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.

A Study on Moderating Role of Family-Friendly Policies in Work–Life Balance

2021 ◽  
pp. 0192513X2110300
Author(s):  
Anuradha Nayak ◽  
Mrinalini Pandey
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Demand ◽  
Work Conflict ◽  
Women Employees ◽  
Family Friendly ◽  
Work Family ◽  
The Relationship ◽  
Family Work Conflict

The present study aims to explore the relationship between work demand and work–family conflict, and family demand and family–work conflict. This study also tries to find out the moderating effect of family-friendly policies between the proposed relationships. The data for this study were collected from 217 women employees working in steel manufacturing companies of Jharkhand. The results of the study indicate that there is positive correlation between work demand and work–family conflict, and family demand and family–work conflict. Moreover, family-friendly policies are observed to significantly moderate the relationship of work demand and work–family conflict, but they do not significantly moderate the relationship of family demand and family–work conflict. This article gives insights into understanding the role of family-friendly policies to reduce the work–family conflict among women employees. A few measures are suggested, and employers should adopt such policies to minimize the work–family conflict, which can lead to better work–life balance

scholarly journals Investigating the Relationship of Job Stress and Turnover Intentions by taking Work-Family Conflict and Family Work Conflict as Mediators

2020 ◽  
Vol V (IV) ◽  
pp. 30-40
Author(s):  
Zargham Ullah Khan ◽  
Gullam Muhyuldeen
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Family Work Conflict

Turnover intentions are to lose skilled workers. Job stress is the cause of the use of employee turnover. Work-Family Conflict (WFC) and Family Work Conflict (FWC) were considered to be intermediaries between the employees' Turnover Intentions. This study investigates the relationship between Job Stress and Turnover Intentions. It was studied by taking Work-Family Conflict (WFC) and Family Work Conflict (FWC) as mediator. Research is based on a quantitative approach. Data were collected from employees in the public and private sectors by means of a questionnaire distributed among 330 employees, and a total of 296 responses was received. An analysis was conducted on SPSS. The relationship was estimated through the association between Pearson and the gist of the variables determined by conducting regression analysis. It was designed to evaluate the impact of the WFC and FWC using the Hayes process. With the mediated influence of WFC and FWC, this study showed the significant positive impact of Job Stress and Turnover Intentions.

scholarly journals ANALISIS PENGARUH WORK FAMILY CONFLICT DAN FAMILY WORK CONFLICT TERHADAP TURNOVER INTENTION DENGAN JOB STREES SEBAGAI MEDIASI (STUDI PADA KARYAWAN WANITA CV. TIGA MUTIARA)

2019 ◽  
Vol 12 (2) ◽  
pp. 13-22
Author(s):  
Sulis Riptiono
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intention ◽  
Coefficient Of Determination ◽  
Work Family Conflict ◽  
Family Work ◽  
Employee Turnover Intention ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

The purpose of this study is to analyze the influence of the influence of Work-Family Conflict and Family-Work Conflict on Employee Intention Turnover at CV. Tiga Mutiara in Kebumen City with Job Stress as Mediation Variable. Respondents in this research are employees of CV. Tiga MutiaraKebumen with 32 employees. The research method is quantitative analysis by using path analysis, the result of multiple regression analysis calculation is tested by t test and F test and coefficient of determination. The results of this study indicate that the variables Work-Family Conflict, Family-Work Conflict and Job Stress on turnover Intention have a positive effect on employees CV. Tiga Mutiara Kebumen. In this study it is known that Work-Family Conflict is the independent variable that has the greatest influence on Employee Turnover Intention compared to other independent variables.Keywords: Work-Family Conflict, Family-Work Conflict, Job Stress, Turnover Intention

scholarly journals Paternalistic Leadership, Polychronicity, and Life Satisfaction of Nurses: The Role of Work-Family Conflict and Family-Work Conflict in Public Sector Hospitals

2021 ◽  
Vol 12 ◽  
Author(s):  
Nida Gull ◽  
Zhejie Song ◽  
Rui Shi ◽  
Muhammad Asghar ◽  
Muhammad Asim Rafique ◽  
...  
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Paternalistic Leadership ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship ◽  
Family Work Conflict

Based on the leadership literature, this study investigates how paternalistic leadership (PL) and polychronicity (PC) affect the life satisfaction (LS) of nurses, specifically in public hospitals. Moreover, the mediating role of work-family conflict (WFC) and family-work conflict (FWC) is also assessed the relationships among PL, PC, and LS. The cross-sectional study design is used in this study due to its cost benefits and the convenience of data collection at a single point in time. A survey questionnaire is used to collect data from 226 nurses, and the Partial least squares structural equation modeling (PLS-SEM) technique is used to investigate the proposed model. The findings of this study confirmed that PL and PC have a positive relationship with LS. Furthermore, WFC partially mediated the relationships among PL, PC, and LS. In addition, FWC partially mediated the relationship between PL and LS; the role of FWC in mediating the relationship between PC and LS has been found to be insignificant. Employees with high PC and those whose supervisors show PL behavior become more satisfied with their lives and have relatively low WFC and FWC. In addition, the theoretical and practical implications have also been discussed.

scholarly journals PERAN MEDIASI JOB RELATED TENSION PADA HUBUNGAN WORK FAMILY CONFLICT AND FAMILY WORK CONFLICT

AJAR ◽  
2018 ◽  
Vol 1 (01) ◽  
pp. 1-20
Author(s):  
Bernadetta Wiwik Wahyuningsih ◽  
Fransiskus Randa ◽  
Oktavianus Pasoloran
Keyword(s):  
Job Performance ◽  
Indirect Effect ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship ◽  
Intervening Variables ◽  
Family Work Conflict

This study aims to examine the effect of mediation job related tension on work family conflict and family work conflict. Job performance can increase due to job related tension, family work conflict dan work family conflict. Population of this study is the treasure of expenditure in the region of Makassar. The sample of this study is the treasurer of expenditure who working on the technical implementation/unit of work on Kantor Pelayanan Perbendaharaan Negara Makassar I. Data were collected using survey on 160 responden. This study indicates that job related tension variables in mediating the relationship between work family conflict against job performance is type No Mediation, it can be concluded that work family conflict does not have an indirect effect on job performance or in other words job related tension variables fail to function as intervening variables that mediate the influence of work family conflict on job performance. Then the job related tension variables that mediate the relationship between family work conflict with job performance is a type of full mediation. So it can be concluded that job related tension variables have an indirect effect on job performance.

Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India

2017 ◽  
Vol 18 (2) ◽  
pp. 524-536 ◽  
Author(s):  
Nimitha Aboobaker ◽  
Manoj Edward ◽  
Pramatha K.P.
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Multiple Regression Model ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Industry Sectors ◽  
Family Work Conflict

With the attrition rates across different industry sectors likely to rise to up to a global high of 20 per cent by 2017 in India, organizations are finding it harder to understand its antecedents and thus devise and employ new strategies aimed at retaining their employees. Very few studies have tried to understand the dynamics of work–family conflict and its relationship with turnover intention in a collectivistic society like India. This research study is aimed at understanding the strength of relationship between employees’ work–family conflict and family–work conflict and their intention to leave the organization. The total 150 sample respondents comprised of 30 employees each from five different industry sectors—banking, IT (software development), IT-enabled services, insurance and telecom. Data were collected using Carlson’s measure of work–family conflict and Mobley’s turnover intention scale. Results revealed that time-based and strain-based conflict showed the highest correlations with turnover intention, with variations across different industry sectors. Multiple regression model predicted R square of 0.403, explaining 40.3 per cent of variance in turnover intention (dependent variable), by work–family conflict and family–work conflict (independent variables). Family–work conflict contributed more to turnover intention, than work–family conflict. Interesting relationships between different demographic factors and variables under study are discussed.

Der Einfluss von Elternstatus, erlebter Unterstützung und Befristung auf das Belastungserleben und die Karriereentwicklung von Ärztinnen und Ärzten am Ende der Weiterbildung

2021 ◽  
Author(s):  
Rüya Daniela Kocalevent ◽  
Nicole Grandke ◽  
Susan Selch ◽  
Sarah Nehls ◽  
Juliane Meyer ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Zusammenfassung Hintergrund Trotz einer hohen Zahl an Abschlüssen in der Humanmedizin ist in Deutschland immer häufiger von einem Ärztemangel die Rede. Ein Grund ist die schwierige Vereinbarkeit von Kliniktätigkeit und Familienleben, die vor allem Ärztinnen als Hauptgrund für die spätere Arbeit im nicht-kurativen Bereich nennen. Ziel der Arbeit Die vorliegende Arbeit befasst sich mit dem Einfluss des Elternstatus von Ärztinnen und Ärzten auf ihre Karriereentwicklung und das Belastungserleben am Ende der Weiterbildung. Darüber hinaus betrachtet werden die Auswirkungen von befristeten Arbeitsverträgen und erlebter Unterstützung durch den Partner auf das Belastungserleben. Material und Methoden Es wurden die Daten der KarMed-Studie, welche sich mit Karriereverläufen von Ärztinnen und Ärzten während der fachärztlichen Weiterbildung beschäftigt, ausgewertet. Die vorliegende Arbeit befasst sich mit der querschnittlichen Analyse des Erhebungszeitraums von Oktober 2015 bis Mai 2016. Zu diesem befanden sich 433 StudienteilnehmerInnen am Ende ihrer Weiterbildung. Eingesetzt wurden u. a. die Fragebögen Work-Family Conflict und Family-Work Conflict Skalen. Ergebnisse Ärztinnen mit Kind unterbrechen die Weiterbildung fünfmal häufiger als ihre Kolleginnen ohne Kind und achtzehnmal häufiger als Ärzte mit Kind. Ärztinnen mit Kind sowie Ärzte mit Kind weisen signifikant höhere Werte auf der Family-Work Conflict Skala auf, Ärztinnen ohne Kind hingegen höhere Werte auf der Work-Conflict Skala. Bei Ärzten zeigt sich kein signifikanter Unterschied auf der Work-Family Skala. Weder ein befristeter Arbeitsvertrag noch die Verteilung von Kinderbetreuung zwischen Ärztinnen/Ärzten und ihren Partnern/-rinnen haben einen signifikanten Einfluss auf das Belastungserleben zur Folge. Schlußfolgerung Es besteht ein Bedarf die Konflikte, die aus dem Familienleben auf das Arbeitsleben wirken insbesondere für Ärztinnen in Weiterbildung zu reduzieren.

Exploring the relationship between entrepreneurial failure and conflict between work and family from the conservation of resources perspective

2020 ◽  
Vol 31 (3) ◽  
pp. 417-440
Author(s):  
Xiaoyu Yu ◽  
Xiaotong Meng ◽  
Gang Cao ◽  
Yingya Jia
Keyword(s):  
Family Conflict ◽  
Perceived Control ◽  
Work And Family ◽  
Organizational Slack ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Work ◽  
Work Family ◽  
The Relationship

Purpose Conflict between work and family is a significant issue for entrepreneurs. The purpose of this study is to explore the effect of entrepreneurial failure on both family–work conflict (FWC) and work–family conflict (WFC) and the moderating role of perceived control of time and organizational slack based on conservation of resources (COR) theory. Design/methodology/approach This study used a questionnaire to explore the relationship between entrepreneurial failure, FWC/WFC, perceived control of time and organizational slack. Data were collected from the Chinese context in 2018 and as a result received 318 valid questionnaires, obtaining a response rate of 63.6 per cent. Findings The study finds that entrepreneurial failure has a significant relationship with FWC but a nonsignificant relationship with WFC and that perceived control of time and organizational slack moderate the relationship between entrepreneurial failure and FWC/WFC. Originality/value This study aligns the field of family–work (work–family) conflict and entrepreneurial failure. It addresses a research gap in the conflict literature by introducing one form of resource loss: entrepreneurial failure as a source of conflict between work and family based on COR theory and the work–home resources model. The study also enriches the literature on the social cost of entrepreneurial failure by exploring the crossover effect of entrepreneurial failure on conflicts in the family domain. Furthermore, the study advances the understanding of managing conflict between work and family after entrepreneurial failure.

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