Managerial support represents a significant organizational resource in the context of implementing various forms of flexible work arrangements (home-based work, remote work etc.) as it enables employees to cope more effectively with job demands and positively contributes to the reduction of job stress. The aim of this study is to examine the direct impact of managerial support on job stress among a sample of 448 highly educated employees in Serbia who use flexible work arrangements. To test the proposed relationship, the PLS-SEM method was applied using the SmartPLS 3 software. The results indicate that managerial support has a direct negative effect on job stress, meaning that higher levels of managerial support are associated with lower levels of job stress among employees using flexible work arrangements. Managerial support enhances employees’ perceptions of autonomy, fairness, and trust, facilitates the effective implementation of flexible work arrangements, and consequently has a positive impact on the establishment of work–life balance. Lower levels of job stress generate a range of positive outcomes for employees, including improved work-related attitudes (job satisfaction, employee engagement, employee commitment, etc.) and work behaviors, which ultimately contribute to enhanced organizational performance. In line with social exchange theory, organizations should develop and strengthen mechanisms of managerial support when implementing flexible work arrangements, as this fosters mutual satisfaction for both employees and organizations. This study makes a significant contribution to the existing literature by providing empirical evidence from the context of a developing economy, with a particular focus on Serbia. Future research should include larger and more heterogeneous samples, and an examination of additional mediating mechanism..

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