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

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.