Work-Family conflict and turnover intentions: A study comparing China and U.S. hotel employees

Chen, Han; Ayoun, Baker; Eyoun, Khalid

doi:10.1080/15332845.2017.1406272

Cited by 47 publications

(37 citation statements)

References 70 publications

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“…The results supported the hypothesis H1, which states that the work-family conflict of teaching professionals negatively influenced their professional commitment. The findings of the direct effect showed a negative impact of work-family conflict directly on professional commitment (β = -0.816, p < 0.01) among teaching professionals, which is also supported by previous studies (Chen, Ayoun, & Eyoun, 2018;Breevaart, Bakker, Demerouti & Derks, 2016). In line with the abovementioned literature evidence, this study showed the negative relationship between teaching professionals' WFC and their professional commitment.…”

Section: Discussionsupporting

confidence: 90%

“…Teaching as a profession is considered to be blend with emotional demands as it requires continuous interaction with all its stakeholders, including students, parents, management, and peers (Cobbold & Asamani, 2015). The researches in the field of teaching from the late 90s examine the negative impact caused by these emotional demands (Chen, Ayoun, & Eyoun, 2018). Consistent with the conservation of resource theory (Hobfoll, 1989), prolonged stress in the form of work-family conflict leads to adverse effects on job-and healthrelated outcomes.…”

Section: Introductionmentioning

confidence: 99%

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Work-family conflict and professional commitment: proactive effect of transformational leadership

Arthi

Sumathi

2020

Problems and Perspectives in Management

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The study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.

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Section: Discussionsupporting

confidence: 90%

Section: Introductionmentioning

confidence: 99%

Work-family conflict and professional commitment: proactive effect of transformational leadership

Arthi

Sumathi

2020

Problems and Perspectives in Management

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“…With an increasing interest in employee turnover intention, numerous researches have been conducted to find out the predictors of employee turnover intention and discovered several factors including emotional intelligence (e.g., [14]), work-life conflict (e.g., [15]), job burnout (e.g., [16]), and a few others (e.g., [14,16]). Research has shown that emotional intelligence helps the employees to have control of their emotions and to understand the use of social skills that are helpful to the organization [17].…”

Section: Introductionmentioning

confidence: 99%

The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

Giao¹,

Vương²,

Huan

et al. 2020

Sustainability

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The objective of this study is to investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout as well as the moderating effect of perceived organizational support. Survey data collected from 722 employees at banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program indicated that there was a negative effect of emotional intelligence on employees' turnover intention; this was mediated partially through work-family conflict and job burnout. Besides, this study indicated that perceived organizational support could decrease work-family conflict, job burnout and turnover intention of employees. It could also moderate the relationship between emotional intelligence and work-family conflict. This negative relationship was stronger for employees who work in a supportive environment. The main findings of this research provided some empirical implications for the Vietnamese banking industry. It implied that organizations in the service industry should try to improve their employees' work-family balance, reduce job burnout and take advantage of these emotional balances and supportive environments to create beneficial outcomes.

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“…The impacts of work-family conflict on turnover intention has been proven by many researchers (Chen et al, 2018;Wang et al, 2017;Blomme et al, 2010b), yet the effect of flexible work arrangement to work-family conflict and turnover intention to different gender is still lacking evidence. Thus, the purpose of this study is to offers a new insight in which gender might take important roles in the utilization of flexible work arrangements.…”

Section: Introductionmentioning

confidence: 99%

The effect of work-family conflict and flexible work arrangement on turnover intention: do female and male employees differ?

Gunaprasida

Wibowo

2019

JSB

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The purpose of this paper is to examine the effect of work-family conflict, and flexible work arrangements as moderating variable on the intention to leave for female and male employees. The population in this study is hotel employees in Yogyakarta. Hospitality industry is categorized as industry with high employee turnover rate, while hotel management must retain the best employees. Using survey data from 167 hotel employees in Yogyakarta, simple and moderated regression analysis show that overall, work-family conflict positively influenced intention to leave, while flexible work arrangement do not significantly moderate the relationship of that variables. However, when the sample is split between male and female employees it shows different result, as for the female employees a flexible work arrangement moderates the relationship between work-family conflict and turnover intention, while for male workers the moderating effect is not significant. This research shows that gender takes role as female employees demand more flexible work arrangements when confronted with negative work experience than male employees. It is suggested for future research that considering sample population from other industries such as banking industry and hospital may make research more generalizable and adding interview method may give more insight about the topic of the research.

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Work-Family conflict and turnover intentions: A study comparing China and U.S. hotel employees

Cited by 47 publications

References 70 publications

Work-family conflict and professional commitment: proactive effect of transformational leadership

Work-family conflict and professional commitment: proactive effect of transformational leadership

The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

The effect of work-family conflict and flexible work arrangement on turnover intention: do female and male employees differ?

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