The Influence of Flexible Working Hour Arrangements and Work-Life Balance on Job Satisfaction

Abstract

The study analyzes the relationship using a pragmatic mixed method approach between organizational work models and employees’ job satisfaction. Data collected from two companies in Pakistan: Novatex, which runs under flexible arrangements of work, and Aromarts, which follows a fixed schedule of work. Quantitative data, collected through structural questions (Q5 – Q15), revealed a strong positive relation between flexible work arrangements and job satisfaction. Regression analysis further indicated that flexibility is an important predictor of employees’ satisfaction, while work life balance did not mediate in relationships between fixed schedules and satisfaction. Hypothesis testing supported H1, confirmed the positive effects of flexible arrangements, while rejecting H2 and H3, which indicates the fixed scheduled do not  significantly improve satisfaction and that work life balance does not work as a mediator in this context. Qualitative results from semi-structured interviews with HR professionals highlight three main themes autonomy, work life balance, and organizational support which align with quantitative results. These insights show that flexible enhance employees control their systems, reduces stress, and supports high overall satisfaction. The study concluded that implementing flexible work structures is beneficial for the well being of employees and should be preferred in modern human resource policies. By connecting both quantitative and qualitative perspectives, research provides a comprehensive understanding of how flexible work models affect employees’ satisfaction and offer practical guidance for organizations trying to improve work force management and performance.