本質性研究考察在傳統工作環境中逐步採納彈性工作安排的情況，這些環境尋求採用現代實踐以增強人才留任。本研究採用基於訪談的方法深入了解感知和實踐經驗，以評估彈性工作如何影響人才留在公司的決策。雖然彈性工作通常因其好處而被公認，但研究揭示特別是在保守文化中的顯著抵抗，這些文化視這種轉變為不利。超過七成的受訪員工報告在彈性工作的過渡期間不適應的經歷，特別是當彈性工作實施不當或組織未能優先考慮員工福祉時。本研究發現，實施成功在很大程度上依賴於組織支持和一種積極促進自主性、信任和尊重的文化，而這些因素將增強工作嵌入框架中的歸屬感。本研究為希望有效利用其好處的企業推薦戰略計劃，作者強調基於經驗豐富員工的洞察力角度，準確實施在有效處理這些安排所帶來的困難方面的重要性。研究結果希望能為適應日益競爭的商業環境且持續繁榮的傳統公司提供一條路線圖。

This qualitative study examines the progressive adoption of flexible work arrangements in conservative work environments that seek to embrace modern practices to enhance employee retention. This study utilizes an interview-based approach to profoundly understand perceptions and practical experiences to assess how flexible work arrangements influence employee decisions to remain in their companies. Although flexible work arrangements are recognized for their benefits, the research reveals significant resistance, especially in conservative cultures where such transitions are seen as disadvantageous. Over seventy percent of the employees interviewed reported unpleasant experiences during this transition, notably when flexible work arrangements were implemented poorly or when organizations failed to prioritize employee well-being. This study establishes that the success of implementation relies significantly on organizational support and a culture that actively promotes self-autonomy, trust, and respect. These factors will enhance the sense of belonging within the job embeddedness framework. This study recommends strategic plans for businesses looking to leverage its benefits effectively. The author accentuates the significance of accurate implementation in effectively dealing with the difficulties posed by these arrangements, based on the insightful perspectives of experienced employees. The findings serve as a road map for traditional companies seeking to adapt and continue to thrive in the increasingly competitive business landscape.

Thesis Validation Letter…………………………………………………………….....i
Acknowledgement……………………………………………………………………ii
Abstract (Chinese) ……………………………………………………………………iii
Abstract (English) ………………………………………………………………….....iv
List of Figures……….……..…….………………………………………..…....….....vii
List of Tables……………………………………………………………...................viii
Chapter 1 Introduction…………………………………………………………….....1
1.1 Research Objectives………………………………………………..……….....3
1.2 Research Outlines…………………………………....…………..………........4
Chapter 2 Literature Review…………………………………………..……….….....7
2.1 Flexible Work Arrangements (FWAs)……………………………………........7
2.2 Types of Flexible Working Arrangements…………………………………....9
2.3 Benefits and Limitations of FWAs……………………………………..….....12
2.4 Conservative Company Culture…………………………….....………….....17
2.5 The Role of Leadership in Implementing FWAs……………...………….….20
2.6 Job Embeddedness Theory: Links, Fit, and Sacrifice………………...…....23
2.7 Case of Companies That Fail to Adopt FWAs and Those That Succeed…..25
2.8 Conclusion: Making Sense of Cases Through the Literature…...…….…...27
Chapter 3 Research Methodology…………………………………...…………......28
3.1 Methodology Approach………………………………………..………….....28
3.2 Method of Sampling…………………………………………………....….....29
3.3 Research Participant……………………………………………………….....30
3.4 Interview Process………………………………………………….....….……32
3.5 Analysis Method…………………………………………….....…...........……36
Chapter 4 Analysis and Results…….……………………………………….....……38
4.1 Case Study of Conservative Organizations…….………………………...…38
4.2 Coding Themes and Analysis…………………………………………...……42
Chapter 5 Findings and Discussion…………………………………………….......85
5.1 Insights into the Implementation of FWAs…….……………………………85
5.2 Impact of FWAs in Conservative Organizations……………………….……89
Chapter 6 Conclusion and Recommendations…….……………......…….………90
6.1 Practical Implications…….……………………………………………..……91
6.2 Contributions…………………………………………………….……………96
6.3 Limitations…….………………………………………………………………97
6.4 Future Research Directions……………………………………….…….……99
References……….…………………………………………………………….……100
Appendix…….…………………………………………………………………..…..105

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