An Empirical Study On The Work-family Balance And Turnover Intention

At present,China is at the stage of the economic and social transformation which makes the competition between enterprises more intense and pressure increasing day by day.There is a high frequency of such phenomenon as overtime,a business trip and KPI assessment,and the personal time and energy of the staff is limited.The work-family conflict will be more obvious.Once the work-family conflict is handled improperly,individual employees will be more prone to the increase of work-life stress,the performance may be reduced or they even leave the job and so on,which brings a relatively great impact and loss to the organizations and individuals.To solve the problem of work-family relationship has become a more realistic and urgent need of enterprises and employees.Turnover is also a concern of many enterprises and current study of the work-family interface is scarcely concerned with the promotion aspects of the work-family.On the basis of the literature review,this paper summarizes the main points of the research about conflict and promote of work-family balance,and divides the work-family balance into work-family conflict and work-family promotion as two independent variables.This paper define psychological capital as an intermediary variable including confidence,self-efficacy,toughness and hope.The purpose is to study the work family balance and turnover intention of the intermediary mechanism,and puts forward the theoretical model of work family balance and turnover intention.In this study,we take the knowledge workers of state-owned manufacturing industry as samples to conduct an empirical study.Through the empirical research,the results show that work-family conflict has a positive correlation influence on employee's turnover intention;work-family promotion has a negative correlation influence on employee's turnover intention;psychological capital has partial intermediary effect between work-family conflict and turnover intention;confidence has no partial intermediary effect between work-family conflict and turnover intention;optimistic has partial intermediary effect between work-family conflict and turnover intention;toughness has partial intermediary effect between work-family conflict and turnover intention;hope has partial intermediary effect between work-family conflict and turnover intention;psychological capital has partial intermediary effect between work-family promotion and turnover intention;confidence has no partial intermediary effect between work-family promotion and turnover intention;optimistic has partial intermediary effect between work-family promotion and turnover intention;toughness has partial intermediary effect between work-family promotion and turnover intention;hope has partial intermediary effect between work-family promotion and turnover intention.The innovation of this paper are the following three points: starting from the conflict and mutual promotion between work and family,as the breakthrough point to in-depth discussion;taking the state-owned manufacturing industry as the background,the knowledge-based staff as the investigation object,has provided reference opinions for the state-owned enterprise human resources management and selecting and employing personnel mechanism using the psychological capital as an intermediary variable,the mediating mechanism of work-family balance and turnover intention was studied.The conclusions for the impact of psychological capital on the turnover intention,which is useful for the state-owned manufacturing enterprise managers,taking from the perspective of organizational commitment to mobilize the enthusiasm of employees,foster employee loyalty and provide practical guidance for human resources management.