Influence Of Family Conflict And Turnover Intention - Work In China Scenarios

The harmony and balance of work-family play an important role in our career progress and happiness of life. From1970’s, scholars and entrepreneurs have being paying widespread attention on the impact of the work-family conflict on individuals and organizations. Thus, research of work-family conflict became an important topic in the field of organizational behavior and human resource management. So far, Western scholars have already accumulated rich theoretical and empirical achievements. However, these results are mostly carried out in western countries, research of work-family conflict in oriental culture background is still lacking. In fact, values, beliefs, and norms of behavior will significantly affect people’s understanding of the relationship between work and family. Are the conclusions based on the western cultural background still applicable in China? How does work-family conflict influence employees’workplace behavior in Chinese context? China is a typical collectivistic country which respects work-first value, whether the individual values will affect the relationship between work-family conflict and turnover intention? There is not only enrichment but also conflict between work and family, will people’s understanding of the relationship between work and family be different depending on the level of work-family enrichment?Based on theoretical analysis, our empirical research use a sample of250employees to further our understanding of these problems.Our aim is to find the relationship between different dimensions of work-family conflict and turnover intention as well as the moderating effect of work-family centrality and work-family enrichment. And those different dimensions of work-family conflict are as follows:time conflict, pressure conflict and behavioral conflict. The empirical research indicates that time conflict dimension and pressure conflict dimension do not predict turnover intention while behavioral conflict dimension predicts it significantly. Work-family centrality and work-family enrichment moderate the relationship between behavioral conflict dimension and turnover intention.This paper suggests that firms should care more for employees’family needs by offering family friendly activities, take differential classification management according to employees’work-family centrality, develop more specific recruitment, motivation and training strategy, and take work-family enrichment into account when making decisions. These advices may help firms work more efficiently and help employees achieve the balance between work and family.