Work interference with family and turnover intentions in Pakistani banks: the role of psychological breach

2021 ◽  
Vol 12 (7) ◽  
pp. 1751-1773
Author(s):  
Sumaiya Syed ◽  
Salman Bashir Memon ◽  
Abdul Samad
Keyword(s):  
Psychological Contract ◽  
Turnover Intentions ◽  
Contract Breach ◽  
Mediation Analyses ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Insight Into

The purpose of this study was to explore the relationship between work-family interference (WIF), organizational and occupational turnover intentions. Further, it was investigated if the relationships are mediated by ‘psychological contract breach’ (PCB) concerning ‘work-family balance obligations’. A study was completed by gathering data using a self-administered survey from employees working in the Pakistani Banking industry (n=359). The results indicate that WIF is positively linked to organizational and occupational turnover intentions. Results of mediation analyses showed a significant indirect effect of WIF, via PCB, on occupational turnover intentions but not on organizational turnover intentions. This study provides insight into the mechanisms through which WIF affects employee turnover intentions. Moreover, this study adds to psychological contract theory by revealing insight into the particular sub of work-family content of work-family balance obligations.

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.

Faculty time allocation in relation to work-family balance, job satisfaction, commitment, and turnover intentions

2020 ◽  
Vol 120 ◽  
pp. 103443
Author(s):  
Kimberly A. French ◽  
Tammy D. Allen ◽  
Michelle Hughes Miller ◽  
Eun Sook Kim ◽  
Grisselle Centeno
Keyword(s):  
Job Satisfaction ◽  
Time Allocation ◽  
Turnover Intentions ◽  
Family Balance ◽  
Work Family Balance ◽  
Faculty Time ◽  
Work Family

The Neoliberal Feminist

2018 ◽  
Author(s):  
Catherine Rottenberg
Keyword(s):  
Self Care ◽  
Well Being ◽  
Liberal Feminism ◽  
Legislative Change ◽  
Full Responsibility ◽  
Family Balance ◽  
The Social ◽  
Work Family Balance ◽  
Work Family ◽  
Insight Into

This chapter explores the contours of an increasingly dominant variant of feminism. Concentrating on Facebook COO Sheryl Sandberg’s bestselling book Lean In, the chapter proposes that this hugely popular feminist manifesto offers insight into the ways in which the husk of liberalism has been mobilized to spawn a neoliberal feminism as well as a new feminist subject. Disavowing the oppressive socioeconomic and cultural structures shaping the lives of the majority of women as well as liberal feminism’s call for political and legislative change to redress inequality, this feminist subject accepts full responsibility for her own well-being and self-care, which is predicated on crafting a felicitous work-family balance. Neoliberal feminism consequently hollows out the potential of mainstream liberal feminism to provide a critique of the social injustices women face and, in this way, further entrenches neoliberalism.

Flexible Work Arrangements and Work-Family Conflict: A Systematic Literature Review

2021 ◽  
Vol 12 (3) ◽  
pp. 2771-2781
Author(s):  
Farah Shazlin Johari Et.al
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Work Arrangement

The spread of the Covid-19 pandemic has essentially led to the closure of many businesses worldwide. With the increasing number of viruses in every part of the world, there is a need for flexible work arrangements to maintain the operations. Somehow, managing workloads using these arrangements have also affected work-family conflict during a pandemic situation. Plus, there is a dearth in the literature of flexible work arrangements in the context of work-family conflict. Thus, the purposes of this review are to investigate how these factors are related to work interference with family (WIF), and family-interference with work (FIW), and its outcomes, such as work-life balance, well-being, mental health, turnover intentions, satisfaction, and others. The reviewed articles were obtained from three main databases; Web of Science, Scopus, and Science Direct from the year 2000 until 2020. Keywords including "flexibility work arrangement," "flexible," "work arrangement," “schedule flexibility,” “work hours,” “schedule,” "work-family conflict,” “family-work conflict,” “work interference with family” and “family interference with work” were managed to identify 31 articles. Also, this systematic review was conducted to collect the findings on the relationship of the above domains, which can be used by businesses to adapt to the new normal. Several recommendations were proposed to conduct further study, especially in research design, method, and measurements.

scholarly journals When Satisfaction with Work-family Balance Pays

2016 ◽  
Vol 9 (11) ◽  
pp. 178 ◽  
Author(s):  
Sowon Kim ◽  
Mireia Las Heras ◽  
Pablo Escribano
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Family Balance ◽  
Family Friendly ◽  
Supportive Environments ◽  
Work Family Balance ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors ◽  
Practical Implications

<p>This study examines the mechanism through which family supportive environments in organizations (i.e. family supportive supervisor behaviors and work-family friendly culture) relate to turnover intentions. In a sample of 340 individuals, analysis using structural equation modeling showed that satisfaction with work-family balance mediates the relation between family supportive environments in organizations and turnover intentions. Thus, family supportive environments in organizations facilitate greater satisfaction with work-family experiences, which, in turn, relates with lower intentions to leave the company. We discuss research and practical implications of this study.</p>

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