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This study evaluated the effects of two employment practices, namely work flexibility and firm internal labor markets on affective and continuance organizational commitment. In addition, it examined whether such effects were gender‐specific. Survey data were obtained from a sample of 772 business executives in Hong Kong. Hierarchical regression analyses revealed that, although the two employment practices had significant and positive effects on both affective and continuance organizational commitment, they are not affected by gender.

Interrole conflict arises from incompatible role requirements between two or more work‐related roles. This study examined its effect on job satisfaction and propensity to leave. Data were collected from a sample of 251 professional accountants employed in Hong Kong firms. Results from hierarchical regression analyses revealed that interrole conflict was associated with low job satisfaction and high propensity to leave. In addition, finds that professional commitment moderated the relationship between interrole conflict and propensity to leave. Research and managerial implications of these findings are discussed.