Work-life balance, job satisfaction and retention: Turnover intentions of professionals in part-time study

Abstract

Background: Undertaking degree studies while working can provide life-changing career opportunities. These studies, however, can introduce substantial work-life balance conflict, particularly for those with family responsibilities, with important implications for retention.Aim: The aim of this study is to test theory that predicts the effects of certain moderating and mediated influences on the relationship between work-life balance conflict and turnover intentions of professional staff undertaking evening degree classes at a selected South African university.Setting: The sample was drawn from a large university in Gauteng, South Africa.Methods: This study applies Hayes’s PROCESS methodology to test the moderating effects of age, gender, numbers of dependent children, social support, engagement and levels of stress on the relationship between work-life conflict and turnover intentions. Further tests of mediation are performed to test the mediating influence of job satisfaction on the same relationship.Results: Findings suggest a unique configuration of moderating and mediation influences relating to the work-life balance conflict for this cohort, particularly for those with dependent children. Those with more children who experience higher levels of work-life balance conflict are less likely to display higher turnover intentions. Individuals with higher levels of social support are however more likely to report higher levels of turnover intentions.Conclusion: These results support the conclusion that the relationships between work-life conflict and turnover intentions for working individuals undertaking evening degree classes in this context, display a different configuration of moderating influences from those expected in general working populations. Employers and other stakeholders should pay particular attention to these implications so as to ensure retention of scarce skills.

Employee Retention in the Service Industry in Malaysia

“…The H1 of this study was that work-life balance positively affects employee retention. The finding was supported, and therefore aligned to that of Kamalaveni et al ( 2019 ), Adriano and Callaghan ( 2020 ) and Choi ( 2020 ). Work- life balance appears to be an important component of corporate social responsibility, and results show that organizational leaders should be aware of their responsibilities to ensure that their staff are not working so hard that it interferes with their personal lives, as this may create medical concerns, and in turn affect morale, productivity, and job satisfaction.…”

“…Hashim et al ( 2016 ) reported a high quality and direct relationship between work-life balance and retention among middle management employees in Malaysia. Additionally, research by Adriano and Callaghan ( 2020 ) on professionals in part-time study in South Africa showed that a favorable work-life balance could help to improve job satisfaction and employee overall turnover intention. Therefore, we hypothesized that:…”

Pengaruh Talent Management Dan Work Life Balance Terhadap Retensi Karyawan Dengan Mediasi Dukungan Organisasi

“…Hal tersebut konsisten dengan studi yang meneliti pada 550 responden di industri manufaktur keramik di India yang diteliti oleh Umamaheswari et al (2015) mengindikasikan adanya korelasi positif antara pelaksanaan work-life balance dengan tingkat retensi karyawan. Studi yang dilakukan oleh Adriano & Callaghan (2020) juga menemukan bahwa perusahaan sebaiknya mempunyai regulasi worklife balance yang dapat mengakomodasi adanya dampak dari konflik work-life, sehingga dapat membantu organisasi dalam meretensi karyawannya. Uraian di atas menjadi dasar untuk mengajukan hipotesis sebagai berikut: H2: Work-Life Balance berpengaruh terhadap Retensi Karyawan.…”

Contextualising the Determinants of Job Embeddedness in the Higher Learning Institution with the Lenses of African Culture

“…As a result, Industrial & Organisational (I/O) Psychologists need to master the science of retaining valued employees as they immensely contribute to the organisation's success. However, looking at previous studies, more research is on why employees choose to leave educational industry (Adriano & Callaghan, 2020;Barkenhuizen et al, 2020;Chacha et al, 2019;Mashile et al, 2021;Sender et al, 2018), rather than why employees stay within the organisation…”