IMPACT OF WORK-LIFE CONFLICT ON TURNOVER INTENTION: A SEQUENTIAL MEDIATION ANALYSIS
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Date
2023-06-13
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DEPARTMENT OF BUSINESS ADMINISTRATION KINNAIRD COLLEGE FOR WOMEN UNIVERSITY LAHORE,
Abstract
Turnover intention in academic organizations refers to an employee's intention to leave their current position or organization voluntarily. This can be due to a variety of factors such as job dissatisfaction, lack of opportunities for growth and development, and poor work-life balance. High levels of turnover intention can have negative effects on organizational performance and can lead to a loss of talent and expertise. Addressing the underlying causes of turnover intention and implementing strategies to retain employees can help academic organizations maintain a productive and committed workforce. The main purpose of current studies is to examine the relationship between work-family conflict, turnover intention, psychological contract, and job satisfaction in the private educational sector. The study was conducted with a sample of 348 employees from private educational institutions. The research design of this study was non-experimental, quantitative, and correlational in nature. The researchers collected data in non-contrived settings. The results indicate that Work family conflict has a negative and insignificant relationship with turnover intention. However, sequential mediation analysis reveals that Work-family conflict has a significant indirect effect on turnover intention through psychological contract breach and job dissatisfaction. Our findings support the hypothesized model and suggest that when employees experience Work-family conflict, it can lead to a violation of the psychological contract and decrease their job satisfaction, which in turn increases their intention to leave the organization.