Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits
Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits
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DOI：
10.3390/socsci10010009
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发表时间：
2021-01
期刊：
影响因子：
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通讯作者：
Charlotte K. Marx;Mareike Reimann;M. Diewald
中科院分区：
文献类型：
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作者：
Charlotte K. Marx;Mareike Reimann;M. Diewald
许多研究表明了工作-生活措施的重要性，这些措施旨在提高工作质量，帮助协调雇员的工作和个人生活。在我们的研究中，我们问这些措施是否也可以作为诱因，以防止员工自愿离开公司。我们认为弹性工作时间和在家远程办公是对所有员工都有潜在吸引力的灵活性措施。为了解决粗略实施和实际选择性使用可能造成的偏见，我们选择了研究员工对这些措施的看法。本研究探讨组织文化、主管与同事支持对组织绩效影响的调节作用。我们控制了工作质量的几个指标，如工作满意度和公平感，以隔离工作-生活措施有助于员工自愿离职的具体方式，并检查工作-生活措施对父母和女性的选择性吸引力。使用三波面板雇主-雇员调查，我们估计在127个大型德国企业的5452名员工的多层次混合效应logistic回归模型。我们的研究结果证实，这两种类型的灵活性措施与自愿退出的概率较低。这种情况更多地发生在男性身上，而不是女性身上，而且这种可能性因苛刻的组织文化而降低。这两项措施似乎都不是专门为照顾主要照顾者而设计的，但对整个劳动力都有吸引力。
Numerous studies have demonstrated the importance of work–life measures, which are designed to contribute to job quality and help reconcile employees’ work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To address the possible bias caused by sketchy implementation and their actual selective use, we chose to examine employees’ perceptions of the offer of these measures. We investigated the moderation of the effect by organizational culture and supervisor and coworker support. We controlled for several indicators of job quality, such as job satisfaction and perceived fairness, to isolate specific ways in which work–life measures contributed to voluntary employee exit, and checked for a selective attractiveness of work–life measures to parents and women as the main caregivers. Using a three-wave panel employer–employee survey, we estimated multilevel mixed-effects logistic regression models for 5452 employees at 127 large German establishments. Our results confirmed that both types of flexibility measures were associated with a lower probability of voluntarily exit. This applied more to men than to women, and the probability was reduced by a demanding organizational culture. Both measures seemed not to be specifically designed to accommodate main caregivers but were attractive to the whole workforce.