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ABSTRACT:

This study examined the impact of Flexible work arrangements (FWAs) on employee engagement, retention, productivity, and work-life balance in selected medium-size BPO companies in Metro Manila. A convergent mixed-methods research design was employed, integrating survey responses (n=286) with qualitative interviews. The Job Demands-Resources (JD-R) Model provided the framework to assess FWAs as job resources that mitigate workplace demands and enhance employee well-being. Results showed that hybrid work (M=4.30) and telecommuting (M=4.25) had the most positive effects on engagement, retention (r=0.61), and productivity (B=0.45, p <0.001). Employees with caregiving responsibilities and younger workers reported the highest satisfaction with FWAs. Key benefits included improved well-being (82%) and reduced stress (85%), aligning with previous research on workplace flexibility. However, challenges such as communication barriers (48%) and blurred work-life boundaries (41%) were identified, highlighting the complexities of managing hybrid workforces. This study contributes to the growing literature on FWAs, particularly in high-stress environments like call centers. It underscores the importance of structured implementation, technological support, and tailored policies to maximize FWAs’ effectiveness. Organizations must integrate FWAs as a core strategy for sustainable workforce management. Future research should examine FWAs across multiple industries and cultural contexts to enhance generalizability and inform policymaking in the evolving global labor market.

KEYWORDS:

Flexible Work Arrangements, Employee Engagement, Retention, Productivity, Work-Life Balance, Job Demands- Resources Model

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