work schedule improves the quality of
life for the employees as well as for their families. Only 6% disagree and 21% remained neutral.
This indicates that when there is a good balance between the work and the family of an employee
he and his family both will be satisfied. Hence there will be no conflicts.
In the same survey mentioned above (A Survey of Members of WorldatWork and AWLP
October, 2005), results shows that 73% of the respondents agreed that flexible scheduling
improves work-family balance. Only 7% of the respondent disagreed to this fact and 21%
remained neutral.

THEORETICAL FRAMEWORK
By studying all these previous studies it is hereby clear that stress and work-family conflict have
significant effect on employees performance. All these studies show that work-family conflicts
and stress affects the performance of the employee negatively. Many researchers worked on it to
reduce the stress and work-family conflict. The induction of a flexible work schedule in the
organization can help the organization to reduce stress and work-family conflict.

By all this literature review and by the study of different variables we are now able to develop a
theoretical frame of work. This theoretical framework largely depends upon the work already
done and the related variables on this topic. All the elements and variables are taken from the
previous studies which are done in this field of study by other researchers.
Far East Research Centre www.fareastjournals.com

Figure 1

HYPOTHESIS DEVELOPMENT

In each study development of hypothesis is very much necessary. Acceptance or rejection of

hypothesis shows the significance of the study. After all the literature review and by studying
different variables we came to develop the following hypotheses. These hypotheses will help us
in producing our results and will show us the significance of flexible scheduling at the
workplace.

H1: Stress has significant effect on employee performance.

H2: Work-family conflict has significant effect on employee performance.

H3: Flexible Scheduling has significant effect on employee performance.

METHODOLOGY

The study sample comprised of 70 employees of different organizations of Islamabad-capital of

Pakistan. The sample was mixed like both male and female. The data was collected through a
questionnaire consists of 17 questions. All questions were close ended with the use of a five
point Likert scale consisted of strongly disagree to strongly agree. All questionnaires were
distributed and collected personally from the offices of the organizations during the office
timings.

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Questionnaires were collected after one day interval. 53 of them gave the response to our
questionnaires. After checking them all of them were found correct and the respond rate was
75%. All of 53 questionnaires were included in the study. The analysis of the questionnaires was
undertaken using Statistical Package for Social Sciences (SPSS). All mean and medians were
calculated using SPSS. Descriptive statistics was used to determine the independent variables
and to conclude the results on the basis of secondary and primary data. Most of the results
consist of secondary data.

Discussion

Flexible Scheduling provides so many benefits to the organization such as increase in the job
satisfaction of employees, organizational commitment and productivity. Moreover, it also helps
to reduce absenteeism and turnover of the employees (Sara A. Rogier, et al., 2004). Flexible
scheduling also helps the employees in reducing their work family conflicts by making a good
work family balance (Sara A. Rogier, et al., 2004). All these results show that flexible scheduling
has a duel effect. It does not affect only the employees but also affects the organization in a
number of ways. Increase in job satisfaction, organizational commitment and productivity are all
the direct effects of flexible scheduling on the organization. It means when employee is mentally
free and he is not feeling any kind of stress on the work place while doing his job he will do well
and his good work ultimately results in better organizational performance like increase in
productivity and job satisfaction.

Table 1 Descriptive Statistics

Std.
N Mean Deviation Variance
stress 53 4.2453 .80636 .650
stress 53 4.2642 .68363 .467
stress 53 3.7736 1.20322 1.448
stress 53 3.6038 1.13238 1.282
stress 53 3.1132 1.36805 1.872
stress 53 4.2453 1.07248 1.150
work family 53 4.0943 1.16461 1.356
conflict
work family 53 3.5283 1.13686 1.292
conflict
work family 53 3.8868 1.03144 1.064
conflict
work family 53 4.1887 1.28687 1.656
conflict
work family 53 2.9245 1.28376 1.648
conflict
work family 53 4.2453 .82987 .689
conflict
Far East Research Centre www.fareastjournals.com

flexible 53 4.3208 .77889 .607

scheduling
flexible 53 3.3396 .99891 .998
scheduling
flexible 53 4.5283 .50398 .254
scheduling
flexible 53 4.4528 .60657 .368
scheduling
flexible 53 4.5094 .50469 .255
scheduling
Valid N (listwise) 53

Table 2 z-Test: Two Sample for Means

Variable 1 Variable 2
Mean 4.245283019 4.264150943
Known Variance 0.64 0.45
Observations 53 53
Hypothesized Mean
Difference 0
z 0.131567559
P(Z<=z) one-tail 0.447663173
z Critical one-tail 1.644853627
P(Z<=z) two-tail 0.895326347
z Critical two-tail 1.959963985

Results show that a free mind can do the job in a better way as compared to a depressed mind.
These results prove our first hypothesis; H1: Stress has significant effect on employee
performance; and it is clear from the secondary data that stress has significant effect on the
employee performance and by reducing stress we can improve the employee performance and it
will ultimately result in increasing the organizational performance. Descriptive statistics also
shows that the response of our respondents is in between the brackets of 3-4 and 4-5. They do
believe that by reducing stress we can improve the employee performance. The z value also
shows the significance of our results as the z-calculated lies in the critical region. Here we put
the results of two constructs related to stress. This phenomenon proves our first hypothesis; H1:
Stress has significant effect on employee performance and literature review proves that by
reducing stress we can improve employee performance.

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Table 2 z-Test: Two Sample for Means

Variable 1 Variable 2
Mean 3.886792453 4.188679245
Known Variance 1.34 1.21
Observations 53 53
Hypothesized Mean Difference 0
z 1.376296349
P(Z<=z) one-tail 0.084364951
z Critical one-tail 1.644853627
P(Z<=z) two-tail 0.168729903
z Critical two-tail 1.959963985

As Galinksy, et al., (1996) said in their research on stress and employee performance found that
employees feel less stress when they have more control over their job. This phenomenon also
prove our second hypothesis; H2: Work-family conflict has significant effect on employee
performance; in the sense that those employees who are feeling stress due to work-family
conflicts, if their conflicts are resolved then they will not feel any conflicts and their performance
will be better. Meyer, (1997) proved in his research that flexible scheduling reduce the work-
family conflicts. Hill et al., (2001) also proved that flexible scheduling increased the work-family
balance which ultimately results in reducing the work-family conflict. We have already
discussed that the reduction of work-family conflict results in increase in employee performance.
This phenomenon proves our second hypothesis; H2: Work-family conflict has significant effect
on employee performance. By reducing work family conflict we can improve the employee
performance. The Descriptive statistics also shows that the maximum response rate lies between
the brackets of 3-4 and 4-5. People think that less work family conflict can help us in improving
our performance. The value of z-statistics also lies in the critical region which proves the
significance of our results. Empirical data also proves our second hypothesis that is H2: Work-
family conflict has significant effect on employee performance; and by reducing this we can
improve the employee performance.
Far East Research Centre www.fareastjournals.com

Table 3 z-Test: Two Sample for Means

Variable 1 Variable 2
Mean 4.452830189 4.509433962
Known Variance 1.34 1.21
Observations 53 53
Hypothesized Mean
Difference 0
-
z 0.258055565
P(Z<=z) one-tail 0.398182012
z Critical one-tail 1.644853627
P(Z<=z) two-tail 0.796364024
z Critical two-tail 1.959963985

Hay, et al., (1997) conducted a survey which gave the results that flexible scheduling has
favorable effect on the morale of employees; 88% of the respondents were agreed. 90%
Managers reported that program had favorable effect on their subordinate morale. There are also
some negative effects like less availability of employees for meetings causing negative effect on
office communication. But overall results showed that the advantages of flexible scheduling are
much more than its disadvantages. If we compare our third hypothesis; H3: Flexible Scheduling
has significant effect on employee performance, it is clear that flexible scheduling significantly
affects the employee performance in a positive way. The response of maximum employees lies
between 4 and 5. It means maximum of them need a flexible schedule at their work place and
they believe that it will help them in reducing stress and work-family conflicts. Z-statistics also
proves the significance of our results as the calculated z-value lies in the critical region. Hence
we can say that our third hypothesis i.e; H3: Flexible Scheduling has significant effect on
employee performance; is proved by the empirical study as well as by secondary data. But our
results strongly depend on secondary data.

Rosemary et al., (2003) says in the results of their research that long work hours are significantly
associated with higher work-family conflict. These results show that rigid timings at work place
increase the work-family conflicts resulting in increasing stress and decreasing employee
performance. Rigid work timings have so many draw backs. Increase in stress and increase in
work-family conflicts are two of them and are very common which we have chosen to discuss in
this study. This study proves all of our hypotheses i.e; Stress, work-family and Flexible
Scheduling has significant effect on employee performance.

Another type of study shows that stress and depression increase health cost (FLEXPATHS
2004). Flexible Scheduling also helps to reduce organizational cost related to stress which is 2.5
times higher than the workers who do not feel stress and depression (Goetzel et al, 1998). These
results show that stress also increase the organizational costs. Research on the Impact of flexible
scheduling on employee performance (FLEXPATHS, 2004) shows that flexible scheduling helps
to reduce this cost by reducing the stress.

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Malik, et al., (2010) say that there is a strong relationship between social support and work-
family balance for the working women in developing countries. By providing social support we
can reduce the work family conflicts of the working women in developing countries. Malik, et
al., (2010) also suggested that employee performance has a highly significant relationship with
work-family balance. The study shows that work-family improves the employee performance.
These results also prove our second Hypothesis; H2: Work-family conflict has significant effect
on employee performance. The increase in the work-family balance results in decreasing the
work-family conflicts and it will ultimately increase the performance of the employee.

A survey of Members of World at Work and AWLP (Karol Rose, 2005) on flexible scheduling
shows that flexible scheduling at work place reduces stress and also decreases employees
mental health problems. The study also shows that flexible scheduling the work-family balance
of the employee. This study shows that there is a strong relationship between stress, work-family
balance and flexible scheduling, and all these are our main components of the study. By reducing
stress and work-family conflicts and by providing flexible scheduling on the work place we can
increase the performance of the employees. If we see all the above results as a whole and
combine them we can come to the conclusion that all these results prove our all the hypotheses
H1: Stress has significant effect on employee performance, H2: Work-family conflict has
significant effect on employee performance and H3: Flexible Scheduling has significant effect
on employee performance. Hence we can say that by decreasing stress and work-family conflict
and by providing flexible scheduling we can improve the performance of the employees.

Managerial Implications
Flexible scheduling has a significant importance for our organizations. The culture of rigidness is
overcoming by a flexible culture. Now a day all big organizations are providing a flexible culture
to their employees in which employees choose their own hours of work. It means the question is
not that how many hours an employee works in the organization but the question is what output
he is producing and what is the benefit he is giving to the organization. All the above research
and all the material which is used in this research from the previous researches show that a free
and a stress less mind can perform the job in a better way as compared to a sick and depressed
mind and same is the demand of people. People want to reduce their work-family conflicts. Most
of the turnover comes because employees cannot make a balance between their work and the
family and result in quitting the jobs.

At the end of this research we have come to the decision that if an organization wants to
improve its performance it is necessary for it to provide their employees with a family friendly
schedule and an environment with no stress and depression. Now a day all big organizations are
adopting these techniques and strategies. They are providing their employees with a flexible
schedule and are trying to be a family friendly organization. The concept of family friendly
organization is an emerging concept now a day. This research will be very helpful for those
organizations whose employees are facing the problems of work-family conflicts and stress and
they are facing problems in making a balance between their work and family.

Recommendations
In this research we reviewed a lot of materials related to the variables used in this research and at
the end we also proved our hypotheses. We also conducted a survey to collect primary data
Far East Research Centre www.fareastjournals.com

related to our model. In the light of all this research and all the material which is being used to
conduct this research and all the literature reviewed we came to the decision that there should be
flexible scheduling in every organization.

Although we have reviewed some disadvantages like less employee availability and negative
effect on office communication (Hay, et al., 1997), but the advantages of flexible scheduling are
much more than its disadvantages which have been briefly discussed in this study. We
recommend that all organizations should adopt flexible scheduling and help their employees in
reducing stress and work-family conflicts. It is priorly discussed that flexible scheduling have
advantages not only for employees but for the organization itself. Stress and work-family
conflicts affect the performance of the employee in a negative way. If the performance of the
employee is not good it will affect the whole organization. A free mind without any tensions can
perform much better than a stressed mind. Previous researches show that flexible scheduling
helps employees in reducing stress and work family conflicts. So organizations should adopt
flexible scheduling rather than rigid work hours.

CONCLUSION
Stress and work-family conflicts affect the employee performance in a negative way. Discussion
of all the results proves the hypotheses; H1: Stress has significant effect on employee
performance, H2: Work-family conflict has significant effect on employee performance, H3:
Flexible Scheduling has significant effect on employee performance. Stress and work-family
conflict has significant affect on employee performance. Increase in stress and work-family
conflicts reduce the employee performance. Flexible scheduling also has significant affect on
employee performance. Flexible scheduling improves the employee performance. Through all
the above discussion and through the approval of hypotheses it is clear that there is a strong
relationship between stress, work-family conflicts, flexible scheduling and employee
performance. We can conclude that by applying flexible work schedule we can reduce stress and
work-family conflicts and increase the employee performance.

Primary data also shows that stress and work-family conflict has a negative effect on employee
performance. As stress and work-family increase the employee performance decreases. Primary
data as well as secondary data proves that stress and work-family conflicts are not good for
employee performance. The study also proves that flexible scheduling has a positive effect on
employee performance and it also helps in reducing stress and work-family conflicts.

Future Study
Primary data is collected from a very limited area regardless of gender and the difference
between the operations of different organizations. Study can be conduct on different departments
of the organizations that in which department there is more work load on workers and which
department is good to provide a flexible scheduling taking it in mind that it would not affect the
organizational performance. Study focus on gender can also provide different results and one can
conduct a study on different types of stress and work-family conflicts faced by male and female.

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