socsci-10-00009

Overview of Study

  • Authors: Charlotte K. Marx, Mareike Reimann, Martin Diewald

  • Published: 5 January 2021

  • Purpose: To investigate the role of work-life measures, specifically flexible working hours and home-based teleworking, in reducing voluntary employee exits.

Key Findings

  • Work-life measures are tied to job quality and can help retain employees.

  • Flexible working hours and home-based teleworking significantly reduce the likelihood of voluntary exit, particularly for men.

  • Strong organizational culture and supervisor support enhance the effectiveness of these measures.

Context of Work-Life Measures

  • Work-life balance is rapidly becoming a key aspect of job satisfaction alongside salary and career opportunities.

  • Implementation of work-life measures has shifted from personal responsibility to organizational obligation.

Methodology

  • Sample Size: 5452 employees across 127 large German establishments

  • Data Collection: Three-wave panel data using employee perceptions instead of HR statements regarding flexibility measures.

  • Analysis: Multilevel mixed-effects logistic regression to assess employee exit probabilities.

Hypotheses Tested

  1. H1: Perception of work-life measures reduces the likelihood of voluntary exit.

  2. H2: Supervisor and coworker support strengthens the negative association between work-life measures and exits.

  3. H3: A family-friendly culture enhances the negative association of flexibility measures with exits.

  4. H4: A demanding organizational culture weakens the effectiveness of flexibility measures.

  5. H5: The association varies by gender and parenthood status.

Results Summary

  • Flexibility Measures: Both flexible hours and teleworking correlated with lower exit rates.

  • Group Differences: Men and parents, particularly mothers, expressed varying needs and benefits from flexibility measures.

  • Cultural Influence: High demands in workplace culture can negate the benefits of flexible measures.

Limitations

  • The study focuses solely on large establishments, potentially limiting generalizability to smaller firms.

  • Causal relationships are difficult to establish due to the observational nature of study design.

Practical Implications

  • Organizations should ensure meaningful implementation and communication of flexibility options to foster retention.

  • Firms must recognize the evolving needs of a diverse workforce and adapt their policies accordingly.