Remote/Flexible Work and Retention: A Mixed-Methods Study of Work Stress and Organizational Support Using Machine Learning-Based Speech and Text Analysis
, SUDARSANAM S KThis study investigates the psychological mechanisms linking remote/flexible work to intention to quit among middle and senior managers in India’s IT/ITES sector. Guided by the Transactional Model of Stress and Coping, it positions work stress as a mediator, and tests perceived organizational support (POS) as a moderating buffer.
Remote/flexible work, while offering flexibility, can also heighten stress through blurred work–life boundaries, communication challenges, and social isolation. This study addresses this gap by extending the Transactional Model of Stress and Coping to examine how POS moderates stress-driven intention to quit in remote/flexible work contexts.
A sequential exploratory mixed-methods design was employed. In the qualitative phase, interviews with 22 managers were analyzed using natural language processing and sentiment analysis to identify key stressors. In the quantitative phase, survey data from 260 managers were tested using Confirmatory Factor Analysis and structural equation modeling to examine mediation (work stress) and moderation (POS) effects. Both were found to be statistically significant.
The study contributes by integrating qualitative insights on stressors with quantitative validation of mediation and moderation effects. It advances remote/flexible work literature by extending the Transactional Model of Stress and Coping to hybrid work contexts and provides a contextualized framework for understanding managerial retention.
The qualitative analysis revealed three dominant stressors: blurred work–life boundaries, communication breakdowns in virtual settings, and social isolation. Sentiment analysis further indicated predominantly negative emotions such as frustration, fatigue, and anxiety, underscoring the psychological burden of remote/flexible work. These insights informed the survey design. The quantitative results confirmed that work stress mediates the relationship between remote/flexible work and intention to quit, while POS significantly buffers this pathway. Managers perceiving higher POS reported lower stress and reduced intention to quit than those with weaker support.
The major suggestions would be to prioritize employee well-being with stress-management programs (flexible scheduling, mental health resources). To strengthen POS via recognition, transparent communication, and support. This study also suggests fostering work-life balance through clear boundaries and reduced after-hours expectations.
Future research should test additional mediators, such as job autonomy and empowerment, as well as moderators, including leadership style. Longitudinal and cross-sectoral studies across industries such as healthcare and education are recommended to enhance generalizability and capture evolving workforce dynamics.
Reducing managerial turnover preserves organizational knowledge, sustains productivity, and supports healthier workplace cultures. At a societal level, improving retention strengthens organizational sustainability, contributes to economic stability, and enhances employee well-being in increasingly digital work environments.
Future research should examine the long-term impacts of remote/flexible work on employee stress levels and retention to understand evolving workforce dynamics. Cross-cultural investigations into perceived organizational support and stress appraisal mechanisms could uncover contextual variations in coping strategies and organizational commitment. Integrating artificial intelligence (AI) technologies for real-time monitoring of stress indicators in remote/flexible work environments may enhance proactive interventions. These explorations could contribute to more resilient and adaptive organizational models in an increasingly digital work landscape.
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