Exploring the Role of Workplace Flexibility and Trust in Reducing Employee Turnover Intentions: The Moderating Influence of Reciprocation Wariness in Hybrid Work Environments
Clicks: 3
ID: 287397
2025
Article Quality & Performance Metrics
Overall Quality
Not rated
Combines reader engagement with the AI quality analysis. This
article has not been analysed, so there is no overall score —
reader engagement is measured and shown alongside.
Reader Engagement
Emerging Content
0.6
/100
3 views
2 readers
AI Quality Assessment
Not analyzed
Readership in this journal
EmergingRanked #3,605 of 3,757 articles by views in Malay Journal
Most read
Least read
Bar heights use a square-root scale. Only the 120 most-read articles are drawn; the journal has 3,757 in total.
Mint this article as an NFT
Not yet mintedCreate a permanent, verifiable on-chain record of this article on the Scimatic Network. The NFT is held in your Journament account, and you can withdraw it to your own wallet at any time.
5
SUSD
one-off · no wallet required
Abstract
Employee turnover remains a significant challenge in hybrid work environments, where workplace flexibility is often seen as a retention strategy. This study examines the relationship between flexible workplace arrangements (flexplace) and turnover intentions, with felt trust as a mediator and reciprocation wariness as a moderator. Using Social Exchange Theory and the Norm of Reciprocity, this research explores how workplace flexibility fosters trust and reduces turnover intentions while accounting for employees’ skepticism toward reciprocation. A cross-sectional survey of 382 employees from the Philippine Business Process Outsourcing (BPO) industry revealed that flexplace is significantly associated with lower turnover intentions. Mediation analysis indicated that felt trust partially explains this relationship, though its effect was marginally significant. The moderated mediation analysis showed that reciprocation wariness significantly moderates the mediation pathway; however, its conditional indirect effects across levels were only marginally significant. These findings highlight the need for organizations to pair workplace flexibility with trust-building initiatives to maximize its impact. Future research should explore additional mediating factors and assess long-term effects in hybrid work settings.
| Reference Key |
persistent_1760661479_68f18fe73bc13
Use this key to autocite in the manuscript while using
SciMatic Manuscript Manager or Thesis Manager
|
|---|---|
| Authors | Gonzales, Eric Grant G. |
| Journal | Malay Journal |
| Year | 2025 |
| DOI |
DOI not found
|
| URL | |
| Keywords | Keywords not found |
Citations
No citations found. To add a citation, contact the admin at info@scimatic.org
Comments
No comments yet. Be the first to comment on this article.