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049 a| EREE;

090 a| HF5549.5.M63;

100 1 a| Yeaman, Justin N.,e| author.?| UNAUTHORIZED;

245 14 a| The impact of flexible work arrangements on employee engagement among higher education professional staff /c| by Justin N. Yeaman.;

264 1 a| [Greenville, N.C.] :b| [East Carolina University],c| 2021.;

300 a| 235 pages :b| illustrations;

336 a| textb| txt2| rdacontent;

337 a| computerb| c2| rdamedia;

338 a| online resourceb| cr2| rdacarrier;

347 a| text fileb| PDFc| 1.172 MB2| rda;

538 a| System requirements: Adobe Reader.;

538 a| Mode of access: World Wide Web.;

502 b| Ed.D.c| East Carolina Universityd| 2021.;

500 a| Presented to the faculty of the Department of Educational Leadership.;

500 a| Advisor: David Siegel;

500 a| Title from PDF t.p. (viewed November 15, 2021).;

520 3 a| Recent research has indicated that employee engagement is low among America's workforce. It has also indicated that higher education as an industry is no exception to this trend. The purpose of this study was to explore the relationship between flexible work arrangements such as teleworking and flexible scheduling, work-life balance, and employee engagement. The theory of action in this study was based upon the tenets of Social Exchange Theory and the norms of reciprocity which would suggest that employees who receive the organizational support to balance work and life will be more likely to repay that support with increased employee engagement. This study was initially planned to implement a high level of workplace flexibility among a group of university human resources professionals to understand their experiences with workplace flexibility. However, the implementation of the intervention was interrupted by the COVID-19 pandemic. This resulted in the study having the unique opportunity to document and learn from participants' experiences while working remotely as a result of a global pandemic and public health crisis. Through direct observations, semi-structured interviews, and participant journal entries, this study explored the impact that such a major workplace disruption had on the population's work-life balance, level of employee engagement, the challenges faced, lessons learned while teleworking, and the unit's organizational capacity. This study may be used to inform future research or decisions related to employee engagement, workplace flexibility, or response to similar workplace disruptions.;

504 a| Includes bibliographical references.;

650 0 a| Employee motivationx| Education (Higher)=| ^A11078;

650 0 a| Employee moralex| Education (Higher)=| ^A7719;

650 0 a| Job satisfactionx| Education (Higher)=| ^A4085;

650 0 a| Flexible work arrangementsx| Education (Higher)=| ^A1022773;

653 a| employee engagement;

653 a| telework;

653 a| Coronavirus;

653 a| COVID-19;

653 a| pandemic;

700 1 a| Siegel, David J.,d| 1966-e| degree supervisor.=| ^A755705;

710 2 a| East Carolina University.b| Department of Educational Leadership.?| UNAUTHORIZED;

856 40 z| Access via ScholarShipu| http://hdl.handle.net/10342/9070;

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The impact of flexible work arrangements on employee engagement among higher education professional staff / by Justin N. Yeaman.

Author/creator	Yeaman, Justin N. author.
Other author	Siegel, David J., 1966- degree supervisor.
Other author	East Carolina University. Department of Educational Leadership.
Format	Theses and dissertations
Publication	[Greenville, N.C.] : [East Carolina University], 2021.
Description	235 pages : illustrations
Supplemental Content	Access via ScholarShip
Subjects	Employee motivation--Education (Higher). Employee morale--Education (Higher). Job satisfaction--Education (Higher). Flexible work arrangements--Education (Higher).

Summary	Recent research has indicated that employee engagement is low among America's workforce. It has also indicated that higher education as an industry is no exception to this trend. The purpose of this study was to explore the relationship between flexible work arrangements such as teleworking and flexible scheduling, work-life balance, and employee engagement. The theory of action in this study was based upon the tenets of Social Exchange Theory and the norms of reciprocity which would suggest that employees who receive the organizational support to balance work and life will be more likely to repay that support with increased employee engagement. This study was initially planned to implement a high level of workplace flexibility among a group of university human resources professionals to understand their experiences with workplace flexibility. However, the implementation of the intervention was interrupted by the COVID-19 pandemic. This resulted in the study having the unique opportunity to document and learn from participants' experiences while working remotely as a result of a global pandemic and public health crisis. Through direct observations, semi-structured interviews, and participant journal entries, this study explored the impact that such a major workplace disruption had on the population's work-life balance, level of employee engagement, the challenges faced, lessons learned while teleworking, and the unit's organizational capacity. This study may be used to inform future research or decisions related to employee engagement, workplace flexibility, or response to similar workplace disruptions.
General note	Presented to the faculty of the Department of Educational Leadership.
General note	Advisor: David Siegel
General note	Title from PDF t.p. (viewed November 15, 2021).
Dissertation note	Ed.D. East Carolina University 2021.
Bibliography note	Includes bibliographical references.
Technical details	System requirements: Adobe Reader.
Technical details	Mode of access: World Wide Web.

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The impact of flexible work arrangements on employee engagement among higher education professional staff / by Justin N. Yeaman.

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