Does Family-Friendly Policy Matter? Testing Its Impact on Turnover and Performance

By Soo-Young Lee, J. Hong. 2011

175 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/62f2081e3fed854580cd136e4a1100091842c2a1

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Citations in the corpus

Does Turnover Intention Matter? Evaluating the Usefulness of Turnover Intention Rate as a Predictor of Actual Turnover Rate (2016, background): “Telecommuting benefits employees by affording them some measure of flexibility and control over when and from where they may fulfill their job requirements (Cayer, 2003; S. Y. Lee & Hong, 2011).”
Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations (2017, background): “Except for a handful of studies (e.g., Jung, 2010; Lee and Hong 2011; Selden and Moynihan 2000), most empirical investigations of the antecedents of voluntary turnover use individuals as the unit of analysis.”
The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees (2018, background): “…strategies might reduce WFC. Family-friendly strategies include assistance and arrangements intended to help employees who encounter difficulties in maintaining a balance between family, work and personal time (Lee & Hong, 2011), such as occasional volunteer work, and flexible working hours.”
What Drives Perceived Fairness of Performance Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’ Perceived Fairness of Performance Appraisal in U.S. Federal Agencies (2015, background): “Finally, it is LMX, which focuses on emotional support and exchanges between employees and their supervisor (Graen & Scandura, 1987; Ko & Hur, 2014; Lee & Hong, 2011; Tekleab & Chiaburu, 2011; Wayne, Shore, Bommer, & Tetrick, 2002).”