Work-Family Conflicts: A Case of Employees’ Turnover Intention

Ghayyur, Muhammad; Jamal, Waseef

doi:10.7763/ijssh.2012.v2.90

Cited by 34 publications

(32 citation statements)

References 22 publications

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“…The results of this study are in line with the research by Ghayyur, and Jamal (2012), Thanacoody et al (2009), and Haar, et al (2012), which state that turnover intention is often associated with workfamily conflicts, and that work-family conflict has a positive and significant effect on turnover intention. The emergence of conflict is due to an imbalance in performing the workload and the family role which makes employees feel uncomfortable, and ultimately leads to turnover intention (Ida Ayu and I Gusti Ayu, 2016).…”

Section: Discussionsupporting

confidence: 91%

The Effects of Work-Family Conflict on Turnover Intention of Banksr Employees in Padang with Burnout as The Mediating Variable

Sarianti¹,

Fitria²,

Engriani³

2018

Proceedings of the First Padang International Conference on Economics Education, Economics, Business and Management, Accounting

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The study aims to examine the effect of work-family conflict on turnover intention of banks' employees in Padang with burnout as the mediating variable. The population of this study was all female employees at 7 conventional banks selected in the city, and the population number was 378 people. The sampling technique of this research was purposive sampling technique and the sample size was 100 people. The primary data were analyzed using regression analysis technique with a mediating variable and a causal step method with SPSS version 20 program. Based on the results of data processing, it can be concluded that work-family conflict has a significant effect on the turnover intention of banks' employees in Padang. Burnout is proven as a significant mediating variable of work-family conflict with turnover intention in banks in Padang.

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Section: Discussionsupporting

confidence: 91%

The Effects of Work-Family Conflict on Turnover Intention of Banksr Employees in Padang with Burnout as The Mediating Variable

Sarianti¹,

Fitria²,

Engriani³

2018

Proceedings of the First Padang International Conference on Economics Education, Economics, Business and Management, Accounting

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“…They observe that work-life balance has a significant relationship with the employee's turnover. (Ghayyur & Jamal, 2012) also measured the significant connection between work-life balance and turnover intention of the worker. Aforementioned author postulate that workers who experience long working hours have to struggle for the needs of their family life and he believes that flexible working hours can have a positive effect on their workers in order to remain employed, happy and dedicated.…”

Section: Work-life Policiesmentioning

confidence: 99%

Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles

Hassan

Siddiqui

2020

IJHRS

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Succession planning (SP) and employee retention (ER) are mutually reinforcing. Meaning ineffective succession planning leads to turnover, and that would, in turn, make the succession plan ineffective. Hence the big challenge is to find how SP affects ER. For this, we proposed a model explaining the mediation effect of various factors on SP-ER nexus. We hypothesize that proper Succession planning produces a positive effect on Performance Goal Orientation, Supervisor Support, Working Environment, Rewards, Work-life Policies, Career Development, and Job Security. And these factors, in turn, lead to employee retention. We further assumed that the ER would lead to Organizational Effectiveness. To establish its empirical validity, we conducted a survey using a close-ended questionnaire. Data was gathered from 300 respondents who are serving in the middle and lower level of management in the private organizations in Pakistan. Data analysis was done through the descriptive statistics, partial least square (PLS), and Structural Equation Modeling (SEM) with the help of SmartPLS3. The findings indicated that effective succession planning practices had a meaningful, favorable connection with employee retention and out of seven mediators, only three mediators i.e. job security, rewards, and supervisor support significantly mediated the association between effective succession planning practices and employee retention. Succession planning also seems to significantly affect the working environment, work-life policies, and career development. Results also exhibited that there’s an insignificant link between effective succession planning practices and organizational effectiveness and also there is no positive relationship between employee retention and organizational effectiveness.

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“…The results was for Kawiana, et.al. (2018), Ghayyur and Jamal (2012) and Mansoor et al (2011) state that the higher the conflict and the stress felt by someone, the more intention turnover will be. According to Lathifah and Rohman (2014), they argued that if the level of work stress is already felt by someone, the desire to get out of the company where they work would appear.…”

Section: Literature Reviewmentioning

confidence: 99%

Work-family conflict on turnover intention regarding work stress as intervening variable

Kusumanegara

Asmony

Numayanti

2018

ijssh

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This study aims to analyze and understand the significance of work-family conflict influence on turnover intention, the significance of work-family conflict effect on work stress, the significance of work stress influence on turnover intention and the influence of work-family conflict influence on turnover intention through work stress as variable intervening on marketing employees of BUMN Bank in Mataram City. This type of research is a causal associative. This research uses purposive sampling method in determining the sample. The number of respondents is 96 people. Methods of data collection in this study are interviews, documentation, and questionnaires. Data analysis techniques used in this study is the analysis of PLS (Partial Least Square) with the help of the SmartPLS program. The results showed that work-family conflict had a positive and significant influence on turnover intention, the work-family conflict had the positive and significant effect to work stress, work stress had a positive but not significant effect on turnover intention, and work stress did not function as intervening on indirect influence work-family conflict on turnover intention.

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Work-Family Conflicts: A Case of Employees’ Turnover Intention

Cited by 34 publications

References 22 publications

The Effects of Work-Family Conflict on Turnover Intention of Banksr Employees in Padang with Burnout as The Mediating Variable

The Effects of Work-Family Conflict on Turnover Intention of Banksr Employees in Padang with Burnout as The Mediating Variable

Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles

Work-family conflict on turnover intention regarding work stress as intervening variable

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