The Mediation Effect of Burnout on the Relationship Between Work-Family Conflict and Turnover Intention Among Malaysian Women Engineers

2017 ◽  
Vol 23 (9) ◽  
pp. 8971-8978 ◽  
Author(s):  
Rozanti A Hamid ◽  
Ungku Norulkamar Ungku Ahmad
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Women Engineers ◽  
Mediation Effect ◽  
Work Family Conflict ◽  
Work Family ◽  
The Relationship ◽  
Malaysian Women

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.

scholarly journals PENGARUH WORK OVERLOAD DAN WORK FAMILY CONFLICT TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH WORK EXHAUSTION

2016 ◽  
Vol 7 (1) ◽  
pp. 67
Author(s):  
Nurul Hidayatin Nisa ◽  
Nazaruddin Malik
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Research Method ◽  
Quantitative Approach ◽  
Work Family Conflict ◽  
Work Overload ◽  
Analysis Tools ◽  
Work Family ◽  
The Relationship

The purpose of this research was to examine factors that determine turnover intention in medical representative at PT. APL. To be known before that medical representatives have high percentage in turnover. The research using work exhaustion as mediation to determine the relationship between works overload and work family conflict of turnover intention. Research method is quantitative approach in causal research. The analysis tools are AMOS and T-Sobel. Findings of this research are both work overload and work family conflict berpengaruh with work exhaustion and turnover intention, work exhaustion mediated work overload and work family conflict over turnover intention.

Analisi dell'effetto del commitment e del conflitto lavoro-famiglia sul processo di turnover

RISORSA UOMO ◽  
2009 ◽  
pp. 259-272
Author(s):  
Igor Portoghese ◽  
Adalgisa Battistelli ◽  
Luisa Saiani ◽  
Maura Galletta
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work And Family ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Work Family Conflict ◽  
Turnover Process ◽  
Work Family

- Many studies focused on the relationship between extra-work factors and turnover intention. The aim of the present research is to verify the mediation effect of commitment and the direct effect of work-family conflict on the turnover process of workers. The results confirm the mediating effect of affective commitment on job satisfaction-turnover intention relation. Furthermore, we show the effect of work-family conflict on this nucleus of variables: a worker who is experiencing a long-term imbalance between work and family life will perceive him/herself as having less job satisfaction and will show greater turnover intention.Keywords: turnover, work-family conflict, work satisfaction, affective commitment.Parole chiave: turnover, conflitto lavoro-famiglia, soddisfazione lavorativa, commitment affettivo.

Work–family Conflict Influences the Relationship Between Family Embeddedness and Turnover Intention

2019 ◽  
Vol 47 (4) ◽  
pp. 1-13
Author(s):  
Dan Li ◽  
Xing Li ◽  
Lijun Wang ◽  
Guofeng Wang ◽  
Cameron Newton
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Related Factors ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship ◽  
Family Work Conflict

We drew on conservation of resources theory to investigate the relationships between family embeddedness, work–family conflict, family–work conflict, and employee turnover intention, thereby extending the literature relating to antecedents of turnover intention to the family domain. Participants were 175 employees of a construction company in China, who completed online surveys. Results showed that family embeddedness was negatively related to work–family conflict and family–work conflict, and that the relationship between family embeddedness and turnover intention was partially mediated by family–work conflict. Thus, we have obtained preliminary evidence that family-related factors influence individuals' turnover intention. Our findings will help with identifying practical considerations around reducing turnover intention.

scholarly journals Relationship between Work-Family Conflict and Turnover Intention of University Teachers in Lahore

2020 ◽  
Vol V (III) ◽  
pp. 117-123
Author(s):  
Mahvish Fatima Kashif ◽  
Sidra Israr
Keyword(s):  
Private Sector ◽  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Public And Private ◽  
University Teachers ◽  
Work Family ◽  
The Relationship ◽  
Lahore City

The study tried to investigate the relationship between work-family conflict and turnover intentions of female university teachers in Lahore city across public and private sectors. Correlational research was selected as a research design. All the female teachers of public and private sector universities of Lahore city are considered as the population of the study. Proportionate stratified random sampling was used to select the sample. Strata were formed on the basis of designation. The sample size of teachers in public sector universities was 249, and the sample size of teachers in private sector universities was 201. A questionnaire was developed by Carlson, Kacmar, & Williams (2000) was used to measure work-family conflict. The measurement of turnover intention was addressed by using the Turnover Intention Scale (TIS) developed by Roodt, (2004). Multiple Regression was applied to explore the relationship between work-family conflict and turnover intention. An independent sample t-test was used to compare the two groups, such as the nature of institutions and marital status. It was concluded that there is a significant relationship between work-family conflict and turnover intentions of female university teachers.

scholarly journals Determinants of Turnover Intention in the Private Universities in Malaysia: A Conceptual Paper

2018 ◽  
Vol 56 ◽  
pp. 03004
Author(s):  
Chitra Devi Ainer ◽  
Chandrakantan Subramaniam ◽  
Lawrence Arokiasamy
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Turnover Intentions ◽  
Education Institution ◽  
Main Concern ◽  
Work Family Conflict ◽  
Work Overload ◽  
Work Family ◽  
The Relationship

Turnover intentions in academic institutions has become one of the main concern of the management as surviving and achieving excellence is very much about having the knowledgeable and committed employee. Therefore, it is one of the main and foremost issue for a management of higher education institution to give important. There are many factors that influence an academician to have turnover intentions. Hence, this study’s focus was to investigate the relationship between role ambiguity, work-overload, work family conflict, co-workers warmth, co-workers competence and turnover intentions. The variables studied in this paper were analyse from a research framework. The finding of this study has been discussed on role ambiguity, work-overload, work family conflict, co-workers warmth, co-workers competence and turnover intentions. Conclusion has been drawn from the support of literature that states that the variables influences on turnover intentions. This paper’s finding provides valuable guidance for researcher and practitioners to overcome and improve the current mechanism to reduce turnover intentions. The research has also found few new paths for thinking on how to manage employees that having turnover intentions in any organizations.

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