Work-Family Facilitation and Family Satisfaction as Mediators in the Relationship between Job Demands and Intention to Stay

Abstract

<p>Employee turnover has been a major concern among researchers in human resource development (HRD) area since it has negative impact on organization. This study was conducted to test the mediating effects of work-family facilitation and family satisfaction on the relationship between job demands as the independent variable and intention to stay as the dependent variable. Data was collected from 240 middle age single mother employees by using self-administered research questionnaire. Samples were determined through simple random sampling method whereby six out of 24 single mother associations were selected to obtain research samples. Descriptive statistical analysis was conducted to describe the demographic characteristics of respondents. Pearson Product Moment Correlation was used to determine the relationships among variables and Structural Equation Modeling using AMOS version 16.0 was utilized for model testing and to verify the presence of mediation effects. Then the Sobel’s z-test was used to examine whether the mediators carry the effect of the independent variable on the dependent variable. The findings indicated that there were positive relationships among variables. The results also established the presence of mediation effects between the independent and dependent variables. Organizations may utilize job demands factor, work-family facilitation and family satisfaction as mechanisms to promote longer retention among employees.</p

Social support as a moderator of the relationship between work family conflict and family satisfaction

“…However, numerous gaps exist in the previous studies, especially in Malaysia. Namayandeh et al (2011) emphasised that empirical studies related to family satisfaction are limited (Mustapha et al, 2011;Rashid et al, 2011;Sim & Bujang, 2012). In addition, previous studies that investigated the supervisors and co-workers' support simultaneously were limited (Ng & Sorensen, 2008;Witt & Carlson, 2006).…”

Role of Work-Family Enrichment in Improving Job Satisfaction

“…However, there have been a growing number of researchers who have recognized the positive side of this interface (Greenhaus and Powell, 2006;Noraani et al, 2011;Wayne et al, 2004). Researchers have used different labels to indicate the positive side of this interface, including work-family enhancement (Ruderman et al, 2002), enrichment (Carlson et al, 2006;Greenhaus and Powell, 2006;McNall et al, 2010b), facilitation (Wayne et al, 2004;Noraani et al, 2011) and positive spillover (Grzywacz and Marks, 2000;Hanson et al, 2006).…”

“…Despite the growing interest, few researchers have focused on the mediating role of work-family enrichment in studies on job attitudes (Baral and Bhargava, 2010;McNall et al, 2010a), since workfamily enrichment as a field of study is still at its infancy Science Publications AJAS stage (Carlson et al, 2011;Shockley and Singla, 2011). Previously, most of the studies on work-family enrichment have been conducted in Western countries and far too little attention has been paid to examine work-family enrichment in Malaysia (Noraani et al, 2011). Additionally, the interface between work and family roles among teachers has rarely been examined (Cinamon and Rich, 2005).…”

British Sojourner’s Barrier Dan Adjustment Terhadap Intention to Stay Native Speaker

“…Intention to Stay diartikan sebagai keinginan karyawan untuk bertahan didalam sebuah organi-sasi (Mustapha et al, 2011;Tett & Meyer, 1993), intention to stay juga dapat diartikan seperti konversi terhadap turnover intention (Kim et al, 1996;Mustapha et al, 2011).…”