Managing Flexible Work Arrangements in Government: Testing the Effects of Institutional and Managerial Support

Abstract

Recent research indicated that flexible work arrangements cannot only bring benefits for individuals and organizations but also pose various challenges. This study examined the relationship between telework and employee turnover intention and the roles of institutional and managerial support in moderating the relationship. The results showed that turnover intentions of nonteleworkers are significantly different depending on one’s ability to choose. Nonteleworkers by barrier reported the highest level of turnover intention, whereas nonteleworkers by choice expressed the lowest, even lower than that of teleworkers. Managerial and institutional support for telework decreased the intention of teleworkers to leave the agency further.