scholarly journals The Impact of Job Stress and Work-Family Conflict among Married Workers in Small and Medium Sized Enterprises on Turnover Intention

2015 ◽  
Vol 15 (8) ◽  
pp. 271-279
Author(s):  
Soo-Chan Choi ◽  
Ji-Sun Lee ◽  
Eun-Hye Lee
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intention ◽  
Work Family Conflict ◽  
Work Family ◽  
Married Workers ◽  
The Impact

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.

Effects of Nurses’ Job Stress and Work-Family Conflict on Turnover Intention

Asian Women ◽  
2015 ◽  
Vol 31 (3) ◽  
pp. 1 ◽  
Author(s):  
Sang Sook Han ◽  
Jeong Won Han ◽  
Eun Hee Choi
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intention ◽  
Work Family Conflict ◽  
Work Family

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 PERAN MEDIASI PEMBERDAYAAN PADA PENGARUH STRES KERJA DAN KONFLIK PEKERJAAN-KELUARGA TERHADAP KOMITMEN PROFESIONAL

2018 ◽  
pp. 1437
Author(s):  
I Gst Ngr Bgs Bimantara Kepakisan ◽  
Wayan Gede Supartha ◽  
I Gusti Ayu Manuati Dewi
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Professional Commitment ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Analysis Techniques ◽  
Negative Effect ◽  
Work Family ◽  
The Impact

This study aims to examine the role of empowerment in mediating the influence of work stress and work-family conflict to professional commitment of employees at PT. Bhineka Putra Perkasa. This research was conducted at PT. Bhineka Putra Perkasa located on  Denpasar. The number of samples was 52 respondents taken using slovin method. Data were tested using path analysis techniques. The result of the analysis shows that job stress has negative effect on empowerment. Work-family conflicts negatively affect empowerment, job stress negatively affects employee professional commitment and work-family conflicts negatively affect employees' professional commitments. Empowerment positively affects employees' professional commitment. Empowerment mediates the effect of job stress on employee professional commitment and mediates the impact of work-family conflicts on employee professional commitments. Suggestions for recommended companies are required to act with integrity, through consistency by choosing and placing employees according to their ability and knowledge to avoid work conflicts. Acting firmly in fostering employees so as to have a good sense of cooperation to reduce stress levels in work.

scholarly journals PENGEMBANGAN MODEL ROLE STRESSOR DALAM MEMPREDIKSI TURNOVER INTENTION PADA KANTOR AKUNTAN PUBLIK DI INDONESIA

AJAR ◽  
2019 ◽  
Vol 2 (02) ◽  
pp. 65-95
Author(s):  
Robby Tansy Hamdani ◽  
Suwandi Ng
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Role Overload ◽  
Work Family Conflict ◽  
Public Accounting ◽  
Work Family ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This study aims to investigate the role of healthy lifestyle in reducing the impact of burnout caused by role ambiguity, role overload and work family conflict on turnover intention in public accounting firms in Indonesia. The sample used in the study is an auditor who works in a public accounting firm. Sample selection in this study using purposive sampling method based on certain criteria. The results of research using path analysis showed that burnout was able to mediate the relationship of role overload and work family conflict to turnover intention but was unable to mediate the relationship of role ambiguity to turnover intention. Psychological wellbeing is also able to mediate the relationship of burnout to turnover intention.

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