The multi-generational workforce: Workplace flexibility and engagement

Abstract

This paper explores the perceptions of employees of different ages regarding the flexibility they need at work (flexibility fit) and their engagement with work. Using 49,209 observations representing 183,454 employees in 22 different companies, we estimated a hierarchical linear model (HLM) to explain variation in employee engagement as a function of flexibility fit and age. Although flexibility fit was a powerful positive predictor of engagement for all employees, it was a more powerful predictor of engagement for employees ages 45 and older. The positive moderating effect of flexibility fit provides employers with guidance about how to maintain the engagement of workers of all ages, but especially older workers who want to extend their participation in the labor force.