The Impact of Work-Family Conflicts, Coworker Relationships and Salary Levels on Turnover Intention: Using Real Estate Brokers as Examples

2014 ◽  
Vol 35 (2) ◽  
pp. 143-166 ◽  
Author(s):  
Chun-Chang Lee ◽  
Yu-Ying Wu ◽  
Yi-Ling Chen ◽  
Pei-Fan Kao ◽  
Wen-Kai Feng
Keyword(s):  
Real Estate ◽  
Turnover Intention ◽  
Family Conflicts ◽  
Real Estate Brokers ◽  
Coworker Relationships ◽  
Work Family ◽  
The Impact

Work–Family Conflicts, Stress, and Turnover Intention Among Hong Kong Police Officers Amid the COVID-19 Pandemic

2021 ◽  
pp. 109861112110347
Author(s):  
Jessica C. M. Li ◽  
Chau-kiu Cheung ◽  
Ivan Y. Sun ◽  
Yuen-kiu Cheung ◽  
Shimin Zhu
Keyword(s):  
Hong Kong ◽  
Work Stress ◽  
Police Officers ◽  
Turnover Intention ◽  
Work And Family ◽  
Supervisory Support ◽  
Family Conflicts ◽  
Health Crisis ◽  
Work Family ◽  
The Impact

Although work stress, turnover intention, and work–family conflicts among police officers have been extensively investigated, no studies have explored these issues simultaneously under the context of the coronavirus pandemic. Clearly, both work and family domains have been drastically affected by this global health crisis, and it is likely that each domain has a distinctive impact on work outcomes. Using survey data based on a representative random sample of 335 police officers in Hong Kong, this study examines the impacts of resource losses and gains across family and work domains on occupational stress and turnover intention amid the pandemic. A multiple regression indicates that both family-to-work and work-to-family conflicts lead to work stress and turnover intention among police officers. Among officers, supervisory support is negatively associated with turnover intention and moderates the impact of work-to-family conflicts on turnover intention. Finally, measures to mitigate work stress during public health disasters are discussed.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

The Impact of Video Game Addiction in the Workplace

2020 ◽  
pp. 43-64
Author(s):  
Young-Gun Choi ◽  
Kyounghee Chu ◽  
Eun Jung Choi
Keyword(s):  
Video Game ◽  
Workplace Bullying ◽  
Abusive Supervision ◽  
Sem Analysis ◽  
Video Game Addiction ◽  
Family Conflicts ◽  
Game Addiction ◽  
Negative Impacts ◽  
Work Family ◽  
The Impact

There are extensive studies about video game addiction. However, empirical research on this topic in a workplace context is rare. The purpose of this study, is to empirically test how video game addiction affects organizational behaviors and how to attenuate this effect. The SEM analysis of survey data from office workers in South Korea found that both workplace bullying and abusive supervision induces video game addiction in employees, and that employees' video game addiction increases with both work-to-family conflicts and family-to-work conflicts. Furthermore, this study specifically found that the strength of the indirect effect of video game addiction between workplace bullying and work-family conflicts depends on the worker's perceived organizational supports (POS). POS attenuates the negative impacts of workplace bullying and abusive supervision. These results are meaningful because this is the first study to identify the dynamic mediating impact of video game addiction in workplace.

scholarly journals WORK OVERLOAD, TURN OVER INTENTION, DAN WORK FAMILY CONFLICTS PADA PEGAWAI PERBANKAN DI SURAKARTA

2020 ◽  
Vol 4 (1) ◽  
Author(s):  
Riska Fii Ahsani ◽  
Sunarso Sunarso ◽  
Dorothea Ririn Indriastuti
Keyword(s):  
Structural Equation Modeling ◽  
Family Conflict ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Work Overload ◽  
Work Family ◽  
Turn Over

Tulisan ini bertujuan menganalisis pengaruh kerja berlebih (work overload) terhadap keinginan keluar dari organisasi (turnover intention) pegawai bank pada kantor perbankan di Surakarta. Jam kerja yang tinggi dan ditambah dengan adanya work overload menyebabkan karyawan merasa tidak aman dan tidak nyaman terhadap keadaan pekerjaannya dan tidak memiliki kemampuan untuk menyelesaikan ketidakamanan itu sehingga mendorong seseorang untuk keluar dari pekerjaannya dan mencari pekerjaan lain yang lebih baik dari sebelumnya. Alasan terbesar yang diberikan selain dari beban kerja yang berat adalah urusan keluarga, tidak jarang para karyawan menjadi kekurangan waktu untuk bersama keluarganya. Hal ini menjadikan karyawan tersebut tidak dapat menjalankan tanggungjawabnya dalam pekerjaan dan keluarga secara seimbang sehingga mengakibatkan terjadinya work-family conflict yang akhirnya mendorong peningkatan turnover intention. Penelitian ini menggunakan 100 responden dari beberapa kantor perbankan di Surakarta. Sampel dipilih menggunakan metode purposive sampling. Hipotesis dalam penelitian ini diuji menggunakan Pemodelan Persamaan Struktural/ SEM (Structural Equation Modeling). Hasil penelitian menunjukkan bahwa work overload dapat meningkatkan turnover intention melalui work family conflict.Kata Kunci: work overload, turnover intention, work-family conflicts, perbankan

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