Effects Of Work/Family Conflict

On Intention To Quit

Abstract

Job satisfaction predicts turnover

Less attention towards life satisfaction
Sample of Air Force personnel
Job & life satisfaction as MEDIATOR

 Most common purpose of intent to QUIT

Mobley(1982)
Non-work variable
Job and community embeddedness
Psychological shocks
Family structure
Interaction of work & non-work domains

 Edward & Rothbard (2000)

Attitude in the non work domain affect workplace behavior.

Andrews & Withey (1976)

Effects of nonwork and the interaction of work and
nonwork on turnover would be to consider the effects of
life satisfaction

Little attention towards life satisfaction

Treatment of job and life satisfaction
Sample of Air Force personnel

PREDICTOR

Work conflict
with family

MEDIATOR

DEPENDENT
VARIABLE

Job
satisfaction
Intent to Quit

Family
conflict with
work

Life
satisfaction
+ive
relation
-ive
relation

 Dependent variable is intent to quit not actual turnover.

Griffeth(2000) Average correlation to be 0.38
In military sample (0.46)
In civilians sample (0.34)
Military personnel have greater intention to quit as compare
to civilians

NOTE: A correlation value close to 0 indicates no association between the variables.

Relationship among role conflict, job

satisfaction and life satisfaction
Role Scarcity Theory (Goode 1960)
Role Multiplicity
Measure of Conflict
Work interference with family
Family interference with work
Greenhaus & Powell (2003)
Decision of job holder

PREDICTOR

DEPENDENT
VARIABLE

Work conflict
with family

STRES
S
Family
conflict with
work

Intent to Quit

Work-family conflict was not directly

associated with intent to turnover
(Cropanzano -1999)

 Grandey & Cropamzano(1999)

Why work family conflict might lead to intention to turnover, where
such role conflict grows too large, one solution is to leave the
workplace
which is one of the sources of the role conflict.

Grandey(2005)
Example of Cross-domain effect

Hypothesis
1a > work role conflict with family is negatively related to job
satisfaction
1b > work role conflict with family is negatively related to life
satisfaction
2a > family role conflict with work is negatively related to job
satisfaction
2b > family role conflict with work is negatively related to job
satisfaction

Hypothesis
3 > job satisfaction is positively associated with life satisfaction when the effect
of role conflict with work and family are controlled.

Job
satisfaction

Life
satisfaction

Direct relationship between life satisfaction

& intent to quit
life satisfaction and intent to quit based on 2 theoretical
perspectives
1.Direct Relationship
(Happiness)
2.Mediated Relationship
(life
satisfaction mediates the effects of job satisfaction on intent
to turnover)

Hypothesis 5
Life satisfaction is negatively related to intent to
quit,controlling for job satisfaction.
Work and non-work Domains
Material status, Religiosity etc
Restaurant Managers

Hypothesis 6: Life Satisfaction as a Mediator

between Job Satisfaction and Intent to Quit
Spillover Model
Examining the relationship between job satisfaction and
overall satisfaction
Work and non-work domains are interrelated
Individual example
In other words, life satisfaction would mediate, at least
partly, the relationship between job satisfaction and intent to
quit.

Methods
Sample
All united states active duty Air force
Electronic mail messages
Random sample 6400, 1560 undeliverable,4840
deliver,1086 fully completed, Response rate 22.4%
Measures
1 to 5 scale
Descriptive statistics

Intent to Quit
5 item scale developed by Wayne et al. (1997)
Resulting ( =o.88)
I am seriously thinking about separating from the
Air Force at my first opportunity

JOB satisfaction
3 item scale
( =0.79)
all in all, I am satisfied with my job, and in
general, I do not like my job (reverse coded).

Life Satisfaction
2 item global life
satisfaction scale (=0.83)
3 (very happy) to 2 (pretty happy) 1 (not too
happy)

Role Conflict
time-based, behavior-based and strain-based role conflict,
WIF ( work interference with family )
FIW ( Family interference with work )

Additional Control Variables

Pay grade E-7 represent a level of job skill that are easily marketable
to civilian employers.
Men coded 0
Women coded 1

Analyses
Analyses were performed using structural equation modeling for both
the confirmatory factor analysis of the latent variables (Anderson and
Gerbing 1988) and the hypothesized structural model. All analyses
were performed using the maximum likelihood procedure in AMOS
5.0.

Results

Discussion
Research on predictors of intent to quit focused on
termed the attitudes and alternatives model
How non work variables or conditions influence an
individuals intent to quit
Multivariate analysis effects of the job satisfaction
and role conflict mediated by life satisfaction

Relationships among role conflict, satisfaction,

and intent to quit

Theoretical and practical implications

Attitudes toward life explain additional variance in intent to quit
Previous models specifically focused on living conditions outside
work
Focus on reaction of respondents
Result indicates that intent to quit reflects the respondents life.
Both at work and non work
Those who nevertheless draw satisfaction from lives and jobs are
less likely to quit

 Conservation of resources theory proposed by:

Grandey and Cropanzano (1999).
demands might be viewed as multiple resources
required to stay on the job

Limitations
There are three limitations to the present study:
i. Test of model relied on cross-sectional data, it is not
possible to determine the causal relationships among
included variables
ii. the result may have limited generalizability, because sample
was derived from population of Air Force personnel
iii. measurements of our variables may have influenced results.

Suggestions
Our finings suggest that:
Manager should more fully consider the impact of events
outside the workplace
Work benefits that reduce the role conflict
Focus on improving employee experiences in non work
domains may have an incremental effect on turnover
These effects seems to have been recognized by military
services
Providing day care for children and senior care for parents

Future Research
We suggest that
Future research should further explore the effects
of life satisfaction on actual behaviors
Future research utilizing similar models that
incorporate the conservation of resources may
yield additional insight into other related
workplace phenomenon such as absenteeism and
work withdraw behaviors

Conclusion
Our results indicate that workplace programs designed to minimized
conflict between work and nonwork domains, which increase
overall life satisfaction.
This may have positive impact on turnover.

Future research focusing on how nonwork influences affect

turnover both within the military and the civilian population may
increase our understanding of this complex and important
phenomenon.