Exploring workplace flexibility of early childhood development practitioners and managers within the Sedibeng District

Abstract

This dissertation aimed to explore workplace flexibility within the Early Childhood Development (ECD) sector through the lens of both the manager and practitioner to identify the importance that it has within this specific sector. The dissertation in article 1 further investigated the importance of the phenomenon for both employee (practitioner) and employer (manager/owner) and to assess its impact on job satisfaction, work-life balance, retention, professional development, and well-being. The dissertation through article 2 further explored the perceived perceptions of workplace flexibility among managers and practitioners with a specific focus on the Sedibeng District. The first article presents a systematic review, utilising Amstar 2 for quality control purposes and the research was guided by the Preferred reporting Items for Systematic Reviews and MetaAnalyses (PRISMA) framework whilst being supported by a PEOS table (Participants, Exposure, Outcomes, Studies), synthesising existing literature on Flexible Work Arrangements (FWAs) in the ECD sector. Once all the data had been filtered through a thematic analysis ensued to further refine the data and provide a clearer understanding of the research. The findings highlighted that the ECD sector should consider adopting more FWAs to enhance practitioner satisfaction and retention however they need to be tailor made to the specific needs of the ECD sector. The second article adopts a qualitative approach, utilising semi-structured interviews and framed by Social Exchange Theory (SET), to explore the lived experiences of ECD practitioners and managers regarding workplace flexibility. Findings from this article show that while FWAs contribute significantly to improving practitioner satisfaction and organisational sustainability, their success hinges on leadership support, clear policies, and targeted investment. It was also important to note that participants in the data collection in article two also viewed government’s support as inadequate and hindered the sectors potential in many ways, thus rendering them unable to achieve workplace flexibility due to lack of financial support, amongst other issues. The findings of article 2 support the need for policy changes that address the burnout, mental health concerns, staffing shortages, and financial strain the ECD sector faces. SET further suggests that policies like FWAs will result in more committed and satisfied staff. Staggered shifts and part-time options may also further assist with the financial strains the ECD sector faces.