Workplace Flexibility and Work Performance A Study on Materials Laboratory Employees
DOI:
https://doi.org/10.65339/ijsis.V1.I2.94Keywords:
Compressed Workweek, Employee Well-Being, Flexible Work Hours, Job Sharing, Materials Laboratory, Organizational Performance, Telecommuting, Work Performance, Workplace FlexibilityAbstract
This study examined workplace flexibility and its impact on work performance among engineers and technicians in a 24/7 Materials Laboratory (MSL) of a leading electronics and semiconductor company, focusing on flexible work hours, job sharing, telecommuting, and compressed workweek. Grounded in workplace flexibility and organizational performance, the study employed a descriptive-quantitative research design and total population sampling involving 50 MSL employees comprising 14 engineers and 36 technicians. Data were collected using a researcher-made questionnaire that was pre-tested and revised, and were analyzed using frequency counts, percentages, weighted mean, standard deviation, t-test, p-value, and Analysis of Variance (ANOVA). Results showed that both engineers and technicians positively assessed flexible work hours and job sharing. Significant differences between the two professional groups were found for telecommuting and compressed workweek, while job sharing differed significantly by gender and telecommuting by age. Tenure significantly differentiated assessments across all four workplace flexibility dimensions. Major challenges included micromanagement, blurred work-life boundaries, onsite job requirements, limited access to personal computers, scheduling restrictions, remote supervision difficulties, unstable network connectivity, and restricted remote access. The study concludes that workplace flexibility should account for differences in employee roles and operational requirements and recommends policy review, appropriate telecommuting and scheduling options, improved technological support, mentorship, trust- and autonomy-oriented management practices, and regular employee feedback and program evaluation. The study aligns primarily with SDG 8 – Decent Work and Economic Growth and SDG 9 – Industry, Innovation and Infrastructure through its emphasis on adaptable working conditions, employee well-being, productivity, organizational performance, and flexibility within a technology-oriented industry. Its sustainability impact is principally socio-economic, organizational, human resource, and institutional, supporting workforce well-being, organizational adaptability, and sustained operational performance.
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Copyright (c) 2026 Chona N. Victoria, Dr. Romulo E. Navarra (Author)
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