Research On The Relationship Among Employee Work-life Conflict, Employee Engagement, Task Performance And Intention To Leave

In recent years, the dramatic progress made in economy and culture has exert an imperceptible influence on employee attitudes towards work and life, an increasing number of people begin to pursue high-quality life, eager to achieve balance between work and life. However, the environmental shift, especially the more intensified competition in the labor market has resulted in increased work demands, and employees are becoming more stressed, greater proportion of the them are experiencing bigger challenges in balance their roles as workers, parents, partner, and so on.In this paper, a model was constructed to explain how work-life conflict influenced employees' task performance and their intention to leave, four additional factors were also included, namely, employee engagement, organizational support, inner-control personality and responsibility conscious, and the relationships of these factors were analyzed in detail after research conducted, with an aim to provide several suggestions for enterprises' human resource management practice regarding employee work-life balance. This paper used questionnaire and structural interview to collect information, strictly processing the data from 232 samples with statistics soft SPSS, statistic analysis including: descriptive statistics, factor analysis, reliability & validity analysis, correlate analysis and regression analysis, based on the result discussing, the main findings concluded in this study were as follows:1. As to work-life conflict, which could be divided into three dimensions, namely, family to work interference, work to family interference, and role overload, both the family to work interference and the role overload dimensions can obviously predict task performance, however, the work to family dimension could not. Besides, all the three dimensions were positively related to employees' intention to leave and also could obviously predict that. The two dimensions of employee engagement, namely, work engagement and organization engagement were positively related to task performance and negatively related to employees' intention to leave, and both of them succeed to predict the latter two factors quite obviously.2. Employee engagement had kids of mediated impact on the relationship between work-life conflict and task performance, as well as the relationship between work-life conflict and the intention to leave, to put it in detail, work engagement could totally mediated the relationship between family to work interference and task performance, partly mediated the relationship between role overload and task performance, and failed to mediate the relationship between work to family interference and task performance. Organization engagement can partly mediate the relationship between all the three dimensions of work-life conflict and employees' intention to leave.3. Organizational support and inner-control personality could moderate the relationship between work-life conflict and work engagement, the higher level organization support and inner-control personality showed, the more obviously those negative relationships could be moderated, but neither organizational support nor inner-control personality could moderate the relationship between work-life conflict and organization engagement. The interaction of responsibility conscious and work-life conflict failed to obviously influence the relationship between work-life engagement and employee engagement.This paper focus on the work-life conflict issue in the Chinese culture, the dissertation is expected to arise the corporate awareness regarding the need to serious re-think the conditions in which employees are working, thus taking considerate planning and actions to provide flexible and more life-friendly workplaces practices in the future, only in this way can employers and their employees gain the win-win result.