Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

Flexible Work Arrangements and Work-Family Conflict: A Systematic Literature Review

2021 ◽  
Vol 12 (3) ◽  
pp. 2771-2781
Author(s):  
Farah Shazlin Johari Et.al
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Work Arrangement

The spread of the Covid-19 pandemic has essentially led to the closure of many businesses worldwide. With the increasing number of viruses in every part of the world, there is a need for flexible work arrangements to maintain the operations. Somehow, managing workloads using these arrangements have also affected work-family conflict during a pandemic situation. Plus, there is a dearth in the literature of flexible work arrangements in the context of work-family conflict. Thus, the purposes of this review are to investigate how these factors are related to work interference with family (WIF), and family-interference with work (FIW), and its outcomes, such as work-life balance, well-being, mental health, turnover intentions, satisfaction, and others. The reviewed articles were obtained from three main databases; Web of Science, Scopus, and Science Direct from the year 2000 until 2020. Keywords including "flexibility work arrangement," "flexible," "work arrangement," “schedule flexibility,” “work hours,” “schedule,” "work-family conflict,” “family-work conflict,” “work interference with family” and “family interference with work” were managed to identify 31 articles. Also, this systematic review was conducted to collect the findings on the relationship of the above domains, which can be used by businesses to adapt to the new normal. Several recommendations were proposed to conduct further study, especially in research design, method, and measurements.

scholarly journals Work-Family Conflict and Job Performance: Moderating Effect of Social Support among Employees in Malaysian Service Sector

2021 ◽  
Vol 21 (1) ◽  
pp. 79-95
Author(s):  
Nurhafizah Zainal ◽  
Dahlia Zawawi ◽  
Yuhanis Abdul Aziz ◽  
Mass Hareeza Ali
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Family Conflict ◽  
Service Sector ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

This study aims to examine the relationship between work-family conflict (work interference family and family interference work) and job performance among employees in Malaysian service sector. In addition, this study focuses on exploring the moderating effect of social support received from supervisors and family members on the relationship of work-family conflict dimensions with employee’s job performance. This study is employed quantitative method whereby the questionnaires are used to gather the data.The data for the present study were collected from a total of 250 employees working in Malaysian service sector.The mean, standard deviations, correlations, and moderated hierarchical regression analysis were performed in analyzing the data by using the IBM SPSS statistics software 23. The results of the study indicate that work interference family and family interference work are negatively correlated with employee’s job performance. Moreover, social support received from supervisors and family members is observed to significantly moderate the relationship of work interference family and family interference work with employee’s job performance.

A 2-Year Longitudinal Relationship Between Work–Family Conflict and Health Among Older Workers: Can Gardening Help?

2020 ◽  
pp. 073346482093467
Author(s):  
Eunae Cho ◽  
Tuo-Yu Chen ◽  
Megan C. Janke
Keyword(s):  
Family Conflict ◽  
Older Workers ◽  
Work Family Conflict ◽  
Self Rated Health ◽  
Work Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship ◽  
Retirement Study

With the graying workforce worldwide, identifying factors that facilitate older workers’ health is critically important. We examined whether gardening mitigates the relationship of work–family conflict with disability, chronic conditions, depressive symptoms, and self-rated health among older workers. We drew a subsample of older workers aged 55 years and above from the Health and Retirement Study ( N = 1,598). Our results indicate that the relationships of work-to-family conflict at baseline with disability and with poorer self-rated health at a 2-year follow-up were stronger for those who gardened less than those who gardened more. No significant interaction was found between family-to-work conflict and gardening in predicting the health outcomes. This study is the first to show that gardening may have a protective effect against the adverse impact of work-to-family conflict on older workers’ health.

Job demands, work engagement and job turnover intentions among registered nurses: Explained by work-family private life inference

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Sandra Pennbrant ◽  
Anna Dåderman
Keyword(s):  
Registered Nurses ◽  
Work Engagement ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Job Demands ◽  
Nursing Profession ◽  
Work Family Conflict ◽  
Interpersonal Conflicts ◽  
Work Family ◽  
The Relationship

BACKGROUND: The job demands on nurses have increased. Conflict between work life and family life may lead to stress and lower work engagement. Consequently, nurses may choose a different career path or leave the profession. OBJECTIVE: Examine the extent to which perceived job demands (interpersonal conflicts at work and workload), work engagement, work-family conflict and family-work conflict are associated with turnover intentions, and examine a possible moderating effect of work-family conflict on the relationship between the intention to leave the nursing profession, job demands and work engagement. METHODS: Cross-sectional study using Hobfoll’s Conservation of Resources theory. Data were collected from a sample of 807 registered nurses (RNs) from western Sweden. Tests of moderation were conducted using the PROCESS software macro developed by Andrew F. Hayes. RESULTS: Work-family conflict was a significant moderator in the relationship between the intentions to leave the nursing profession and work engagement as well as interpersonal conflicts at work. Low work engagement, high work-family conflict and high job demands intensify turnover intentions in well-educated and well-experienced nurses. CONCLUSIONS: The results imply that work-family conflict has a greater impact when RNs experience lower work engagement. In other words, higher motivation implies a lower moderation effect of work-family conflict. Managers should promote a positive working climate by listening to and providing nurses with opportunities to develop their skills. By so doing, managers can gain better understanding of nurses’ resources, knowledge and work situation, thus strengthening nurses’ confidence and ability to practice their profession.

The relationship of work-family conflict with job stress among Indian police officers: a research note

2016 ◽  
Vol 18 (1) ◽  
pp. 37-48 ◽  
Author(s):  
Eric G. Lambert ◽  
Hanif Qureshi ◽  
James Frank ◽  
Linda D. Keena ◽  
Nancy L. Hogan
Keyword(s):  
Job Stress ◽  
Police Officers ◽  
Family Conflict ◽  
Research Note ◽  
Work Family Conflict ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship

scholarly journals Supervisory Support as Moderator between Work Family Conflict and Turnover Intentions

2017 ◽  
Vol 4 (2) ◽  
pp. 1 ◽  
Author(s):  
Aneel Kumar ◽  
Khalil Ahmed Channa ◽  
Niaz Ahmed Bhutto
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Primary Data ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Sindh Province ◽  
Work Family ◽  
The Relationship ◽  
Positive Effect

The purpose of this research is to investigate supervisory support as moderator between work family conflict (WFC) and turnover intentions in banking sector employees, working in Sindh province of Pakistan. Primary data were collected through Likert type survey questionnaire, targeting the 181 employees, working in commercial banks. The findings of this study shows the significant positive effect of work family conflict on turnover intentions of employees. Moreover, supervisory support was found as the significant moderator of the relationship between work family conflict and turnover intentions. The moderating effect of supervisory support significantly reduced the turnover intentions level of employees which they experienced due to work family conflict.

scholarly journals Investigating the Relationship of Job Stress and Turnover Intentions by taking Work-Family Conflict and Family Work Conflict as Mediators

2020 ◽  
Vol V (IV) ◽  
pp. 30-40
Author(s):  
Zargham Ullah Khan ◽  
Gullam Muhyuldeen
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Family Work Conflict

Turnover intentions are to lose skilled workers. Job stress is the cause of the use of employee turnover. Work-Family Conflict (WFC) and Family Work Conflict (FWC) were considered to be intermediaries between the employees' Turnover Intentions. This study investigates the relationship between Job Stress and Turnover Intentions. It was studied by taking Work-Family Conflict (WFC) and Family Work Conflict (FWC) as mediator. Research is based on a quantitative approach. Data were collected from employees in the public and private sectors by means of a questionnaire distributed among 330 employees, and a total of 296 responses was received. An analysis was conducted on SPSS. The relationship was estimated through the association between Pearson and the gist of the variables determined by conducting regression analysis. It was designed to evaluate the impact of the WFC and FWC using the Hayes process. With the mediated influence of WFC and FWC, this study showed the significant positive impact of Job Stress and Turnover Intentions.

scholarly journals Impact of work-family conflict on job performance of nurses working for hopitals in Ho Chi Minh City

2015 ◽  
Vol 5 (2) ◽  
Author(s):  
Nguyen Minh Ha ◽  
Nguyen Thai An
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Family Conflict ◽  
Descriptive Statistics ◽  
Ho Chi Minh City ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Impact ◽  
Work Interference

The purpose of this study is to analyze the impact of Work-Family Conflict on job performance of nurses working for hospitals in Ho Chi Minh City (HCMC). The study conducts survey with 221 nurses working for hospitals in HCMC by questionnaires. The data was analyzed by techniques: Descriptive statistics, Exploratory Factor Analysis (EFA) and regression analysis. The findings indicate that four factors driving job performance (from strongest to weakest) are Strain-based Family Interference with Work (SFIW), Strain-based Work Interference with Family (SWIF), Time-based Work Interference with Family (TWIF), Time- based Family Interference with Work(TFIW).

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