<p>Work-family conflict and turnover intention literature suggests a simple relationship between the variables, where WFCs increase emotional exhaustion and prompt turnover intentions. In this study, we use a sequential explanatory design to demonstrate that the relationship is a complex one, especially in developing countries where labour markets are weak, using the case of Ghana. Results of Structural Equation Modelling from our initial quantitative study involving staff from Ghanaian public universities showed that while WFCs are associated with higher emotional exhaustion, but are not significantly related to turnover intentions. We corroborate these findings in a follow-up, qualitative study, revealing that the unwillingness to leave one’s job despite WFCs and emotional exhaustion is underpinned by limited quality alternative employment opportunities, perceived ubiquity of WFCs, and infrequent occurrence of WFCs. Whereas prior research has overlooked the role of contextual factors, our study sheds light on their importance in shaping the relationship between WFCs, burnout, and turnover intentions.</p>