Work-family conflict and female employees’ turnover intentions

Abstract

Purpose

The purpose of this study is to examine the influences of informal organisational and family support on work-family conflict (WFC) and its subsequent impact on turnover intentions among female employees.

Design/methodology/approach

To evaluate the WFC among female individuals, data were collected through a questionnaire distributed among female employees in the service sector in Lahore, Pakistan, by using convenience-sampling technique. The collected data were analysed through a well-known statistical technique, SEM, using AMOS software.

Findings

The findings suggest that supports (informal organizational and family) have no impact to resolving the issues of WFC arising because of female members of the family working. Also, it was found that WFC is positively linked to employee turnover intentions.

Practical implications

By addressing WFC issues, this research has key implication for WFC practically. This study has essential implications for organization, so it can reduce the WFC by creating a supportive environment to create balance amongst work and family life. Specifically, managers need to be aware of the impact that social support and WFC have on turnover intention.

Originality/value

This study provides the model of WFC that helps in future research. The research also improves past studies’ methodology by testing the direct and mediation impacts between the constructs specifically in female employees. This study is a valuable addition to the existing body of literature.

Citation

Rasheed, M., Iqbal, S. and Mustafa, F. (2018), "Work-family conflict and female employees’ turnover intentions", Gender in Management, Vol. 33 No. 8, pp. 636-653. https://doi.org/10.1108/GM-09-2017-0112