張媁雯Chang, Wei-Wen吳雨柔Wu, Yu-Jou2020-12-142020-01-202020-12-142019http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G060686006I%22.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/109799noneThis study explored the relationship between flexible work arrangements (FWA) and employees’ job satisfaction (JS) and occupational commitment (OC) with the moderated effect of gender. It also compared the results from former data to explore the trend differences in Taiwan workplaces. With the change of social structure and generations, mass media and policies has advocated pushing the appeal of the FWA. FWA is designed for the benefit of employees, which is an effective tool to help workers coordinate multiple domains of their lives and alleviate work-life conflicts (Dickens, 2006). Relevant research has confirmed that FWA can improve employee performance, intention, and well-being. With regard to workplace trends, existed research has indicated that younger generations with less commitment present more independence, greater awareness of work-life balance and work flexibility. The researcher used questions from the theme of “Work Orientation” in Taiwan Social Change Survey (TSCS), which is a formal nationwide survey in Taiwan conducted in 2015, to examine those hypotheses in the present study. Participants included Taiwanese male and female workers among various ages, who claimed to be employed with a formal job. In this study, FWA had positive impact on JS, but not existed on OC. Gender did not present the moderating effect among the variables, indicating that males and females reported the similar level of JS and OC after obtaining FWA. The implementations of FWA in the workplace in 2005 and 2015 did not present large discrepancy.noneFlexible work arrangementsJob satisfactionOccupational commitmentGenerational differenceTSCS