Open Access Article SciPap-981
Workplace Flexibility to Improve Organizational Performance
by Binal Shah 1,* and Aleš Gregar 2

1 Faculty of Management and Economics, Department of Management and Marketing, Tomas Bata University in Zlín, Mostní 5139, Zlín 760 01, Czechia

2 Faculty of Management and Economics, Department of Management and Marketing, Tomas Bata University in Zlín, Mostní 5139, Zlín 760 01, Czechia

* Authors to whom correspondence should be addressed.

Abstract: Workplace flexibility is recognized as the application of collective interventions in an organization. It is also known as various supportive technologies and strategies of the Human Resources Department. The purpose of this study is to design workplace flexibility strategies that are essential for organizational leaders and HR managers to sustain and improve organization competitiveness (improved productivity and improved financial performance) along with aging employees’ performance. Data collection from a large-scale survey of 2000 aging employees from a different organization in India. Participants in the survey study were based on employees ‘experience within the organization. The research interviews coded by focusing on the level of flexibility given to aging employees, focusing on managers' influence on the performance of aging employees, examining internal and external sources that impede performance. The study results organization and HR managers’ may increase the performance of aging employees by enhancing flexibility strategies that provide a positive assortment of motivational tools and opportunities. In addition, the findings suggest collaborative decision making between HR managers and aging employees has a positive relationship with work attitudes and the engagement of employees. The results of the study can make organizations more competitive that could improve aging employees’ retention rates.

Keywords: Workplace Flexibility, Flexible Work Arrangements, Employee Engagement, Retention, Human Resource Practices

JEL classification:   J22 - Time Allocation and Labor Supply,   J28 - Safety • Job Satisfaction • Related Public Policy,   L10 - General,   M54 - Labor Management,   O15 - Human Resources • Human Development • Income Distribution • Migration

SciPap 2019, 27(1), 981

Received: 27 March 2018 / Accepted: 8 April 2019 / Published: 23 March 2019