Do flexible work schedules reduce turnover in U.S. federal agencies?

Agency theory suggests that when agencies adopt flexible work schedules, employees will be more likely to remain with the organization, because these programs demonstrate that the organization cares about their well-being in that flexible work schedules give them more flexibility regarding when, where, and how they perform their work. To test this proposition, cross-sectional panel data at the agency level were obtained from two federal government sources: Federal Employee Viewpoint Survey and FedScope. Furthermore, transfers and quits were the two forms of turnover examined. After lagging the independent variables behind turnover over several years so as to provide a robust test of causality, the results show only limited support for agency theory. Specifically, teleworking was found to lower quits. However, teleworking was not found to reduce transfers or turnover, in general. Furthermore, alternative work schedules were not found to have an impact on quits, transfers, or turnover generally.     

Bureaucratic Bashing and Praising: What Effect Does it Have on the Performance Citizens Assign Agencies?

Public Organization Review - An online experimental survey was conducted to examine the impact of bureaucracy framing on respondents’ views regarding the performance of a local government...     

Do Teleworkers Possess Higher Levels of Public Service Motivation?

A survey conducted on U.S. federal government employees was analyzed, and the results indicate that federal workers who telecommuted frequently (i.e., those teleworking 4 to 5 days a week) reported higher levels of PSM than federal workers who did not telecommute frequently. The results also revealed that frequent teleworkers reported higher levels of PSM than employees teleworking less than 1 day a week and employees teleworking 1 day a week. However, frequent teleworkers were not found to report higher levels of PSM than employees teleworking 2 to 3 days a week.     

Do Work-Life Benefits Enhance the Work Attitudes of Employees? Findings from a Panel Study

Several years of data were obtained from a survey administered in U.S. federal agencies. The results revealed that work-life programs did not negatively affect turnover intentions. In fact, two work-life programs (i.e., teleworking and employee assistance programs) were actually found to increase turnover intentions. However, one of the work-life programs (health and wellness) was found to positively affect satisfaction. The practical and theoretical implications of the article are discussed in the paper.