Volume 29, Issue 1 p. 51-61
Original Article

Pathways from workplace flexibility to turnover intention: Role of work–family conflict, family–work conflict, and job satisfaction

Min-Kyoung Rhee

Min-Kyoung Rhee

Suzanne Dworak-Peck School of Social Work, University of Southern California, Los Angeles, CA, USA

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Soo Kyung Park

Corresponding 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

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Chung-Kwon Lee

Chung-Kwon Lee

Department of Social Welfare, Inha University, Incheon, South Korea

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First published: 03 March 2019
Citations: 23

Abstract

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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