Work-Family Conflict and Women’s Turnover Intention: Mediating Effects of Organizational Commitment

Belwal, Shweta; Belwal, Rakesh

doi:10.1007/s11482-023-10168-x

Cited by 4 publications

(4 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Based on the results of the path analysis test, it was found that organizational commitment can mediate work-family conflict on the performance of female nurses, with a total path coefficient influence value of -0.276 > the direct influence of -0.155, meaning that the indirect influence is a negative influence, which can be explained if the work family If conflict has a low value in the mediating variable, the nurse's performance level will increase. These results are in line with research conducted by (Belwal & Belwal, 2023;Lestari & Budiono, 2021), which shows that commitment to the organization is identified as a mediator in the relationship between work-family conflict and women's performance. This means that the level of commitment to the organization can influence the extent to which work-family conflict affects women's work.…”

Section: Discussionsupporting

confidence: 90%

“…According to (Cao et al, 2020;Finthariasari et al, 2020;Hatam et al, 2016;Karya et al, 2021;Lambert et al, 2020Lambert et al, , 2021Nurul Hidayati et al, 2021;Vickovic & Morrow, 2020) organizational commitment can be influenced by work-family conflict (WFC). WFC can cause work stress, decreased job satisfaction, and ultimately reduce organizational commitment, which in the end will also affect the individual's performance (Belwal & Belwal, 2023;Lestari & Budiono, 2021). Meanwhile, according to (Diana et al, 2022;Ady and Harfa, 2020;Ismail & Razak, 2016;Mustofa & Frianto, 2019;Saufa & Maryati, 2017) another component that can influence OC is job satisfaction (JS).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Sarman,

Sari

2024

trikonomika

View full text Add to dashboard Cite

This study examines how nurses' performance is perceived regarding work-family conflict and job satisfaction and how organizational commitment plays a role in mediating this relationship at Pindad Bandung General Hospital. The research used a quantitative survey methodology with a sample of 66 female nurses. Data was collected through interviews, questionnaires, and observations, and path analysis was used to analyze the data. The results indicate that work-family conflict has a negative and significant impact on organizational commitment, while job satisfaction has a positive and significant impact on organizational commitment. Work-family conflict also has a negative and significant impact on nurse performance, while job satisfaction has a positive and significant impact on nurse performance. Furthermore, organizational commitment has a positive and significant impact on nurse performance. These findings suggest that work-family conflict and job satisfaction influence nurse performance and that organizational commitment mediates this relationship.

show abstract

Section: Discussionsupporting

confidence: 90%

Section: Introductionmentioning

confidence: 99%

Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Sarman,

Sari

2024

trikonomika

View full text Add to dashboard Cite

show abstract

“…First, a lot of research has been done on workers' intentions to quit; however, despite research being done on many other industries and organizations globally, on the commercial banking sector Sindh province (Nissa, Jhatial, Nawaz, & Halepota, 2018;Shakoor, Haider, Akhtar, & Asadullah, 2023). Despite the significance, current research has only addressed a particular group worker of banking sector (Belwal & Belwal, 2023). However, because COVID-19 raises a variety of issues related to the work environment, it has brought up a great deal of issues both on and off the job, such as family matters.…”

Section: Analysis and Discussionmentioning

confidence: 99%

Association between Work Environment, Work-Family Conflict and Employees’ Turnover Intention through Moderation of Job Experience in Commercial Banking Sector

Bhayo,

Shah,

Mangi

2024

Pak. J. Humanit. Soc. Sci

View full text Add to dashboard Cite

This study investigated the association between work environments, work family conflict and employee’s turnover intention through moderation of job experience in the commercial banking sector. Intention to leave is an important issue in Pakistan's private sector and is evaluated by management science using a variety of criteria to determine the fundamental cause of employee decision-making. This is quantitative study. It followed convenience sampling techniques and designed sample size on the basis of Krejcie and Morgan, (1970) Questionnaire was distributed in 500 and returned questionnaires were 398. Survey was conducted through questionnaire, and it was comprised of five-point Likert scale. This study followed social exchange theory because it details with human behavior, it is said if right behavior is predicted than conflict can be easily resolved. Many theories, models, and frameworks have been used in the private sector to assess several aspects of employee turnover intention. Findings revealed that significant and positive relationship among the work environment & turnover intentions. Work- family conflict has positive & significant association with employee’s turnover intention. Despite that association between job experience and turnover intention was strongly negative relation. This study concluded that employee turnover intention is a major issue in Pakistan's private sector and that it is a key component of management science, which is evaluated using a variety of factors to understand the fundamental process by which employees to make a decision to leave an organization.

show abstract

“…Work-family conflict adversely affects individuals' work and family lives to the extent that it affects overall wellbeing and health and even has dysfunctional and socially expensive effects ( 26 ). Previous research has shown that work-family conflict is an important predictive factor of turnover intention ( 27 – 29 ). In addition, work-family conflict could immediately or immediately affect other work-related factors such as presenteeism, anxiety, work engagement, or employee performance through mediation ( 30 – 32 ).…”

Section: Introductionmentioning

confidence: 99%

Effects of work-family conflict on turnover intention among primary medical staff in Huaihai Economic Zone: a mediation model through burnout

Wen,

Xu,

et al. 2023

Front. Psychiatry

View full text Add to dashboard Cite

BackgroundCountries worldwide face the challenge of how medical personnel manage conflicts between work and family. Especially after the challenge of the COVID-19 epidemic, it is necessary to explore the possible mechanisms of work-family conflict, burnout, and turnover intention among primary medical staff.ObjectivesThis study aims to observe the turnover intention of Chinese primary medical staff and explore the relationship between work-family conflict, burnout, and turnover intention.MethodsA cross-sectional study included a turnover intention questionnaire, the Maslach Burnout Inventory-General Survey (MBI-GS), and the Work-Family Conflict Scale (WFCS) to understand turnover intention, burnout, and work-family conflict among primary medical staff in four cities (Xuzhou, Linyi, Huaibei, and Shangqiu cities) within the Huaihai Economic Zone. Spearman correlation analysis and hierarchical multiple regression analysis were used to examine the related factors of turnover intention. Structural equation modeling (SEM) was used to study the mediating role of burnout between work-family conflict and turnover intention.ResultsIn this study, there is a positive correlation between work-family conflict and turnover intention (P < 0.01). Demographic characteristics, work-family conflict, and burnout explained 2.3%, 20.3%, and 8.8% of the incremental variances, respectively. Burnout mediated the association between work-family conflict and turnover intention.ConclusionsBurnout can be regarded as a mediator between two different variables: work-family conflict and turnover intention. Improving work-family conflict and alleviating burnout may play a key role in reducing the willingness of primary medical staff to resign. Corresponding measures can be taken to balance the conflict between work and family, alleviate burnout, reduce turnover rates, and build a primary medical staff team with higher medical service quality and stability.

show abstract

Work-Family Conflict and Women’s Turnover Intention: Mediating Effects of Organizational Commitment

Cited by 4 publications

References 75 publications

Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Organizational Commitment Mediating Work-Family Conflict and Job Satisfaction in Nursing Performance

Association between Work Environment, Work-Family Conflict and Employees’ Turnover Intention through Moderation of Job Experience in Commercial Banking Sector

Effects of work-family conflict on turnover intention among primary medical staff in Huaihai Economic Zone: a mediation model through burnout

Contact Info

Product

Resources

About