Work-Family Conflict, Burnout, and Turnover Intention among Chinese Social Workers: The Moderating Role of Work Support

Jia, Cindy Xinshan; Li, Jessica C. M.

doi:10.1080/01488376.2021.1942393

Cited by 32 publications

(20 citation statements)

References 79 publications

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“…This study also explored the relationship of role stress as a moderating variable on the direct relationship between agile leadership and inter-role conflicts. As hypothesized, the study found a significant negative relationship between agile leadership and work–family conflicts and family–work conflicts, which are also supported by studies conducted by Akkaya et al (2020) and Jia and Li (2022) . In Pakistani context, research suggests that academic and adaptive leadership helped implement change and develop higher education institutes ( Mukaram et al, 2021 ).…”

Section: Discussionsupporting

confidence: 84%

“…Organizations should focus on long-term solutions rather than quick fixes when addressing variables that could lead to work and family conflicts ( Smith et al, 2022 ). Interference between work and family significantly and negatively affects both burnout and intention to quit, but work support from one’s top manager and leader moderates and reverses this influence ( Jia and Li, 2022 ). Research repeatedly demonstrates a negative relationship between work–family conflict and support at work, particularly supervisor support ( Anderson et al, 2002 ; Frye and James, 2004 ; Weale et al, 2021 ; Chang et al, 2022 ).…”

Section: Literature Reviewmentioning

confidence: 99%

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Role of agile leadership in managing inter-role conflicts for a satisfying job and life during COVID-19 in a VUCA world

et al. 2022

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This study investigated how agile leadership played its role in managing inter-role conflicts during the chaotic period of the COVID-19 pandemic. The COVID-19 pandemic was much more than the survival of the fittest and coming out of it alive. Organizations were under immense pressure to resume their normal operations in not-so-normal situations. This period of turmoil and agony brought a broad array of inter-role conflicts, which posed challenges for leaders to manage them effectively. The satisfaction at job and the satisfaction in life were the two most important endeavors for the employees to fight. This study explores how leadership agility helped employees manage their work–family and family–work conflicts, consequently impacting life satisfaction and job satisfaction simultaneously. Moreover, role ambiguity, role conflict, and role overload are important intervening role stress factors that impact inter-role conflict management. So, role stress is a moderating factor in the direct relationship between agile leadership and inter-role conflict. This is a two-phased time lag study with a quantitative design for data collection. The first phase of data collection comprises of analyzing the impact of agile leadership on inter-role conflict management, keeping in view the intervening impact of role stress. The second data collection phase examines how inter-role conflicts impacted life satisfaction and job satisfaction during COVID-19. The data were collected from faculty working in higher education institutions in Pakistan, as the education industry was the second major sector that was affected because of COVID-19 after the health care industry. This research found that agile leadership plays a significant role in determining job satisfaction and life satisfaction. Agile leadership during the COVID-19 pandemic helped to manage work–family (AgileL -> WFC -> JS β = 0.1020, p = 0.0112 and AgileL -> WFC -> LS β = 0.1361, p = 0.0014) and family–work conflicts (AgileL -> FWC -> JS β = 0.1598, p = 0.0017 and AgileL -> FWC -> LS β = 0.1160, p = 0.0093) and reduce role stress. Future researchers might include marital satisfaction, as the inter-role conflicts highly impacted marital satisfaction and resultant imbalances among dual-earning couples. Comparative studies in this regard, explaining how dual-earning couples managed to sustain marital health and the role of leadership in developed and developing countries would be enlightening.

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Section: Discussionsupporting

confidence: 84%

Section: Literature Reviewmentioning

confidence: 99%

Role of agile leadership in managing inter-role conflicts for a satisfying job and life during COVID-19 in a VUCA world

et al. 2022

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“…Work-family conflict is positively connected to turnover intentions in recent studies (e.g. De Gieter et al, 2022;Jia and Li, 2022). Considering the Nigerian culture where women are expected to work and take full responsibility on the home front (Karatepe and Magaji, 2008), therefore, we posit that: H3.…”

Section: Work-familymentioning

confidence: 89%

Women in travel and tourism: does fear of COVID-19 affect Women's turnover intentions?

Uludağ

Olufunmi

Lasisi

et al. 2022

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PurposeThe purpose of this study was to examine the role of fear of COVID-19 and job stress on women's turnover intentions in the hospitality industry (travel agencies). Also, the mediating role of work-family conflict was examined.Design/methodology/approachThree theoretical approaches of importance for framing issues of fear of COVID-19, job stress, work-family conflict and women's turnover intentions. Using the purposive sampling technique, the participants for the current paper were selected from the population of employees of top travel and tour operation firms in Lagos, Nigeria.FindingsFindings from the study indicate that the fear of COVID-19 and job stress was found to be positively related to work-family conflict and work-family conflict was positively related to women's turnover intentions. Work-family conflict mediates the positive relationship between fear of COVID-19 and women's turnover intentions, while against priori; the work-family conflict did not mediate the relationship between job stress and women's turnover intentions.Research limitations/implicationsOur study's findings were limited in their generalizability because they focused on a specific operating sector of tourism, travel and tour. Testing the study's model in different tourism operating sectors or mixed industries could offer better insights. A comparative study between this current context and western/non-western contexts to provide more contextual insights.Originality/valueThis study considered travel agencies (the pillar of the tourism industry) that have been understudied. The main strength of the study is its female-centric approach to uncovering the influence of the COVID-19 pandemic on hospitality employee outcomes. Specifically, the study used African females in the hospitality settings to investigate the aforementioned relationships. 10; Keywords: COVID-19; job stress; turnover intention; work-family conflict.

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“…In addition, WFS can lead to increased stress and burnout, which further increases turnover intention (Jia and Li, 2022). PPS may assume a moderating role in the association between leader empowerment behavior and employee turnover intention through various mechanisms.…”

Section: Theory and Hypothesismentioning

confidence: 99%

Turning the tide: an impact of leader empowering behavior on employees' work–family conflict, spillover and turnover intention in tourism

Khan,

Bahadur,

Ramzan

et al. 2024

LODJ

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PurposeThe aim of this study is to look into the associations, both direct and indirect, between a leader empowering behavior and employee turnover intention. Additionally, this study examines the mediating effects of work–family conflict (WFC) and work–family spillover (WFS) in the association between a leader empowering behavior and employee turnover intention. This study also explored how perceived peer support (PPS) may have a moderating effect on these associations.Design/methodology/approachA time-lag approach was used in this study to collect data from the 228 participants that made up the sample. Both front-desk employees and their immediate supervisors were included in this sample, which came from diverse tourism enterprises in central China. The research design included two independent time waves that were separated by two months, making it easier to examine the way the variables of interest changed throughout that time.FindingsThe results showed that there is a significant impact of leadership behaviors on WFS, WFC and employee turnover intention. This study showed a significant mediating effect of WFS, however, the influence of WFC as a mediator was not statistically significant. Furthermore, the results suggested that PPS significantly moderated the association between leader empowering behavior and WFS. The findings revealed that the mediating effect of WFS in the association between leader empowering behavior and employee turnover intention.Originality/valueThis study advances knowledge of the impacts of leadership empowering behavior on employee turnover intention through the use of a moderated mediation analysis. Based on the leader member exchange, it offers a distinctive perspective on leadership empowering behaviors to maintain a work–family balance in tourism.

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Work-Family Conflict, Burnout, and Turnover Intention among Chinese Social Workers: The Moderating Role of Work Support

Cited by 32 publications

References 79 publications

Role of agile leadership in managing inter-role conflicts for a satisfying job and life during COVID-19 in a VUCA world

Role of agile leadership in managing inter-role conflicts for a satisfying job and life during COVID-19 in a VUCA world

Women in travel and tourism: does fear of COVID-19 affect Women's turnover intentions?

Turning the tide: an impact of leader empowering behavior on employees' work–family conflict, spillover and turnover intention in tourism

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