Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model

Abstract

Grounded in the Conservation of Resources (COR) theory, this study explored the contribution of flexible work arrangements within the increasing digitalization of workplaces. In particular, with a specific focus on what happened when employees teleworked, it examined whether flextime perceptions, accounting for employees’ perception of control over their working hours, were related to job performance and if family–work conflict mediated this relationship. Additionally, the study investigated if the ability to cope with work tasks moderated the relationships between flextime and both family–work conflict and job performance. The study was conducted in an Italian research institute involving 598 respondents engaged in hybrid work with over two years of remote working experience. The SPSS Process macro was used, and findings showed a positive direct association between flextime and job performance. Intriguingly, no indirect effect of flextime on job performance through family–work conflict was observed. However, the introduction of the ability to cope in the model generated a significant mediation at specific levels of the moderator. The study highlighted the moderating role of the ability to cope in the relationships between flextime and family–work conflict on one side and job performance on the other. This research provides insights into the complexities of hybrid work and discusses the advantages of flextime and the intricate interplay it has with family–work conflict and job performance. The study concludes with theoretical and practical implications, offering guidance for both researchers and practitioners navigating the multifaceted realm of flexible work arrangements.

Keywords

• flextime
• ability to cope with work
• family–work conflict
• job performance
• hybrid work