513
Views
0
CrossRef citations to date
0
Altmetric
Articles

Flexible work arrangements and employee turnover intentions: contrasting pathways

ORCID Icon, ORCID Icon & ORCID Icon
Pages 1970-1995 | Received 24 Jan 2023, Accepted 20 Feb 2024, Published online: 06 Mar 2024

References

  • Aitken, J. A., Kaplan, S. A., & Kuykendall, L. (2023). Going with (out) the flow at home: Day-to-day variability in flow and performance while teleworking. European Journal of Work and Organizational Psychology, 32(5), 662–677. https://doi.org/10.1080/1359432X.2023.2211271
  • Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5(2), 278–308. https://doi.org/10.1037/1076-8998.5.2.278
  • Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
  • Almer, E. D., & Kaplan, S. E. (2002). The effects of flexible work arrangements on stressors, burnout, and behavioral job outcomes in public accounting. Behavioral Research in Accounting, 14(1), 1–34. https://doi.org/10.2308/bria.2002.14.1.1
  • Amstad, F. T., Meier, L. L., Fasel, U., Elfering, A., & Semmer, M. K. (2011). Meta-analysis of work-family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16(2), 151–169. https://doi.org/10.1037/a0022170
  • Ashford, S. J., George, E., & Blatt, R. (2007). Old assumptions, new work: The opportunities and challenges of research on nonstandard employment. Academy of Management Annals, 1(1), 65–117. https://doi.org/10.5465/078559807
  • Bal, P. M., & De Lange, A. H. (2015). From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study. Journal of Occupational and Organizational Psychology, 88(1), 126–154. https://doi.org/10.1111/joop.12082
  • Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84(4), 496–513. https://doi.org/10.1037/0021-9010.84.4.496
  • Bartel, C. A., Wrzesniewski, A., & Wiesenfeld, B. M. (2012). Knowing where you stand: Physical isolation, perceived respect, and organizational identification among virtual employees. Organization Science, 23(3), 743–757. https://doi.org/10.1287/orsc.1110.0661
  • Batt, R., & Valcour, P. M. (2003). Human resources practices as predictors of work-family outcomes and employee turnover. Industrial Relations: A Journal of Economy and Society, 42(2), 189–220. https://doi.org/10.1111/1468-232X.00287
  • Bayazit, Z. E., & Bayazit, M. (2019). How do flexible work arrangements alleviate work-family-conflict? The roles of flexibility i-deals and family-supportive cultures. The International Journal of Human Resource Management, 30(3), 405–435. https://doi.org/10.1080/09585192.2017.1278615
  • Beauregard, T. A., & Henry, L. C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1), 9–22. https://doi.org/10.1016/j.hrmr.2008.09.001
  • Bergkvist, L., & Rossiter, J. R. (2007). The predictive validity of multiple-item versus single-item measures of the same constructs. Journal of Marketing Research, 44(2), 175–184. https://doi.org/10.1509/jmkr.44.2.175
  • Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193–206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x
  • Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human Relations, 35(2), 135–153. https://doi.org/10.1177/001872678203500204
  • Borst, R. T., Kruyen, P. M., Lako, C. J., & De Vries, M. S. (2020). The attitudinal, behavioral, and performance outcomes of work engagement: A comparative meta-analysis across the public, semipublic, and private sector. Review of Public Personnel Administration, 40(4), 613–640. https://doi.org/10.1177/0734371X19840399
  • Bothma, C. F., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1–12. https://hdl.handle.net/10520/EJC134707 https://doi.org/10.4102/sajhrm.v11i1.507
  • Brulin, E., Bjärntoft, S., Bergström, G., & Hallman, D. M. (2023). Gendered associations of flexible work arrangement and perceived flexibility with work–life interference: A cross-sectional mediation analysis on office workers in Sweden. Social Indicators Research, 167(1-3), 571–588. https://doi.org/10.1007/s11205-023-03113-w
  • Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169–198. https://doi.org/10.1016/j.jvb.2004.08.009
  • Casper, W. J., & Harris, C. M. (2008). Work-life benefits and organizational attachment: Self-interest utility and signalling theory models. Journal of Vocational Behavior, 72(1), 95–109. https://doi.org/10.1016/j.jvb.2007.10.015
  • Chen, Y., & Fulmer, I. S. (2018). Fine-tuning what we know about employees’ experience with flexible work arrangements and their job attitudes. Human Resource Management, 57(1), 381–395. https://doi.org/10.1002/hrm.21849
  • Clark, M. A., Rudolph, C. W., Zhdanova, L., Michel, J. S., & Baltes, B. B. (2017). Organizational support factors and work-family outcomes: Exploring gender differences. Journal of Family Issues, 38(11), 1520–1545. https://doi.org/10.1177/0192513X15585809
  • Cohen, S. (2004). Social relationships and health. The American Psychologist, 59(8), 676–684. https://doi.org/10.1037/0003-066X.59.8.676
  • Crawford, E. R., Lepine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834–848. https://doi.org/10.1037/a0019364 20836586
  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900. https://doi.org/10.1177/0149206305279602
  • Dalton, D., & Mesch, D. J. (1990). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 35(2), 370–387. https://doi.org/10.2307/2393395
  • de Menezes, L. M., & Kelliher, C. (2011). Flexible working and performance: A systematic review of the evidence for a business case. International Journal of Management Reviews, 13(4), 452–474. https://doi.org/10.1111/j.1468-2370.2011.00301.x
  • De Sivatte, I., & Guadamillas, F. (2013). Antecedents and outcomes of implementing flexibility policies in organizations. The International Journal of Human Resource Management, 24(7), 1327–1345. https://doi.org/10.1080/09585192.2011.561225
  • Debus, M. E., & Unger, D. (2017). The interactive effects of dual-earner couples’ job insecurity: Linking conservation of resources theory with crossover research. Journal of Occupational and Organizational Psychology, 90(2), 225–247. https://doi.org/10.1111/joop.12169
  • Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
  • Dunham, R. B., Pierce, J. L., & Castañeda, M. B. (1987). Alternative work schedules: Two field quasi-experiments. Personnel Psychology, 40(2), 215–242. https://doi.org/10.1111/j.1744-6570.1987.tb00602.x
  • Eaton, S. C. (2003). If you can use them: Flexibility policies, organizational commitment, and perceived performance. Industrial Relations: A Journal of Economy and Society, 42(2), 145–167. https://doi.org/10.1111/1468-232X.00285
  • Elsbach, K. D., Cable, D. M., & Sherman, J. W. (2010). How passive ‘face time’ affects perceptions of employees: Evidence of spontaneous trait inference. Human Relations, 63(6), 735–760. https://doi.org/10.1177/0018726709353139
  • Erickson, R., & Lombardo, B. J. (2022). Navigating the global talent tsunami. The Conference Board. https://www.conference-board.org/topics/talent-gaps/navigating-the-global-talent-tsunami
  • Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. The Journal of Applied Psychology, 92(6), 1524–1541. https://doi.org/10.1037/0021-9010.92.6.1524
  • Gajendran, R. S., Harrison, D. A., & Delaney-Klinger, K. (2015). Are telecommuters remotely good citizens? Unpacking telecommuting’s effects on performance via i-deals and job resources. Personnel Psychology, 68(2), 353–393. https://doi.org/10.1111/peps.12082
  • Glass, J. L., & Finley, A. (2002). Coverage and effectiveness of family-responsive workplace policies. Human Resource Management Review, 12(3), 313–337. https://doi.org/10.1016/S1053-4822(02)00063-3
  • Golden, T. D., & Raghuram, S. (2010). Teleworker knowledge sharing and the role of altered relational and technological interactions. Journal of Organizational Behavior, 31(8), 1061–1085. https://doi.org/10.1002/job.652
  • Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The impact of professional isolation on teleworker job performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter? The Journal of Applied Psychology, 93(6), 1412–1421. https://doi.org/10.1037/a0012722
  • Golembiewski, R. T., & Proehl, C. W. (1978). A survey of the empirical literature of flexible work hours: Character and consequences of a major innovation. The Academy of Management Review, 3(4), 837–853. https://doi.org/10.5465/amr.1978.4289294
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–168. https://doi.org/10.2307/2092623
  • Grzywacz, J. G., Carlson, D. S., & Shulkin, S. (2008). Schedule flexibility and stress: Linking formal flexible arrangements and perceived flexibility to employee health. Community, Work & Family, 11(2), 199–214. https://doi.org/10.1080/13668800802024652
  • Gutek, B. A., Searle, S., & Klepa, L. (1991). Rational versus gender role explanations for work-family conflict. Journal of Applied Psychology, 76(4), 560–568. https://doi.org/10.1037/0021-9010.76.4.560
  • Häusser, J. A., Mojzisch, A., Niesel, M., & Schulz-Hardt, S. (2010). Ten years on: A review of recent research on the job demand-control (-support) model and psychological well-being. Work & Stress, 24(1), 1–35. https://doi.org/10.1080/02678371003683747
  • Hill, E. J., Erickson, J. J., Holmes, E. K., & Ferris, M. (2010). Workplace flexibility, work hours, and work-life conflict: Finding an extra day or two. Journal of Family Psychology: JFP, 24(3), 349–358. https://doi.org/10.1037/a0019282
  • Hill, E. J., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz-Costa, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and conceptualizing workplace flexibility. Community, Work, & Family, 11(2), 149–163. https://doi.org/10.1080/13668800802024678
  • Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, 50(1), 49–58. https://doi.org/10.1111/j.1741-3729.2001.00049
  • Hill, E. J., Miller, B. C., Weiner, S. P., & Colihan, J. (1998). Influences of the virtual office on aspects of work and work/life balance. Personnel Psychology, 51(3), 667–683. https://doi.org/10.1111/j.1744-6570.1998.tb00256.x
  • Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5(1), 103–128. https://doi.org/10.1146/annurev-orgpsych-032117-104640
  • Hsu, Y.-S., Chen, Y.-P., & Shaffer, M. A. (2021). Reducing work and home cognitive failures: The roles of workplace flextime use and perceived control. Journal of Business and Psychology, 36(1), 155–172. https://doi.org/10.1007/s10869-019-09673-4
  • Karasek, R. A. (1985). Job Content Questionnaire and user’s guide. University of Massachusetts Lowell, Department of Work Environment.
  • Karasek, R. A., & Theorell, T. (1990). Healthy work: Stress, productivity and the reconstruction of working life. Basic Books.
  • Kelly, E. I., Kossek, E. E., Hammer, L. B., Durham, M., Bray, J., Chermack, K., Murphy, L. A., & Kaskubar, D. (2008). Getting there from here: Research on the effects of work-family initiatives on work-family conflict and business outcomes. Academy of Management Annals, 2(1), 305–349. https://doi.org/10.5465/19416520802211610
  • Kelly, J. (2021). Goldman Sachs CEO David Solomon calls for workers to return to the office. Forbes. https://www.forbes.com/sites/jackkelly/2021/02/25/goldman-sachs-ceo-david-solomon-calls-for-workers-to-return-to-the-office/?sh=5ca287625c4b
  • Kessler, S. (2017). IBM, remote-work pioneer, is calling thousands of employees back to the office. Quartz. Retrieved from https://qz.com/924167/ibm-remote-work-pioneer-is-calling-thousands-of-employees-back-to-the-office/
  • Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2006). Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work-family effectiveness. Journal of Vocational Behavior, 68(2), 347–367. https://doi.org/10.1016/j.jvb.2005.07.002
  • Kröll, C., & Nüesch, S. (2019). The effects of flexible work practices on employee attitudes: Evidence from a large-scale panel study in Germany. The International Journal of Human Resource Management, 30(9), 1505–1525. https://doi.org/10.1080/09585192.2017.1289548
  • Lambert, A. D., Marler, J. H., & Gueutal, H. G. (2008). Individual differences: Factors affecting employee utilization of flexible work arrangements. Journal of Vocational Behavior, 73(1), 107–117. https://doi.org/10.1016/j.jvb.2008.02.004
  • March, J. G., & Simon, H. A. (1993). Organizations. John Wiley.
  • Masuda, A. D., Poelmans, S. A. Y., Allen, T. D., Spector, P. E., Lapierre, L. M., Cooper, C. L., Abarca, N., Brough, P., Ferreiro, P., Fraile, G., Lu, L., Lu, C., Siu, O. L., O’Driscoll, M. P., Simoni, A. S., Shima, S., & Moreno-Velazquez, I. (2012). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied Psychology, 61(1), 1–29. https://doi.org/10.1111/j.1464-0597.2011.00453.x
  • Morganson, V. J., Major, D. A., Oborn, K. L., Verive, J. M., & Heelan, M. P. (2010). Comparing telework locations and traditional work arrangements. Journal of Managerial Psychology, 25(6), 578–595. https://doi.org/10.1108/02683941011056941
  • Muthén, L. K., & Muthén, B. O. (1998-2012). Mplus user’s guide: Statistical analysis with latent variables (7th ed.). Muthén & Muthén.
  • Ng, T. W. H., & Butts, M. M. (2009). Effectiveness of organizational efforts to lower turnover intentions: The moderating role of employee locus of control. Human Resource Management, 48(2), 289–310. https://doi.org/10.1002/hrm.20280
  • Ng, T. W. H., & Sorensen, K. L. (2008). Toward a further understanding of the relationships between perceptions of support and work attitudes. Group & Organization Management, 33(3), 243–268. https://doi.org/10.1177/1059601107313307
  • Nohe, C., & Sonntag, K. (2014). Work-family conflict, social support, and turnover intentions: A longitudinal study. Journal of Vocational Behavior, 85(1), 1–12. https://doi.org/10.1016/j.jvb.2014.03.007
  • Onken-Menke, G., Nüesch, S., & Kröll, C. (2018). Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices. Business Research, 11(2), 239–277. https://doi.org/10.1007/s40685-017-0059-6
  • Pierce, J. L., Newstrom, J. W., Dunham, R. B., & Barber, A. B. (1989). Alternative work schedules. Allyn and Bacon.
  • Ralston, D. A. (1989). The benefits of flextime: Real or imagined? Journal of Organizational Behavior, 10(4), 369–373. https://www.jstor.org/stable/2488192 https://doi.org/10.1002/job.4030100407
  • Rau, B. L., & Hyland, M. M. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel Psychology, 55(1), 111–136. https://doi.org/10.1111/j.1744-6570.2002.tb00105.x
  • Richman, A. L., Civian, J. T., Shannon, L. L., Hill, E. J., & Brennan, R. T. (2008). The relationship of perceived flexibility, supportive work-life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, Work & Family, 11(2), 183–197. https://doi.org/10.1080/13668800802050350
  • Rudolph, C. W., & Baltes, B. B. (2017). Age and health jointly moderate the influence of flexible work arrangements on work engagement: Evidence from two empirical studies. Journal of Occupational Health Psychology, 22(1), 40–58. https://doi.org/10.1037/a0040147
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
  • Salanova, M., Llorens, S., Cifre, E., Martínez, I. M., & Schaufeli, W. B. (2003). Perceived collective efficacy, subjective well-being and task performance among electronic work groups: An experimental study. Small Group Research, 34(1), 43–73. https://doi.org/10.1177/1046496402239577
  • Scandura, T. A., & Lankau, M. J. (1997). Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction. Journal of Organizational Behavior, 18(4), 377–391. https://doi.org/10.1002/(SICI)1099-1379(199707)18:4<377::AID-JOB807>3.0.CO;2-1
  • Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92. https://doi.org/10.1023/A:1015630930326
  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of 0Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
  • Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
  • Shifrin, N. V., & Michel, J. S. (2021). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287
  • Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict. Journal of Vocational Behavior, 71(3), 479–493. https://doi.org/10.1016/j.jvb.2007.08.006
  • Snell, S. A., & Morris, S. S. (2021). Time for realignment: The HR ecosystem. Academy of Management Perspectives, 35(2), 219–236. https://doi.org/10.5465/amp.2018.0069
  • Spector, P. E. (1986). Perceived control by employees: A meta-analysis of studies concerning autonomy and participation at work. Human Relations, 39(11), 1005–1016. https://doi.org/10.1177/001872678603901104
  • Stavrou, E. T. (2005). Flexible work bundles and organizational competitiveness: A cross-national study of the European work context. Journal of Organizational Behavior, 26(8), 923–947. https://doi.org/10.1002/job.356
  • Stavrou, E., & Ierodiakonou, C. (2011). Flexible work arrangements and intentions of unemployed women in Cyprus: A planned behaviour model. British Journal of Management, 22(1), 150–172. https://doi.org/10.1111/j.1467-8551.2010.00695.x
  • Stavrou, E., & Kilaniotis, C. (2010). Flexible work and turnover: A empirical investigation across cultures. British Journal of Management, 21(2), 541–554. https://doi.org/10.1111/j.1467-8551.2009.00659.x
  • Taskin, L., & Devos, V. (2005). Paradoxes from the individualization of human resource management: The case of telework. Journal of Business Ethics, 62(1), 13–24. https://doi.org/10.1007/s10551-005-8710-0
  • Thomas, L. T., & Ganster, D. C. (1995). Impact of family supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6–15. https://doi.org/10.1037/0021-9010.80.1.6
  • Thompson, C. A., & Prottas, D. J. (2005). Relationships among organizational family support, job autonomy, perceived control, and employee well-being. Journal of Occupational Health Psychology, 11(1), 100–118. https://doi.org/10.1037/1076-8998.10.4.100
  • Timms, C., Brough, P., O’Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D. (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83–103. https://doi.org/10.1111/1744-7941.12030
  • Tsen, M. K., Gu, M., Tan, C. M., & Goh, S. K. (2021). Effect of flexible work arrangements on turnover intention: Does job independence matter? International Journal of Sociology, 51(6), 451–472. https://doi.org/10.1080/00207659.2021.1925409
  • Van der Doef, M., & Maes, S. (1999). The job demand-control (-support) model and psychological well-being: A review of 20 years of empirical research. Work & Stress, 13(2), 87–114. https://doi.org/10.1080/026783799296084
  • Van Dyne, L., Kossek, E., & Lobel, S. (2007). Less need to be there: Cross-level effects of work practices that support work-life flexibility and enhance group processes and group-level OCB. Human Relations, 60(8), 1123–1154. https://doi.org/10.1177/0018726707081657
  • Villamor, I., Hill, N. S., Kossek, E. E., & Foley, K. O. (2023). Virtuality at work: A doubled-edged sword for women’s career equality? Academy of Management Annals, 17(1), 113–140. https://doi.org/10.5465/annals.2020.0384
  • Voydanoff, P. (2007). Work, family, and community: Exploring interconnections. Lawrence Erlbaum, https://doi.org/10.4324/9781315820903
  • Wadsworth, L., Llorens, J. L., & Facer, R. L. (2018). Do workplace flexibilities influence employment stability? An analysis of alternative work schedules, turnover intent and gender in local government. International Journal of Organization Theory & Behavior, 21(4), 258–274. https://doi.org/10.1108/IJOTB-07-2018-0077
  • Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction: How good are single-item measures? The Journal of Applied Psychology, 82(2), 247–252. https://doi.org/10.1037/0021-9010.82.2.247
  • Weeden, K. A. (2005). Is there a flexiglass ceiling? Flexible work arrangements and wages in the United States. Social Science Research, 34(2), 454–482. https://doi.org/10.1016/j.ssresearch.2004.04.006
  • Wheeler, A. R., Halbesleben, J. R. B., & Shanine, K. (2013). Exploring the middle range of person-environment fit theories through a conservation of resources perspective. In A. L. Kristof-Brown & J. Billsberry (Eds.), Organizational fit: Key issues and new directions (pp. 170–194). Wiley.
  • Williams, J. C., Berdahl, J. L., & Vandello, J. A. (2016). Beyond work-life “integration. Annual Review of Psychology, 67(1), 515–539. https://doi.org/10.1146/annurev-psych-122414-033710
  • Yildiz, B., Yildiz, H., & Arda, O. A. (2021). Relationship between work-family conflict and turnover intention in nurses: A meta-analytic review. Journal of Advanced Nursing, 77(8), 3317–3330. https://doi.org/10.1111/jan.14846
  • Zecca, G., Györkös, C., Becker, J., Massoudi, K., de Bruin, G. P., & Rossier, J. (2015). Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity. European Review of Applied Psychology, 65(1), 19–28. https://doi.org/10.1016/j.erap.2014.10.003

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.