The effect of flexible work arrangements on ethical decision-making

Pradita Sita Devi Normasari  -  Faculty of Psychology, Universitas Indonesia, Depok, Indonesia
Bertina Sjabadhyni*    -  Faculty of Psychology, Universitas Indonesia, Depok, Indonesia

(*) Corresponding Author
DOI: 10.21580/pjpp.v5i2.4279

This study aimed to compare the impact of different types of flexible work arrangements (flextime and telecommuting) on ethical decision-making. Ethical decision-making is when individuals use their moral basis to determine what is right and wrong in a given situation. It involves an awareness of moral dilemmas and consideration of the consequences of decisions. Flexible work arrangements are offered to promote individuals’ ethical decision-making by balancing their needs at work and outside work, such as spending time with family. This research was conducted on 185 employees and used a quantitative approach that utilizes experimental methods with a post-test-only design. Employees’ ethical decision-making was measured using two vignettes. Data analysis was conducted using the independent sample t-test parametric statistical technique. The study results indicated a t = 4.21 and a significance level of .00 (p < .05), which showed that this study's working hypothesis was acceptable. It concluded that there were differences in ethical decision-making between two types of flexible work arrangements: flextime and telecommuting groups.

Keywords: flexible work arrangements; ethical decision-making

  1. Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40–68. https://doi.org/10.1177/1529100615593273
  2. Bazerman, M. H., & Sezer, O. (2016). Bounded awareness: Implications for ethical decision making. Organizational Behavior and Human Decision Processes, 136, 95–105. https://doi.org/10.1016/j.obhdp.2015.11.004
  3. Cameron, K. S., & Quinn, R. E. (2001). Diagnosing and changing organizational culture: Based on the competing values framework. Jossey-Bass.
  4. Carlson, D. S., Kacmar, K. M., & Wadsworth, L. L. (2009). The impact of moral intensity dimensions on ethical decision-making: Assessing the relevance of orientation. Journal of Managerial Issues, 21(4), 15–30.
  5. Choi, Y. S., & Scott, D. K. (2008). Assessing organisational culture using the competing values framework within American Triple-A baseball. International Journal of Sport Management and Marketing, 4(1), 33–48. https://doi.org/10.1504/IJSMM.2008.017657
  6. Evans, J. R., & Mathur, A. (2005). The value of online surveys. Internet Research, 15(2), 195–219. https://doi.org/10.1108/10662240510590360
  7. Golden, T. D., & Gajendran, R. S. (2019). Unpacking the role of a telecommuter’s job in their performance: Examining job complexity, problem solving, interdependence, and social support. Journal of Business and Psychology, 34(1), 55–69. https://doi.org/10.1007/s10869-018-9530-4
  8. Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework’s theoretical suppositions. Journal of Applied Psychology, 96(4), 677–694. https://doi.org/10.1037/a0021987
  9. Jones, T. M. (1991). Ethical decision making by individuals in organizations: An issue-contingent model. Academy of Management Review, 16(2), 366–395. https://doi.org/10.5465/amr.1991.4278958
  10. Kung, F. Y. H., Kwok, N., & Brown, D. J. (2018). Are attention check questions a threat to scale validity? Applied Psychology, 67(2), 264–283. https://doi.org/10.1111/apps.12108
  11. Lim, V. K. G., & Teo, T. S. H. (2000). To work or not to work at home: An empirical investigation of factors affecting attitudes towards teleworking. Journal of Managerial Psychology, 15(6), 560–586. https://doi.org/10.1108/02683940010373392
  12. Lincoln, S. H., & Holmes, E. K. (2010). The psychology of making ethical decisions: What affects the decision? Psychological Services, 7(2), 57–64. https://doi.org/10.1037/a0018710
  13. Linehan, M., & Walsh, J. S. (2000). Work-family conflict and the senior female international manager. British Journal of Management, 11(s1), S49–S58. https://doi.org/10.1111/1467-8551.11.s1.5
  14. Magnus, J. R. M., & Viswesvaran, C. (2006). How family-friendly work environments affect work/family conflict: A meta-analytic examination. Journal of Labor Research, 27(4), 555–574. https://doi.org/10.1007/s12122-006-1020-1
  15. Mohanty, A., Dash, M., Pattnaik, S., Das, J. R., & Misra, S. K. (2012). Study of organization culture and leadership behaviour in small and medium sized enterprises. European Journal of Scientific Research, 68(2), 258–267.
  16. Musbah, A., Cowton, C. J., & Tyfa, D. (2016). The role of individual variables, organizational variables and moral intensity dimensions in Libyan management accountants’ ethical decision making. Journal of Business Ethics, 134(3), 335–358. https://doi.org/10.1007/s10551-014-2421-3
  17. Nelson, D. L., & Quick, J. C. (2013). Organizational behavior: Science, the real world, and you. Boston: Cengage Learning.
  18. Pedersen, V. B., & Lewis, S. (2012). Flexible friends? Flexible working time arrangements, blurred work-life boundaries and friendship. Work, Employment and Society, 26(3), 464–480. https://doi.org/10.1177/0950017012438571
  19. Radcliffe, L. S., & Cassell, C. (2014). Resolving couples’ work-family conflicts: The complexity of decision making and the introduction of a new framework. Human Relations, 67(7), 793–819. https://doi.org/10.1177/0018726713506022
  20. Rau, B. L., & Hyland, M. A. M. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel Psychology, 55(1), 111–136. https://doi.org/10.1111/j.1744-6570.2002.tb00105.x
  21. Rest, J. R., & Barnett, R. (1986). Moral development: Advances in research and theory. Praeger.
  22. Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Pearson.
  23. Ryan, A. M., & Wessel, J. L. (2015). Implications of a changing workforce and workplace for justice perceptions and expectations. Human Resource Management Review, 25(2), 162–175. https://doi.org/10.1016/j.hrmr.2015.01.001
  24. Sok, J., Blomme, R., & Tromp, D. (2014). Positive and negative spillover from work to home: The role of organizational culture and supportive arrangements. British Journal of Management, 25(3), 456–472. https://doi.org/10.1111/1467-8551.12058
  25. Sparks, J. R., & Pan, Y. (2010). Ethical judgments in business ethics research: Definition, and research agenda. Journal of Business Ethics, 91(3), 405–418. https://doi.org/10.1007/s10551-009-0092-2
  26. Spreitzer, G. M., Cameron, L., & Garrett, L. (2017). Alternative work arrangements: Two images of the new world of work. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 473–499. https://doi.org/10.1146/annurev-orgpsych-032516-113332
  27. Thompson, R. J., Payne, S. C., & Taylor, A. B. (2015). Applicant attraction to flexible work arrangements: Separating the influence of flextime and flexplace. Journal of Occupational and Organizational Psychology, 88(4), 726–749. https://doi.org/10.1111/joop.12095
  28. Trevino, Linda K., & Youngblood, S. A. (1990). Bad apples in bad barrels: A causal analysis of ethical decision-making behavior. Journal of Applied Psychology, 75(4), 378–385. https://doi.org/10.1037/0021-9010.75.4.378
  29. Trevino, Linda Klebe. (1986). Ethical decision making in organizations: A person-situation interactionist model. Academy of Management Review, 11(3), 601–617. https://doi.org/10.5465/amr.1986.4306235
  30. Wisesa, A. (2011). Integritas moral dalam konteks pengambilan keputusan etis. Jurnal Manajemen Teknologi, 10(1), 82–92.

Open Access Copyright (c) 2020 Psikohumaniora: Jurnal Penelitian Psikologi
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

Publisher:
Faculty of Psychology and Health, Universitas Islam Negeri Walisongo Semarang
Jl. Prof. Dr. HAMKA, Kampus III, Tambakaji Ngaliyan Semarang 50185 Central Java - Indonesia
website: fpk.walisongo.ac.id

 
Visitor Statistics
apps