Pathways from workplace flexibility to turnover intention: Role of work–family conflict, family–work conflict, and job satisfaction
Min-Kyoung Rhee
Suzanne Dworak-Peck School of Social Work, University of Southern California, Los Angeles, CA, USA
Search for more papers by this authorCorresponding Author
Soo Kyung Park
Department of Social Welfare, Yonsei University, Seoul, South Korea
Soo Kyung Park, 50 Yonse-ro Seodaemun-gu, Seoul, 03722, Republic of Korea
E-mail: psk2016@yonsei.ac.kr
Search for more papers by this authorChung-Kwon Lee
Department of Social Welfare, Inha University, Incheon, South Korea
Search for more papers by this authorMin-Kyoung Rhee
Suzanne Dworak-Peck School of Social Work, University of Southern California, Los Angeles, CA, USA
Search for more papers by this authorCorresponding Author
Soo Kyung Park
Department of Social Welfare, Yonsei University, Seoul, South Korea
Soo Kyung Park, 50 Yonse-ro Seodaemun-gu, Seoul, 03722, Republic of Korea
E-mail: psk2016@yonsei.ac.kr
Search for more papers by this authorChung-Kwon Lee
Department of Social Welfare, Inha University, Incheon, South Korea
Search for more papers by this authorAbstract
This study examined the prevalence of workplace flexibility and the mechanisms that allow workplace flexibility to influence turnover intentions through work–family and family–work conflicts and job satisfaction among low-wage workers in South Korea. Participants included 250 low-wage workers whose monthly salary was less than 2 million Korean won (approx. $1,900). The study results indicate that low-wage workers have limited access to workplace flexibility and that workplace flexibility plays a significant protective role in reducing their turnover intention, indirectly by decreasing work–family conflicts and enhancing job satisfaction. This article also discusses the implications of these findings for labor policy and social work practice.
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