Relationship between Work Flexibility, Work-from-Home Practices, and Job Satisfaction among Freelancers in Lagos State, Nigeria
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Apr 26, 2025
Keywords:
Work Flexibility, Work-From-Home Practice, Job Satisfaction
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Abstract
This study explores the relationship between work flexibility, work-from-home practices, and job satisfaction among freelancers in Lagos State, Nigeria. Using a descriptive survey design, data were collected from 293 freelancers across various sectors, including graphic design, writing, programming, and consulting. A purposive sampling technique ensured the selection of participants with relevant experiences in flexible work arrangements. Three validated instruments were employed: the Flexible Work Options Questionnaire (FWOQ), the Job Satisfaction Scale (JSS), and the Work from Home Scale, which assessed attitudes toward flexible work practices, job satisfaction levels, and competencies in managing remote work. Statistical analyses, including descriptive statistics and Pearson correlation coefficients, were conducted using SPSS. The findings revealed significant positive correlations between work flexibility and job satisfaction (r = 0.789), as well as between work-from-home practices and job satisfaction (r = 0.831). These results emphasize the vital role of flexible work arrangements in enhancing job satisfaction among freelancers. The study offers original insights into the often-overlooked freelance workforce, indicating that increased flexibility and effective work from home practices can lead to higher job satisfaction and engagement.
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ADIGUN, UTHMAN OPEYEMI, Abdulmaleek O. ABDULAZEEZ, and Jumoke I. AMOO. 2025. “Relationship Between Work Flexibility, Work-from-Home Practices, and Job Satisfaction Among Freelancers in Lagos State, Nigeria”. ABUAD Journal of Social and Management Sciences 6 (1):20-38. https://doi.org/10.53982/ajsms.2025.0601.02-j.
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References
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Amrhein, V., Trafimow, D., & Greenland, S. (2019). Inferential statistics as descriptive statistics: There is no replication crisis if we don’t expect replication. The American Statistician, 73(sup1), 262-270.
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Baeza, M. A., Gonzalez, J. A., & Wang, Y. (2018). Job flexibility and job satisfaction among Mexican professionals: a sociocultural explanation. Employee Relations, 40(5), 921–942.
Çalışkan, A., & Köroğlu, E. Ö. (2023). Job Satisfaction: A Scale Development Study. Antalya Bilim Üniversitesi Uluslararası Sosyal Bilimler Dergisi, 4(2), 112-134.
Corral, R. J. P. (2024). Impact of Hybrid and On-Site Work Arrangements on Employee Motivation and Job Satisfaction in the BPO Industry: A Cross-Sectional Study. Open Journal of Social Sciences, 12(2), 205-230.
Danilova, K. B., Ulfsten, A., Eikebrokk, T. R., Iden, J., Johannessen, T. V., & Johanson, D. (2023). Explaining individual job performance in work from home (WFH) arrangements. Information Technology & People, 36(5), 1915-1938.
Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), 60-86.
Dicu, A., Rybnikova, I., & Steger, T. (2022). How do employees cope with mandatory working from home during COVID-19?. German Journal of Human Resource Management, 36(3), 300-324.
Doyle, L., McCabe, C., Keogh, B., Brady, A., & McCann, M. (2020). An overview of the qualitative descriptive design within nursing research. Journal of research in nursing, 25(5), 443-455.
Dziuba, S. T., Ingaldi, M., & Zhuravskaya, M. (2020). Employees’ job satisfaction and their work performance as elements influencing work safety. System Safety: Human-Technical Facility-Environment, 2(1), 18-25.
Fahrani, N. S. (2022). Implementation of Work From Home Policies During the Covid-19 Pandemic. KnE Social Sciences, 727-742.
Fanda, N. M., & Slamet, M. R. (2019). Pengaruh Gaji, Jam Kerja Fleksibel Dan Stres Kerja Terhadap Kinerja Karyawan Pada Perusahaan Di Kota Batam. Journal of Applied Managerial Accounting, 3(1), 81-95.
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Ghimire, B., Dahal, R. K., & Rai, B. (2023). The attitude of flexible work arrangement on academics’ job satisfaction: The emerging market case. Journal of System and Management Sciences, 13(2), 370-383.
Grund, C., & Tilkes, K. R. (2023). Working time mismatch and job satisfaction–the role of employees’ time autonomy and gender. The International Journal of Human Resource Management, 34(20), 4003-4025.
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Hui, L., Qun, W., Nazir, S., Mengyu, Z., Asadullah, M. A., & Khadim, S. (2021). Organisational identification perceptions and millennials' creativity: testing the mediating role of work engagement and the moderating role of work values. European Journal of Innovation Management, 24(5), 1653-1678.
Ibironke, A. E. (2021). The Impact of Flexible Work Model on Employee’ s Work Life Balance in an Emerging Economy. International Journal of Research and Innovation in Social Science, 5(4), 385-390.
Idris, I., Adi, K. R., Soetjipto, B. E., & Supriyanto, A. S. (2020). The mediating role of job satisfaction on compensation, work environment, and employee performance: Evidence from Indonesia. Entrepreneurship and Sustainability Issues, 8(2), 735.
Inayat, W., & Jahanzeb Khan, M. (2021). A study of job satisfaction and its effect on the performance of employees working in private sector organisations, Peshawar. Education Research International, 2021(1), 1751495.
Kabalina, V., Zelenova, O., & Reshetnikova, K. (2019). Contemporary Human Resource Management Practices in Russia: Flexibility under Uncertainty. International Studies of Management and Organisation, 49(4), 422–440.
Kaiser, S., Suess, S., Cohen, R., Mikkelsen, E. N., & Pedersen, A. R. (2022). Working from home: Findings and prospects for further research. German Journal of Human Resource Management, 36(3), 205-212.
Kotey, B., & Koomson, I. (2021). Firm size differences in financial returns from flexible work arrangements (FWAs). Small Business Economics, 56(1), 65-81.
Li, S. A., Jeffs, L., Barwick, M., & Stevens, B. (2018). Organisational contextual features that influence the implementation of evidence-based practices across healthcare settings: a systematic integrative review. Systematic reviews, 7, 1-19.
Limanta, A. L., Prihanto, Y. J. N., & Situmorang, R. (2023). Analysis of the influence of work-life balance, work stress, and job satisfaction when working from home on the implementation of permanent telework culture in legal business. Journal of Business and Management Review, 4(1), 001-016.
Mandal, S., Das, P., Menon, G. V., & Amritha, R. (2023). Enablers of work from home culture: an integrated empirical framework. Benchmarking: An International Journal, 30(4), 1231-1258.
Marasigan, D. P. (2020). The effectiveness of ‘work from home’in a private service company. International Journal of Academe and Industry Research, 1(2), 2719-0617.
McGrath-Champ, S., Fitzgerald, S., Gavin, M., Stacey, M., & Wilson, R. (2023). Labour commodification in the employment heartland: Union responses to teachers’ temporary work. Work, Employment and Society, 37(5), 1165-1185.
Miranda, L. F. D., Martins, L. B., Abbad, G. D. S., Legentil, J., & Mourão, L. (2024). Skills for managing work from home scale (SMWFHS). Revista de Administração Pública, 58, e2023-0255.
Mukherjee, S., & Narang, D. (2023). Digital economy and work-from-home: The rise of home offices amidst the COVID-19 outbreak in India. Journal of the Knowledge Economy, 14(2), 924-945.
Neidlinger, S. M., Felfe, J., & Schübbe, K. (2022). Should I Stay or Should I Go (to the Office)?—Effects of Working from Home, Autonomy, and Core Self–Evaluations on Leader Health and Work–Life Balance. International Journal of Environmental Research and Public Health, 20(1), 6.
Pass, S., & Ridgway, M. (2022). An informed discussion on the impact of COVID-19 and ‘enforced’remote working on employee engagement. Human Resource Development International, 25(2), 254-270.
Pogan, L. (2019). Changing work values in a liquid world. Social Work Resource 3, 33-44.
Ray, T. K. & Pana-Cryan, R. (2021). Work flexibility and work-related well-being. International Journal Environment of Public Health, 18, 32-54.
Rhee, M. K., Park, S. K., & Lee, C. K. (2020). Pathways from workplace flexibility to turnover intention: Role of work–family conflict, family–work conflict, and job satisfaction. International Journal of Social Welfare, 29(1), 51-61.
Sabuhari, R., Sudiro, A., Irawanto, D., & Rahayu, M. (2020). The effects of human resource flexibility, employee competency, organisational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10(8), 1775-1786.
Saxena, R. (2018). Achieving work life balance through flexible work schedule: A conceptual study. Asian Journal of Management, 9(1), 307-312.
Sembiring, N., Nimran, U., Astuti, E. S., & Utami, H. N. (2020). The effects of emotional intelligence and organisational justice on job satisfaction, caring climate, and criminal investigation officers’ performance. International Journal of Organisational Analysis, 28(5), 1113-1130.
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Shu, C., Chiang, Y. & Lu, C. (2020). Authoritarian leadership, supervisor support and worker’s compulsory citizenship behaviour, International Journal of Manpower, 39(3), 468-485.
Siedlecki, S. L. (2020). Understanding descriptive research designs and methods. Clinical Nurse Specialist, 34(1), 8-12.
Smite, D., Moe, N. B., Hildrum, J., Gonzalez-Huerta, J., & Mendez, D. (2023). Work-from-home is here to stay: Call for flexibility in post-pandemic work policies. Journal of Systems and Software, 195, 111552.
Sousa-Uva, M., Sousa-Uva, A., e Sampayo, M. M., & Serranheira, F. (2021). Telework during the COVID-19 epidemic in Portugal and determinants of job satisfaction: a cross-sectional study. BMC public health, 21, 1-11.
Sovacool, B. K., Axsen, J., & Sorrell, S. (2018). Promoting novelty, rigor, and style in energy social science: Towards codes of practice for appropriate methods and research design. Energy research & social science, 45, 12-42.
Susanto, P., Hoque, M. E., Jannat, T., Emely, B., Zona, M. A., & Islam, M. A. (2022). Work-life balance, job satisfaction, and job performance of SMEs employees: The moderating role of family-supportive supervisor behaviours. Frontiers in Psychology, 13, 906876.
Tomlinson, J., Baird, M., Berg, P., & Cooper, R. (2018). Flexible careers across the life course: Advancing theory, research and practice. Human Relations, 71(1), 4-22.
Weideman, M., & Hofmeyr, K. B. (2020). The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(1), 1-18.
Wessels, C., Schippers, M. C., Stegmann, S., Bakker, A. B., van Baalen, P. J., & Proper, K. I. (2019). Fostering flexibility in the new world of work: A model of time-spatial job crafting. Frontiers in Psychology, 10, 1-13.
Wöhrmann, A. M., Dilchert, N., & Michel, A. (2020). Working time flexibility and work-life balance. Zeitschrift für Arbeitswissenschaft, 75(1), 74-85.
Yaghi, N. (2021). Work flexibility and job satisfaction: the mediating role of employee empowerment. Dissertation, Georgia State University.
Yu, J., & Wu, Y. (2021). The impact of enforced working from home on employee job satisfaction during COVID-19: An event system perspective. International journal of environmental research and public health, 18(24), 13207.
Zhao, W. (2020). The implementation of Atkinson’s flexible firm model on Starbucks operational flexibility in the open talent economy context. Innovation and Management,1(4), 294-371
Zito, M., Ingusci, E., Cortese, C. G., Giancaspro, M. L., Manuti, A., Molino, M., & Russo, V. (2021). Does the end justify the means? The role of organisational communication among work-from-home employees during the COVID-19 pandemic. International Journal of Environmental Research and Public Health, 18(8), 3933.
Agbanu, I. I., Tsetim, J. T., & Suleman, A. (2023). Flexible Work Arrangements and Productivity of Sales Representatives of Book Publishing Companies in Nigeria. International journal of Innovation in Marketing Elements, 3(1), 1-22.
Aksoy, C. G., Barrero, J. M., Bloom, N., Davis, S. J., Dolls, M., & Zarate, P. (2022). Working from home around the world. Brookings Papers on Economic Activity, 2022(2), 281-360.
Al-Swidi, A. K., Gelaidan, H. M., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership and organisational culture on employees’ green behaviour and organisational environmental performance. Journal of cleaner production, 316, 128112.
Amrhein, V., Trafimow, D., & Greenland, S. (2019). Inferential statistics as descriptive statistics: There is no replication crisis if we don’t expect replication. The American Statistician, 73(sup1), 262-270.
Atkinson, C. (2020). Flexible working for older workers. In Flexible Work (pp. 229-244). Routledge.
Baeza, M. A., Gonzalez, J. A., & Wang, Y. (2018). Job flexibility and job satisfaction among Mexican professionals: a sociocultural explanation. Employee Relations, 40(5), 921–942.
Çalışkan, A., & Köroğlu, E. Ö. (2023). Job Satisfaction: A Scale Development Study. Antalya Bilim Üniversitesi Uluslararası Sosyal Bilimler Dergisi, 4(2), 112-134.
Corral, R. J. P. (2024). Impact of Hybrid and On-Site Work Arrangements on Employee Motivation and Job Satisfaction in the BPO Industry: A Cross-Sectional Study. Open Journal of Social Sciences, 12(2), 205-230.
Danilova, K. B., Ulfsten, A., Eikebrokk, T. R., Iden, J., Johannessen, T. V., & Johanson, D. (2023). Explaining individual job performance in work from home (WFH) arrangements. Information Technology & People, 36(5), 1915-1938.
Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), 60-86.
Dicu, A., Rybnikova, I., & Steger, T. (2022). How do employees cope with mandatory working from home during COVID-19?. German Journal of Human Resource Management, 36(3), 300-324.
Doyle, L., McCabe, C., Keogh, B., Brady, A., & McCann, M. (2020). An overview of the qualitative descriptive design within nursing research. Journal of research in nursing, 25(5), 443-455.
Dziuba, S. T., Ingaldi, M., & Zhuravskaya, M. (2020). Employees’ job satisfaction and their work performance as elements influencing work safety. System Safety: Human-Technical Facility-Environment, 2(1), 18-25.
Fahrani, N. S. (2022). Implementation of Work From Home Policies During the Covid-19 Pandemic. KnE Social Sciences, 727-742.
Fanda, N. M., & Slamet, M. R. (2019). Pengaruh Gaji, Jam Kerja Fleksibel Dan Stres Kerja Terhadap Kinerja Karyawan Pada Perusahaan Di Kota Batam. Journal of Applied Managerial Accounting, 3(1), 81-95.
Findriyani, F., & Parmin, P. (2021). Pengaruh Self Efficacy dan Fleksibilitas Kerja Terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Mediasi. Jurnal Ilmiah Mahasiswa 3(4), 68-83.
Ghimire, B., Dahal, R. K., & Rai, B. (2023). The attitude of flexible work arrangement on academics’ job satisfaction: The emerging market case. Journal of System and Management Sciences, 13(2), 370-383.
Grund, C., & Tilkes, K. R. (2023). Working time mismatch and job satisfaction–the role of employees’ time autonomy and gender. The International Journal of Human Resource Management, 34(20), 4003-4025.
Gudep, V. K. (2019). An empirical study of the relationships between the flexible work systems (FWS), Organisational commitment (OC), work life balance (WLB) and job satisfaction (JS) for the teaching staff in the United Arab Emirates (UAE). International Journal of Management, 10(5), 16-21
Heidt, L., Gauger, F., & Pfnür, A. (2023). Work from Home Success: Agile work characteristics and the Mediating Effect of supportive HRM. Review of Managerial Science, 17(6), 2139-2164.
Hui, L., Qun, W., Nazir, S., Mengyu, Z., Asadullah, M. A., & Khadim, S. (2021). Organisational identification perceptions and millennials' creativity: testing the mediating role of work engagement and the moderating role of work values. European Journal of Innovation Management, 24(5), 1653-1678.
Ibironke, A. E. (2021). The Impact of Flexible Work Model on Employee’ s Work Life Balance in an Emerging Economy. International Journal of Research and Innovation in Social Science, 5(4), 385-390.
Idris, I., Adi, K. R., Soetjipto, B. E., & Supriyanto, A. S. (2020). The mediating role of job satisfaction on compensation, work environment, and employee performance: Evidence from Indonesia. Entrepreneurship and Sustainability Issues, 8(2), 735.
Inayat, W., & Jahanzeb Khan, M. (2021). A study of job satisfaction and its effect on the performance of employees working in private sector organisations, Peshawar. Education Research International, 2021(1), 1751495.
Kabalina, V., Zelenova, O., & Reshetnikova, K. (2019). Contemporary Human Resource Management Practices in Russia: Flexibility under Uncertainty. International Studies of Management and Organisation, 49(4), 422–440.
Kaiser, S., Suess, S., Cohen, R., Mikkelsen, E. N., & Pedersen, A. R. (2022). Working from home: Findings and prospects for further research. German Journal of Human Resource Management, 36(3), 205-212.
Kotey, B., & Koomson, I. (2021). Firm size differences in financial returns from flexible work arrangements (FWAs). Small Business Economics, 56(1), 65-81.
Li, S. A., Jeffs, L., Barwick, M., & Stevens, B. (2018). Organisational contextual features that influence the implementation of evidence-based practices across healthcare settings: a systematic integrative review. Systematic reviews, 7, 1-19.
Limanta, A. L., Prihanto, Y. J. N., & Situmorang, R. (2023). Analysis of the influence of work-life balance, work stress, and job satisfaction when working from home on the implementation of permanent telework culture in legal business. Journal of Business and Management Review, 4(1), 001-016.
Mandal, S., Das, P., Menon, G. V., & Amritha, R. (2023). Enablers of work from home culture: an integrated empirical framework. Benchmarking: An International Journal, 30(4), 1231-1258.
Marasigan, D. P. (2020). The effectiveness of ‘work from home’in a private service company. International Journal of Academe and Industry Research, 1(2), 2719-0617.
McGrath-Champ, S., Fitzgerald, S., Gavin, M., Stacey, M., & Wilson, R. (2023). Labour commodification in the employment heartland: Union responses to teachers’ temporary work. Work, Employment and Society, 37(5), 1165-1185.
Miranda, L. F. D., Martins, L. B., Abbad, G. D. S., Legentil, J., & Mourão, L. (2024). Skills for managing work from home scale (SMWFHS). Revista de Administração Pública, 58, e2023-0255.
Mukherjee, S., & Narang, D. (2023). Digital economy and work-from-home: The rise of home offices amidst the COVID-19 outbreak in India. Journal of the Knowledge Economy, 14(2), 924-945.
Neidlinger, S. M., Felfe, J., & Schübbe, K. (2022). Should I Stay or Should I Go (to the Office)?—Effects of Working from Home, Autonomy, and Core Self–Evaluations on Leader Health and Work–Life Balance. International Journal of Environmental Research and Public Health, 20(1), 6.
Pass, S., & Ridgway, M. (2022). An informed discussion on the impact of COVID-19 and ‘enforced’remote working on employee engagement. Human Resource Development International, 25(2), 254-270.
Pogan, L. (2019). Changing work values in a liquid world. Social Work Resource 3, 33-44.
Ray, T. K. & Pana-Cryan, R. (2021). Work flexibility and work-related well-being. International Journal Environment of Public Health, 18, 32-54.
Rhee, M. K., Park, S. K., & Lee, C. K. (2020). Pathways from workplace flexibility to turnover intention: Role of work–family conflict, family–work conflict, and job satisfaction. International Journal of Social Welfare, 29(1), 51-61.
Sabuhari, R., Sudiro, A., Irawanto, D., & Rahayu, M. (2020). The effects of human resource flexibility, employee competency, organisational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10(8), 1775-1786.
Saxena, R. (2018). Achieving work life balance through flexible work schedule: A conceptual study. Asian Journal of Management, 9(1), 307-312.
Sembiring, N., Nimran, U., Astuti, E. S., & Utami, H. N. (2020). The effects of emotional intelligence and organisational justice on job satisfaction, caring climate, and criminal investigation officers’ performance. International Journal of Organisational Analysis, 28(5), 1113-1130.
Shanock, L. R., Eisenberger, R., Heggestad, E. D., Malone, G., Clark, L., Dunn, A. M., Kirkland, J., & Woznyj, H. (2019). Treating employees well: The value of organisational support theory in human resource management. The Psychologist-Manager Journal, 22(3-4), 168-191.
Shu, C., Chiang, Y. & Lu, C. (2020). Authoritarian leadership, supervisor support and worker’s compulsory citizenship behaviour, International Journal of Manpower, 39(3), 468-485.
Siedlecki, S. L. (2020). Understanding descriptive research designs and methods. Clinical Nurse Specialist, 34(1), 8-12.
Smite, D., Moe, N. B., Hildrum, J., Gonzalez-Huerta, J., & Mendez, D. (2023). Work-from-home is here to stay: Call for flexibility in post-pandemic work policies. Journal of Systems and Software, 195, 111552.
Sousa-Uva, M., Sousa-Uva, A., e Sampayo, M. M., & Serranheira, F. (2021). Telework during the COVID-19 epidemic in Portugal and determinants of job satisfaction: a cross-sectional study. BMC public health, 21, 1-11.
Sovacool, B. K., Axsen, J., & Sorrell, S. (2018). Promoting novelty, rigor, and style in energy social science: Towards codes of practice for appropriate methods and research design. Energy research & social science, 45, 12-42.
Susanto, P., Hoque, M. E., Jannat, T., Emely, B., Zona, M. A., & Islam, M. A. (2022). Work-life balance, job satisfaction, and job performance of SMEs employees: The moderating role of family-supportive supervisor behaviours. Frontiers in Psychology, 13, 906876.
Tomlinson, J., Baird, M., Berg, P., & Cooper, R. (2018). Flexible careers across the life course: Advancing theory, research and practice. Human Relations, 71(1), 4-22.
Weideman, M., & Hofmeyr, K. B. (2020). The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(1), 1-18.
Wessels, C., Schippers, M. C., Stegmann, S., Bakker, A. B., van Baalen, P. J., & Proper, K. I. (2019). Fostering flexibility in the new world of work: A model of time-spatial job crafting. Frontiers in Psychology, 10, 1-13.
Wöhrmann, A. M., Dilchert, N., & Michel, A. (2020). Working time flexibility and work-life balance. Zeitschrift für Arbeitswissenschaft, 75(1), 74-85.
Yaghi, N. (2021). Work flexibility and job satisfaction: the mediating role of employee empowerment. Dissertation, Georgia State University.
Yu, J., & Wu, Y. (2021). The impact of enforced working from home on employee job satisfaction during COVID-19: An event system perspective. International journal of environmental research and public health, 18(24), 13207.
Zhao, W. (2020). The implementation of Atkinson’s flexible firm model on Starbucks operational flexibility in the open talent economy context. Innovation and Management,1(4), 294-371
Zito, M., Ingusci, E., Cortese, C. G., Giancaspro, M. L., Manuti, A., Molino, M., & Russo, V. (2021). Does the end justify the means? The role of organisational communication among work-from-home employees during the COVID-19 pandemic. International Journal of Environmental Research and Public Health, 18(8), 3933.