Background: Flexible work arrangements (FWAs) are increasingly used to retain talent in Ghana's banking and FinTech sector, yet their effects remain unclear. Conservation of Resources theory assumes autonomy is universally beneficial, but the flexibility paradox suggests FWAs may also intensify work-family conflict. This tension is particularly relevant in Ghana, where extended family obligations are structurally embedded.

Methodology/Design: A quantitative, cross-sectional survey design was employed. Data were collected from 272 employees of licensed banks and registered FinTech firms in Accra. Hypotheses were tested using Partial Least Squares Structural Equation Modeling with bootstrapping in SmartPLS 4.

Findings/Results: FWAs were positively associated with intention to remain (β = 0.28, p < 0.001). Perceived autonomy and perceived obligation fulfillment mediated this relationship positively, while work-family conflict mediated it negatively. The obligation fulfillment pathway (β = 0.15) was significantly stronger than the autonomy pathway (β = 0.11). Perceived alternative employment opportunities weakened the negative effect of work-family conflict on retention.

Implications: Organisations should design flexibility around family needs rather than work control alone, implement boundary management support, and monitor whether retention reflects attachment or constraint.

Contribution/Originality: The study suggests a potential boundary condition for COR theory by showing that obligation fulfillment, not autonomy, is the stronger retention mechanism in a high-family-obligation context. It also offers preliminary evidence consistent with a lock-in mechanism competing with resource-based explanations for retention.