Journals Proceedings

Abstract

The aim of existing study is to make a joint investigation of the mediating role of (a) Job involvement in linking flexible work time with turnover intentions and (b) the moderating role of supervisor support in influencing the mediation. Moderated mediation method of Baron and Kenny (1986) as well as Preacher and Hayes’ (2007) is being used. 257 complete useable responses from four different sectors (51% effective response rate) were available for analysis after removing incomplete questionnaires. Results showed that Job involvement mediated the relationships for flexible work time with turnover intentions. Moderated mediation analyses further revealed that Job involvement mediated the relationship for flexible work time and turnover intentions more effectively who are getting supervisor support. Results underscore the importance of accounting for presence of relational context when examining the relationships between situational context like flexible work time, job involvement and turnover intentions. The findings show that flexible work time would enhance the employee’s job involvement, who is receiving high level of supervisor support. Such robust build up relation reduce the employees turnover intentions. The results provide useful insights for managers and consultants, especially HR professionals involved in for providing more facilitation to the employees in challenging work environment through flexible work time. Organizations can encourage high level of involvement of employees through flexible work timings through encouraging high levels of social support which helps to reduce turnover intentions.