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nces employee's ability to adjust the time or submit the work as completed. It can mean compressing 40 hours into four days, starting and ending workdays at different times, or doing some work at home. The reason may be as simple as wanting to better manage a long commute or choosing to arrive at work later so parents can take their children to school. Some companies may offer these options to retain female employees who might consider leaving their jobs after having children.

This research emphasizes particularly on flexible working hours (Flexitime) which is one form of flexibility in the working environment. Flexitime is an arrangement where an employee is able to choose when to start and finish work within a specified period of core hours. The reason for this emphasize on flextime is that, it is the most widespread form of workplace flexibility (Erin, 2008) and most previous studies has shown apparent results upon other working strategies and their good influence on work-life balance, but this was not the case with flextime. Another reason for this spur is researcher observations on many cases of flextime where employee missed the control over work-life balance, and that what inspires the idea of this research.     

1.2问题陈述-1.2 Problem statement

Organizations which adopted family-friendly working arrangements, found it beneficial to their business. In a study about the efficiency of the family-friendly working arrangements, it was found that 90 percent of managers experiencing those arrangements considered they were cost effective for organizations (Dex and Smith, 2002). However, the literature on flexible working arrangements covering a wide range of policies, declared that only some of which might be deemed to support a work-life balance. Moreover, while there is a discussion about the business case for flexible polices and the potential problems it may create for employers, the assumption is often that these policies are invariably beneficial for employees. This is also reflected in the recommendations of the National Framework Committee for Work-life balance policies in Ireland (Helen et al, 2009).

Some flexible working arrangements may actually exacerbate work-life conflict, for example, flexibility in the timing of work may result in employees being asked to work unsocial hours. Thus, it is very important to consider the effects of such practices as experienced by employees. Indeed there is very little research on the impact of flexible working hour on worker's ability to balance work and other demands, despite this being a major rationale for such practices (Helen et al, 2009).

As many Bahraini organizations nowadays are moving toward flexibility, it would be a significant effort to conduct a study that assesses the determination of such practice. Especially that International evidence on the incidence of flexible working arrangements is limited and tends to come from national surveys which, because they are not harmonized, may not be directly comparable. Another factor that boosts the need to this study is the difference in the demography, culture and people's life style between Western countries and Bahrain.

While the incidence of flexible working hours (flextime) is important information in itself, the key questions for this research is: Does it facilitate work-life reconciliation and does本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。