The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention

This study examines the relationship of perceived workplace flexibility and supportive work–life policies to employee engagement and expectations to remain with the organization (expected retention). It also explores the association of formal and occasional (informal) use of flexibility with these outcomes. Data are from a multi-organization database created by WFD Consulting of studies conducted between 1996 and 2006. Results revealed that perceived flexibility and supportive work–life policies were related to greater employee engagement and longer than expected retention. Employee engagement fully mediated the relationship between perceived flexibility and expected retention and partially mediated the relationship between supportive work–life policies and expected retention. Both formal and occasional use of flexibility were positively associated with perceived flexibility, employee engagement, and expected retention. These analyses provide evidence that workplace flexibility may enhance employee engagement, which may in turn lead to longer job tenure.