The prospective effects of work–family conflict and enrichment on job exhaustion and turnover intentions: comparing long-term temporary vs. permanent workers across three waves

Work & Stress ◽  
2015 ◽  
Vol 29 (1) ◽  
pp. 75-94 ◽  
Author(s):  
Saija Mauno ◽  
Nele De Cuyper ◽  
Ulla Kinnunen ◽  
Mervi Ruokolainen ◽  
Johanna Rantanen ◽  
...  
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Work Family ◽  
Permanent Workers

Work-Family Conflict, Psychological Empowerment, and Turnover Intentions among Married Female Doctors

2021 ◽  
Vol 20 (4) ◽  
pp. 855-863
Author(s):  
Isra Tariq ◽  
Ms Sara Asad ◽  
Ms Asma Majeed ◽  
Urusa Fahim
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Family System ◽  
Psychological Empowerment ◽  
Medical Profession ◽  
Medical Science ◽  
Work Family Conflict ◽  
Work Family ◽  
Married Female

Objective: The aim of the present study was to examine work-family conflict and psychological empowerment as correlates and predictors of turnover intentions among married female doctors. It further aimed to identify significant differences in study variables among the sample in terms of the type of family system i.e., nuclear and joint. Materials and Methods: This correlational study analyzed a sample of 105 married female doctors aged 23-45 years (Mage=31.69; SD=5.20) working in different hospitals of Lahore, Pakistan. Participants completed Work-Family Conflict Scale, Psychological Empowerment Instrument and Turnover Intention Scale. Results and Discussion: Dimensions of work-family conflict had a significant positive relationship with turnover intentions. Furthermore, psychological empowerment had a significant negative relation with turnover intentions. Behavior-based family interference with work and psychological empowerment emerged as significant predictors of turnover intentions among the sample. No significant differences were found in study variables in terms of nuclear and joint family system. Conclusion: Implications of findings are discussed with reference to the medical profession. Bangladesh Journal of Medical Science Vol.20(4) 2021 p.855-863

Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

Exercise and work-family conflict: a field experiment

2017 ◽  
Vol 32 (3) ◽  
pp. 225-238 ◽  
Author(s):  
Russell W. Clayton ◽  
Christopher H. Thomas ◽  
Bryan S. Schaffer ◽  
Micheal Stratton ◽  
Ellen Garrison ◽  
...  
Keyword(s):  
Family Conflict ◽  
Mixed Model ◽  
Linear Mixed Model ◽  
Control Group ◽  
Work Family Conflict ◽  
Content Type ◽  
Exercise Effect ◽  
Work Family ◽  
Exercise Facilities

Purpose Recent research along with anecdotal evidence suggests that exercise may play a role in mitigating perceptions of work-family conflict (WFC). However, the temporal effects related to this relationship have been ignored. The purpose of this paper is to address this issue by testing for the effects of acute and long-term exercise on the work-family interface. Design/methodology/approach Employed females (N=46) were randomly assigned to a treatment (exercise) or control group (no exercise) and data were gathered at three points in time, over four weeks. Linear Mixed Model processes were conducted. Findings The authors found that there is a statistically significant long-term exercise effect on strain-based work interference with family and family interference with work. Research limitations/implications The sample was restricted to sedentary females, was predominantly white/Caucasian, and held white-collar jobs, limiting the generalizability of the findings. Practical implications Results from the current study suggest that exercise assists individuals in managing the work-family interface. While this is not a broad-sweeping call for all employers to offer on-site exercise facilities, the authors suggest that employers consider offering accommodations to individuals seeking to utilize exercise as a way to reduce WFC and general stress. Originality/value This is the first empirical study that examines the temporal impact of exercise on the work-family interface.

Work–family conflict and turnover intentions among Chinese nurses

2019 ◽  
Vol 49 (5) ◽  
pp. 1140-1156 ◽  
Author(s):  
Yue Zhang ◽  
Muhammad Imran Rasheed ◽  
Adeel Luqman
Keyword(s):  
Health Care ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Longitudinal Research ◽  
Theory And Practice ◽  
World Health ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose As the shortage of nurses is a major problem being faced by the world health-care system, it is essential to investigate the factors that influence nurses’ turnover. Drawing on the conservation of resources theory, the purpose of this paper is to explore how work–family conflict (WFC) influences nurses’ turnover intentions in the Peoples’ Republic of China. Design/methodology/approach For empirically testing the theoretical model, the authors conducted a three-wave longitudinal research survey and collected data from 236 nurses’ sample in China. Findings The findings show that job satisfaction and life satisfaction are the underlying psychological reasons in the positive relationship between WFC and nurses’ turnover intentions. Moreover, perceived supervisor support was found to be a boundary condition on the direct and indirect relationships between WFC and its negative outcomes such that the relationships are weak at the high levels of supervisory support. Originality/value This study is important to the management of health-care systems as it carries significant implications for theory and practice toward understanding job retention problems of nurses.

scholarly journals Effects of family-supportive supervisor behaviors and organizational climate on employees

2020 ◽  
Vol 44 (6/7) ◽  
pp. 659-674
Author(s):  
Soo Jeoung Han ◽  
Gary N. McLean
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Content Type ◽  
Organizational Work ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors ◽  
Practical Implications

Purpose The purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job satisfaction and turnover intentions. Design/methodology/approach To examine the causal relationship, the longitudinal panel data of the work, family and health study were used, using the data of 664 respondents who participated in surveys from all four time-points at two Fortune 500 information technology (IT) companies. Findings The results of the data analysis suggested that family-supportive supervisor behaviors have a minimal, but statistically significant, impact on work-to-family conflict and organizational work-family climate. Moreover, work-to-family conflict minimally mediated the relationship between family-supportive supervisor behaviors and employees’ turnover intentions. An organizational work-family climate had a small, but statistically significant, mediating effect between family-supportive supervisor behaviors and job satisfaction/turnover intentions. Practical implications This study has practical implications by noting that relying on only individual managers’ roles or training managers to be family-supportive may not be enough to improve family-oriented organizational culture, work–life balance and job-related outcomes. Originality/value Using a longitudinal mediation model, the authors examined the effects of family-supportive supervisor behaviors and how those behaviors impact other variables over time. Despite the expectation of such an impact, the authors found minimal effects among variables. This study is valuable because it can stimulate future research to advance the theoretical and practical understanding of family-supportive supervisor behaviors to help determine why the study found that it had very little impact on both work–family conflict and a family-friendly organizational climate to increase employees’ satisfaction to continue to work.

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