Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

Greta Onken-Menke,Claudia Kröll,Stephan Nüesch

doi:10.1007/s40685-017-0059-6

Greta Onken-Menke, Claudia Kröll + Show 1 more

Open Access

https://doi.org/10.1007/s40685-017-0059-6

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Abstract

This meta-analysis investigates how three flexible work practices (FWPs), flexible work schedules, telecommuting and sabbaticals, affect organizational attractiveness for job seekers and the organizational attachment of employees. Based on organizational support theory and signalling theory, we conjecture that anticipated organizational support mediates the positive relationship between FWPs and organizational attractiveness. Applying the conservation of resources theory, we suggest that FWPs increase organizational attachment through increased perceived autonomy. Meta-analytic results based on 68 studies and 52,738 employees indicate that FWPs increase organizational attractiveness and that the positive effects are partially mediated by anticipated organizational support. We also find that flexible work schedules and sabbaticals (but not telecommuting) increase organizational commitment and that all FWPs decrease turnover intention. Furthermore, these effects are partially mediated by perceived autonomy. Implications for practice and future research are discussed.

Highlights

As an organization’s competitive advantage is often based on specific knowledge of its employees (Campbell et al 2012), it is crucial for organizations to attract and retain the most talented employees
Meta-analytic results based on 68 studies and 52,738 employees indicate that flexible work practices (FWPs) increase organizational attractiveness and that the positive effects are partially mediated by anticipated organizational support
Drawing on signalling theory (Spence 1973), organizational support theory (Eisenberger et al 1986) and prior empirical research (e.g. Casper and Buffardi 2004; Thompson et al 2015), we argue that the link between FWPs and organizational attractiveness to job seekers is mediated by the job seekers’ anticipated organizational support and that the link between FWPs and employees’ organizational attachment is mediated by employees’ perceived autonomy

Summary

Introduction

As an organization’s competitive advantage is often based on specific knowledge of its employees (Campbell et al 2012), it is crucial for organizations to attract and retain the most talented employees. To be considered as a desirable employer, both externally to potential new hires and internally to existing employees, more and Business Research (2018) 11:239–277 more organizations strategically manage their human capital in times of talent shortage Organizations increasingly offer flexible work practices (FWPs), like flexible work schedules, telecommuting and sabbaticals, to attract job seekers Casper and Harris 2008), who increasingly place importance on FWPs. For example, 75% of employees and 74% of job seekers state that they value FWPs most over other benefits offered by employees (CareerArc 2015). While in practice the majority of companies offer FWPs (Society for Human Resource Management 2017), empirical studies examining the effect of FWPs on organizational attractiveness and organizational attachment have produced conflicting results. A meta-analytic summary is important to provide clear insights on the links between FWPs and organizational attractiveness and organizational attachment, respectively

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