This study examined how flexible work arrangements and work-life balance were associated with turnover intention through the role of job satisfaction. A qualitative library research approach was employed to critically examine and synthesize purposively selected scholarly literature published primarily between 2017 and 2026. The analysis focused on recurring relationships, explanatory mechanisms, contextual conditions, and contrasting findings concerning flexible work arrangements, work-life balance, job satisfaction, and turnover intention. The findings indicated that flexible work arrangements could support employee retention when they provided meaningful work control and enabled employees to achieve sustainable work-life balance. Work-life balance was found to contribute to more favorable job evaluations, positioning job satisfaction as an important psychological pathway toward lower turnover intention. However, flexibility did not consistently produce positive outcomes because work intensification, blurred work-life boundaries, and work-family conflict could weaken its benefits and contribute to lower job satisfaction and stronger turnover intention. The study concluded that flexible work arrangements were most valuable for retention when organizational flexibility was accompanied by appropriate job design, manageable work demands, and conditions that enabled employees to experience genuine control and balance.