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open access
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ISSN : 1229-0696
This study examines whether work-to-family conflict mediation hypothesis is adequate to explain the process of family friendly management(i.e., family friendly policies & programs and organizational culture) to increase affective organizational commitment and to decrease turnover intention of employees. The findings based on the data from 1,767 Korean workers showed that work-to-family conflict partly mediated the effects of family friendly policies & programs and organizational culture on affective organizational commitment and turnover intention. However, the size of the indirect effect through work-to-family conflict was very small compared to the direct effect of family friendly management, which suggests a need for alternative mechanism to understand the effects of family friendly management. Still, work to family conflict seems to be important in order to understand the process because it showed considerable direct effect on turnover intention. The findings were interpreted within the framework of social exchange theory and symbolic action perspective.
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