How Flexible Work Arrangements Improve Employee Subjective Well-Being: Evidence from Chinese Programmers

Abstract

Introduction: Work-life imbalance has emerged as a critical challenge in knowledge-intensive industries, necessitating systemic interventions. Global organizations increasingly adopt flexible work arrangements (FWAs) to enhance employee satisfaction and performance. However, flexible work arrangements may be a double-edged sword; their impact on well-being requires further exploration, particularly in technology-driven professions.

Objectives: This study examines FWAs' impact on Chinese programmers' subjective well-being (SWB), aiming to:1) quantify their subjective well-being levels under flexible work arrangements policies; 2) assess the association between flexible work arrangements and subjective well-being; 3) compare differential impacts of flexible work arrangements types (e.g., flextime, telecommuting) across subjective well-being (emotional, psychological, social).

Methods: We conducted a random online survey of programmers in five core cities in China known for rapid technological innovation and development in the Internet and high-tech industries field. 625 valid survey data were used for multiple linear regression analysis to explore the relationship between flexible work arrangements and subjective well-being.

Results: The findings indicate that Chinese programmers exhibit a high level of subjective well-being (mean = 3.8). Among its dimensions, emotional well-being has the highest perceived level (mean = 3.85) compared to the social and psychological dimensions. Flexible work arrangements significantly enhance subjective well-being through compressed work hours (β = 0.086), telecommuting (β = 0.089), part-time (β = 0.252), and job-sharing (β = 0.22), whereas the effect of flexitime is not statistically significant. Overall, flexible work arrangements contribute positively to the subjective well-being of Chinese programmers, with part-time exerting the most substantial influence, followed by telecommuting.

Conclusions: Flexible work arrangements with flexible tasks and flexible locations are more conducive to the improvement of employees' subjective well-being than simple flexible time arrangements. Therefore, this study recommends that authorities and organizations prioritize employees' demands for task-oriented flexibility and location autonomy when optimizing workplaces, while preserving access to traditional office-based models. Such a balanced approach mitigates risks associated with excessive flexibility—including mental health deterioration, social isolation, and weakened organizational belongingness—by allowing self-determined transitions between structured collaboration and independent work modes.