Does work-personal life interference predict turnover among male and female managers, and do depressive symptoms mediate the association? A longitudinal study based on a Swedish cohort

Abstract

BackgroundIn the present study we used a longitudinal design to examine if work-personal life interference predicted managerial turnover, if depressive symptoms mediated the association, and if the relationships differed by gender.MethodsData were drawn from four waves (2010, 2012, 2014 and 2016) of the Swedish Longitudinal Occupational Survey of Health (SLOSH), a cohort of the Swedish working population. Participants who in any wave reported to have a managerial or other leading position were included (n = 717 men and 741 women). Autoregressive longitudinal mediation models within a multilevel structural equation modelling (MSEM) framework, in which repeated measures (level 1) were nested within individuals (level 2), were fitted to data. First, bivariate autoregressive and cross-lagged paths between the variables were fitted in gender stratified models. Secondly, a full gender stratified mediation model was built to estimate if the association between work-personal life interference and turnover was mediated through depressive symptoms. Gender differences in cross-lagged paths were estimated with multiple-group analysis. All analyses were adjusted for age, education, labour market sector, civil status and children living at home, and conducted in MPLUS 7.ResultsIn both genders there were significant paths between work-personal life interference and turnover. Depressive symptoms were, however, not found to mediate in the relationship between work-personal life interference and turnover. The models differed significantly between genders.ConclusionsEstablishing organisational prerequisites for good work-personal life balance among managers may be a means to retain both male and female managerial talent.

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“…Seseorang akan berusaha untuk mencapai sesuatu yang dicita-citakan di dalam kehidupannya, namun apabila ia terlalu fokus mengejarnya maka akan terjadi pengabaian terhadap tugas serta tanggung jawab pada pekerjaannya. Dalam konteks ini, aktivitas bekerja dan situasi pekerjaan tidak diuntungkan (Nyberg et al, 2018). Pada saat yang sama, berbagai aktivitas pribadi dan tuntutan kualitas hidup keluarga akan menghalangi tanggung jawab pekerjaan.…”

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