The relationship between work-family enrichment, trust and turnover intentions: the mediating role of work passion in hybrid vs on-site work

This study develops and tests an integrative theoretical framework that synchronizes conservation of resources (COR) theory with self-determination theory (SDT), thus permitting a simultaneous estimate of both antecedents and outcomes of work passion. The study utilizes a key assumption: work-family enrichment (WFE) and trust in one’s manager may be perceived as resources supporting greater employee work passion, resulting in decreased turnover intentions.

A survey was conducted online in three waves with 352 respondents from various private and public sector organizations responding.

Complete indirect effects were found in WFE/FWE regarding turnover intentions through work passion as a mediator. Work passion partially mediated the relationship between trust in the manager and turnover intentions. Hybrid employees were found to be more passionate than onsite employees.

Human resource (HR) departments should implement programs that support both employees and their families to foster WFE and encourage work passion, particularly in the current era of flexible work arrangements. As well, managers should prioritize building trust with their employees through open communication and consistent support, as this trust directly enhances work passion and reduces turnover intentions.

By integrating COR theory and SDT principles, our findings provide valuable empirical insights not only for understanding the context in which work passion develops but also how it is incorporated into a “resource caravan passageway.” This dynamic reflects a “gain spiral” in which contextual resources can promote work passion and ultimately reduce turnover intentions.