Advancement, voluntary turnover and women in IT: A cognitive study of work–family conflict

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

“…Pamela Stone (2007) finds professional women leaving their jobs feel pushed out because of the inflexibility of their working conditions, including long hours and often rigid schedules in an office. This aligns with research showing that high levels of work-family conflict, that is, negative spillover from work to home or from home to work, is associated with both higher turnover intentions and actual turnover (Armstrong et al 2007;Grandey and Cropanzano 1999;Greenhaus, Parasuraman, and Collins 2001;Jones et al 2007;Moen and Huang 2010;Richman et al 2008;Russo and Buonocore 2012).…”

Work Role Stressors and Turnover Intentions: A Study of IT Personnel in South Korea

“…They drive the progress in IT sectors and accelerate the actual realization of yield among IT industries. The environment of IT work is characterized by practices that often contain overtime, after dark meetings, late-night works, on-call duty, and a continual state of rush or crisis (Armstrong et al 2007). Nonetheless, IT personnel want the organization to provide them with training and new technical skills to help them keep current.…”

Attrition at Work Place: How and Why In Hotel Industry

“…Long working hours, work overloads, limited leave and requirements for relocation all have the potential to interfere with employees" home and lifestyle priorities. The consequence of this interference could either be work-family conflict (Armstrong et al, 2007) or a work-lifestyle imbalance that eventually contributes to voluntary turn-over (Dunne, 2007).…”