A Demands and Resources Approach to Understanding Faculty Turnover Intentions Due to Work–Family Balance

Watanabe, Megumi; Falci, Christina

doi:10.1177/0192513x14530972

Cited by 52 publications

(35 citation statements)

References 76 publications

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“…*The academic work environment is characterized by poor working condition, job dissatisfaction (Kinman and Jones, 2008), workload (Almer et al, 2016), long working hours, high job demands (Watanabe and Falci, 2016) and occupational stress (Opstrup and Pihl-Thingvad, 2016). Such an environment often creates an imbalance between work and family lives and may result in undesirable outcomes such as stress (Opstrup and Pihl-Thingvad, 2016), and turnover intention (Barnes et al, 1998;Kinman and Jones, 2008).…”

Section: Introductionmentioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members' turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members' turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.

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Section: Introductionmentioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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“…The BHERI Faculty Survey^conducted by the Higher Education Research Institute (USA) in 2010-2011 showed that only 32 % of faculty have a healthy balance between work and family life and poor balance leads to loss of job satisfaction and success. There remains much scope for improvement in Work-Family Balance (WFB) in the academic profession, throughout the world (Watanabe and Falci 2014).…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

Pattusamy

Jacob

2016

Curr Psychol

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The purpose of this study is to test the serial mediation effect of family-to-work conflict and work-family balance in the relationship between family support and family satisfaction. Using a survey-based methodology and an online questionnaire, responses were obtained from 288 faculty members who work in higher education institutions in cities from the southern part of India. Partial least square structural equation modeling and PROCESS macros were used to test the proposed hypotheses of the three path mediation model. The results of the study show that academicians in higher educational institutions have high levels of support in their families, which is related to family satisfaction through family-to-work conflict and work-family balance. Overall, there exists, partial mediation support for the proposed theoretical model. The three path mediational hypothesis proposed in this study is new and unique in both Indian and global contexts. The study shows that when faculty members of higher educational institutions get support from their family members, there is less family interference with work, which, in turn, helps them balance their work and family life. Such balance eventually results in satisfaction within the family.

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“…Academic staff turnover has an impact on the individual (Watanabe, & Falci, 2016), their colleagues (O'Meara, Lounder, & Campbell, 2014), and departmental budgets. Ketchen Jr. et al, (2017) recommend the strategic retention of staff through individual interventions and organisation-wide systems.…”

Section: Resultsmentioning

confidence: 99%

“…However, O'Meara, Lounder, and Campbell (2014) suggest that academic staff may hide their true reasons for leaving an HEI, allowing administrators and managers to imagine either that the individual found themselves inadequate for the demands of their current post, or that they could not resist a superior post elsewhere. The literature suggests that it is often the failure of the academic workplace to meet individuals' expectations, and individuals' perception that their particular needs are not being acknowledged or met, that lie at the heart of academic staff turnover (see, Bucklin et al, 2014;Gourlay, 2011;O'Meara, Bennett, & Neihaus, 2016;O'Meara, Lounder, & Campbell, 2014;Robyn & Du Preez, 2013;Smith, 2010;Watanabe & Falci, 2016;Wilson, 2013;Yan, Yue, & Niu, 2015).…”

Section: Retentionmentioning

confidence: 99%

It’s very different here: practice-based academic staff induction and retention

King

Roed

Wilson

2018

Journal of Higher Education Policy and Management

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The sociologist, Max Weber (1864-1920), suggested that few could withstand the frustrations of academic life. As the strategic management of human resources begins to differentiate higher education institutions (HEIs) in league tables, the costs of voluntary staff turnover (attrition) become more significant. In this paper, we consider links between induction (orientation) and retention for academic staff. We report on a qualitative study of thirty academic staff in five United Kingdom HEIs who were recruited on the basis of their professional experience. Their practice-based knowledge lends our participants particular insight into their HEI induction experience which, where found wanting, led in several cases to resignation. We analyse the induction experiences of our participants to glean explanations for these perceived shortcomings. Since induction interventions are thought to lead to improved retention, we recommend policy and practice changes to induction which may benefit all academic staff.

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A Demands and Resources Approach to Understanding Faculty Turnover Intentions Due to Work–Family Balance

Cited by 52 publications

References 76 publications

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Work-life balance practices and turnover intention: The mediating role of person-organization fit

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

It’s very different here: practice-based academic staff induction and retention

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