An Investigation of the Joint Effects of Organisational Tenure and Supervisor Support on Work-Family Conflict and Turnover Intentions

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

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Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals

Journal of Vocational Behavior ◽

10.1016/j.jvb.2011.04.011 ◽

2011 ◽

Vol 79 (3) ◽

pp. 640-652 ◽

Cited By ~ 69

Author(s):

Wendy Jean Casper ◽

Christopher Harris ◽

Amy Taylor-Bianco ◽

Julie Holliday Wayne

Keyword(s):

Organizational Commitment ◽

Family Conflict ◽

Supervisor Support ◽

Work Family Conflict ◽

Perceived Supervisor Support ◽

Work Family

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

Career and Technical Education Research ◽

10.5328/cter44.2.114 ◽

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.

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