1. MSBA-14-07
Thesis Supervisor
Dr. Shaheera Amin
Research Topic
“Employee Trustworthiness on Employer Work & Life Balance Policies
and its Influence on Employee Performance”

2.  Abstract:
 Trustworthiness is a Key factor between Employee and Employer.
 Organizations Critically Thinking on employee friendly policies and
procedures.
 The Target Sector is “Private Banking”.
 Quantitative Research

3.  Introduction:
 Trustworthiness Definition.
 Trustworthiness context regarding this research.
 Why trustworthiness is worthful for long-term Employee-Employer Relations.

4.  Objectives of Study:
 To establish that what are the particular characteristics that results
in trustiness between employee & employer.
 To explore leave arrangements policies impact on employee performance.
 To explore that however employee well-being policies impact employee
performance.
 To establish the relation how leave arrangement policies influence employee
performance.

5.  Trustworthiness Elements:
 Ability: This Includes Employer Skills, Competencies, Expertise, Knowledge,
Work Efficiency”
 Benevolence: This includes Employer positive intensions, care and gestures
regarding employee acts, behavior and future career growth.
 Integrity: This includes employer determination, adherence to his acts and
words, Values and high work principals.

6.  Literature View:
 Employer Policies:
 Dimension to “Employer-Employee Relation”.
 Knowledge Enhancement, Skills Development & Strengthening of employees.
 Increase Ownership of employers influence performance.
 Road Map for working and career growth.
 Well informed employs

7.  Work & Life Balance Policies:
 Satisfaction and Balance Engaging at work.
“The Kenexa in his research in (2007) shows that the employees who are happy
with his employer policies are less in favor to leave their organizations”
 Minimum Role Conflicts & Disputes.
“Langford (2008) explained this as “an individual’s ability to satisfy work and
family should be directly influence the employer policies”

8.  Disputes at Work:
“Employee disputes, social control issues and subordinate
problem arise because of work and life balance disorder (Shawn & Jackep,
2004)”.
 Employee Physical & Mental Health:
“The healthy brains are more effective in decision making instead of week
minds ( Lebura & Rebina , 2001)”

9. Factors Influencing Work & Life Balance:
 Extended families & Demographic Changes:
The families that are extended that have more chance of occasions and family
problems hence, require more time to manage with work. Those families who
come from different cities and works in different geographical regions face
different problems regarding trusting new peoples and linguistic issues.
 Work & Life Conflict:
The reason of mental dissatisfaction and stress is one of the work & life conflict.
This peruses employee to be less productive and efficient. The employees starts to
live with inner conflicts that he/she would leave the job.
In one study in 2007 university of Queensland, it had been found that those
employees that work & life conflicts they suffer from the depression, psychological
issues and heart diseases.

10.  Management Ladies & New Facts of Life:
Some part of the business world thinks that a woman incurs large amount of training
and during the work place if they work on the management position they would be in
lose for the time when they experience maternity issues. . The banking sectors can’t
bear employees that their employees went for leaves for a longer time and than a time
come when they realize that they are not able to come back on their jobs and hence lost
of employee as well as training cost that incurs on employee.
 A new Psychological Contract:
The company new mental contract could have made an emergency of obligation on the
other hand the dedication remains to be conceivable below the brand new contract. This
can also be entire via progress open doorways and flexibility in return for execution and
suppleness anticipate that individual employees are to be absolutely in manipulate of
their own vocation development

12.  Hypothesis:
 Hypothesis 1a:
“Leave arrangement policies positively relate with employee performance”
 Hypothesis 2a:
“Employer well-being policies has positive relation with employee
performance”
 Hypothesis 3a:
“Flexible working arrangement has positive relationship with employee
performance”.
Hypothesis 4a:
“Trustworthiness moderates the relationship between work & life balance
policies and employee performance .

13.  Leave arrangement policies positively relate with employee
performance”
 In 2008 Hinders & Stewart found that those organizations that have clear
leave arrangement programs have additional loyal and productive workers.
“Employer well-being policies has positive relation with
employee performance”
 Bodily well-being consists of health smart first-class and defines nicely being
in terms that employee is physical healthy and might do his obligations
functionally (supply, Christianson & well worth, 2007)

14. Well-Beings Division:
 Psychological well-being (happiness): According to Christian and furnish
the happiness of people is a crucial thing that urge worker to work
independently and efficiently. According to Norman in 2002 the happiness of
worker is the opposite name of mental nicely-being.
 Social well-being (relationships):The social well being is totally base at
the worker interplay with the society, pals and loved ones. The social
well being additionally being measured within the agencies. The
connection of employees along with his colleagues and control also
developing the social relationships ( Fel & Rew, 2007).
 Physical well-being (health):
Physical fitness is a essential aspect is a likely deliver of harm and fitness
problems (supply, Christianson & well worth, 2007)

15. “Flexible working arrangement has positive relationship with
employee performance”
Flexible work arrangements became more and more standard commercial
enterprise have a look at round the globe. It's crucial to be aware “flexible
work arrangements” and “the availableness of versatile working
arrangements”

16.  Work and Life balance policies impact on
Employee Performance:
 Reduction of work-life conflict.
 Improved job-related attitudes and perceptions of
organizational support.
 Improved attendance and productivity (Organizational Level).

17.  Methodology:
The integral concern of this study is to find out the relationship between
Trustworthiness of employee on employer work and life balance policies and
its influence on employee performance.
 Research Philosophy:
The research category according to dimension would be positivist. In other
words its necessary to observe and describe reality from objective point of
view in a neutral way that would help to create the required patterns and
findings.

18.  Research Approach:
The Deductive Approach would use from general to specific and at the end
we would come to a general point that Employee trustworthiness on
employer work and life balance policies impact employee performance. The
quantitative research would be use to find patterns and results from the
questionnaire that we would design. This would be able to help us to develop
a theory and going forward from observations we would able to accept or
reject our hypothesis.

19.  Research Strategy and Data collection:
Our goal is to find the employees’ trustworthiness on employer work and life
balance policies and its impact on employee performance and to reach our
milestone we would develop such type of procedure that would help us to
reach our results. The survey or quantitative technique would be use to find
the results. The target sector for this research is banking sector of Pakistan.
A five point Liker Scale as well as other scales that would be used for the
scoring of the variables. The scale varies from “1 (strongly disagree) to 5
(strongly agree)” for most of the questions as well as the scales would also
vary from “very unimportant to very important” or to address some areas.

20.  Sample Descriptive & Data Analysis:
The convenience sampling strategy has been used for the data collection.
The sample is selected based on the ease of access (Ritchie & Lewis, 2003).
The questionnaire was distributed on a hard copy to employees at their
workplace.
The count, frequency and the effect of Independent and dependent variables
would be find out by using the quantitative techniques. The variables would
be analyzed and mean or standard deviation would calculate. The employer
policies and employee performance relationship would determined by using
statistical software “Statistical Package for Social Sciences” (SPSS)

21.  Sample Demographics:
The Demographics are giving a quick overview about the respondents’ frequency
and percentage. The gender section is showing 80% of male respondents and 20%
of females. Basically banking sector is usually male dominant side in Pakistan so
that is the reason of increase number of males. The second section is of age
section which is showing large number respondents lies between 25-35 age and
least amount is of above 50. The third section is showing that 70% respondent’s
last education was from university which shows that maximum number of
respondents were highly qualified. The fourth section is of income section in
which 51% people have income lies between Rs 25000-35000. This is showing
that most of the respondents belong from a middle class. The fifth and last
section is of tenure which depicts that 40% of respondents lies in 3-10 years
category which is not a high percentage and only 4% respondents lies on that
category which lies in above twenty years.

22.  Regression Analysis:
The Regression analysis is used to find out the relationships among the variables.
The analysis and modeling of variables could be find through the different
techniques when the focus is on the relationship between a DV and one or more
IV. The model summary in which the value R=.493 which is approximately
between the 0 and 1 while the value of R square is .243 or adjusted R
square=.233
In multiple regressions we focus on the Adjusted R square instead of R square.
The adjusted R square measures the proportion of total variability in the
dependent variable that is explained by independent variable. The adjusted R
square we have .233 which depicts that 23% of variability in employee
performance is explain by the model in other words we can say that 23% variability
in employee performance is explained by leave arrangements, flexible work
arrangements discrepancy between the R square and adjusted R square then it
suggests that some of the independent variables are redundant

23.  Anova:
The ANOVA would tell about the “f” statistics called f-test.
The relationship between means is significant at .000 where the F is 23.652.
on the basis of “F” and Significance value we determines that either the
model has expansion power or not. Here the significance value is less 0.05
so we would come on the hypothesis that model doesn’t have expansion
power.

24.  Coefficients:
 The coefficients would also explain the relationship between Independent variables and dependent
variable.
 The significance values would tell now either to accept or reject the null hypotheses.
 The trustworthiness t=1.129 where (P > 0.05) with significance value is 0.260.
 The results depict that stronger the trustworthiness greater would be employee performance. So we
accept our hypothesis that trustworthiness moderates the relation between work and balance policies
and employee performance.
 The leave Arrangement policies t=-7.28 where (P > 0.05) so we would also accept our hypothesis that
leave arrangements positively influence employee performance. So we also accept our hypothesis that
leaves arrangements positively influence employee performance.
 The flexible work arrangement policies t= .837 where (P> 0.05) so we would also accept our
hypothesis that flexible work arrangements positively influence employee performance.
 The employee well being policies t=6.701 where (P < 0.05) so we would reject our hypothesis that
flexible work arrangements positively influence employee performance.

25.  Role of Moderator:
Trustworthiness is the moderator in our research so to check its effect we devise
the dummy variables in which our indirect variables (leave arrangements,
employee well-being, flexible work arrangements) multiply with the direct variable
(employee performance). This would show the validity of our moderator.
 The adjusted R square we have .119 which depicts that 11.9% of variability in
employee performance is explain by the model in other words we can say that
11.9% variability in employee performance is explained by leave arrangements,
flexible work arrangements discrepancy between the R square and adjusted R
square then it suggests that some of the independent variables are redundant. If
we compare this result with our previous results in which variability was 23% and
now it is 11% so we can say that our moderating variable “trustworthiness” is valid
and it has strong relation with IV’s and DV.

26.  Coefficients:
 The significant value of leave arrangement becomes .295 so we could say that its
less than previous but still in favor of our hypothesis. Now in case of flexible work
arrangement the significance value becomes 0.02 which is less (P < 0.05), so the
hypothesis that flexible work arrangement positively relate with employee
performance rejects. Similarly in case of employee well-being our significance
level becomes 0.01 which is less (P < 0.05), hence we can also depict that our
hypothesis rejects as P value is less than 0.05.
 That above variability in results valid our moderating variable trustworthiness and
it shows that it directly affects the IV’s and DV of our research.

27.  Practical Implications:
This study has different practical implications for organization worth noticing.
First of all, as mentioned before, according to Grant (2007), organizations think of
employee well-being policies, flexible work arrangement and leave arrangement
policies as one dimension, namely job satisfaction. Leave arrangement policies
should also be clear to the employee e.g. the leave arrangement policies should be
include in the employee job offer letter or should be revised yearly. Therefore,
organizations and managers need to see the added value of looking at employee
taking the different elements into account; the psychological, physical and the
social perspective. Thereby, it also has a significant effect on the stress level of
employees, in which the amount of flexible working arrangements can reduce the
amount of stress employees perceive.

28.  Theoretical Implications:
In this research, relationships that are examined are leave arrangements, flexible
working arrangements and employee well-being, which is related to the happiness of
employees. In this research , it was predicted that leave arrangements policies, flexible
working arrangements and employee well being policies have a positive effect on
employee performance. This was indeed confirmed, which means that the predictions
derived from previous studies were correct. In the study of Martens, Nijhuis, Bottle and
Knottnerus (1999), they stated that giving employees an opportunity to balance their
working- and social life will have a positive effect on the happiness of employees.
Having flexible working arrangements available, signals that the organizations cares
about their employees in which they can choose to plan their everyday life better
because they can match working time with their personal needs. Therefore, the findings
that flexible working arrangements lead to more psychological well-being is in line with
previous literature and research.

29.  Limitations:
A limitation was that employees gave socially desirable answers. Because it is a
questionnaire from researchers outside the organization, employees could give answers
based on what they think others want them to fill in (King & Bruner, 2000). Most of the
respondents filled in the questionnaire at work, which means colleagues and managers
were close by, which could bias the answers the employees gave, mainly the questions
regarding their colleagues and direct supervisor.
 A second limitation could be the use of online questionnaires. Some of the
questionnaire didn’t filled by respondents
 Third limitation could be related to the content of the questionnaire. Because of the
length of the questionnaire. It was feel that the respondent starts loose his interest in
filling the question as he/she reaches near to end.

30.  Strengths:
Next to the limitations mentioned above, there are also some strength to this
research. One major strength of this research is that employee well-being is
divided in three dimensions; psychological, physical and social well-being. In
previous studies, employee well-being is seen as one variable, but according
to the Grant (2007) employee well-being consists out of the three
dimensions mentioned above. Because of the different elements, this study
becomes more specific and detailed regarding employee well-being and what
kind of effect flexible working arrangements have on those different
elements of employee well-being. Within this research, flexible working
arrangements do not have a significant relationship with all three elements
within this research. Therefore, for future research, I recommend that
researchers always use the different forms of employee well-being instead of
using employee well-being as one variable.

31.  Future Research:
In order to draw causal conclusions from the data it is recommended for
future research to apply a longitudinal design. Furthermore, it is
recommended to use random sampling instead of convenience sampling in
order to obtain a representative sample of the population. This will expand
the extent to which results can be generalized. Since there is an absence in
strong evidence for the role of social support with regard to flexible working
arrangements and employee well-being, future research should make an
attempt to explore in which way social support is linked to those variables.

32.  Conclusion:
It is concluded when moderating variable doesn’t use in the model than leave
arrangement policies and employee well-being policies have positive impact
on employee performance, but when moderating variable included in the
results it has found that only leave arrangement policies influence employee
performance while employee well-being policies and flexible working
arrangement policies are totally rejected.
To conclude, It is important that managers and colleagues share the same
beliefs, norms and values regarding the work and life balance policies
implemented within the organization. Cook (2009) states that support from
the organization has positive effects on job satisfaction and health
outcomes. This indicates that is it important for organizations to recognize
the effect of organization culture on employees.