Flexible work arrangements and employee turnover intentions: contrasting pathways
研究通过多层次结构方程模型分析弹性工时、远程办公等灵活工作安排对员工离职意向的影响，发现工作控制和工作投入是降低离职意向的关键路径，但远程办公可能通过增加工作家庭冲突间接提高离职意向。
This study examines the associations between flexible work arrangements (FWAs) and turnover intentions by testing four perspectives with consideration of the subprocess (i.e. indirect effects) that each conveys. Multilevel structural equation modeling (MSEM) was applied to test the direct, indirect, and total effects of flextime, telecommuting, and overall flexibility on turnover intentions (n1 = 1,505 employees, n2 = 64 work units). Support was found for the subprocesses that involved job control and work engagement. Flexibility was associated with more job control and work engagement which were in turn related to lower turnover intentions. That telecommuting was associated with higher work-to-family conflict and indirectly to higher turnover intentions raised questions about the net effects of flexibility. The discussion recasts the narratives that have guided research into the possible outcomes of work arrangements that provide flexibility.