Can a Flexibility/Support Initiative Reduce Turnover Intentions and Exits? Results from the Work, Family, and Health Network

Moen, Phyllis; Kelly, Erin; Lee, Shi Rong; Oakes, J. Michael; Fan, Wen; Bray, Jeremy; Almeida, David M.; Hammer, Leslie B.; Hurtado, David; Buxton, Orfeu M.

doi:10.1093/socpro/spw033

Cited by 39 publications

(45 citation statements)

References 75 publications

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“…Consistent with the existing literature (Moen et al, , ), our findings demonstrate that workplace flexibility that allows workers to have more control over managing their work schedule can serve as a protective factor, reducing turnover intention. Our results indicate, however, that the effect of workplace flexibility on turnover intention is not always direct, but rather is expressed indirectly through the reduction of work–family conflicts and the promotion of job satisfaction.…”

Section: Discussionsupporting

confidence: 90%

“…Considerable research has examined the organizational and employee benefits of workplace flexibility, including job satisfaction, fewer work–family conflicts, and turnover effects (Butts et al, ; Galinsky et al, ; Moen, Kelly, & Hill, ; Pitt‐Catsouphes & Matz‐Costa, ). Longitudinal studies regarding the turnover effects of workplace flexibility have found that workplace flexibility significantly reduces employees' turnover intention and actual turnover rates (Moen et al, , ). However, such examinations regarding the role of workplace flexibility in the employment outcomes of low‐wage workers have tended to focus on Europe and the USA (Bond & Galinsky, ; Lucifora & Salverda, ; Mason & Salverda, ; Schmitt, ; Watson & Swanberg, ), whereas the topic has received little empirical attention in Korea.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Although diverse variables, including workplace flexibility, work-family and family-work conflicts, and Workplace Flexibility to Turnover Intention job satisfaction, have been well established as significant predictors of turnover intention (Blomme, Van Rheede, & Tromp, 2010;Moen et al, 2011), the mechanisms through which workplace flexibility affects turnover intention have received attention only in recent times (Beauregard & Henry, 2009;Butts et al, 2013;Gajendran & Harrison, 2007;Moen et al, 2017).…”

Section: Mechanisms Underlying the Relationship Between Workplace Flementioning

confidence: 99%

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

2019

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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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Section: Discussionsupporting

confidence: 90%

Section: Literature Reviewmentioning

confidence: 99%

Section: Mechanisms Underlying the Relationship Between Workplace Flementioning

confidence: 99%

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

2019

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“…(76) These dissimilar findings provide one explanation for why the ROI was positive (but not significant) in the Fortune 500 company but negative (and also insignificant) in the extended care company. In the Fortune 500 company, the unadjusted mean cost of voluntary turnover per employee was over $4,000 lower in the intervention group than in the control group.…”

Section: Discussionmentioning

confidence: 95%

“…(12) Many studies have also shown an association between physical and psychological health risks associated with WFC and decreased work performance (7, 8, 13, 18–21) and increased turnover intentions. (7, 8, 18, 22, 23)…”

Section: Introductionmentioning

confidence: 99%

Cost and Return on Investment of a Work–Family Intervention in the Extended Care Industry

Dowd

Bray

Barbosa

et al. 2017

Journal of Occupational &Amp; Environmental Medicine

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Objective To estimate the cost and return on investment (ROI) of an intervention targeting work-family conflict (WFC) in the extended care industry. Methods Costs to deliver the intervention during a group-randomized controlled trial were estimated, and data on organizational costs—presenteeism, health care costs, voluntary termination, and sick time—were collected from interviews and administrative data. Generalized linear models were used to estimate the intervention’s impact on organizational costs. Combined, these results produced ROI estimates. A cluster-robust confidence interval (CI) was estimated around the ROI estimate. Results The per-participant cost of the intervention was $767. The ROI was −1.54 (95 percent CI: −4.31 to 2.18). The intervention was associated with a $668 reduction in health care costs (p < 0.05). Conclusions This paper builds upon and expands prior ROI estimation methods to a new setting.

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Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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Family-supportive supervisors empathize with employees' attempts to balance work and nonwork, while also actively facilitating employees' ability to manage work and nonwork demands. Over the last three decades, approximately 60 publications have investigated family-supportive supervisor behavior (FSSB), with one third of these appearing in just the last 3 years. Thus, as the burgeoning FSSB literature continues to develop, there is a critical need to understand this body of work in totality in order to further advance theory, expand empirical investigation of the construct, and facilitate the practical dissemination of FSSB-related information into organizational settings. We conduct the first comprehensive and systematic review of the FSSB literature to date. More specifically, we discuss early formative work establishing the construct of FSSB, existing theory, antecedents, outcomes, moderators, and interventions. Lastly, we provide a number of future directions for this subject area related to construct clarification, theory, expanding the FSSB nomological network, methodology, and interventions. KEYWORDSfamily-supportive supervisor behaviors, FSSB, social support, work-nonwork interface

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Can a Flexibility/Support Initiative Reduce Turnover Intentions and Exits? Results from the Work, Family, and Health Network

Cited by 39 publications

References 75 publications

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

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

Cost and Return on Investment of a Work–Family Intervention in the Extended Care Industry

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

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