THE RELATIONSHIP BETWEEN FLEXIBLE WORKING ARRANGEMENTS AND TURNOVER INTENTION WITH ORGANIZATIONAL COMMITMENT AS THE MODERATOR AMONG EMPLOYEES IN UTILITY SECTOR IN SARAWAK
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UNIVERSITI MALAYSIA SARAWAK
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This study explores the relationship between flexible working arrangements (FWAs) and turnover intention among employees in the utility sector in Sarawak, with organizational commitment examined as a moderating variable. As organizations increasingly adopt flexible work models to enhance employee satisfaction and productivity, understanding their impact on turnover intention becomes critical. Turnover intention, defined as an employee’s conscious desire to leave their organization, poses significant challenges to workforce stability and operational efficiency. Using a quantitative approach, data were collected from employees of Sarawak Energy Berhad through validated instruments including the Flexible Work Options Questionnaire (FWOQ), Turnover Intention Scale (TIS-6), and Organizational Commitment Scale. The findings reveal a statistically significant negative relationship between FWAs and turnover intention, indicating that employees who perceive greater flexibility are less likely to consider leaving their jobs. However, the study found that organizational commitment does not significantly moderate this relationship. Despite high levels of commitment among respondents, its influence on the link between FWAs and turnover intention was not statistically significant. These results suggest that while FWAs can effectively reduce turnover intention, their impact is not necessarily enhanced by organizational commitment. The study provides practical insights for HR practitioners and policymakers to design work policies that support employee retention and highlights the need for future research to explore additional moderating factors.