Investigating Work–Family Balance, Job Anxiety, and Turnover Intentions As Predictors of Health Care and Senior Services Customer-Contact Employee Voluntary Turnover

Abstract

Using data collected from 620 health care and senior services customer-contact employees and their employer, we investigated the chain of relationships between work–family balance, job anxiety, turnover intentions, and voluntary turnover. Results showed that work–family balance was related to job anxiety, turnover intentions, and actual, subsequent voluntary turnover. The relationship between work–family balance and turnover intentions was fully mediated by job anxiety. The findings indicate that work–family balance affects organizationally relevant employee psychological outcomes (i.e., job anxiety and turnover intentions) and is a predictor of voluntary turnover. The study further highlights three stages at which hospitality and health care managers and supervisors may intervene to reduce the likelihood of voluntary turnover, namely, to help employees maintain their work and family balance, to correct imbalances, and to restructure or otherwise change work duties if an employee intends to leave.

The Relationship between Job Demands and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Psychological Detachment and Job Anxiety

“…The current study’s results suggest that job demands and psychological detachment act as antecedent variables and CWBs as an outcome variable of job anxiety. Our study shifts from the previous studies’ focus on personality traits (antecedent variables) ( Gramstad et al, 2013 ; Starrenburg et al, 2013 ) and turnover intention (outcome variable) ( Jensen et al, 2013 ; Vanderpool and Way, 2013 ; Husain et al, 2016 ). Thus, this study enriches understanding of the antecedent and outcome variables of job anxiety and contributes to existing knowledge about job anxiety by incorporating it as a key part of the stressor-detachment model.…”

I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

“…It is a statistically adequate number, but the comparison between groups would require verifying the results with groups of similar size [108]. Another interesting line of research would be to study the determinants of turnover using the theoretical model of this work, since the research in the literature identifies some common determinants for turnover and absenteeism [109,110]. Finally, the well-being that is generated by WFP could also increase worker commitment, motivation, participation, and performance [22,23,51].…”

A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

“…This study used four out of five anxiety related items. Insights from previous studies published in well reputed journals suggest that the four items selected for this study best capture the notion of job anxiety (Glazer & Beehr, 2005;Glazer & Kruse, 2008;Vanderpool & Way, 2013). Reliability results of all the questionnaires have been reported in Table 2.…”