Academic Journal
Workplace flexibility and turnover intentions in hospitality: Sequential role of work-family conflict, well-being, and commitment.
| Title: | Workplace flexibility and turnover intentions in hospitality: Sequential role of work-family conflict, well-being, and commitment. |
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| Authors: | Zhang R; School of Marxism, Hubei Polytechnic University, Huangshi, China. |
| Source: | Work (Reading, Mass.) [Work] 2026 Apr; Vol. 83 (4), pp. 1198-1211. Date of Electronic Publication: 2025 Nov 18. |
| Publication Type: | Journal Article |
| Language: | English |
| Journal Info: | Publisher: SAGE Publications Country of Publication: United States NLM ID: 9204382 Publication Model: Print-Electronic Cited Medium: Internet ISSN: 1875-9270 (Electronic) Linking ISSN: 10519815 NLM ISO Abbreviation: Work Subsets: MEDLINE |
| Imprint Name(s): | Publication: 2024- : [Thousand Oaks, CA] : SAGE Publications Original Publication: Reading, MA : Andover Medical Publishers, c1990- |
| MeSH Terms: | Personnel Turnover*/statistics & numerical data , Workplace*/psychology , Workplace*/standards , Intention* , Work-Life Balance* , Personnel Loyalty*, Humans ; Male ; Adult ; Female ; Surveys and Questionnaires ; Pakistan ; Job Satisfaction ; Middle Aged ; Organizational Culture |
| Abstract: | BackgroundEmployees 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.ObjectiveThis 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.MethodsUtilizing 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.ResultsThe 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.ConclusionPreserving 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. |
| Contributed Indexing: | Keywords: industrial and organizational psychology; psychological and social factors at the workplace (psychosocial work environment factors); quality of life; work-life balance |
| Entry Date(s): | Date Created: 20251118 Date Completed: 20260407 Latest Revision: 20260407 |
| Update Code: | 20260407 |
| DOI: | 10.1177/10519815251396557 |
| PMID: | 41252471 |
| Database: | MEDLINE |
| ISSN: | 1875-9270 |
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| DOI: | 10.1177/10519815251396557 |