The Impact of Flexible Working Arrangements on Turnover Intentions as Mediated by Job Control among Selected IT-BPM Employees in Cebu

Employee turnover is a persistent challenge in the Information Technology–Business Process Management (IT-BPM) sector, particularly in the Philippines where attrition rates remain among the highest in Asia. Although flexible working arrangements (FWAs) are increasingly used to improve retention, previous studies offer inconsistent findings and provide limited evidence on the mediating role of job control. This study examined the effect of FWAs on turnover intention, with job control as a mediating variable, among 589 IT-BPM employees in Cebu City. A quantitative, correlational, and cross-sectional design was employed, and data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) in SmartPLS 4.0. The measurement model demonstrated strong reliability and validity, while the structural model showed acceptable fit and predictive relevance. The findings indicated that FWAs significantly increased job control but unexpectedly showed a positive direct effect on turnover intention, suggesting that flexibility may heighten intentions to leave when not paired with adequate support or clear work–life boundaries. Job control exhibited a significant negative effect on turnover intention, confirming its role as a protective factor against attrition. Mediation analysis revealed a competitive mediation effect in which the autonomy generated by FWAs offset, but did not fully eliminate, their positive direct influence on turnover intention. The study contributes to Social Exchange Theory by clarifying that the benefits of FWAs depend on employees’ perceptions of fairness, autonomy, and organizational support. Practically, the results suggest that IT-BPM firms must strengthen job control mechanisms to ensure that FWAs translate into meaningful autonomy. Future research may integrate additional psychological, organizational, and contextual variables using longitudinal and comparative designs.

Flexible Working Arrangements, Job Control, Turnover Intentions, IT-BPM Industry

1. Al Bernardo, A. L., Lacap, J. P., Talon, C., Bolante, P., Aumentado, Z. J., Capalao, M. W., Llado, M. C. E., & Dubrea, E. M. (2023). The Mediating Role of Employee Engagement on the Link Between Person–Organization Fit and Turnover Intention: Evidence from BPO Companies in the Philippines. Journal of Entrepreneurship and Business. https://doi.org/10.17687/jeb.v11i2.1025 [Google Scholar] [Crossref]

2. Ali, A. A. M., Chen, X., Hussain, W., Jingzu, G., Yang, Q., & Al Shami, S. S. A. (2023). Envisaging the Job Satisfaction and Turnover Intention Among the Young Workforce: Evidence from an Emerging Economy. PLOS ONE, 18. https://doi.org/10.1371/journal.pone.0287284 [Google Scholar] [Crossref]

3. Berber, N., Gašić, D., Katić, I., & Borocki, J. (2022). The Mediating Role of Job Satisfaction in the Relationship Between FWAs and Turnover Intentions. Sustainability. [Google Scholar] [Crossref]

4. https://doi.org/10.3390/su14084502 [Google Scholar] [Crossref]

5. Berber, N., & Gašić, D. (2023). The Mediating Role of Employee Engagement in the Relationship Between Flexible Work Arrangements and Turnover Intentions. Behavioral Sciences, 13. https://doi.org/10.3390/bs13020131 [Google Scholar] [Crossref]

6. Budin, K. A. G. (2024). Determinants of Employees’ Turnover Intention: A Conceptual Paper. ISC-BEAM. https://doi.org/10.21009/isc-beam.011.65 [Google Scholar] [Crossref]

7. Chu, X., Ding, H., Zhang, L., & Li, Z. (2022). Strengths-Based Leadership and Turnover Intention. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.786551 [Google Scholar] [Crossref]

8. Farooq, H., Janjua, U., Madni, T. M., Waheed, A., Zareei, M., & Alanazi, F. (2022). Identification and Analysis of Factors Influencing Turnover Intention of Pakistan IT Professionals. IEEE Access. https://doi.org/10.1109/access.2022.3181753 [Google Scholar] [Crossref]

9. Gašić, D., & Berber, N. (2023). Employee Engagement as a Mediator Between Flexible Work Arrangements and Turnover Intentions. Behavioral Sciences, 13. https://doi.org/10.3390/bs13020131 [Google Scholar] [Crossref]

10. George, J. B., & Poluru, N. V. (2024). Exploring the Impact of Flexible Work Arrangements on Turnover Intention. Journal of Accounting, Business and Management. [Google Scholar] [Crossref]

11. https://doi.org/10.31966/jabminternational.v32i1.1467 [Google Scholar] [Crossref]

12. Harrop, N., Jiang, L., & Overall, N. (2025). A Meta‐Analysis of Antecedents and Outcomes of Flexible Working Arrangements. Journal of Organizational Behavior. https://doi.org/10.1002/job.2896 [Google Scholar] [Crossref]

13. Haines, V. Y., Guerrero, S., & Marchand, A. (2024). Flexible Work Arrangements and Employee Turnover Intentions: Contrasting Pathways. The International Journal of Human Resource Management, 35, 1970–1995. https://doi.org/10.1080/09585192.2024.2323510 [Google Scholar] [Crossref]

14. Itesa, U., & Burchell, J. M. (2025). Leadership Styles and Flexible Work Arrangements as Determinants of Turnover Intention for IT Professionals. Business Management Research and Applications. https://doi.org/10.54093/bmra.v4i1.8194 [Google Scholar] [Crossref]

15. Kanchana, L., & Jayathilaka, R. (2023). Factors Impacting Employee Turnover Intentions Among Professionals in Sri Lankan Startups. PLOS ONE, 18. https://doi.org/10.1371/journal.pone.0281729 [Google Scholar] [Crossref]

16. Kurata, Y., Belisario, K. V. S., Mescala, M. M. D., & Valenzuela, R. L. L. (2023). Factors Affecting Employee Retention in the Philippine BPO Industry: Integrating Job Embeddedness Theory. Proceedings of the International Conference on Industrial Engineering and Operations Management. https://doi.org/10.46254/an13.20230674 [Google Scholar] [Crossref]

17. Lazzari, M., Saiz-Alvarez, J. M., & Ruggieri, S. (2022). Predicting and Explaining Employee Turnover Intention. International Journal of Data Science and Analytics, 14, 279–292. [Google Scholar] [Crossref]

18. https://doi.org/10.1007/s41060-022-00329-w [Google Scholar] [Crossref]

19. Murti, A., & Martdianty, F. (2021). Workload, Work–Life Balance, and Flexible Working in Relation to Turnover Intention of IT Workers. Contemporary Research on Business and Management. https://doi.org/10.1201/9781003196013-18 [Google Scholar] [Crossref]

20. Narwaria, T., Dwivedi, R., Vashisht, A., Mishra, A., Saxena, P., Gupta, V., Singhal, A., & Raghuwanshi, S. (2024). A Bibliometric Analysis of Employee Turnover Intention Among IT Sector Employees. International Review of Management and Marketing. https://doi.org/10.32479/irmm.17067 [Google Scholar] [Crossref]

21. Patil, A. H. (2025). The IT Workforce Dilemma: Unraveling Turnover in the Indian Tech Sphere. International Journal of Innovative Science and Research Technology. [Google Scholar] [Crossref]

22. https://doi.org/10.38124/ijisrt/25may535 [Google Scholar] [Crossref]

23. Permatasari, D. W., & Setiyawan, S. (2024). The Effect of Flexible Work Arrangement and Work–Life Balance on Turnover Intention of Y-Generation Employees. International Journal of Latest Technology in Engineering, Management & Applied Science. https://doi.org/10.51583/ijltemas.2024.130201 [Google Scholar] [Crossref]

24. Rahman, H., Jayashree, S., Agamudai, C., & Malarvizhi, N. (2023). Impact of HRM Practices on Turnover Intention Through Employee Loyalty in the Bangladesh ICT Industry. Russian Law Journal. https://doi.org/10.52783/rlj.v11i9s.1581 [Google Scholar] [Crossref]

25. Repaso, J. A. A., Capariño, E. T., Hermogenes, M. G. G., & Perez, J. G. (2022). Determining Factors Resulting to Employee Attrition Using Data Mining Techniques. International Journal of Education and Management Engineering. https://doi.org/10.5815/ijeme.2022.03.03 [Google Scholar] [Crossref]

26. Rosita, F., Noermijati, N., Margono, M., & Susilowati, C. (2024). The Role of FWA, Job Embeddedness, and Work–Life Balance in Reducing Turnover Intention. Journal of Community Development in Asia. https://doi.org/10.32535/jcda.v7i2.2987 [Google Scholar] [Crossref]

27. Salunkhe, H. A., Jain, D., Hinge, P., & Boralkar, M. (2024). Impact of HR Practices on Work Engagement and Turnover Intention in IT Companies. SA Journal of Human Resource Management. https://doi.org/10.4102/sajhrm.v22i0.2723 [Google Scholar] [Crossref]

28. Seneviratna, D., Chathuranga, L., Kithulwatta, W. M. C. J. T., & Rathnayaka, R. K. T. (2024). Impact of Soft Productivity Factors on Employee Turnover Among IT Employees. Sri Lankan Journal of Applied Statistics. https://doi.org/10.4038/sljas.v25i1.8113 [Google Scholar] [Crossref]

29. Shilpakar, N., Giri, B., & Pokhrel, S. (2024). Flexible Working Arrangements and Employee Turnover Intention: Mediating Role of Employee Engagement. SAIM Journal of Social Science and Technology. https://doi.org/10.70320/sacm.2024.v01i01.003 [Google Scholar] [Crossref]

30. Sidike, R., & Zulkifly, N. A. (2025). A Qualitative Exploration of Employee Turnover in a Malaysian BPO Company. International Journal of Academic Research in Business and Social Sciences. https://doi.org/10.6007/ijarbss/v15-i2/24674 [Google Scholar] [Crossref]

31. Soga, L. J., Bolade-Ogunfodun, Y., Mariani, M. M., Nasr, R., & Laker, B. (2022). Unmasking the Other Face of Flexible Working Practices: A Systematic Literature Review. Journal of Business Research. https://doi.org/10.1016/j.jbusres.2022.01.024 [Google Scholar] [Crossref]

32. Tsen, M. K., Gu, M., Tan, C. M., & Goh, S. (2021). Does Flexible Work Arrangements Decrease or Increase Turnover Intention? International Journal of Sociology and Social Policy. https://doi.org/10.1108/ijssp-08-2021-0196 [Google Scholar] [Crossref]

33. Tsen, M. K., Gu, M., Tan, C. M., & Goh, S. (2021). Effect of Flexible Work Arrangements on Turnover Intention: Does Job Independence Matter? International Journal of Sociology, 51, 451–472. https://doi.org/10.1080/00207659.2021.1925409 [Google Scholar] [Crossref]

34. W. Sethar, Channar, H., & Jatoi, S. A. (2022). Turnover Intentions of IT Professionals: Case of Software Houses in Pakistan. Pakistan Journal of International Affairs. [Google Scholar] [Crossref]

35. https://doi.org/10.52337/pjia.v5i3.601 [Google Scholar] [Crossref]

36. Yang, J., Arshad, M. A. B., & Zhao, M. (2024). Flexible Work Arrangements and Employee Turnover Intentions: A Comprehensive Review. International Journal of Academic Research in Business and Social Sciences. https://doi.org/10.6007/ijarbss/v14-i12/24030 [Google Scholar] [Crossref]

37. Yang, Y.-T., Feng, Y., & Jeong, S.-P. (2024). Developing an Advanced Prediction Model for Employee Turnover Intention Using Machine Learning. Scientific Reports, 14. https://doi.org/10.1038/s41598-023-50593-4 [Google Scholar] [Crossref]

• Is Strike Relevant in the Modern Era? Evidence from Indian Manufacturing, IT/Ites, FMCG, Electronics and Emerging Sectors
• A Qualitative Exploration of Work-Life Balance Among Private Universities Lecturers in Klang Valley
• Leadership Styles and Employee Motivation: Examining the Impact on Job Satisfaction and Turnover
• Human Resource Management, Organizational Culture, and Good Governance Practices: A Structural Equation Model on Service Orientation among Government-Owned and Controlled Corporation in Davao Region
• Cost of Silence: Exploring the Impact of Organisational Silence on Employee Engagement