Abstract

It is commonly agreed, flexible work arrangements (FWA) could bring many benefits to both employees and employers. With the increased prevalence of team-based work structures, collaborative jobs with limited independence may also limit the advantages of FWA. This research is designed to investigate the moderating effect of perceived work independence in the relationship between different flexible work arrangements (flex time, flex leave, and working from home) and turnover intention. Mixed-effect modeling analysis is done using data collected from the International Social Survey Programme (ISSP) Work Orientation 2015, which consists of 35 nationally representative samples with a total number of 16, 920 responses. The results show that perceived job independence significantly moderates the relationship between flexible work arrangements and turnover intention. Employees who perceived their jobs as highly independent have a lower turnover intention when flex time, flex leave or working from home were used, while interdependent employees who work from home and uses flex time may have greater intention to leave. The results conclude that providing FWA alone is not enough to retain talents in organizations. Employees will stay in the same organization when their jobs, simultaneously, are designed to allow some sole control over their work content.

摘要

人们普遍认为，灵活的工作安排（FWA）可以为雇员和雇主带来许多好处。随着基于团队的工作结构越来越流行，独立性有限的协作工作也可能限制 FWA 的优势。本研究旨在调查感知工作独立性在不同弹性工作安排（弹性工作时间、弹性休假和在家工作）与离职意愿之间的关系中的调节作用。混合效应建模分析是使用从 2015 年国际社会调查计划 (ISSP) 工作方向收集的数据完成的，该数据由 35 个具有全国代表性的样本组成，共有 16 个、920 个回复。结果表明，感知到的工作独立性显着调节了灵活工作安排与离职意愿之间的关系。当使用弹性时间、弹性休假或在家工作时，认为自己工作高度独立的员工离职意愿较低，而在家工作并使用弹性时间的相互依赖的员工可能有更大的离职意愿。结果得出结论，仅提供 FWA 不足以留住组织中的人才。当员工的工作同时被设计为允许对其工作内容进行一些单独控制时，他们将留在同一个组织中。而在家工作并使用弹性时间的相互依赖的员工可能有更大的离职意愿。结果得出结论，仅提供 FWA 不足以留住组织中的人才。当员工的工作同时被设计为允许对其工作内容进行一些单独控制时，他们将留在同一个组织中。而在家工作并使用弹性时间的相互依赖的员工可能有更大的离职意愿。结果得出结论，仅提供 FWA 不足以留住组织中的人才。当员工的工作同时被设计为允许对其工作内容进行一些单独控制时，他们将留在同一个组织中。