THE EFFECTS OF FLEXIBLE WORK ARRANGEMENTS ON EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A REVIEW
DOI:
10.5281/zenodo.23968156Published:
2026-11-05Downloads
Abstract
Flexible work arrangements (FWAs), encompassing temporal flexibility (flexitime, compressed workweeks) and spatial flexibility (hybrid work, telecommuting), have evolved from fringe employee perks into strategic imperatives for modern workforce governance. This critical review synthesizes empirical evidence from 16 benchmark studies published between 2021 and 2026 to examine the structural mechanisms linking FWAs with employee engagement and organizational citizenship behavior (OCB). Applying Social Exchange Theory, Job Demands-Resources Theory, and Self-Determination Theory, this study identifies psychological autonomy, perceived organizational support, and work-life harmony as primary mediating drivers that amplify both vigor and dedication (engagement) and extra-role behaviors (OCB-Individual and OCB-Organization). However, the review uncovers critical boundary conditions, demonstrating that unmanaged spatial flexibility risks boundary blurring, isolation, and professional erosion if uncoupled from supportive leadership and clear boundary management norms. The paper delivers a multi-level conceptual framework, methodologically evaluates current structural equation modeling (SEM) findings, and outlines actionable strategic HR directives to optimize FWA implementation.
Keywords:
Employee Engagement Flexible Work Arrangements Hybrid Work Organizational Citizenship BehaviorReferences
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Copyright (c) 2026 Ardian Adastra, Ramon Zamora, Lukmanul Hakim
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