Abstract
We used quality of work life theory and the causal mapping method to evoke the concepts and linkages of women's cognitions about work–family conflict in order to better understand the issues contributing to advancement barriers and voluntary turnover of women in IT. The major concepts ( Managing Family Responsibilities, Work Stress, Work Schedule Flexibility, and Job Qualities) were found to not only impact each other but also were key factors influencing women's advancement opportunities and voluntary turnover. Organizations may use these insights to mitigate voluntary turnover and increase workforce diversity by addressing female IT professionals’ concerns regarding work–family conflict issues.
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