The Role of Workplace Flexibility in Long-Term Employee Retention: A Case Study of Office Employees in a Steel Company
DOI:
https://doi.org/10.14456/rc-sdj.2025.04Keywords:
the role of flexibility, functional flexibility, employee retention, employee tenureAbstract
Background: The transformation of work patterns in the modern era following the pandemic has highlighted the critical role of workplace flexibility in employees’ professional lives and long-term retention. This is particularly evident among office staff with over ten years of service. This research investigates the relationship, needs, and outcomes associated with workplace flexibility and its role in employee retention in a steel manufacturing company.
Methods: This study employed a qualitative research design using a case study approach. The primary informants consisted of 13 purposively selected employees, categorized by job position, age, and length of service. Data were collected through semi-structured, open-ended interviews conducted in person, with audio recordings and photographs used to support the data collection. The data were analyzed using content analysis, with key themes and categories identified to highlight essential findings.
Results: The role of workplace flexibility was found to influence employee retention across four major aspects significantly. First, participants’ understanding and experience of workplace flexibility emphasized the importance of better work-life balance and reduced role conflicts. Second, workplace flexibility impacted job satisfaction and strengthened organizational commitment. Third, flexibility was linked to other work-related factors, such as increased performance and motivation. Lastly, perspectives on the future of workplace flexibility revealed its potential to enhance employees' roles, skills, and mutual trust between employees and the organization.
Conclusion: The role of workplace flexibility is closely linked to employee retention within the organization through seven interconnected elements: balance, conflict, satisfaction, commitment, trust, motivation, and skills. These factors contribute to fostering a positive organizational culture and sustaining high-potential employees in the long term.
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