THE EFFECT OF FLEXIBLE WORK ARRANGEMENTS AND WORK-LIFE BALANCE ON INTENTION TO STAY: THE MEDIATING ROLE OF JOB SATISFACTION AND THE MODERATING ROLE OF PERCEIVED SUPERVISOR SUPPORT AMONG SALES EMPLOYEES OF AUTHORIZED CAR DEALERS IN MALANG CITY
Published:
2026-07-26Downloads
Abstract
Sales employee retention constitutes a strategic concern in the automotive industry because sales work is characterized by demanding targets, commission-based earnings, intensive mobility, and relatively unpredictable working hours. This study examines the effects of flexible work arrangements and work-life balance on employees’ intention to stay, investigates the mediating role of job satisfaction, and assesses the moderating effect of perceived supervisor support. An explanatory quantitative approach with a survey design was employed. The population comprised 336 sales employees working for authorized car dealerships in Malang City. Using non-probability purposive sampling, 179 valid responses were obtained. Data were collected through a five-point Likert-scale questionnaire and analyzed using Partial Least Squares–Structural Equation Modeling with SmartPLS 4.0. The results indicate that flexible work arrangements do not significantly affect job satisfaction, although they exert a positive effect on intention to stay. Work-life balance positively influences both job satisfaction and intention to stay, while job satisfaction significantly strengthens employees’ willingness to remain with their current organizations. The indirect-effect analysis reveals that job satisfaction does not mediate the relationship between flexible work arrangements and intention to stay. In contrast, it partially mediates the effect of work-life balance on intention to stay. The interaction tests further demonstrate that perceived supervisor support does not moderate the effects of flexible work arrangements, work-life balance, or job satisfaction on intention to stay. These findings suggest that work–life balance and job satisfaction constitute more substantial retention mechanisms, whereas flexible work arrangements primarily operate as instrumental job resources that facilitate the execution of sales responsibilities.
Keywords:
flexible work arrangements work-life balance job satisfaction perceived supervisor support intention to stayReferences
Adriano, J., & Callaghan, C. W. (2020). Work-life balance, job satisfaction and retention: Turnover intentions of professionals in part-time study. South African Journal of Economic and Management Sciences, 23(1), 1–12. https://doi.org/10.4102/sajems.v23i1.3028
Ahdianita, F. C. N., & Setyaningrum, R. P. (2024). Pengaruh Flexible Working Arrangement, Work Life Balance, Terhadap Job Satisfaction yang dimediasi oleh Work Engagement pada Karyawan Milenial di PT Heintech Dwikarya Swapraja. Jurnal Global Ilmiah, 1(4), 259–271. https://doi.org/10.55324/jgi.v1i4.47
Ajibola, K. S., Oginni, B. O., Yahaya, J. I., Tewogbade, S. O., Ilori, O. A., Kayode, C. A., & Adebayo, J. (2023). Flexible Work Arrangements and Employee Retention: Evidence from Nigerian Breweries Plc Workforce. Ilorin Journal of Administration and Development, 7(2), 65–87.
Alkhateri, A. S., Nusari, M., Asma S Alkathiri, Abuelhassan E Abuelhassan, Gamal S A Khalifa, Mohammed Nusari, Ali Ameen, Alkhateri, A. S., Khalifa, G. S. A., & Ameen, A. (2018). The Impact of Perceived Supervisor Support on Employees Turnover Intention: The Mediating Role of Job Satisfaction and Affective Organizational Commitment Information System Strategic Planning View project Leadership in the organization: A Conceptual Revi. International Business Management, 12(December), 477–492.
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
Azizah, L. H. N., & Larasati, N. (2026). Pengaruh Kompensasi, Worklife Balance dan Keterlibatan Kerja Terhadap Intention to Stay pada Karyawan Sentral Cargo Cabangsolo Raya. PENG: Jurnal Ekonomi Dan Manajemen, 3(1), 1165–1179. https://doi.org/10.62710/538g4b19
Azmi, M., Hanafi, A., & Adam, M. (2021). Mediating role of job satisfaction in the effect of work-life balance and work passion on turnover intention. Junior Scientific Researcher, 33(1), 33–48.
Bellavia, G. F. M. (2005). Frone-Work-FamilyConflictChapter-2005.pdf (pp. 113–147).
Berber, N., Gašić, D., Katić, I., & Borocki, J. (2022). The Mediating Role of Job Satisfaction in the Relationship between FWAs and Turnover Intentions. Sustainability (Switzerland), 14(8). https://doi.org/10.3390/su14084502
Bloom, N., Han, R., & Liang, J. (2024). Hybrid working from home improves retention without damaging performance. Nature, 630(8018), 920–925. https://doi.org/10.1038/s41586-024-07500-2
Bora, M. A., Putri, M. V., & Pradipta, M. F. (2021). Pengukuran Kepuasan Kerja Karyawan Menggunakan Metode Job Satisfication Scale (Jsc). PROFISIENSI: Jurnal Program Studi Teknik Industri, 9(2), 225–236. https://doi.org/10.33373/profis.v9i2.3517
Chen, S. Y., & Scannapieco, M. (2010). The influence of job satisfaction on child welfare worker’s desire to stay: An examination of the interaction effect of self-efficacy and supportive supervision. Children and Youth Services Review, 32(4), 482–486. https://doi.org/10.1016/j.childyouth.2009.10.014
Cho, S., Johanson, M. M., & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374–381. https://doi.org/10.1016/j.ijhm.2008.10.007
Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed methods approaches. In Muqarnas (3th ed., Vol. 8). https://doi.org/10.1163/22118993-90000268
Damara, G., & Rahardjo, M. (2024). Job satisfaction sebagai mediasi terhadap pengaruh flexible work arrangements dan organizational justice dengan turnover intention karyawan. In Jurnal Manajemen Bisnis dan Kewirausahaan (Vol. 8, Issue 1, pp. 1–15). https://doi.org/10.24912/jmbk.v8i1.28392
Delle-Vergini, S. (2017). The effect of Flexible Work Arrangements on employee Intent to Stay. August, 43–49. https://www.academia.edu/37216178/The_effect_of_Flexible_Work_Arrangements_on_employee_Intent_To_Stay
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565
Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond Work and Family: A Measure of Work/Nonwork Interference and Enhancement. Journal of Occupational Health Psychology, 14(4), 441–456. https://doi.org/10.1037/a0016737
Fitria, Y., & Linda, M. R. (2019). Perceived Organizational Support and Work Life Balance on Employee Turnover Intention. 65(Icebef 2018), 503–506. https://doi.org/10.2991/icebef-18.2019.107
Gašić, D., & Berber, N. (2023). The Mediating Role of Employee Engagement in the Relationship between Flexible Work Arrangements and Turnover Intentions among Highly Educated Employees in the Republic of Serbia. Behavioral Sciences, 13(2). https://doi.org/10.3390/bs13020131
George, J. B., & Poluru, N. V. (2024). Exploring the Impact of Flexible Work Arrangements on Turnover Intention. 31(October), 99–123.
Ghimire, B., Dahal, R. K., & Rai, B. (2023). The Attitude of Flexible Work Arrangement on Academics’ Job Satisfaction: The Emerging Market Case. Journal of System and Management Sciences, 13(2), 370–383. https://doi.org/10.33168/JSMS.2023.0226
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Danks, N. P. (2016). Partial Least Squares Structural Equation Modeling ( PLS-SEM ) Using R.
Handayani, R., Faslah, R., & Adha, M. A. (2024). The Impact of Work-LIfe Balance on Turnover Intention: Exploring the Mediating Role of Job Satisfaction. Jurnal Pendidikan, 5(2), 351–365.
Hernandez, P. A., Pelayo, G. R., Gueta, Z., & Mesina, J. (2025). Flexible Work Arrangements, Job Satisfaction, and Retention Rate of Private Employees in Metro Manila. International Journal For Multidisciplinary Research, 7(6), 1–17. https://doi.org/10.36948/ijfmr.2025.v07i06.62883
Hungo, M., Casinillo, L., Dagohoy, R., & Lleve JR., E. (2024). Job Satisfaction and Intention to Stay among Selected Private School Teachers: Implication to Educational Policy. Diversitas Journal, 9(2), 891–910. https://doi.org/10.48017/dj.v9i2.3035
Hyland, M. (2000). FLEXIBILITY IN WORK ARRANGEMENTS: HOW AVAILABILITY, PREFERENCES AND USE AFFECT BUSINESS OUTCOMES. Dissertation, 274.
Iqbal, S., Hongyun, T., Akhtar, S., Ahmad, U., & Nyarko Ankomah, F. (2020). Impacts of Supervisor Support on Turnover Intentions: Mediating Role of Job Satisfaction. Asian Journal of Education and Social Studies, 6(3), 1–9. https://doi.org/10.9734/ajess/2020/v6i330174
Itesa, U., & Burchell, J. (2025). Leadership Styles and Flexible Work Arrangements as Determinants of Turnover Intention for IT Professionals. Business Management Research and Applications: A Cross-Disciplinary Journal, 4(1), 1–17. https://doi.org/10.54093/bmra.v4i1.8194
Jahn, E. (2015). Don ’ t Worry , be Flexible ? – Job Satisfaction among Flexible Workers. 18(2), 147–168.
Jiejing, Y., Anuar Bin Arshad, M., & Mengjiao, Z. (2024). Flexible Work Arrangements and Employee Turnover Intentions: A Comprehensive Review of Theory, Empirical Evidence, and Future Directions. International Journal of Academic Research in Business and Social Sciences, 14(12), 3557–3569. https://doi.org/10.6007/ijarbss/v14-i12/24030
Kakar et al., 2019. (2019). International Journal of Advanced and Applied Sciences Sea State. International Journal of Advanced and Applied Sciences Journal, 6(9), 76–84.
Kaur, R., & Randhawa, G. (2021). Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role? Evidence-Based HRM, 9(3), 241–257. https://doi.org/10.1108/EBHRM-12-2019-0118
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring Perceived Supervisory and Organizational Support. Educational and Psychological Measurement, 48(4), 1075–1079. https://doi.org/10.1177/0013164488484024
Kudo, Y., Satoh, T., Hosoi, K., Miki, T., Watanabe, M., Kido, S., & Aizawa, Y. (2006). Association between intention to stay on the job and job satisfaction among Japanese nurses in small and medium-sized private hospitals. Journal of Occupational Health, 48(6), 504–513. https://doi.org/10.1539/joh.48.504
Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational and personal perspectives. Vocations and Learning, 2(3), 195–215. https://doi.org/10.1007/s12186-009-9024-7
Li, X., Zhang, S. Y., & Yan, D. (2020). Nurses ’ intention to stay : The impact of perceived organizational support , job control and job satisfaction. January, 1141–1150. https://doi.org/10.1111/jan.14305
Listiani, E. D., & Suryawirawan, O. A. (2023). Pengaruh Flexible Work, Job Satisfaction dan Work-Life BalanceTerhadap Intention to Stay Karyawan PT Arta Boga Cemerlang (OT) Surabaya. Ilmu Dan Riset Manajemen, 12(12), 1–12.
Listyani, E. D., & Suryawirawan, O. A. (2023). Pengaruh Flexible Work, Job Satisfaction dan Work-Life BalanceTerhadap Intention to Stay Karyawan PT Arta Boga Cemerlang (OT) Surabaya. Ilmu Dan Riset Manajemen, 12(12), 1–12.
Mrayyan, M. T. (2007). Jordanian Nurses’ Job Satisfaction and Intent to Stay: Comparing Teaching and Non-Teaching Hospitals. Journal of Professional Nursing, 23(3), 125–136. https://doi.org/10.1016/j.profnurs.2006.12.006
Nabawanuka, H., & Ekmekcioglu, E. B. (2026). Millennials in the workplace : perceived supervisor support , work – life balance and employee well – being. 54(1), 123–144. https://doi.org/10.1108/ICT-05-2021-0041
Nie, T. L., Harjono, S., Purba, S. D., & Sulistyaningsih, E. (2024). Impact of Perceived Supervisor Support, Work Life Balance and Work Engagement in Controlling Turnover Intention in a Pharmaceutical Manufacturing Company. Jurnal Manajemen, 20(2), 1–21. https://doi.org/10.25170/jm.v20i2.5031
Nuryanti, S., Taufiqurrohman, M. H., & Asyifa, L. F. (2023). Work from Home at New Normal, Why Not? Peran Mediator Work-Life Balance pada Flexible Work Arrangement Terhadap Life Satisfaction Karyawan. Journal of Psychological Science and Profession, 7(2), 27. https://doi.org/10.24198/jpsp.v7i2.45311
Pithaloka, D. A., & Ardiyanto, N. (2024). The Effect of Perceived Organizational Support on Intention to Stay Mediated by Employee Engagement and Job Satisfcation. 22(2), 476–491.
Prakoso, R. A. S., Murwani, F. D., Soetjipto, B. E., & Rahayu, W. P. (2025). the Influence of Job Demand and Job Resources on Employee Wellbeing Through Job Satisfaction, Work-Life Balance, and Quality of Work Life Among Msme Employees in Java. TPM — Testing, Psychometrics, Methodology in Applied Psychology, 32(R2), 2025. https://www.tpmap.org/
Qian, H., Koharuddin, M., & Mohd, B. (2024). Understanding the Complexity of Intention to Stay : Influencing Factors and Strategic Insights for Enhancing Employee Retention. 0, 129–135. https://doi.org/10.54254/2754-1169/93/20241126
Rahman, M. F. (2019). Impact of Flexible Work Arrangement on Job Satisfaction Among the Female in the Higher Education Sector. 11(18), 97–107. https://doi.org/10.7176/EJBM
Ratri Nastiti, P., Setyorini, N., Ervina I, R. H., & Karina Putri, N. (2024). Flexible Working Arrangement: Does Really Give Job Satisfaction Toward Employee? Jurnal Riset Ekonomi Manajemen (REKOMEN), 7(2), 357–368. https://doi.org/10.31002/rekomen.v7i2.1298
Sanjeev, M. A. (2017). Impact of Individual and Employment Variable on Job Satisfaction & Turnover Intention among Sales and Marketing Professionals. Procedia Computer Science, 122, 55–62. https://doi.org/10.1016/j.procs.2017.11.341
Saraswati, R., Hidayat, N., & Wolor, C. w. (2023). Faktor-Faktor yang Memengaruhi Intention to Stay pada Perusahaan Swasta di Jakarta. Jurnal Bisnis, Manajemen, Dan Keuangan, 4(1), 214–236. http://publications.lib.chalmers.se/records/fulltext/245180/245180.pdf%0Ahttps://hdl.handle.net/20.500.12380/245180%0Ahttp://dx.doi.org/10.1016/j.jsames.2011.03.003%0Ahttps://doi.org/10.1016/j.gr.2017.08.001%0Ahttp://dx.doi.org/10.1016/j.precamres.2014.12
Seaman, R. A. (2021). The Relationship of Transition on Job Satisfaction and Intent to Stay Among Novice Nurse. March, 6.
Sekaran, U., & Bougie, R. (2016). Research Methods for Business: A Skill-Building Approach. 1–447. https://doi.org/10.1108/lodj-06-2013-0079
Shahzad, R., Kazmi, S., & Jalali, Q. (2025). Does a Flexible Work Schedules Affect Turnover Intentions: AMediationModel. 3(5), 1–14.
Shuo, L., Jumbulingam, K., Fadel, H., & Mimaki, C. A. (2022). Assessing the impact of flexible work arrangements on employee job satisfaction in Malaysia. Studies in Systems, Decision and Control, 3(2), 140–159. https://doi.org/10.1007/978-3-031-67890-5_16
Silva, I., Dias, Á., & F. Pereira, L. (2024). Determinants of employee intention to stay: a generational multigroup analysis. International Journal of Organizational Analysis, 32(8), 1389–1418. https://doi.org/10.1108/IJOA-06-2023-3796
Sofia, I. N., & Walyoto, W. (2021). the Effect of Work-Life Balance on Intention To Stay Mediated By Psychological Empowerment. Journal of Management and Islamic Finance, 1(1), 110–124. https://doi.org/10.22515/jmif.v1i1.3572
Spector, P. E. (1985). Development of the Job Satisfaction Survey. Journal of Applied Psychology, 60(2), 159–170.
Sudibjo, N., & Suwarli, M. B. N. (2020). Job embeddedness and job satisfaction as a mediator between work-life balance and intention to stay. International Journal of Innovation, Creativity and Change, 11(8), 311–331.
Sumarjo, W., Kurniasih, D., Chaidir, J., Tajudin, T., & Alam, S. (2026). Mediator analysis job satisfaction : The relationship between work life balance and turnover intentions. 15(2), 126–136.
Suprayitno, H., Sudarmiatin, S., & Rahayu, W. P. (2025). The Relationship of Leadership Style, Work Environment and Work Facilities on Employee Job Satisfaction in Omah Jenang MSMEs. Formosa Journal of Multidisciplinary Research, 4(1), 179–188. https://doi.org/10.55927/fjmr.v4i1.12562
Tsen, M. K., Gu, M., Tan, C. M., & Goh, S. K. (2022). Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory. International Journal of Sociology and Social Policy, 42(11–12), 962–983. https://doi.org/10.1108/IJSSP-08-2021-0196
Upadianti, L. P. S., & Surya, I. B. K. (2025). Job stress and work-life balance on turnover intention: The mediating role of job satisfaction. International Research Journal of Management, IT and Social Sciences, 12(4), 135–150. https://doi.org/10.21744/irjmis.v12n4.2520
Vergini, S. D. (2020). The effect of Flexible Work Arrangements on employee Intent to Stay A dissertation presented to the University of Northampton in partial fulfilment of the degree of Master of Business Administration by Sante Delle-Vergini August 2017. May. https://doi.org/10.13140/RG.2.2.22301.13284
Wardah, A. K., & Haris, H. (2025). The Influence of Work-Life Balance, Burnout, and Job Satisfaction on Intention to Stay on Generation Z Employees in Surakarta City. MANABIS: Jurnal Manajemen Dan Bisnis, 4(2), 60–69. https://doi.org/10.54259/manabis.v4i2.4266
Widyanti, P. R. K., & Dewi, D. N. (2023). Flexible work arrangement dan work-life balance pada generasi milenial. Jurnal Psikologi Udayana, 10(2), 334. https://doi.org/10.24843//jpu.2023.v10.i02.p02
Yustrianthe, R. H. (2008). PENGARUH FLEXIBLE WORK ARRANGEMENT TERHADAP ROLE CONFLICT , ROLE OVERLOAD , REDUCED PERSONAL ACCOMPLISHMENT , JOB SATISFACTION DAN INTENTION TO STAY. 10(3), 127–138.
Zaghloul, A. A., Al-Hussaini, M. F., & Al-Bassam, N. K. (2008). Intention to stay and nurses’ satisfaction dimensions. Journal of Multidisciplinary Healthcare, 1, 51–58. https://doi.org/10.2147/JMDH.S3804
License
Copyright (c) 2026 Dewi Ayu Dyah Ningrum, Budi Eko Soetjipto, Wening Patmi Rahayu
This work is licensed under a Creative Commons Attribution 4.0 International License.
