An Investigation into Employees’ Factors of Flexible Working Hours (FWH) for Productivity in Saudi: A Qualitative Triangulation

Abstract

Abstract Background One of the most controversial HRM topics that has received extensive attention from academics and practitioners communities over the past two decades is Flexible Working Hours (FWH) and its impact on productivity. Nevertheless, the work is mostly focused on business and organizational aspects neglecting the employees’ health perspectives. Most importantly, there is a lack of a strong theoretical foundation. Thus, unlike other work, the present study focuses heavily on the employees’ perspective based on a theory; namely: Social Exchange Theory (SET). SET is valuable because it magnifies the importance of the employee as a partner who is in reciprocal social relations. This study aims to explore and evaluate the antecedents of FWH, mainly: employees’ health-related factors, which affect their productivity. Key major concepts to emerge from the literature analysis are brought together, and grouped under mindfulness/well-being. Methods Two triangulated sets of qualitative data were collected, namely: semi-structured interviews and document analysis (cross-sectional and longitudinal). Thirty-two interviews were conducted with employees and with management. Document analysis is a novel source of data that was extracted from the company’s internal technological platform and contains employees’ first-hand computerized typewritten comments about FWH. Results The adopted qualitative triangulated methods assist in interrogation to allow other undiscovered factors to emerge from the analysis of the data which are grouped as sub-themes under quality of time, namely: mid-break, morning and evening person, sleeping and tardiness, and social life. The most significant factors found affecting employees’ decision to demand FWH for productivity are midday breaks, traffic/transportation, and schooling. Conclusions The finding reveals that HR practitioners need to recognize employees’ health and social factors before applying FWH practice. This research lies in the fact that it is one of the first HR health studies to contribute to advancing theoretical and empirical knowledge, particularly in Saudi Arabia. Based on findings from this empirical inquiry, this present research makes an original and important contribution to HR health scholarship and reflects theoretical rigor (Social Exchange Theory), methodological (triangulation methods), empirical, and practical. For example, theoretical contributions regarding SET’s reciprocity “black box” were highlighted.