The Effect of Flexible work Arrangements on Organizational Commitment: the Case of Modern ETH (MMCY|Tech)

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Addis Ababa University


This aim of the research is to examine the effect of flexible work arrangement on organizational commitment of MMCY|Tech employees. The study examined effects of two FWAs, which are flextime scheduling and telecommuting on organizational commitment among employees of MMCY|Tech. The specific objectives were to identify the impact of flextime scheduling and telecommuting on organizational commitment. To achieve these objectives, a quantitative crosssectional survey was conducted among 170 employees of MMCY|Tech. The survey had a response rate of 88.23%. The participants were asked to provide their perceptions of flextime scheduling, telecommuting, and their level of organizational commitment. The conducted data was analyzed using SPSS version 25. Spearman's rho correlation coefficient analysis revealed a strong positive correlation between flextime schedules and OC (r = 0.298, p < 0.0001), as well as between telecommuting and OC (r = 0.248, p < 0.0001), indicating a significant relationship between FWAs and OC. The model summary and ANOVA regression results showed that the combination of flextime schedules and telecommuting explained 18% (R = 0.184) of the variability in OC at a 5% significance level. Specifically, flextime schedules had a stronger predictive effect on OC (β = 0.323, p < 0.001) compared to telecommuting (β = 0.254, p < 0.001).Based on these findings, both hypotheses were supported. H1 stated a positive and significant relationship between flextime schedules and organizational commitment, while H2 posited a positive and significant relationship between telecommuting and organizational commitment. This study provides empirical evidence of the positive impact of FWAs, particularly flextime schedules, on employee organizational commitment at MMCY|Tech. The findings highlight the importance of implementing flexible working arrangements to enhance employee commitment and improve overall organizational commitment. These results contribute to the existing body of knowledge on FWAs and their implications for employee well-being and engagement. Future research may explore additional FWAs and factors that influence the relationship between FWAs and OC, considering cultural and contextual variations



flexible work arrangements, flextime scheduling