Collective Influence of Work–Family Conflict and Work–Family Enrichment on Turnover Intention: Exploring the Moderating Effects of Individual Differences

Abstract

Multiple roles at both work and family result in both negative (work–family conflict) and positive (work–family enrichment) spillover, which has their reflections on employees’ job and family outcomes. Research on work–family integration has been largely dominated by studies conducted in the USA and other Anglo countries, and barely a few studies have been conducted in non-Western contexts, especially in collectivistic societies of India, where family roles presume more prominence. This study scrutinized the combined effect of work–family conflict and work–family enrichment on turnover intention, among selected bank employees, from both private sector and public sector banks in India. Data were collected using self-reporting standardized scales that measured work–family conflict and work–family enrichment in both directions. Results were in line with the ‘matching-domain’ hypothesis in work–family research, as family to work direction of spillovers was not found to be significant predictors of turnover intention. Multi-group analysis using WarpPLS 6.0 revealed that gender and the sector of employed bank significantly moderated the relationship between variables under focus. The present study delivers indication that simultaneous experience of lowered work–family conflict and higher enriched experiences at the workplace will offer tangible benefits and long-standing yields to the organizations, in the form of lowered intentions to quit the organization, with particular emphasis on the matching-domain hypothesis of work–family research. The implications of these results for theory and practice are also discussed.

Should I Stay or Should I Go? The Role of Motivational Climate and Work–Home Spillover for Turnover Intentions

“…Similar mechanisms can be found in research on well-being, where job stressors have a stronger influence on negative well-being than on positive well-being (Sonnentag, 2015). Based on the literature review by Baumeister et al (2001) and on previous studies in which researchers linked various outcomes to positive and negative spillover (e.g., Wayne et al, 2015;Aboobaker and Edward, 2019), it is likely that negative spillover has a more powerful influence on turnover intention than does positive spillover. Thus, we hypothesize the following:…”

“…Furthermore, positive and negative spillover each seem to have different effects on outcomes (Wayne et al, 2015). Whereas negative spillover typically relates to negative outcomes, positive spillover typically relates to positive outcomes (Aboobaker and Edward, 2019). By focusing on the outcomes of negative and positive spillover separately, one neglects that experiences of negative and positive spillover together constitute the experience of workhome spillover (Mauno and Rantanen, 2013;Rantanen et al, 2013;Aboobaker and Edward, 2019).…”

“…Whereas negative spillover typically relates to negative outcomes, positive spillover typically relates to positive outcomes (Aboobaker and Edward, 2019). By focusing on the outcomes of negative and positive spillover separately, one neglects that experiences of negative and positive spillover together constitute the experience of workhome spillover (Mauno and Rantanen, 2013;Rantanen et al, 2013;Aboobaker and Edward, 2019). Thus, a specific focus on both positive and negative spillover to evaluate their contrasting relative contribution to turnover intentions should facilitate a more accurate assessment of the pathway between work-home spillover and turnover intention (cf.…”

Family incivility, burnout and job satisfaction: examining the mediation effect

“…Work and home interactions have attracted considerable attention in the past few decades due to their significant influences on personal and work outcomes (Aboobaker and Edward, 2020; Campana and Hammoud, 2015; Lim and Tai, 2014; Nauman 2020; Yu et al , 2020). Recently, a new form of family interaction “family incivility” was acquainted with in the work-family literature.…”

Antecedents of Perceived Job Commitment among Employees of Local Government in Ilesha Metropolis

“…Researches prove that there's a considerable correlation between these roles (Altura, Rao, & Virick, 2020). The explanations behind the work-family conflict are stated as; long and unsteady working hours, overtime working, autonomy status, the scale of the organization, low wages, negative attitudes of management, work relations, promotion, expectations of the family, health status, number of kids, age, income and employee performance (Aboobaker & Edward, 2019;Chrisangika-Perera & Kailasapathy, 2020). Employees' work-family conflicts differ due to demographic factors.…”