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- W2312914717 abstract "Contradicting demands from work and family challenges organizational members, making them less committed to organizational goals. Existing studies tend to focus more on work-family conflict as organizational phenomenon but less on the causes of such conflict. Building upon the resource drain model and using the origin of conflict as a criterion, this study categorizes work-family conflict into work interference with family (WIF) and family interference with work (FIW), introduces time, strain, and behavior as three dimensions of conflict, and examines their influences on employee turn-over intention. Additionally, this study, drawing from job characteristics model, predicts that organizational members’ satisfaction with flexible work practice will reduce the effect of WIF on turn-over intention as the members feel more empowered with perception of time-control and autonomy. Using the survey data from employees of major corporations in Korea, this study run correlation and hierarchical regression analyses. Results show that WIF has a significant influence on employee turn-over intention and that employee satisfaction on flexible work practice effectively decreases the harmful impact of WIF on turn-over intention. The results of this study contributes to the research by showing that work-family conflict has a deferential effect on turn-over intention depending on where the origin of conflict resides. This study also offers a practical implication to managers by proposing that flexible work practice, unlike conventional view as a welfare policy, can be a strategically meaningful practice that can not only effectively reduces employee turnover but alsofundamentally solve the problem of work-family conflict." @default.
- W2312914717 created "2016-06-24" @default.
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- W2312914717 date "2014-12-31" @default.
- W2312914717 modified "2023-09-25" @default.
- W2312914717 title "Working Family Conflict and Turnover Intention - Moderating Effects of Flexible Working -" @default.
- W2312914717 doi "https://doi.org/10.14396/jhrmr.2014.21.5.245" @default.
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