Talent Retention in the Digital Workplace: How Hybrid Work Models Influence Employee Commitment in Knowledge-Intensive Institutions

Abstract

A growing emphasis on hybrid work has already begun to influence how we create connections to the workplace, and therefore our level of performance within knowledge-based organizations that rely upon collaboration and intellectual engagement. With a lack of flexibility and autonomy, do we really have any concerns about the degree to which our employees are inclined to be visible and committed to remaining with us? Based on an empirical study, this paper will explore the many facets of the hybrid talent retention process through the lens of the work-life balance 'mediating' role, how flexible arrangements impact the organization by increasing levels of organizational commitment, and what types of support from an employer to their hybrid employees may be the key to ensuring a successful hybrid work environment, especially if employees feel as though they are 'lost' when the employer does not provide support to them. To address the above research questions, a quantitative approach with a sample of education professionals was utilized to provide guidance for HR practitioners and policy makers on creating the types of work environments needed to maximize organizational and employee productivity. Therefore, this is one area of potential future of work debate; while offering flexibility may play an important role in the retention of talent in a digital workplace; it must also involve creating a culture based on the employee's needs and preferences.