The Influence of Interpersonal Conflict, Job Stress, and Work Life Balance on Employee Turnover Intention

Ahmad, Ahmad Fathulla

doi:10.22161/jhed.4.2.1

Cited by 12 publications

(10 citation statements)

References 31 publications

(44 reference statements)

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“…Based on this it can be seen that the first hypothesis in this study is accepted. The results of this study are in line with the results of research conducted by Yu et al (2022), Ahmad (2022) and Kerdpitak & Jermsittiparsert (2020) which revealed that there is a significant positive effect between work life balance on turnover intention. Ramdhani, et al (2018) work life balance is the achievement of quality of life because individuals are able to manage the complexities of the world of work and their personal world.…”

Section: Effect Of Work Life Balance On Turnover Intentionsupporting

confidence: 91%

The Role of Job Engagement in Mediating Work Life Balance in Turnover Intention

Suaedi

2024

Ekonomis

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Gen Z is a generation that has difficulty experiencing job satisfaction. Gen Z tends to have the intention to reach the highest peak in a job. Therefore, Gen Z has a tendency to leave the company and look for alternative jobs in other workplaces. This study aims to determine the effect of work life balance on turnover intention through job engagement for Gen Z employees in Surabaya. This research method uses quantitative analysis techniques to test hypotheses and test mediation or path analysis. The results of this study found that work life balance and job engagement have a simultaneous effect on turnover intention variables.

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Section: Effect Of Work Life Balance On Turnover Intentionsupporting

confidence: 91%

The Role of Job Engagement in Mediating Work Life Balance in Turnover Intention

Suaedi

2024

Ekonomis

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“…Kelly et al (2020) connected WLB with job stress, burnout, and job satisfaction. Gribben and Semple (2021) connect WLB with job stress and burnout, while Ahmad (2022) explains the relationship of WLB to job stress, interpersonal conflict, and employee turnover intention.…”

Section: Introductionmentioning

confidence: 99%

The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?

Hendriana

Christoper

Zain

et al. 2023

J. Theor. Appl. Manage.

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Objective: This study aims to investigate two models that examine the role of employer branding in the relationship between work-life balance and employee retention in Generation Z workers. Design/Methods/Approach: This study applied quantitative methods by distributing questionnaires using google forms. A purposive sample of 189 Generation Z workers in Greater Jakarta, Indonesia, was used to test the models. The data was processed using SmartPLS 3 Software. Findings: The results of the PLS-SEM analysis revealed a significant relationship between work-life balance, job stress, emotional exhaustion, and employee retention. Instead of mediating the relationship between work-life balance and employee retention, this study revealed that employer branding significantly moderated the relationship between emotional exhaustion and employee retention among Generation Z workers. These findings could be used to develop a human capital strategy to retain Generation Z employees. Originality/Value: Among many studies on the relationship between work-life balance and employee retention, only a few focus on Generation Z workers. This generation also places greater emphasis on employer branding when considering their workplace. However, employer branding is rarely integrated into work-life balance research. This study extends the application of social exchange theory to explain the relationship between work-life balance (WLB) and employee retention by integrating employer branding into the model. Practical/Policy implication: Given the results, organizations may provide flexibility that enables employees to work from anywhere and anytime. Moreover, companies must design strategies to manage WLB, such as flexible working hours to allow employees to manage their work schedules according to their needs and reduce workplace conflicts. Companies are advised not to assign responsibilities that do not correspond to the employee’s position or job description. Organizations may provide mindfulness training through meditation during breaks or before and after work hours to help them relax from their workload and avoid emotional exhaustion. Lastly, companies must engage in internal marketing activities by creating positive work culture, designing clear career paths, providing training, offering attractive benefits, and providing opportunities for employees to grow and develop.

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“…In other words, great teachers aim to balance their personal and professional life, leading to better time management skills. However, there is a connection between stress, work-life tension, and employee turnover (Ahmad, 2022). Therefore, the more one learns how to manage job and family life, the more effective and productive they become.…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction, Organizational Culture and Work-Life Balance: Structural Equation Model of Organizational Commitment Among Public School Teachers

Quines,

Arendain

2023

EJES

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The desire of teachers to support students and assume responsibility for their education is embraced by the concept of teacher’s organizational commitment. The idea of teachers' organizational commitment embraces teachers' desire to assist students and take ownership of their education. To determine how happy they were with their positions, how they felt about the business culture, how balanced work and family life were, and how devoted they were to the organization, this study looked at 420 public school teachers in the Davao Region. Furthermore, it analyzed the associations between the factors. A structure-equation model was used to determine work-life balance, job satisfaction, and organizational culture that matched teachers' organizational commitment. The discoveries uncovered high degrees of hierarchical commitment, the balance between serious and fun activities, authoritative culture, and occupation fulfillment. Important relationships were between work-life balance, organizational commitment, and job satisfaction. Organizational culture and organizational commitment were also important relationships. Lastly, there was a good fit for the teachers' organizational commitment regarding work-life balance, organizational support, and professional pride. These factors included organizational culture, employee management, and strategic emphasis. Therefore, job satisfaction, organizational commitment and work life balance were strong predictors of organizational commitment. In order to prevent teacher turnover in this profession, it was advised that schools always support teachers' ongoing professional development, which can be done through seminars and training. Article visualizations:<img src="/-counters-/soc/0015/a.php" alt="Hit counter" />

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The Influence of Interpersonal Conflict, Job Stress, and Work Life Balance on Employee Turnover Intention

Cited by 12 publications

References 31 publications

The Role of Job Engagement in Mediating Work Life Balance in Turnover Intention

The Role of Job Engagement in Mediating Work Life Balance in Turnover Intention

The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?

Job Satisfaction, Organizational Culture and Work-Life Balance: Structural Equation Model of Organizational Commitment Among Public School Teachers

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