Workplace flexibility is a strategy for responding to changing circumstances and expectations. Usually, organizations that use a strategy of flexibility at work retain more employees and this has been confirmed by studies in the past and the present. Therefore, flexibility plays a major role in achieving the organization's goals by improving the job satisfaction and performance of employees. Most organizations from the public sector, private as well as non-profit making are adopting and implementing various forms of Flexible Work Arrangements (FWAs) as part of their innovative Human Resource Management approaches. The four forms of FWAs, which are Flexible work time, compressed work week, workplace flexibility and functional flexibility are the focus of this study. The findings of several empirical studies done across the world points out the benefits of using these provisions in enhancing the job satisfaction, serving as a social exchange and having impact on organizational outcomes [1]. In view of this, the study attempted to explore the effects of FWAs, i.e., flextime schedule, compressed workweek, workplace flexibility and functional flexibility on the job satisfaction from the perspective of employees of Bank Muscat, the largest bank in Sultanate of Oman with total assets of over $32 billion, total loans of over $23 billion, 35% market share, 165 branches and over 3,600 employees. The study throws light in better understanding the effect of these flexible working arrangements on job satisfaction of bank employees.

Statement of the Problem

The COVID–Pandemic has altered the working arrangements in organizations irreversibly. As a result of the pandemic unlike earlier the traditional barriers in flexible working conditions are breaking down. These days’ employees have more control over work arrangements due to the many opportunities provided by remote and flexible working schedules and the availability of global employment solutions. In fact, throughout the pandemic, employees have risen to the challenges of flexible and distributed working with improvements in productivity, employee satisfaction, recruitment and cost savings to the organization. Banking sector is one among the service sectors where employees face increased workload and stress. In this context the study has relevance for the reason that it examines the impact of flexible working arrangements on job satisfaction of employees in banking sector. The study is a selected study of Bank Muscat which is Oman's largest bank with total assets of over $32 billion, total loans of over $23 billion, 35% market share, 165 branches and 3896 employees. (Source: https://www.ominvest.net/commercialbanking). The study covers the Bank Muscat branches in Nizwa region.

Significance of the Study

The results of the study will enable organizations to increase employee performance and productivity whilst allowing for employees to have a work life balance and a high level of job satisfaction. Using the results from the study, the employer together with relevant departments can look at addressing areas of low job satisfaction. It is a known fact that satisfied employees perform better. This research helps in assisting the organization in understanding how employees can perform better when they have more autonomy in choosing a flexible work arrangement that caters for a work life balance and improve their job satisfaction.

Scope of the Study

The researchers study the Flexible Work Arrangements that impact the job satisfaction of Bank Muscat employees. The population includes all the staff of the Bank Muscat branches in Nizwa region. The study aims to investigate the flexible work arangements provided at the bank and its impact on job satisfaction. Based on the results, the study aims to come up with recommendations on how to improve the satisfaction so as to improve the employee performance and thereby the working efficiency of the bank. The study is expected to provide scope for further researches in the field covering more institutions across the Sultanate.

Objectives of the Study

• To determine the association between the demographic factors and the preferred type of flexible working arrangements of bank employees

• To determine the relationship between Flexible work arrangements and job satisfaction

• To study the impact of flexible working arrangements on employee job satisfaction

• To analyze which among the four FWAs studied, contribute the most to job satisfaction of employees.

• To provide recommendations on how Flexible work arrangements can be improvised to contribute towards job satisfaction and increase the working efficiency of banks

Literature Review

Rudo and Zvinaiye [2], studied the effects of workplace flexibility on job satisfaction for employees at Chitungwiza Municipality. The research findings revealed that flexible work arrangements had a positive effect on employee job satisfaction and further improve organisational performance. The study recommended that organisations should incorporate flexible work arrangements so as to minimize negative attitudes and create conducive work environments that suit every employee to ensure employee job satisfaction. The study concluded that Workplace flexibility acts as a security measure in curbing the spread of the COVID-19 pandemic. Marten et al. [3], in their research to find out impact of flexi timing on physical and mental health employed 480 respondents (patients) on job and on leave. The research has incorporated three dependent variables physical health, mental stress and wellbeing and quality of sleep with 3 moderating variables compresses weeks, irregular working hours and working shifts. In research it is found that people working on flexi hours reported more health issues, more physiological disturbance and problems in sleep then non flexi hour group. Govender and Alexander, [4], in their study titled “Flexible working arrangements, job satisfaction and performance “studied the relationship between flexible work arrangements, performance and job satisfaction at Durban Westville Eskom shared services department. The study concluded that flexible work arrangements enhanced employee retention and job satisfaction which led to higher productivity. Gaurav [5], studied the Bankers’ Perception towards their Quality of Work Life. The study concluded that flexibility to change working conditions according to the employee’s life is essential to maintain the employee’s well-being and satisfaction as well as the reputation of the institution. Roma et al. [6], investigated the impact of Compressed Work Week (CWW) on job stress, work-life balance and work productivity. A total of three hundred fifty respondents from Metro Manila were selected to participate in this study. Results revealed that implementation of CWW reduces job stress, which effect enhances work-life balance and work productivity. Origo and Laura [7], empirically tested whether various flexible work arrangements produce different effects on alternative measures of job satisfaction in Europe. The study was conducted on a representative sample of European employees taken from a specific wave of the Eurobarometer survey. The study concluded that functional flexibility is often linked to higher satisfaction, mainly when it is combined with job training and job enrichment. Wheatley 2017, in the study titled ‘Employee satisfaction and the use of flexible working arrangements’ investigated the impact of flexible working arrangements (FWAs), using the British Household Panel Survey and Understanding Society. The findings highlight the gendered nature of flexible employment. Flexi-time was found to have positive effects on men. Part-time and homeworking are also positive, consistent with men using FWAs with a greater degree of choice. The results reveal that women more often are constrained in their use of FWAs, often into working reduced hours. Consequently, FWAs have negative impacts for some women, on job, leisure and life satisfaction. Uglanova and Dettmers [8], explored the long-term impact that flexible workweeks had on employees by analyzing three aspects of subjective wellbeing: stability, recovery and chronic improvement. The results show that women profited from flexible work hours in the long term while men experience deterioration of leisure time, which is then followed by adaptation. The results of this study contradicted the Wheatley [9], study. Jain and Swami [10], studied the effect of Flexible working arrangements on employee retention in the IT sector. The study concluded that organizations that apply flexible work are able to retain employees for a longer period. The results indicated that flexible work is preferred over all gender levels and that flexibility at work helps employees to reduce stress and be more committed employees. Hemali and Vishal [11], investigated the effect of Flexible Working Arrangements. It is all about workers work full time hours in less than the traditional workweek by increasing daily hours worked. The objective behind this research is to find the impacts when any employees shifted to the new way of working form normal routine 10 to 7 job. The findings aim to explore effects on productivity, stress level, work life balance and retention of employee etc. Abdurezak [12], investigated the effects of flexible working arrangement on job satisfaction. The results of this exploratory study allowed for the evaluation of the consequences of the compacted flexible time schedule, or FWA. For ECA staff in Egypt, a flexible schedule and a short workweek increase workplace satisfaction. Mustafa [13], investigated the impact of the application of the flexible work system on job satisfaction. This study aimed to determine the impact of the application of the flexible work system, within the strict health prevention environment and in its three dimensions (work practices, employment practices and work arrangements) on the level of job satisfaction in its two dimensions (Job trends and employee performance) among employees of the three Jordanian telecommunications companies. The findings reveal the existence of a strong positive effect on the work system flexibility on job satisfaction with a coefficient of determination (R²) of (4.0.0) at a level of statistical significance of (α ≥0.050). Aziz-Ur-Rehman and Siddiqui [14], investigated the relationship between flexible working arrangements and job satisfaction mediated by work-life balance: evidence from public sector universities employees of Pakistan. The research focused on relationship between flexible working arrangements, work-life balance and job satisfaction in Karachi’s public universities. Independent variables studied were flexible working arrangements, which include: flexi-time, contractual working, work shifts and telecommuting, that are provided to employees to improve their productivity and maintain work-life balance. Findings show that flexible arrangements are significantly correlated with work-life balance. It also revealed that work-life balance is a strong mediator between flexible arrangements and job satisfaction.

Research Gap

Although there are many past studies conducted on flexible working conditions and employee satisfaction, studies in banking sector are limited. There are hardly any studies conducted in the banking sector in Sultanate of Oman. Moreover, the current study investigates the relationship between the predictor variable (FWA) and the outcome variables (Job satisfaction) and the impact of the predictor variables on the outcome variable. Not many studies have been carried out on similar lines. Hence, the current research aims at throwing light into these research gaps.

Figure 1: Conceptual Framework

The study is analytical in nature. A cross- sectional research design is used. The data is collected from a sample of 97 employees from a population of 130 employees of region. Convenience sampling and purposive sampling methods were used. Purposive sampling method was used to collect data from the employees at the managerial posts. The data collection method is primary wherein a structured questionnaire is distributed via google form. The 32-item questionnaire (including the demographic information of respondents) consists of two subscales namely Flexible Work Arrangements and job satisfaction. The items are scored on a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly Agree). The Cronbach’s Alpha test was used to measure the internal consistency of items in the subscales. The test results are summarized as Table 1.

Table1: Cronbach Alpha

The general rule of thumb is that a Cronbach’s alpha of 0.70 and above is good, which proves that the instrument used is internally consistent and reliable. However, if there are less than 10 items in a scale, it is difficult to get a high alpha, in such case, the acceptable alpha is >0.5. The test results prove that the items in the scale are valid and reliable. Secondary data was obtained from the findings stated in books, published articles and literature related to the research. Chi-square test, correlation and regression statistical methods are used to analyze the collected data. SPSS version 21 is used to extract the relevant statistical tools.

Table 2 shows the descriptive analysis of flexible worktime, compressed workweek, workplace flexibility, functional flexibility (independent variables) and Job satisfaction (dependent variables). The mean value of dependent variable job satisfaction 2.92 with a standard deviation of 0.69. The mean value of functional flexibility is 3.24, which is the highest with a standard deviation of 1.06. Compressed workweek has the lowest mean value of 2.21 and its standard deviation is 1.25.

Table 2: Descriptive Statistics

The response rate is 98%, consisting of responses from 95 employees. The Chi-square test of independence helped to determine if the demographic variables viz; gender, age, marital status and responsibilities like care of children under the age of 15 and adult dependents are associated with the preferred Flexible Work Arrangements (FWAs) of the employees. The relationship between these categorical variables, were examined for associations.

Flexible Working Arrangement preference and Gender

Hypothesis Testing

• H0: The preference of Flexible Working Arrangement is independent of gender

• H1: The preference of Flexible Working Arrangement is associated to gender

The Chi- square test was conducted at 5% significance level at 3 degrees of freedom

The contingency Table 2 provides information on the observed cell totals, (the expected cell totals) and [the chi-square statistic for each cell]. The test result shows X2 (df = 3, N = 95) = 2.0995, p = 0.552015. The chi-square statistic is 2.0995. The p-value is 0.552015 which is greater than the alpha value .05. The result is not significant at p <0.05. Therefore, H0 is accepted proving that the preference for FWAs is not associated with gender.

Flexible Working Arrangements and Age

Hypothesis Testing

• H0: The preference of Flexible Working Arrangement is independent of ag

• H2: The preference of Flexible Working Arrangement is associated to age

The test result of table 4 shows X2 (df = 6, N = 95) = 11.8259, p = 0.065968. The chi-square statistic is 11.8259. The p-value is 0.065968 which is greater than the alpha value 0.05. Therefore, H0 is accepted proving that the preference for FWAs is not associated with age.

Table 3: Chi-Square Test (Gender and FWAs)

Table 4: Chi-Square Test (Age and FWAs)

Flexible Working Arrangements and Marital status

Hypothesis Testing

• H0: The preference of Flexible Working Arrangement is independent of marital status

• H3: The preference of Flexible Working Arrangement is associated to marital status

The test result of table 5 shows X2 (df = 3, N = 95) = 2.0236, p = 0.567521. The chi-square statistic is 2.0236. The p-value is .567521which is greater than the alpha value 0.05. Therefore, H0 is accepted proving that the preference for FWAs is not associated with the marital status of the employees.

Table 5: Chi-Square Test (Marital Status and FWAs)

Flexible Working Arrangement Preference and Child Care

The Chi-square test of independence was done determine if the preference for FWAs are associated with employees need of taking care of children under the age of 15.

Hypothesis Testing

• H0: The preference of Flexible Working Arrangement is independent of the child care needs of employees

• H4: The preference of Flexible Working Arrangement is associated with the child care needs of employees

Table 6: Chi-Square Test (Child care and FWAs)

The test result of Table 6 shows X2 (df = 3, N = 95) = 27.9124, p = 0.0000. The chi-square statistic is 27.9134. The p-value is <0.00001. Therefore, the test results show sufficient evidence to accept the H4 thereby proving that the preference for the type of flexible working arrangements is associated with the child care needs of the employees.

Flexible Working Arrangement Preference and Dependent Adult Care

Hypothesis Testing

• H0: The preference of Flexible Working Arrangement is independent of the dependent adult care needs of employees

• H5: The preference of Flexible Working Arrangement is associated with the dependent adult care needs of employees

The test result of Table 7 shows X2 (df = 3, N = 95) = 12.979, p = 0.004682. The chi-square statistic is 12.979. The p-value is .004682 which is <0.05. Therefore, the test results show sufficient evidence to accept the H5 thereby proving that the preference for the type of flexible working arrangements is associated with the dependent adultcare needs of the employees. This result contradicts with the findings of Wheatley [9], that flexi-time was found to have more positive effects on men than women. The results contradict with the findings of Uglanova and Dettmers [8], that women profited from flexible work hours in the long term while men experience deterioration of leisure time, which is then followed by adaptation.

Correlation Analysis

To determine the relationship between the independent variables (flexible worktime, compressed workweek, workplace flexibility, functional flexibility) and the dependent variables (job satisfaction) correlation analysis was done. The Pearson’s correlation coefficient is used to show the direction, strength and significance of the relationship. The p-value was based on a 95% confidence interval, meaning that if the p-value is lower than 0.05 (p<0.05), it is regarded as statistically significant, vice versa.

The following hypothesis was tested and the analysis computed:

Hypothesis Testing

• H0: There is no significant relationship between Flexible Work time and job satisfaction

• H6: There is a significant relationship between Flexible Work time and job satisfaction

There is a weak positive insignificant correlation between flexible worktime and job satisfaction (r-value = 0.190 and p >0.05 (p = 0.065) This means there is a weak uphill (positive) linear relationship between flexible worktime and job satisfaction. Therefore, H0 is accepted proving that there is no significant relationship between flexible work time and job satisfaction of employees. The result contradicts with the findings of Marten et al. [3], that flexi timing has a negative significant relationship on the physical and mental health of employees.

• H0: There is no significant relationship between compressed work week and job satisfaction

• H7: There is a significant relationship between compressed work week and job satisfaction

The analysis reveal that there is a weak, positive significant relationship between compressed workweek and job satisfaction (r-value = 0.314; p<0.05 (p = 0.002). This means there is a weak uphill (positive) linear relationship between compressed workweek and job satisfaction. The H7 is accepted proving that a weak but significant relationship exists between compressed workweek and job satisfaction. The results agree with the findings of Govender and Kyule [4], that flexible work arrangements enhanced job satisfaction.

• H0: There is no significant relationship between Workplace flexibility and job satisfaction

• H8: There is a significant relationship between Workplace flexibility and job satisfaction

The analysis reveal that there is a moderate, positive significant relationship between workplace flexibility and job satisfaction (r-value = 0.409; p<0.05 (p = 0.000). This means there is a moderate uphill (positive) linear relationship between workplace flexibility and job satisfaction. The H8 is accepted proving that a moderate significant relationship exists between workplace flexibility and job satisfaction. The results agree with the findings of Aziz-Ur-Rehman and Siddiqui [14], that workplace flexibility (telecommuting) enhanced job satisfaction.

• H0: There is no significant relationship between Functional flexibility and job satisfaction

• H9: There is a significant relationship between Functional flexibility and job satisfaction

The analysis reveal that there is a moderate, positive significant relationship between functional flexibility and job satisfaction (r-value = 0.429; p<0.05 (p = 0.000). This means there is a moderate uphill (positive) linear relationship between functional flexibility and job satisfaction. The H9 is accepted proving that a moderate significant relationship exists between functional flexibility and job satisfaction. The results agree with the findings of Origo and Laura [7], that functional flexibility is often linked to higher satisfaction, mainly when it is combined with job training and job enrichment.

Based on the results in Table 8, there is a positive relationship between Flexible Working Arrangements (FWAs) and job satisfaction. A positive relationship in this scenario means that when the FWAs change positively, job satisfaction also increases. There is a weak positive correlation for flexible worktime and compressed workweek (r-value = 0.190 and 0.314) with job satisfaction which means there is a weak uphill (positive) linear relationship between these two variables and job satisfaction. FWAs such as workplace flexibility and functional flexibility shows a moderate positive correlation (r = 0.409 and 0.429) with job satisfaction. This means there exists a moderate uphill (positive) linear relationship between these variables and job satisfaction. The correlation is significant at 0.05 level (2 tailed test) for variables compressed workweek, workplace flexibility and functional flexibility. The analysis shows that the relationship between compressed workweek, workplace flexibility and functional flexibility and job satisfaction is statistically significant. It is because the p-value 0.002, 0.000 and 0.000 respectively for these variables is less than alpha value 0.05. 

Table 8: Correlations

Therefore, alternative hypothesis (H7, H8, H9) is accepted proving that the flexible work arrangements like compressed workweek, workplace flexibility and functional flexibility have significant relationship with job satisfaction of employees. H0 is rejected in case of flexible worktime as it is not having statistically significant relationship with the job satisfaction of the employees.

Multiple Regression Analysis

Flexible Work Arrangements and Job Satisfaction: Multiple Regression analysis was performed to determine whether the independent variables (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) predict the dependent variable (job satisfaction). In addition, the analysis also determines which amongst the four independent variables (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) contribute most to the variation of the dependent variable (job satisfaction).

Hypothesis Testing

• H0: The Flexible work time do not have significant impact on Job satisfaction

• H10: The Flexible work time has significant impact on Job satisfaction

• H0: The Compressed workweek do not have significant impact on Job satisfaction

• H11: The Compressed workweek has significant impact on Job satisfaction

• H0: The Workplace flexibility do not have significant impact on Job satisfaction

• H12: The Workplace flexibility has significant impact on Job satisfaction

• H0: The Functional flexibility do not have significant impact on Job satisfaction

• H13: The Functional flexibility has significant impact on Job satisfaction

Table 9 shows that the overall correlation of independent variables on satisfaction is 0.589. The model summary illustrates the (R square) value, which helps in explaining variance in the dependent variable (job satisfaction). The R square value is 0.347. The R square value represents the coefficient of determination. This means that the FWAs (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) predict the dependent variable (job satisfaction) by 34.7%, thus, leaving out 65.3% (100%-34.7%) unexplained. In a nutshell, this means that there are other extra independent variables that were not put into consideration in this study that is significant in explaining variation in job satisfaction of employees.

Table 9: Model Summary

a: Predictors: (Constant), Functional flexibility, Workplace flexibility, Flexible work time, Compressed workweek, b: Dependent Variable: Job satisfaction

Table 10: ANOVA^a

a: Dependent Variable: Job satisfaction, b: Predictors: (Constant), Functional flexibility, Workplace flexibility, Flexible worktime, Compressed workweek

Table 11: Coefficients

a: Dependent Variable: Job satisfaction

Analysis of Variance (ANOVA)

Hypothesis Testing

• H0: The Flexible Working Arrangements do not have significant impact on job satisfaction

• H14: The Flexible Working Arrangements have significant impact on Job satisfaction

The ANOVA was performed to test the statistical significance of the regression model on whether it is a good descriptor for the relationship between the predictor variables (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) and the dependent variable (job satisfaction). Therefore, based on the results, the model is a good descriptor of the relationship between FWAs and job satisfaction. (F = 11.966; p = 0.000). The p value is less than .05. Thus, this means that the independent variables (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) are significant in explaining the variation in the dependent variable (job satisfaction). The ANOVA table, proves that the overall correlation 0.589 is significant. Hence the model is significant.

The null hypothesis (H0) is rejected and alternative hypothesis (H14) is accepted proving that the flexible work arrangements are significant in explaining the perceived variation in job satisfaction.

The coefficients table shows which of the four predictor variables (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) contribute the most to the variation in job satisfaction. Therefore, to make the comparison, the Beta standardized coefficients were used. The results indicate that workplace flexibility and functional flexibility contributes to the variation of job satisfaction (β = 0.413; p = .001 and β = 0.431; p = .000). Flexible worktime (β = -0.055; p = 0.583), compressed workweek (β = 0.012; p = 0.922) are not significant predictors of job satisfaction. Thus, it is statistically proved that workplace flexibility and functional flexibility have a significant impact on job satisfaction. Hence H12 and H13 are accepted. For hypothesis 10 and 11, the H0 is accepted proving that flexible worktime and compressed workweek are insignificant predictors of job satisfaction of employees. This shows that these FWAs, even though they are positively correlated, have insignificant impact on job satisfaction. The Beta standardized coefficients measures (irrespective of sign) and the t value are used to rank the predictor variables based on their contribution in explaining the variations in the outcome variable, job satisfaction. The results reveal that functional flexibility (β = 0.431; t-value = 4.948; p = .000) contribute the most to the variation in job satisfaction of employees. The unstandardized coefficients show the effects of the independent variables when all other independent variables are assumed to be constant.

Therefore, considering the four independent variables, the factors that determine perceived job satisfaction levels can be represented by the regression equation as below:

Y = a + b1X1 + c2X2 + ϵ

Where ‘Y’ is the dependent variable job satisfaction, a and b are constants and ϵ the residual error.

The model equation based on the analysis is given below:

Y = 1.417 + 0.288(X1) Workplace flexibility + 0.282 (X2) Functional flexibility

The results of the study contradict the findings of Hemali and Vishal [11], that compressed workweek has effects on productivity, stress level, work life balance and retention of employees. The results also do not match the findings of Abdurezak [12], Origo and Laura [7] and Roma et al. [6], that a flexible schedule and a short workweek goes to increase workplace satisfaction.

The findings of the study agree with Mustafa [13], that there exists a strong positive effect on the work system flexibility on job satisfaction of employees. The findings go along with the findings of Jain and Swami [10], that flexible work is preferred over all gender levels and that flexibility at work (functional flexibility) helps employees to reduce stress and be more committed employees. The findings agree with Aziz-Ur-Rehman and Siddiqui [14], that workplace flexibility has effects on job satisfaction of employees.

Findings

• The preference for the type of flexible working arrangements is associated with the child care (X2 (df = 3, N = 95) = 27.9124, p = 0.0000) and dependent adult care (X2 (df = 3, N = 95) = 12.979, p = 0 .004682) needs of the employees. 

• Flexible worktime has weak positive correlation with job satisfaction (r-value = 0.190) However, the relationship is not statically significant (p-value = 0.065)

• Compressed workweek has weak positive correlation with job satisfaction (r-value = 0.314). The relationship is statically significant (p-value = 0.002)

• Workplace flexibility have moderate positive correlation with job satisfaction (r-value = 0.409). Moreover, the relationship is statically significant (p- value = 0.000)

• Functional flexibility has moderate positive correlation with job satisfaction (r-value = 0.429) and the relationship is statically significant (p- value = 0.000)

• It is statistically proved that workplace flexibility (β = 0.413; p = 0.001) and functional flexibility (β = 0.431; p = 0.000) has a significant impact on job satisfaction. Flexible worktime is the least predictor of job satisfaction (β = -0.055; t- value = -0.551; p = 0.583) and Functional flexibility is the first and most significant independent variable explaining the variation in job satisfaction. (β = 0.431; t-value is 4.948 and p-value is 0.000)

• The flexible timings (β = -0.055; p = 0.583) and compressed work week (β = 0.012; p = 0.922) arrangements does not have significant impact on job satisfaction of employees

• The results reveal that the independent variables put to study explains 34.7% variation in the dependent variable, job satisfaction. The remaining 65.3% of variation in job satisfaction is caused due to other extraneous variables which are not put to consideration in this study

• The analysis proves that the overall correlation of 0.589 is proved to be significant and the model is a good fit. Flexible work arrangements are proved to be significant in explaining the perceived variation in job satisfaction. The model equation is developed as follows:

Y = 1.417 + 0.288(X1) Workplace flexibility + 0.282 (X2) Functional flexibility

The study concludes that the preference of the type of FWA is significantly associated with the child and adult care needs of the employees. There is a weak, positive, insignificant relationship between flexible worktime and job satisfaction. Even though compressed workweek has a weak positive relationship with job satisfaction, the relationship is statistically significant. The Flexible Work arrangements like workplace flexibility and functional flexibility has moderate positive relationship with job satisfaction and the relationship is proved to be statistically significant. The study also concludes that the flexible work arrangements such as workplace flexibility and functional flexibility have significant impact on job satisfaction wherein, functional flexibility is the most significant independent variable explaining the variation in job satisfaction of employees. Finally, it can be concluded that the overall effects of Flexible Work arrangements (flexible worktime, compressed workweek, workplace flexibility and functional flexibility) towards job satisfaction is significant. Since the flexible work arrangements have become one of most popular ways to evaluate job satisfaction and employee performance in organizations recently, the research tends to provide the evidence to support future longitudinal studies related to this field. Even though the adoption and implementation of Flexible Work Arrangements as an innovative human resources management practice in banks is in the nascent stage, workplace flexibility and functional flexibility contribute in enhancing the job satisfaction and performance of the bank employees. It is therefore believed that the results of this study can serve as an input in exploring further on identifying context relevant FWAs as one key provision towards maximizing employee job satisfaction and performance.

Recommendations

• This study also showed that flexible work time and compressed work week has no significant impact on job satisfaction. As the branch employees directly deal with the customers, their work time doesn’t have much of flexibility. The bank may consider a flexibility of 30 minutes to one hour in the start time so that it can help the employees to a certain extent to have a work life balance as the study results reveal that 82% of the employees take care of children under the age of 15 and 78% of them take care of adult dependents

• The bank may also consider providing flexibility in the duration of working hours (Compressed workweek). During year end and peak times, the employees may have to spend extra hours on work. Having the option of taking an extra day off in a week to compensate the extra work hours that the employees have put in during a busy week, would ease their stress and promote satisfaction and loyalty to the organization. This can also result in better productivity

• The study reveals that functional flexibility and workplace flexibility have significant positive relationship and impact on job satisfaction. Having the employees attending to different banking functions on rotation basis and having the opportunity to work away from office except on situations where direct dealing with customers are necessary, would also ease their work pressure

Recommendations for Future Research

In order to boost the accuracy of research findings in the area of FWAs, future research should consider increasing the sample size by covering all branches as well as maximize the diversity of respondents from different organizations or sectors. The study only focuses on employees of Bank Muscat, Nizwa and it is believed that a comparative analysis could be performed in diversified industries such as private and government sectors in Oman as well. Moreover, as an innovative human resource management practice in obtaining and sustaining the human capital, the factors of Flexible Work Arrangements that were not put into consideration in this study can be explored for future studies.

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