Work–family conflict, social support, and turnover intentions: A longitudinal study

Nohe, Christoph; Sonntag, Karlheinz

doi:10.1016/j.jvb.2014.03.007

Cited by 170 publications

(126 citation statements)

References 40 publications

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“…Further, the occurrence of interpersonal conflicts, which is an example of an emotional demand, is also linked to WFC (Peeters et al, 2005). WFC, but not FWC, had a positive correlation (moderate effect size) with turnover intentions, which is theoretically and empirically reasonable (Nohe and Sonntag, 2014; Chen et al, 2015). This result is not in line with the result of Grandey and Cropanzano (1999), which may be partly explained by the fact that WFC and intention to leave the current job were assessed by other measures in the latter study.…”

Section: Discussionsupporting

confidence: 55%

“…We assessed only the number of children, which had no significant associations with the studied variables. Examples of other demands that we have not examined are home workload (Peeters et al, 2005), caring for sick or elderly parents (Marks, 1998), marital conflicts (Fincham, 2003), family climate (Michel et al, 2011), and leader support (Nohe and Sonntag, 2014). In the future, a dyadic design, in which data regarding WFC/FWC are collected among the nurses’ family members, could be considered.…”

Section: Discussionmentioning

confidence: 99%

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Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Dåderman

Basińska

2016

Front. Psychol.

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Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.Rationale/Aims: This study uses Hobfoll’s conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

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Section: Discussionsupporting

confidence: 55%

Section: Discussionmentioning

confidence: 99%

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Dåderman

Basińska

2016

Front. Psychol.

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“…Furthermore, employees who experience WIF regularly could produce negative attitude or behaviour to job, resulting to lower job satisfaction and produce withdrawal behaviours like quitting job to eliminate stress (Zhao & Namasivayam, 2012). On the other hand, Nohe & Sonntag (2014) explain the significant relationship between FIW and job satisfaction, particularly, when family roles interfere with work roles (FIW), it is increasingly likelihood of unfinished work responsibilities, and then raising unfavourable feelings to organisational arrangements like the job itself which in turn creates adverse feelings to work or impedes work performance, causing lower job satisfaction. Review from literatures found that the relationship between work-family conflict and job satisfaction is frequently discussed, but there are some inconsistent with the findings on the relationship between two constructs (Choi & Kim, 2012;Rathi & Barath, 2013).…”

Section: The Relationship Between Work-family Conflict and Job Satisfmentioning

confidence: 99%

Untitled

2016

JABS

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Work and family issues have been long discussed in academic and practices. Work affects family and personal life and vice versa. The relationship of work and family could lead to positive consequences (e.g. Improved skills, morale) or negative consequences (e.g. Conflict, strain, exhaustion) to employees. The aims of this paper is to investigate the effects of workfamily conflict on job satisfaction and compare the differences between employees working in State-owned enterprises (SOEs) and Foreign-invested enterprises (FIEs) in Vietnam. Respondents for this study were obtained from 49 employees from SOEs and 35 employees from FIEs in Vietnam. Descriptive analysis, independent-sample t-test and hierarchical regression analysis were conducted to analyse the data. The results of the study reveal that job satisfaction were found to be significantly different, but work-to-family conflict and familyto-work conflict were not significantly differ between the employees from SOEs and FIEs. Moreover, work-to-family conflict (WIF) and family-to-work (FIW) conflict are not the significant predictors for employee job satisfaction in both enterprises. The findings suggest that cultural value affects the link between work-family conflict and job satisfaction to some extent. Research limitation and recommendation for future research on this topic were discussed.

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“…(12) Many studies have also shown an association between physical and psychological health risks associated with WFC and decreased work performance (7, 8, 13, 18–21) and increased turnover intentions. (7, 8, 18, 22, 23)…”

Section: Introductionmentioning

confidence: 99%

Cost and Return on Investment of a Work–Family Intervention in the Extended Care Industry

Dowd

Bray

Barbosa

et al. 2017

Journal of Occupational &Amp; Environmental Medicine

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Objective To estimate the cost and return on investment (ROI) of an intervention targeting work-family conflict (WFC) in the extended care industry. Methods Costs to deliver the intervention during a group-randomized controlled trial were estimated, and data on organizational costs—presenteeism, health care costs, voluntary termination, and sick time—were collected from interviews and administrative data. Generalized linear models were used to estimate the intervention’s impact on organizational costs. Combined, these results produced ROI estimates. A cluster-robust confidence interval (CI) was estimated around the ROI estimate. Results The per-participant cost of the intervention was $767. The ROI was −1.54 (95 percent CI: −4.31 to 2.18). The intervention was associated with a $668 reduction in health care costs (p < 0.05). Conclusions This paper builds upon and expands prior ROI estimation methods to a new setting.

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Work–family conflict, social support, and turnover intentions: A longitudinal study

Cited by 170 publications

References 40 publications

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Untitled

Cost and Return on Investment of a Work–Family Intervention in the Extended Care Industry

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