Date of Conferral



Doctor of Business Administration (D.B.A.)




Daniel Smith


Flexible work schedules and remote workplace policies can increase employees’ job satisfaction, health, and productivity; however, approximately 70% of the organizational leaders fail to implement their innovative strategies successfully. Grounded in the factor-oriented conceptual framework proposed by Pryor, Anderson, Toombs and Humphrey, the purpose of this single case study was to explore strategies 7 knowledge workers of financial and accounting services in the Middle East use to implement flexible work policies in their organizations successfully. Semi-structured interviews were conducted through phone and video conferencing, and documents were reviewed to verify data. Thematic analysis and data triangulation between interviews and documents resulted in the emergence of 7 common themes: employee control, procedures, convenience, effectiveness, work outcomes, psychological relief, and prospects. The key recommendation is for accounting and services leaders to increase the flexible work policies to promote job satisfaction, health, productivity, and improve their work outcomes for knowledge workers. Social implications include potentially increasing employee loyalty and commitment, reducing turnover and unemployment rates, increasing tax revenues to support social programs, reducing emissions, and lessening traffic problems.

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Business Commons