Effects of Work/Family on intent to quit

Effects Of Work/Family Conflict On Intention To QuitAbstractJob satisfaction predicts turnoverLess attention towards life satisfactionSample of Air Force personnelJob & life satisfaction as MEDIATORMost common purpose of intent to QUITMobley(1982)Non-work variableJob and community embeddednessPsychological shocksFamily structureInteraction 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 satisfactionLittle attention towards life satisfactionTreatment of job and life satisfactionSample of Air Force personnelWork conflict with familyJob satisfactionLife satisfactionIntent to QuitFamily conflict with workPREDICTORMEDIATORDEPENDENT VARIABLE+ive relation-ive relationDependent variable is intent to quit not actual turnover.Griffeth(2000) Average correlation to be 0.38In 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 satisfactionRole Scarcity Theory (Goode 1960)Role MultiplicityMeasure of ConflictWork interference with familyFamily interference with work

Greenhaus & Powell (2003)Decision of job holder

Work conflict with familyIntent to QuitFamily conflict with workPREDICTORDEPENDENT VARIABLEWork-family conflict was not directly associated with intent to turnover(Cropanzano -1999)STRESSGrandey & 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 satisfaction1b > work role conflict with family is negatively related to life satisfaction2a > family role conflict with work is negatively related to job satisfaction2b > family role conflict with work is negatively related to job satisfaction

Hypothesis3 > job satisfaction is positively associated with life satisfaction when the effect of role conflict with work and family are controlled.

Job satisfactionLife satisfactionDirect relationship between life satisfaction & intent to quitlife satisfaction and intent to quit based on 2 theoretical perspectives 1.Direct Relationship(Happiness)2.Mediated Relationship(lifesatisfaction 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 DomainsMaterial status, Religiosity etcRestaurant Managers

Hypothesis 6: Life Satisfaction as a Mediator between Job Satisfaction and Intent to QuitSpillover ModelExamining the relationship between job satisfaction and overall satisfactionWork and non-work domains are interrelatedIndividual exampleIn other words, life satisfaction would mediate, at least partly, the relationship between job satisfaction and intent to quit.Methods

SampleAll united states active duty Air forceElectronic mail messages Random sample 6400, 1560 undeliverable,4840 deliver,1086 fully completed, Response rate 22.4%Measures1 to 5 scale Descriptive statisticsIntent to Quit5 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 satisfaction3 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 Satisfaction2 item global lifesatisfaction scale (=0.83)3 (very happy) to 2 (pretty happy) 1 (not too happy)

Role Conflicttime-based, behavior-based and strain-based role conflict,WIF ( work interference with family )FIW ( Family interference with work )Additional Control VariablesPay grade E-7 represent a level of job skill that are easily marketable to civilian employers.Men coded 0Women coded 1 AnalysesAnalyses 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 modelHow non work variables or conditions influence an individuals intent to quitMultivariate 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 implicationsAttitudes toward life explain additional variance in intent to quitPrevious models specifically focused on living conditions outside work Focus on reaction of respondentsResult indicates that intent to quit reflects the respondents life. Both at work and non workThose 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:Test of model relied on cross-sectional data, it is not possible to determine the causal relationships among included variablesthe result may have limited generalizability, because sample was derived from population of Air Force personnelmeasurements 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 conflictFocus on improving employee experiences in non work domains may have an incremental effect on turnoverThese effects seems to have been recognized by military servicesProviding day care for children and senior care for parentsFuture ResearchWe suggest that Future research should further explore the effects of life satisfaction on actual behaviorsFuture 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 behaviorsConclusionOur 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.