The outbreak of the COVID-19 pandemic has profoundly transformed global labor markets and organizational management practices, reshaping work patterns and employee expectations. Flexible work arrangements (FWAs) have emerged as a critical strategy for addressing employee turnover in the post-pandemic era. This is particularly evident in high-tech industries, where the challenges of technological innovation and intensified talent competition necessitate flexibility in time and space to attract and retain highly skilled talent. Using a systematic literature review approach, this study examines existing research on FWAs and their relationship with employee turnover intentions, exploring the key determinants of turnover intentions and the mechanisms through which FWAs exert their effects. The findings reveal that FWAs significantly reduce turnover intentions by enhancing job satisfaction, organizational commitment, and mitigating work-family conflict, while simultaneously fostering greater autonomy and employee engagement. Furthermore, the study evaluates the applicability of FWAs in high-tech industries, highlighting their effectiveness in reducing employee turnover risks, enhancing organizational competitiveness, and driving innovation. By addressing research gaps, this study provides practical insights for managerial strategy formulation and sets the direction for future research, emphasizing the need to explore the contextual mechanisms and long-term impacts of FWAs.
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