scholarly journals The Impact of Work Life Balance, Role Conflict and Work Overload on Employee Turnover Intention through the mediating role of Job Stress

2021 ◽  
Vol 6 (1) ◽  
pp. 271-287
Author(s):  
Syed Majid Khalil ◽  
Sher Nawaz Khan ◽  
Dr. Fayaz Ali Shah
Keyword(s):  
Role Conflict ◽  
Job Stress ◽  
Turnover Intention ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Work Overload ◽  
Mediating Role ◽  
Employee Turnover Intention ◽  
The Impact

The current study is to find out the impact of Work Life balance, Role Conflict and Work Overload on Employees Turnover Intention with the mediating role of job stress of Abdul Wali Khan University (AWKUM) of Khyber Pakhtunkhwa. Working in educational institutions is complex and dynamic in nature, therefore in these conditions employees faces many stresses. Referable to the most troubling of these fears the most affected relationship is the low performance of employees working in Abdul Wali Khan University (AWKUM) because of the stress. Different stressor in the management of universities like Work Life Balance, Role conflict and Work Overload are important determinants of stress. The workplace has some harsh realities, worldwide one of the basic challenges facing in an organization is their employee’s performance affected by stress. The employees who are working in different sectors of an organization have to deal with stress. Similarly, the university workers are among the same to deal with the stress. The performance of an organization is dependent on employee’s working ability and if the employees are in stress than their overall performance will be negatively affected, resulting in inefficiency and staff turnover. . To study stress in universities, the survey has conducted through a questionnaire designed by the Donald A Buckingham (2004) and KavithaVenugobal (2017). The questionnaire was sent to 300 respondents and 270 answered the questionnaire, which represents a response rate of 89.6%. Based on data collected, the correlation and regression of the variables were carried out in SPSS. The outcomes of the analysis show that Work Life Balance negatively affects the stress level of employees while Role Conflict and Work overload positively affect the job stress level of employees. As the job stress is the mediator in the study, its effect on employee turnover intention is positive. This study will help decision-makers to identify important stresses and see their impact on job stress.

scholarly journals DETERMINANTS OF TEACHERS’ TURNOVER INTENTION IN BAHRIA SCHOOLS AND COLLEGES AT KARACHI

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Rafique Ahmed Khan ◽  
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Recognition System ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Managerial Support ◽  
Employee Turnover Intention ◽  
The Impact

Purpose: This paper basically aims at exploring and investigating the impact of factors including career growth opportunities, workplace environment, managerial support, rewards & recognition system , and work-life balance on ‘turnover intention’ of teachers, in Bahria Schools and Colleges at Karachi. For the sake of ascertaining influence of these factors on employee turnover intention, six Bahria Schools and Colleges at Karachi were chosen. Methodology: By adopting a quantitative approach, views of 120 respondents (both male & female) were obtained with the help of a well structured questionnaire. The data were treated by applying correlation and regression analysis tools with the help of SPSS software, version 22. Findings: The results indicated that all five factors were negatively related with teachers’ turnover intention. However, impact of work-life balance was not insignificant. Similarly, results of the female employees varied from those of the male respondents. Male employees were comparatively less concerned about the issues related to work-life balance as compared to their female counterparts. Since all independent variables, if suitably practiced, also lead to employee satisfaction, the study clearly reflected the inverse relationship between employee satisfaction and turnover intention. Implications: This study can help the management of Bahria Schools and Colleges to understand the factors responsible for employee turnover intention. By paying due attention towards the identified factors, the Bahria Schools and Colleges can significantly enhance the motivation level of teachers, thereby reducing their turnover intention. The study is considered equally useful for other Schools and Colleges. In the end, future researchers have been advised to further explore the likely contribution of other factors towards employee satisfaction and reduced turnover intention.

scholarly journals Work-Life Balance and Job Stress Among Female Faculties in India’s Higher Education Institutions

2019 ◽  
Vol 8 (2S11) ◽  
pp. 846-852
Keyword(s):  
Higher Education ◽  
Job Stress ◽  
Higher Education Institutions ◽  
Work Life ◽  
Work Life Balance ◽  
Educational Institutions ◽  
Higher Educational Institutions ◽  
Life Balance ◽  
Higher Educational ◽  
The Impact

Job stress is present in all types of organizations, even in higher educational institutions. There are various factors that cause stress in the workplace including unwarranted demands and apparent pressures of the work situation and aptitude of the individuals to balance their professional and personal lives. The aim of this paper is to identify the causes of job stress along with studying the impact of stress in maintaining work life balance among female faculties in India’s higher education institutions. This study selected a sample of 208 women faculty members employed in higher educational institutions in Northern India in order to collect primary quantitative data from them using structured close-ended questionnaires. The collected data was analysed using SPSS Software and it was found that improper pay structure and hectic work schedules were the main causes of stress in workplace. In addition, it was also found that due to these stresses has caused a financial problem as well as a decrease in the productivity of the female faculties affecting their work life. Thus, it was implicated that there is a positive relationship between stress and work life

scholarly journals The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

2021 ◽  
Vol 13 (19) ◽  
pp. 10497
Author(s):  
Babin Dhas Devadhasan ◽  
Natanya Meyer ◽  
Seetharampalayam Chettiannan Vetrivel ◽  
Róbert Magda
Keyword(s):  
Turnover Intention ◽  
Work Life ◽  
Work Life Balance ◽  
Educational Institutions ◽  
Full Time ◽  
Job Fit ◽  
Higher Educational Institutions ◽  
Life Balance ◽  
Higher Educational ◽  
The Impact

This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.

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