The Influence of Flexible Work Arrangements on Employee Innovation Moderated by Human Resource Support in the Information Technology and Telecommunications Industry
Purpose- This study, grounded in the Demand–Resource–Individual Effects (DRIVE) Model and Social Exchange Theory (SET), explores the impact of Flexible Work Arrangements (FWAs)—namely Flexible Working Hours (FWH) and Telecommuting/Work From Home (T/WFH)—on Employee Innovation (EI), with an examinat...
Saved in:
| Main Authors: | , , , , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
Seisense
2025-01-01
|
| Series: | SEISENSE Journal of Management |
| Subjects: | |
| Online Access: | https://journal.seisense.com/jom/article/view/1177 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | Purpose- This study, grounded in the Demand–Resource–Individual Effects (DRIVE) Model and Social Exchange Theory (SET), explores the impact of Flexible Work Arrangements (FWAs)—namely Flexible Working Hours (FWH) and Telecommuting/Work From Home (T/WFH)—on Employee Innovation (EI), with an examination of Human Resource Support (HRS) as a potential moderating factor.
Design/Methodology- Utilizing a mixed-methods design, this research integrates quantitative results from 150 purposively and snowball-sampled respondents with qualitative insights from four detailed interviews. Statistical analyses included Correlation, Regression, and Explanatory Sequential analysis.
Findings- The study’s key findings show that both FWH and T/WFH significantly enhance EI. While quantitative findings indicated no significant moderating effects of HRS, qualitative responses underscored its vital role in fostering a supportive and innovative environment.
Practical Implications- These findings underscore the crucial role of FWAs in enhancing innovation and suggest that fostering schedule autonomy and strengthening support systems can significantly boost innovation in hybrid work setups.
|
|---|---|
| ISSN: | 2617-5770 |