Flexible working arrangement and job performance the mediating role of supervisor support

Abstract

The IT industry is important in the Sri Lankan economy and has become Sri Lanka's large industry. With the current situation in the country, Organizations have not been able to achieve the expected performance from the employees. Therefore, the organization has not been able to achieve the expected target. Due to this, they are thinking about the good of the employees and organization and tending towards flexible working arrangements. But using flexible working arrangements has sometimes not achieved the expected employee performance. This has become a major problem in organizations. Therefore, the main objective of this study was to assess the Flexible Working Arrangement and Job Performance in the Mediating Role of Supervisor Support. Further, this study emphasized finding solutions to improve flexible working arrangements to get expected employee job performance with supervisor support.Job Performance was the dependent variable, Flexible Working Arrangements was the independent variable, and Supervisor Support was the mediator variable in the study. This was conducted as a cross-sectional, quantitative field study among a sample of 152 executives & above carder selected from two (03) main IT Companies in the Colombo district. The study was conducted using a simple random sampling method, and the unit of analysis was individual level. A standard measurement scale was used to collect primary data, which was developed by using five points Likert scale and seven points Likert scale. Descriptive statistics, Pearson correlation coefficient, and simple regression were applied to analyze data using SPSS. The findings revealed a moderate positive relationship between flexible working arrangements and job performance. Furthermore, there is a 25.28% significant impact of flexible working arrangements on job performance, and accordingly, supervisor support has not depicted a significant mediation impact. Further, as only the direct path of the IV – DV relationship are significant, and the indirect path of the IV – DV relationship is not significant, supervisor support could not be considered a partial or full mediator. Supervisor support is considered as a not mediator.