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<p>Flexible Working Arrangements (FWA) are gaining more recognition as a method of increasing job satisfaction and work-life balance. This study explored how flexible work hours have influenced the employees’ performance quality based on their productivity, engagement, and retention in the ICT sector within Saudi Arabia. Data was gathered using open-ended questionnaires consisting of 13 questions, and a qualitative thematic analysis was performed. Saudi Arabian 12 CT employees have been surveyed to determine their experiences regarding flexible work patterns, considering Job Demands-Resources (JD-R) model and Boundary Theories. The study indicated that FWA boosts worker productivity, work-life balance, and retention. Staff members communicated that they felt more motivated, creative, and dedicated while deploring the necessity and technological issues. This study also found that FWA positively affects workforce performance quality with applied Human Resource (HR) policy and electronic instrumental support. Organisations must focus on performance measures based on outcomes and lend a helping hand to execute flexible work patterns successfully. Moreover, HR policies involving improving remote work, such as investment in IT infrastructure, time management skills, and building self-discipline, in line for organisational performance enhancement and worker productivity increase, deserve inclusion.</p>

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Influence of flexible working arrangement (FWA) on employee quality of performance in Saudi Arabia: a qualitative analysis

  • 期刊论文

  • 发表日期：

    2026年4月9日

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  • Aisha Abdalla,
  • Al Mahjob Jamal

摘要

Flexible Working Arrangements (FWA) are gaining more recognition as a method of increasing job satisfaction and work-life balance. This study explored how flexible work hours have influenced the employees’ performance quality based on their productivity, engagement, and retention in the ICT sector within Saudi Arabia. Data was gathered using open-ended questionnaires consisting of 13 questions, and a qualitative thematic analysis was performed. Saudi Arabian 12 CT employees have been surveyed to determine their experiences regarding flexible work patterns, considering Job Demands-Resources (JD-R) model and Boundary Theories. The study indicated that FWA boosts worker productivity, work-life balance, and retention. Staff members communicated that they felt more motivated, creative, and dedicated while deploring the necessity and technological issues. This study also found that FWA positively affects workforce performance quality with applied Human Resource (HR) policy and electronic instrumental support. Organisations must focus on performance measures based on outcomes and lend a helping hand to execute flexible work patterns successfully. Moreover, HR policies involving improving remote work, such as investment in IT infrastructure, time management skills, and building self-discipline, in line for organisational performance enhancement and worker productivity increase, deserve inclusion.