scholarly journals Supervisory Support as Moderator between Work Family Conflict and Turnover Intentions

2017 ◽  
Vol 4 (2) ◽  
pp. 1 ◽  
Author(s):  
Aneel Kumar ◽  
Khalil Ahmed Channa ◽  
Niaz Ahmed Bhutto
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Primary Data ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Sindh Province ◽  
Work Family ◽  
The Relationship ◽  
Positive Effect

The purpose of this research is to investigate supervisory support as moderator between work family conflict (WFC) and turnover intentions in banking sector employees, working in Sindh province of Pakistan. Primary data were collected through Likert type survey questionnaire, targeting the 181 employees, working in commercial banks. The findings of this study shows the significant positive effect of work family conflict on turnover intentions of employees. Moreover, supervisory support was found as the significant moderator of the relationship between work family conflict and turnover intentions. The moderating effect of supervisory support significantly reduced the turnover intentions level of employees which they experienced due to work family conflict.

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.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

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.

Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Sandra Pennbrant ◽  
Anna Dåderman
Keyword(s):  
Registered Nurses ◽  
Work Engagement ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Job Demands ◽  
Nursing Profession ◽  
Work Family Conflict ◽  
Interpersonal Conflicts ◽  
Work Family ◽  
The Relationship

BACKGROUND: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession. OBJECTIVE: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement. METHODS: Cross-sectional study using Hobfoll’s Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes. RESULTS: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses. CONCLUSIONS: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses’ resources, knowledge and work situation, thus strengthening nurses’ confidence and ability to practice their profession.

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.

GAMBARAN KINERJA PEGAWAI DARI SUDUT PANDANG WORK FAMILY CONFLICT MELALUI KEPUASAN KERJA (Studi pada: Pegawai Wanita di Sektor Perbankan Kota Medan)

2019 ◽  
Vol 5 (1) ◽  
pp. 52-59
Author(s):  
Sarah Imelda ◽  
Ezzah Nahrisah
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Banking Sector ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Work Family Conflict ◽  
Female Employees ◽  
Work Family ◽  
The City ◽  
Positive Effect

This Study aims to describe the performance of female employees in the Medan banking sector in terms of work family conflict and job satisfaction. In order to achieve the objectives of this study, the researchers used the distribution of questionnaires (questionaire) and in-depth interviews (indepth interview) with employees, especially women in the banking sector in the city of Medan. The researcher spreads the list of questions (questionaire) directly to the employees. The population in this study were female employees who worked in the banking sector of the city of Medan. The research sample amounted to 100 people. This research is a quantitative and qualitative descriptive study. The data analysis technique used in this study is multiple linear regression analysis through path analysis. The results showed that (1) Work Family Conflict had a significant positive effect on Employee Performance, (2) Work Family Conflict had a significant positive effect on Job Satisfaction, (3) Job Satisfaction mediated Work Family Conflict on Employee Performance.

scholarly journals PENGARUH KONFLIK PERAN GANDA TERHADAP KINERJA KARYAWAN WANITA DENGAN STRESS KERJA SEBAGAI MEDIASI

2021 ◽  
Vol 13 (1) ◽  
pp. 51-59
Author(s):  
Intan Kumala Sari ◽  
Tania Rezki Farha ◽  
Vicky F Sanjaya
Keyword(s):  
Work Stress ◽  
Family Conflict ◽  
P Value ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Female Employees ◽  
Work Family ◽  
Stress At Work ◽  
The Relationship ◽  
Positive Effect

Work Family conflict is a conflict between family and work. This conflict arises because a person plays two roles simultaneously where these roles can cause pressure at work and cause stress at work. Research to determine the effect of Work Family conflict  on the performance of female employees and work stress as mediation. The variables used in this research are work family conflict, performance, and work stress as mediation. The sample used in this study were 99 female employee respondents. Hypothesis 1, Work Family conflict have a positive effect on work stress, the resulting t statistical value is 8.712 with a P value of 0.000. Hypothesis 2, Work stress has a negative effect on the performance of female employees, the resulting t statistical value is 1.724 with a P value of 0.085, Hypothesis 3, Work Family conflict has a negative effect on the performance of female employees, the resulting t statistics value is 0.957 with a P value of 0.339, hypothesis 4, job stress mediates the relationship between work family conflict and work stress of 0.478408 or 47.8% (categorized as partial mediation). Contains research objectives, methods, research results.   Abstrak: Konflik peran ganda adalah konflik antara keluarga dan pekerjaan konflik ini muncul karena seseorang menjalani dua perannya secara bersamaan dimana peran tersebut bisa menimbulkan tekanan dalam bekerja dan menyebabkan stress dalam bekerja. Penelitian ini dilakukan untuk mengetahui pengaruh konflik peran ganda terhadap kinerja karyawan wanita dan stress kerja sebagai mediasi.Variable yang digunakan dalam peneltian ini adalah konflik peran ganda, kinerja, dan stress kerja sebgai mediasi. Sample yang digunakan dalam penelitian ini sebanyak 100 responden karyawan wanita. Hasil yang didapatkan adalah konflik peran ganda berpengaruh positif terhadap stress kerja. Untuk variabel stress kerja berpengaruh negatif terhadap kinerja karyawan wanita. Selain itu, konflik peran ganda berpengaruh negatif terhadap kinerja karyawan wanita. Dan diketahui pula variabel stress kerja memediasi secara parsial hubungan antara konflik peran ganda dan stress kerja sebesar 0,478408 atau sebesar 47,8%.

scholarly journals WORK-FAMILY CONFLICT AND EMPLOYEE PERFORMANCE IN GHANA’S BANKING SECTOR

2020 ◽  
Vol 8 (9) ◽  
pp. 113-122
Author(s):  
Dorothy A. Morrison ◽  
John Victor Mensah ◽  
Gloria Naa Adorkor Kpakpo ◽  
Claudia Asante
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Banking Sector ◽  
Employee Performance ◽  
Secondary Data ◽  
Working Hours ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Work Family

Studies indicate that in recent times, many working adults have combined family and work roles but they find it difficult to effectively execute their duties. This is due to the fact that these roles are incompatible, and therefore cause work-family conflict which has adverse concerns for both employees and organizations. This study therefore examined effects of work-family conflict on job performance in a selected bank in Ghana. It is a cross-sectional study and it employed the quantitative research method. Simple random and stratified sampling techniques were used to sample 100 respondents and both primary and secondary data were used. The findings revealed that family demand, long working hours and heavy workload were among the reasons for work-family conflict. Flexible time schedule, supervisory support, supportive work environment, and formulation of family friendly policies such as child care services were strategies the bank used to minimise work-family conflict. A significantly negative correlation was established between work-family conflict and job performance showing that high levels of work-family conflict in employees leads to lower job performance. It was recommended that other banks without work-family conflict strategies should emulate the best practices of the study bank to help enhance the performance of their employees.

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