Flexible Work Arrangements and Organizational Commitment as Predictors of Organizational Performance

Abstract

The COVID-19 pandemic made a massive economic dent on the world, but it paved the way to revolutionize the conventional working norm. This study aimed to examine the relationship of flexible work arrangements and organizational commitment toward employees' organizational performance in King Multi-Purpose Cooperative during the COVID-19 pandemic. This research utilized a non-experimental quantitative research design using the descriptive-correlational technique with 210 employees as respondents chosen through systematic random sampling across all 33 branches and satellite offices of King Multipurpose Cooperative. Pearson’s r and linear regression analysis were used as data analysis tool. The results revealed that the employees of King Multipurpose Cooperative had a high overall level of flexible work arrangements and organizational commitment. Also, the employees had a very high level of organizational performance during the health crisis. Additionally, the present study confirmed the anchored theory, Self-Determination Theory, and rejected the null hypothesis that flexible work arrangements and organizational commitment are not correlated with organizational performance. Furthermore, indicators such as supported regulations, type of work, and management support significantly influenced and predicted organizational performance in flexible work arrangements, while normative, affective, and continuous commitment significantly influenced and predicted organizational performance in organizational commitment. In summary, this research may be a valuable foundation for formulating work options and policies to ensure high levels of commitment while achieving organizational goals.