The impact of hybrid working model on employee turnover intention during COVID-19 in Azerbaijan in light of the mediating role of perceived organizational support

Abstract

This research study aimed to explore the impact of hybrid working model on employee turnover intention and identify whether there is a significant association between these two variables. Due to hybrid work being an emerging concept, there are few studies that focused on the analysis of blended work model and its potential impact on turnover intention. The mediating role of another variable, perceived organizational support, was also assessed in this association to find out if the relationship between hybrid work model and employee turnover intention would be different along with the inclusion of perceived organizational support. The analyses conducted through the use of data collected revealed that there is a significant negative relationship between the amount of hours worked remotely per month and turnover intention, meaning that when employees have more time to work specific days/hours remotely per month, their inclination to leave the organization decreases. It was also revealed that the implementation of hybrid work arrangements positively contributes to the level of employee perception of being valued and supported by the organization. Finally, the study indicated a significant negative relationship between perceived organizational support and turnover intention as an increased level of perceived organizational support results in a reduced turnover intention.