Hussain MumtazMSBA-14-07

Thesis Supervisor

Dr. Shaheera Amin

Research Topic“Employee Trustworthiness on Employer Work & Life Balance Policies and its

Influence on Employee Performance”

Abstract: Trustworthiness is a Key factor between Employee and Employer. Organizations Critically Thinking on employee friendly policies and

procedures.

The Target Sector is “Private Banking”.

Quantitative Research

Chapter 1

Introduction:

Trustworthiness Definition.

Trustworthiness context regarding this research.

Why trustworthiness is worthful for long-term Employee-Employer Relations.

Objectives of Study:

To establish that what are the particular characteristics that results in trustiness between employee & employer.

To explore leave arrangements policies impact on employee performance.

To explore that however employee well-being policies impact employee performance.

To establish the relation how leave arrangement policies influence employee performance.

Trustworthiness Elements:

Ability: This Includes Employer Skills, Competencies, Expertise, Knowledge, Work Efficiency”

Benevolence: This includes Employer positive intensions, care and gestures regarding employee acts, behavior and future career growth.

Integrity: This includes employer determination, adherence to his acts and words, Values and high work principals.

Literature View: Employer Policies:

Dimension to “Employer-Employee Relation”.

Knowledge Enhancement, Skills Development & Strengthening of employees.

Increase Ownership of employers influence performance.

Road Map for working and career growth.

Well informed employs

Chapter 2

Work & Life Balance Policies:

Satisfaction and Balance Engaging at work.

“The Kenexa in his research in (2007) shows that the employees who are happy with his employer policies are less in favor to leave their organizations”

Minimum Role Conflicts & Disputes.

“Langford (2008) explained this as “an individual’s ability to satisfy work and

family should be directly influence the employer policies”

Disputes at Work:

“Employee disputes, social control issues and subordinate problem arise because of work and life balance disorder (Shawn & Jackep, 2004)”.

Employee Physical & Mental Health:

“The healthy brains are more effective in decision making instead of week minds ( Lebura & Rebina , 2001)”

Factors Influencing Work & Life Balance:

Extended families & Demographic Changes: The families that are extended that have more chance of occasions and family

problems hence, require more time to manage with work. Those families who come from different cities and works in different geographical regions face different problems regarding trusting new peoples and linguistic issues.

Work & Life Conflict: The reason of mental dissatisfaction and stress is one of the work & life conflict.

This peruses employee to be less productive and efficient. The employees starts to live with inner conflicts that he/she would leave the job.

In one study in 2007 university of Queensland, it had been found that those employees that work & life conflicts they suffer from the depression, psychological issues and heart diseases.

Management Ladies & New Facts of Life: Some part of the business world thinks that a woman incurs large amount of training and

during the work place if they work on the management position they would be in lose for the time when they experience maternity issues. . The banking sectors can’t bear employees that their employees went for leaves for a longer time and than a time come when they realize that they are not able to come back on their jobs and hence lost of employee as well as training cost that incurs on employee.

A new Psychological Contract: The company new mental contract could have made an emergency of obligation on the other

hand the dedication remains to be conceivable below the brand new contract. This can also be entire via progress open doorways and flexibility in return for execution and suppleness anticipate that individual employees are to be absolutely in manipulate of their own vocation development

Chapter 3

Hypothesis:

Hypothesis 1a:“Leave arrangement policies positively relate with employee performance”

Hypothesis 2a: “Employer well-being policies has positive relation with employee

performance”

Hypothesis 3a: “Flexible working arrangement has positive relationship with employee

performance”.

Hypothesis 4a: “Trustworthiness moderates the relationship between work & life balance

policies and employee performance .

Leave arrangement policies positively relate with employee performance”

In 2008 Hinders & Stewart found that those organizations that have clear leave arrangement programs have additional loyal and productive workers.

“Employer well-being policies has positive relation with employee performance”

Bodily well-being consists of health smart first-class and defines nicely being in terms that employee is physical healthy and might do his obligations functionally (supply, Christianson & well worth, 2007)

Well-Beings Division: Psychological well-being (happiness): According to Christian and

furnish the happiness of people is a crucial thing that urge worker to work independently and efficiently. According to Norman in 2002 the happiness of worker is the opposite name of mental nicely-being.

Social well-being (relationships):The social well being is totally base at the worker interplay with the society, pals and loved ones. The social well being additionally being measured within the agencies. The connection of employees along with his colleagues and control also developing the social relationships ( Fel & Rew, 2007).

Physical well-being (health):

Physical fitness is a essential aspect is a likely deliver of harm and fitness problems (supply, Christianson & well worth, 2007)

  “Flexible working arrangement has positive relationship with

employee performance”

Flexible work arrangements became more and more standard commercial enterprise have a look at round the globe. It's crucial to be aware “flexible work arrangements” and “the availableness of versatile working arrangements”

Work and Life balance policies impact on Employee Performance:

Reduction of work-life conflict.

Improved job-related attitudes and perceptions of organizational support.

Improved attendance and productivity (Organizational Level).

Methodology: The integral concern of this study is to find out the relationship between

Trustworthiness of employee on employer work and life balance policies and its influence on employee performance.

Research Philosophy: The research category according to dimension would be positivist. In other

words its necessary to observe and describe reality from objective point of view in a neutral way that would help to create the required patterns and findings.

Chapter 4

Research Approach:

The Deductive Approach would use from general to specific and at the end we would come to a general point that Employee trustworthiness on employer work and life balance policies impact employee performance. The quantitative research would be use to find patterns and results from the questionnaire that we would design. This would be able to help us to develop a theory and going forward from observations we would able to accept or reject our hypothesis.

Research Strategy and Data collection:

Our goal is to find the employees’ trustworthiness on employer work and life balance policies and its impact on employee performance and to reach our milestone we would develop such type of procedure that would help us to reach our results. The survey or quantitative technique would be use to find the results. The target sector for this research is banking sector of Pakistan. A five point Liker Scale as well as other scales that would be used for the scoring of the variables. The scale varies from “1 (strongly disagree) to 5 (strongly agree)” for most of the questions as well as the scales would also vary from “very unimportant to very important” or to address some areas.

Sample Descriptive & Data Analysis:

The convenience sampling strategy has been used for the data collection. The sample is selected based on the ease of access (Ritchie & Lewis, 2003). The questionnaire was distributed on a hard copy to employees at their workplace.

The count, frequency and the effect of Independent and dependent variables would be find out by using the quantitative techniques. The variables would be analyzed and mean or standard deviation would calculate. The employer policies and employee performance relationship would determined by using statistical software “Statistical Package for Social Sciences” (SPSS)

Sample Demographics:

The Demographics are giving a quick overview about the respondents’ frequency and percentage. The gender section is showing 80% of male respondents and 20% of females. Basically banking sector is usually male dominant side in Pakistan so that is the reason of increase number of males. The second section is of age section which is showing large number respondents lies between 25-35 age and least amount is of above 50. The third section is showing that 70% respondent’s last education was from university which shows that maximum number of respondents were highly qualified. The fourth section is of income section in which 51% people have income lies between Rs 25000-35000. This is showing that most of the respondents belong from a middle class. The fifth and last section is of tenure which depicts that 40% of respondents lies in 3-10 years category which is not a high percentage and only 4% respondents lies on that category which lies in above twenty years.

Regression Analysis: The Regression analysis is used to find out the relationships among the variables.

The analysis and modeling of variables could be find through the different techniques when the focus is on the relationship between a DV and one or more IV. The model summary in which the value R=.493 which is approximately between the 0 and 1 while the value of R square is .243 or adjusted R square=.233

In multiple regressions we focus on the Adjusted R square instead of R square. The adjusted R square measures the proportion of total variability in the dependent variable that is explained by independent variable. The adjusted R square we have .233 which depicts that 23% of variability in employee performance is explain by the model in other words we can say that 23% variability in employee performance is explained by leave arrangements, flexible work arrangements discrepancy between the R square and adjusted R square then it suggests that some of the independent variables are redundant

Anova: The ANOVA would tell about the “f” statistics called f-test.

The relationship between means is significant at .000 where the F is 23.652. on the basis of “F” and Significance value we determines that either the model has expansion power or not. Here the significance value is less 0.05 so we would come on the hypothesis that model doesn’t have expansion power.

Coefficients:

The coefficients would also explain the relationship between Independent variables and dependent variable.

The significance values would tell now either to accept or reject the null hypotheses. The trustworthiness t=1.129 where (P > 0.05) with significance value is 0.260. The results depict that stronger the trustworthiness greater would be employee performance. So we

accept our hypothesis that trustworthiness moderates the relation between work and balance policies and employee performance.

The leave Arrangement policies t=-7.28 where (P > 0.05) so we would also accept our hypothesis that leave arrangements positively influence employee performance. So we also accept our hypothesis that leaves arrangements positively influence employee performance.

The flexible work arrangement policies t= .837 where (P> 0.05) so we would also accept our hypothesis that flexible work arrangements positively influence employee performance.

The employee well being policies t=6.701 where (P < 0.05) so we would reject our hypothesis that flexible work arrangements positively influence employee performance.

Role of Moderator: Trustworthiness is the moderator in our research so to check its effect we devise the

dummy variables in which our indirect variables (leave arrangements, employee well-being, flexible work arrangements) multiply with the direct variable (employee performance). This would show the validity of our moderator.

  The adjusted R square we have .119 which depicts that 11.9% of variability in

employee performance is explain by the model in other words we can say that 11.9% variability in employee performance is explained by leave arrangements, flexible work arrangements discrepancy between the R square and adjusted R square then it suggests that some of the independent variables are redundant. If we compare this result with our previous results in which variability was 23% and now it is 11% so we can say that our moderating variable “trustworthiness” is valid and it has strong relation with IV’s and DV.

Coefficients:

The significant value of leave arrangement becomes .295 so we could say that its less than previous but still in favor of our hypothesis. Now in case of flexible work arrangement the significance value becomes 0.02 which is less (P < 0.05), so the hypothesis that flexible work arrangement positively relate with employee performance rejects. Similarly in case of employee well-being our significance level becomes 0.01 which is less (P < 0.05), hence we can also depict that our hypothesis rejects as P value is less than 0.05.

  That above variability in results valid our moderating variable trustworthiness and it

shows that it directly affects the IV’s and DV of our research. 

Practical Implications: This study has different practical implications for organization worth noticing. First

of all, as mentioned before, according to Grant (2007), organizations think of employee well-being policies, flexible work arrangement and leave arrangement policies as one dimension, namely job satisfaction. Leave arrangement policies should also be clear to the employee e.g. the leave arrangement policies should be include in the employee job offer letter or should be revised yearly. Therefore, organizations and managers need to see the added value of looking at employee taking the different elements into account; the psychological, physical and the social perspective. Thereby, it also has a significant effect on the stress level of employees, in which the amount of flexible working arrangements can reduce the amount of stress employees perceive.

Chapter 5

Theoretical Implications: In this research, relationships that are examined are leave arrangements, flexible working

arrangements and employee well-being, which is related to the happiness of employees. In this research , it was predicted that leave arrangements policies, flexible working arrangements and employee well being policies have a positive effect on employee performance. This was indeed confirmed, which means that the predictions derived from previous studies were correct. In the study of Martens, Nijhuis, Bottle and Knottnerus (1999), they stated that giving employees an opportunity to balance their working- and social life will have a positive effect on the happiness of employees. Having flexible working arrangements available, signals that the organizations cares about their employees in which they can choose to plan their everyday life better because they can match working time with their personal needs. Therefore, the findings that flexible working arrangements lead to more psychological well-being is in line with previous literature and research.

Limitations:

A limitation was that employees gave socially desirable answers. Because it is a questionnaire from researchers outside the organization, employees could give answers based on what they think others want them to fill in (King & Bruner, 2000). Most of the respondents filled in the questionnaire at work, which means colleagues and managers were close by, which could bias the answers the employees gave, mainly the questions regarding their colleagues and direct supervisor.

A second limitation could be the use of online questionnaires. Some of the questionnaire didn’t filled by respondents

Third limitation could be related to the content of the questionnaire. Because of the length of the questionnaire. It was feel that the respondent starts loose his interest in filling the question as he/she reaches near to end.

Strengths: Next to the limitations mentioned above, there are also some strength to this

research. One major strength of this research is that employee well-being is divided in three dimensions; psychological, physical and social well-being. In previous studies, employee well-being is seen as one variable, but according to the Grant (2007) employee well-being consists out of the three dimensions mentioned above. Because of the different elements, this study becomes more specific and detailed regarding employee well-being and what kind of effect flexible working arrangements have on those different elements of employee well-being. Within this research, flexible working arrangements do not have a significant relationship with all three elements within this research. Therefore, for future research, I recommend that researchers always use the different forms of employee well-being instead of using employee well-being as one variable.

Future Research:

In order to draw causal conclusions from the data it is recommended for future research to apply a longitudinal design. Furthermore, it is recommended to use random sampling instead of convenience sampling in order to obtain a representative sample of the population. This will expand the extent to which results can be generalized. Since there is an absence in strong evidence for the role of social support with regard to flexible working arrangements and employee well-being, future research should make an attempt to explore in which way social support is linked to those variables.

Conclusion: It is concluded when moderating variable doesn’t use in the model than leave

arrangement policies and employee well-being policies have positive impact on employee performance, but when moderating variable included in the results it has found that only leave arrangement policies influence employee performance while employee well-being policies and flexible working arrangement policies are totally rejected.

To conclude, It is important that managers and colleagues share the same beliefs, norms and values regarding the work and life balance policies implemented within the organization. Cook (2009) states that support from the organization has positive effects on job satisfaction and health outcomes. This indicates that is it important for organizations to recognize the effect of organization culture on employees.

Thank You