Work‐to‐family conflict as a mediator of the relationship between job satisfaction and turnover intention

Chen, I-Hui; Brown, Roger; Bowers, Barbara J.; Chang, William Y.

doi:10.1111/jan.12706

Cited by 91 publications

(102 citation statements)

References 75 publications

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“…The vision provided by the participants is also consistent with what the literature reports regarding the dark side of the characteristics and tendencies of working conditions in general, both for their psychosocial risk factors 16 - 18 and because of the lack of wellbeing in health care work 5 - 7 , 10 - 12 , 26 - 27 , 30 - 31 .…”

Section: Discussionsupporting

confidence: 86%

“…These effects appear as a negative spiral of care pressure, staff shortage, task overload, time deficit to execute everything and to do so well, distress and burnout, absenteeism and presentism, rotation and abandonment of the workplace and profession 1 - 11 . The role of moderating variables in some of these effects, such as control of process and work content, horizontal and vertical social support, degree of adjustment between demands and labor resources, and the work-family balance or emotional load, has also been studied 12 - 15 . Some research reports the economic and human cost of the lack of prevention of psychosocial risks in work in general and particularly in health care services 16 - 18 .…”

Section: Introductionmentioning

confidence: 99%

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Labor conditions and the meanings of nursing work in Barcelona

Granero

Ribas

Ochoa

2018

Rev. Latino-Am. Enfermagem

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Objective:to analyze the relationship between the quantitative assessment of working conditions and the qualitative perception of one’s own work experience. Method:a sample of 1,760 nursing professionals from Barcelona answered a questionnaire assessing their working conditions and summarized their own current work experience in five key words. Results:the textual corpus of the meanings of nursing work included 8043 lexical forms, which were categorized and codified. Respondents who rated their work conditions the highest expressed a vision of their work in terms of autonomy, achievement and well-being, while those who rated their work conditions the lowest talked mostly of exhaustion, depersonalization and negative climate. A correspondence analysis showed a close relationship between the quantitative assessments of working conditions and the verbal codes of the meaning of work. Conclusions:the meanings given to work were not only consistent with the numerical evaluations of the working conditions but also made them more understandable. The information obtained poses challenges for reflection and indicates ways to promote the positive aspects and prevent the negative conditions of nursing work.

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Section: Discussionsupporting

confidence: 86%

Section: Introductionmentioning

confidence: 99%

Labor conditions and the meanings of nursing work in Barcelona

Granero

Ribas

Ochoa

2018

Rev. Latino-Am. Enfermagem

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“…Amstad et al (2011) have shown that both WFC and FWC are positively correlated with turnover intention. Chen et al (2015) showed that among Taiwanese nurses, WFC mediates the relationship between job satisfaction and turnover intention to leave the present organization. In addition, one’s level of engagement is the key predictor of turnover intentions in Canadian registered nurses’ working at emergency departments (Sawatzky and Enns, 2012).…”

Section: Introductionmentioning

confidence: 97%

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Dåderman

Basińska

2016

Front. Psychol.

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Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.Rationale/Aims: This study uses Hobfoll’s conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

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“…A recent meta-analysis found that higher employee job satisfaction relates to higher customer satisfaction (Mendoza & Maldonado, 2014). Employees with more job satisfaction also perform better at work (Davar & Bala, 2012), have more organisational commitments (Magnini et al, 2011), less likelihood of turnover intention (Chen et al, 2015), and positively link to perceived organisational value (Edmans, 2012). Furthermore, higher job satisfaction is involved in lower work-to-family conflict (Chen et al, 2015), more subjective well-being like life satisfaction, happiness (Halkos & Bousinakis, 2010).…”

Section: Job Satisfactionmentioning

confidence: 99%

“…Employees with more job satisfaction also perform better at work (Davar & Bala, 2012), have more organisational commitments (Magnini et al, 2011), less likelihood of turnover intention (Chen et al, 2015), and positively link to perceived organisational value (Edmans, 2012). Furthermore, higher job satisfaction is involved in lower work-to-family conflict (Chen et al, 2015), more subjective well-being like life satisfaction, happiness (Halkos & Bousinakis, 2010). Hence, employees with higher job satisfaction will produce various benefits to their own performance as well as contributing to the organisation's performance.…”

Section: Job Satisfactionmentioning

confidence: 99%

Untitled

2016

JABS

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Work and family issues have been long discussed in academic and practices. Work affects family and personal life and vice versa. The relationship of work and family could lead to positive consequences (e.g. Improved skills, morale) or negative consequences (e.g. Conflict, strain, exhaustion) to employees. The aims of this paper is to investigate the effects of workfamily conflict on job satisfaction and compare the differences between employees working in State-owned enterprises (SOEs) and Foreign-invested enterprises (FIEs) in Vietnam. Respondents for this study were obtained from 49 employees from SOEs and 35 employees from FIEs in Vietnam. Descriptive analysis, independent-sample t-test and hierarchical regression analysis were conducted to analyse the data. The results of the study reveal that job satisfaction were found to be significantly different, but work-to-family conflict and familyto-work conflict were not significantly differ between the employees from SOEs and FIEs. Moreover, work-to-family conflict (WIF) and family-to-work (FIW) conflict are not the significant predictors for employee job satisfaction in both enterprises. The findings suggest that cultural value affects the link between work-family conflict and job satisfaction to some extent. Research limitation and recommendation for future research on this topic were discussed.

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Work‐to‐family conflict as a mediator of the relationship between job satisfaction and turnover intention

Cited by 91 publications

References 75 publications

Labor conditions and the meanings of nursing work in Barcelona

Labor conditions and the meanings of nursing work in Barcelona

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

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