The Impact of Flexible Work Arrangements on Employee Engagement

Abstract

A flexible work arrangement pilot program was implemented in the corporate office of a mid-size organization. To assess the impact of flexible work arrangements on employee engagement, surveys were administered prior to program implementation as well as following the pilot program. Results indicate no significant change in employee engagement based on flexible work arrangement use, but a trend that employees using flexible work arrangements demonstrated a slight decrease in work-life conflict, and those who did not use flexible work arrangements reported a slight increase. Additionally, role autonomy and supportive supervisor behaviors were found to be predictive of employee engagement at both timepoints. Post-pilot program, salaried employees and those with supervisory responsibilities reported more work-life conflict. Results suggest that the second-level supervisor may play a role in preventing work-life balance.