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.

scholarly journals Work-Family Conflict and Turnover Intentions: Moderated Mediation Model

2018 ◽  
Vol 2 (1) ◽  
pp. 95 ◽  
Author(s):  
Aleena Syed ◽  
Muhammad Bilal Ahmad ◽  
Hafiz Fawad Ali ◽  
Mian Muhammad Arif ◽  
Amna Gohar
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Tertiary Care ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
Tertiary Care Hospitals ◽  
The Relationship

In this research, the relationship between work-family conflicts of female doctors with turnover intentions is examined along with the moderating role of perceived organizational support and taking job stress as a mediator. A self-administered questionnaire was used to collect data from 270 female doctors who were practicing in different tertiary care hospitals of Lahore. For analyzing the data, the researcher used IBM SPSS and PLS-SEM. Results of the study confirmed that a positive relationship exists between WFC and intention to quit jobs in female doctors. Results also revealed that POS acts as a moderator between WFC and quit intentions but rejected the hypothesis of stress as a mediator between work-family conflict and intentions to leave the profession in the case of female doctors of Lahore. The past studies on work-family conflict were mostly conducted on the scenario of western countries particularly in America but the present study gives an insight of the relationship between work-family conflict and turnover intention of female doctors in Pakistan

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.

Work-Family Conflict, Psychological Empowerment, and Turnover Intentions among Married Female Doctors

2021 ◽  
Vol 20 (4) ◽  
pp. 855-863
Author(s):  
Isra Tariq ◽  
Ms Sara Asad ◽  
Ms Asma Majeed ◽  
Urusa Fahim
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Family System ◽  
Psychological Empowerment ◽  
Medical Profession ◽  
Medical Science ◽  
Work Family Conflict ◽  
Work Family ◽  
Married Female

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

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.

The effect of psychological capital between work–family conflict and job burnout in Chinese university teachers: Testing for mediation and moderation

2016 ◽  
Vol 22 (14) ◽  
pp. 1799-1807 ◽  
Author(s):  
Jun Pu ◽  
Hanpo Hou ◽  
Ruiyang Ma ◽  
Jinyan Sang
Keyword(s):  
Family Conflict ◽  
Psychological Capital ◽  
Maslach Burnout Inventory ◽  
Job Burnout ◽  
Work Family Conflict ◽  
University Teachers ◽  
Chinese University ◽  
Work Family ◽  
The Relationship ◽  
Mediation Moderation

In this study, we investigated the relationship between work–family conflict and job burnout as well as the potential mediation/moderation effects of psychological capital. Participants were 357 university teachers who completed a questionnaire packet containing a work–family conflict scale, psychological capital questionnaire, and Maslach Burnout Inventory–General survey. According to the results, work–family conflict and psychological capital were both significantly correlated with job burnout. In addition, psychological capital cannot mediate—but can moderate—the relationship between work–family conflict and job burnout. Taken together, our findings shed light on the psychological capital underlying the association of work–family conflict and job burnout.

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.

Sign in / Sign up

Export Citation Format

Share Document