The Role of Supervisor Support on Work-Family Conflict and Employee Turnover Intentions in the Workplace With Mediating Effect of Affective Commitment in Twin Cities in the Banking Industry, Pakistan

Abstract

Organizations compete in today's world through its intangible assets which literature describe as human capital. Technology can be replaced but human capital cannot be replaced completely ever. Employee retention is center of attention for all the organizations' nowadays. Retentions of employees' mainly based on supervisors support and their affiliation with organization. This paper attempts to examine the impact of supervisor support on work family conflict and turnover intentions directly and indirectly through affective commitment. In order to collect the data this study used closed ended questionnaires from banking industry of twin cities of Pakistan. SEM (AMOS) was employed to test hypotheses. Findings reveal the mediating role of affective commitment particularly in context banking sector of Pakistan. This study filled the gap by investigating supervisor support on work family conflict along with affective commitment. Findings of this study are important from two perspectives. First is the banking sector and secondly the twin cities in which there is almost no study has been conducted before. Implications are particular for banking industry top managers and practitioners. Top management can implement such practices in order to retain their employees.

The Impact of Job Stress and State Anger on Turnover Intention Among Nurses During COVID-19: The Mediating Role of Emotional Exhaustion

“…State anger refers to a psychobiological state in which an individual’s emotions fluctuate from minor irritation to an intense level of rage ( Spielberger, 1999a ). In the literature, the association of state anger has been investigated with many other variables, such as depression, anxiety, and job stress ( Grandey et al, 2002 ; Kiecolt-Glaser et al, 2002 ; Sloan, 2004 ; Khan et al, 2020 ; Shah et al, 2020 ). The literature suggests that interpersonal interactions with others positively influence state anger among employees, which leads them toward intentions to leave ( Sloan, 2004 ).…”

“…Turnover intention is defined as an employee’s own estimated probability of leaving his or her job or current organization at some point in the near future permanently due to various factors ( Khan et al, 2020 ). Nurses working in the emergency departments are the first line of defense since most infected patients approach the emergency department ( Rafiq et al, 2020 ).…”

Impact of Work-Family Conflict on Job Satisfaction among HEI Faculty Members: Moderating Role of Supervisor Support

“…Supervisor's support is basically the perception of the employee towards their supervisor's supportive attitude, inspiration and concern (Khan et al, 2020). Workplace support proposes that workplaces can be very essential in providing employees help regarding the issues like managing and harmonizing work and family domains (Öge, Çetin, & Top, 2018).…”

“…Employees also make a perception about how the organization and supervisor show interest towards their welfare (Jin & McDonald, 2017). Support from workplace is characterized as the degree to which people see that their prosperity is esteemed by work environment sources, for example, supervisors and other executives (Khan et al, 2020).…”

“…Considering the importance of supervisor support in organizational arena (Jung et al, 2020), job satisfaction is one of the major outcome that affects the organizational productivity. Thus, the present study addressed the gap identified by (Khan et al, 2020) that suggested examining the moderating role of supervisor's support in the relationship between work-family conflict and job satisfaction. To the best of our knowledge, these variables have not been previously examined in the local context among HEI university Faculty members of Pakistan…”