Abstract

Technological advancements and a rapidly changing workforce have created the need for researchers and practitioners to continually examine how work is designed, managed, and accomplished. As increased work demands have blurred the lines between work and family domains, stressors can create conflict between these environments. Flexible work arrangements (FWAs) represent one of the work-family benefit programs offered by employers to alleviate work-family conflict and provide flexibility to workers.

This study examined the relationships between multiple support measures (organizational, supervisor, and coworker) and turnover intention in the context of FWAs. The study’s hypotheses predicted negative relationships between the support measures and turnover intention with positive relationships between individual support measures. Responding to the call of researchers to consider multiple support levels in future research (e.g., Abendroth & den Dulk, 2011; Allen, 2001; Ng & Sorensen, 2008), distinct sources of support were considered in a single study design.

A survey of 1,172 respondents found statistically significant relationships between the study’s constructs. The findings suggest that the culture and support systems that exist within the organization influence employee outcomes such as turnover intention. Organizations that desire to achieve a dynamic work environment recognize the importance of providing the resources necessary to reduce employee turnover and enhance the work experience. The implications for research, practice, and organizations are discussed, including pathways for future research.

Date of publication

Spring 3-5-2018

Document Type

Dissertation

Language

english

Persistent identifier

http://hdl.handle.net/10950/631

Committee members

Ann Gilley, Ph.D; Robert Jones, Ph.D.; Jerry Gilley, Ed.D.; Colleen Marzilli, Ph.D.

Degree

Doctor of Philosophy in Human Resource Development

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