Mung Khie Karen Tsen
Biographic Data
| ID | 2364218 |
|---|---|
| NAME | Mung Khie Karen Tsen |
| GIVEN NAMES | Mung Khie Karen |
| FAMILY NAME | Tsen |
| SIGNATURE | TSEN M K K |
| AFFILIATIONS | Taylor's University |
| ORCID | 0000-0003-2535-2558 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 5 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 1 |
Activity-based workspaces in Eastern academia
Homeworking and Employee Job Stress and Work Engagement
Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory
Purpose More companies embrace flexible work arrangements (FWA) as one of their employee retention strategies, yet its effectiveness is not consistent. Generally, past researchers use the social exchange theory to explain how FWA lowers turnover intention, while the rest adopts the border theory to justify why FWA can be ineffective. Here, the authors compare the competing theories for the first time to differentiate the theoretical reasoning of …
Effect of Flexible Work Arrangements on Turnover Intention
It is commonly agreed, flexible work arrangements (FWA) could bring many benefits to both employees and employers. With the increased prevalence of team-based work structures, collaborative jobs with limited independence may also limit the advantages of FWA. This research is designed to investigate the moderating effect of perceived work independence in the relationship between different flexible work arrangements (flex time, flex leave, and work…
Homeworking and Employee Job Stress and Work Engagement
Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory
Purpose More companies embrace flexible work arrangements (FWA) as one of their employee retention strategies, yet its effectiveness is not consistent. Generally, past researchers use the social exchange theory to explain how FWA lowers turnover intention, while the rest adopts the border theory to justify why FWA can be ineffective. Here, the authors compare the competing theories for the first time to differentiate the theoretical reasoning of …
Effect of Flexible Work Arrangements on Turnover Intention
It is commonly agreed, flexible work arrangements (FWA) could bring many benefits to both employees and employers. With the increased prevalence of team-based work structures, collaborative jobs with limited independence may also limit the advantages of FWA. This research is designed to investigate the moderating effect of perceived work independence in the relationship between different flexible work arrangements (flex time, flex leave, and work…
Effect of Flexible Work Arrangements on Turnover Intention
It is commonly agreed, flexible work arrangements (FWA) could bring many benefits to both employees and employers. With the increased prevalence of team-based work structures, collaborative jobs with limited independence may also limit the advantages of FWA. This research is designed to investigate the moderating effect of perceived work independence in the relationship between different flexible work arrangements (flex time, flex leave, and work…
Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory
Purpose More companies embrace flexible work arrangements (FWA) as one of their employee retention strategies, yet its effectiveness is not consistent. Generally, past researchers use the social exchange theory to explain how FWA lowers turnover intention, while the rest adopts the border theory to justify why FWA can be ineffective. Here, the authors compare the competing theories for the first time to differentiate the theoretical reasoning of …
Homeworking and Employee Job Stress and Work Engagement
Activity-based workspaces in Eastern academia
Computer Science (3 works) · Economics (3 works) · Engineering (3 works) · Psychology (3 works) · Social Psychology (3 works) · Social Psychology (3 works) · Work (physics (3 works) · Work-Family Balance Challenges (3 works) · Workaholism, burnout, and well-being (3 works) · Job satisfaction (2 works)