Workplace flexibility and turnover intentions in hospitality: Sequential role of work-family conflict, well-being, and commitment.
Background: Employees in the hotel industry often experience high turnover intentions due to the demanding nature of their work. Since these intentions can lead to actual employee turnover, which may impact the industry's growth, literature still encourages scholars to explore the reasons behind the...
| Publicado en: | Work Vol. 83; no. 4; pp. 1198 - 1212 |
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| Autor principal: | |
| Formato: | research tables/charts Journal Article |
| Publicado: |
Sage Publications Inc.
Apr2026
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=192795470&site=ehost-live header: @attributes: shortDbName: ccm uiTerm: 192795470 longDbName: CINAHL Complete uiTag: AN controlInfo: bkinfo: dissinfo: jinfo: jid: 10519815 3RC jtl: Work issn: 10519815 maglogo: N pubinfo: dt: Apr2026 vid: 83 iid: 4 pid: 344 pub: Sage Publications Inc. place: Thousand Oaks, California artinfo: ui: 192795470 189434712 192795470 192795470 10.1177/10519815251396557 192795470 ppf: 1198 ppct: 14 formats: fmt: – @attributes: type: T – @attributes: type: P tig: atl: Workplace flexibility and turnover intentions in hospitality: Sequential role of work-family conflict, well-being, and commitment. aug: au: Zhang, Rong affil: School of Marxism, Hubei Polytechnic University, Huangshi, China sug: subj: Work Environment Flexible Scheduling Personnel Turnover Intention Family Conflict Work-Life Balance Psychological Well-Being Commitment Support, Psychosocial Hotels Pakistan Employees Psychosocial Factors Human Conceptual Framework Structured Questionnaires Pakistan Funding Source Mediation Analysis Quantitative Studies Cross Sectional Studies Simple Random Sample Quality of Life Cluster Sample Descriptive Statistics ab: Background: Employees in the hotel industry often experience high turnover intentions due to the demanding nature of their work. Since these intentions can lead to actual employee turnover, which may impact the industry's growth, literature still encourages scholars to explore the reasons behind them and identify ways to prevent them. Objective: This study develops a theoretical framework to enhance management's understanding of the processes explaining how workplace flexibility impacts employee turnover intentions. Sequential pathways were developed and empirically investigated, underpinning the role of work-family conflict, employee psychological well-being, and organizational commitment. Furthermore, the moderating role of perceived organizational support was also examined. Methods: Utilizing a structured questionnaire, we collected data from 382 respondents from the hotel industry of Pakistan, an Asian developing country experiencing high tourism growth. The PLS-SEM 4.0 was employed for data analysis. Results: The results support the proposed framework, revealing significant sequential mediation of work-family conflict, psychological well-being, and organizational commitment. Perceived organizational support also moderates the relationships in the framework. Conclusion: Preserving employee psychological resources, e.g., flexibility at work, lowers their work-family conflict, enhances psychological well-being, and improves commitment. This pathway significantly lowers employee turnover intentions. Furthermore, perceived organizational support plays a crucial moderating role. The management could conform to the study's sequential framework for a deeper understanding of links between the constructs that shape employee outcomes, particularly commitment, and turnover intentions. pubtype: Academic Journal doctype: research tables/charts Journal Article ougenre: Article language: English refInfo: holdings: @attributes: islocal: N |
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