Effect of Flexible Work Arrangements On Organisational Performance in ECOWAS Court of Justice in Nigeria (Published)
This study examined the effect of flexible work arrangements on organisational performance in the ECOWAS Court of Justice in Nigeria, with specific focus on flexitime, teleworking, and compressed work schedule. The study was motivated by the growing adoption of flexible work practices and the limited evidence on their performance implications in formal judicial institutions, particularly within the African public-sector context. Anchored on the Job Demands–Resources theory, the study adopted a descriptive cross-sectional survey design and a quantitative approach. Data were collected from staff of the ECOWAS Court of Justice through a structured questionnaire, and 107 valid responses were analysed using descriptive statistics, Pearson correlation, and multiple regression analysis. The findings revealed that flexible work arrangements do not affect organisational performance uniformly. Flexitime had a positive and statistically significant effect on organisational performance and emerged as the strongest predictor. Teleworking also had a positive and significant effect on organisational performance. In contrast, compressed work schedule did not have a significant independent effect when other predictors were controlled for. The regression model explained 56.4% of the variance in organisational performance, indicating substantial explanatory power. The study concludes that flexible work arrangements can enhance organisational performance in the ECOWAS Court of Justice, but their effectiveness depends on the form of flexibility adopted and its fit with institutional demands. The study recommends the formal strengthening of flexitime and teleworking policies, while cautioning against the broad adoption of compressed work schedule without clear operational justification. The study contributes to the literature by extending flexible work research to an underexamined African judicial context and by showing that the performance effects of workplace flexibility are context dependent rather than universal.
Keywords: Organisational Performance, compressed work schedule, flexible work arrangements, flexitime, teleworking