The Effect Of Nonwork Orientations Relative To Career On Turnover Intention:A Moderated Mediating Model

The increasingly integrated external environment and the pursuing of work life balance make it increasingly difficult for people to separate their work and non-work life,especially the new generation of employees.It may lead to turnover and make loss for the organization who fails to meet their non-work needs.Based on whole-life approach to career development and role conflict theories,this study explored the relationship between nonwork orientations relative to career(i.e.,family,personal life,and community)and turnover intention and the mediated role of work-nonwork conflict,and moderation of the differences between generations,which provides empirical support for integration research in the work-nonwork and career areas and suggests that organizations need to pay attention to employees' non-work orientations relative to career.The main contents and conclusions of our study are as follows:Sudy 1 mainly discusses the structure and chaneteristis of nonwork orientations relative to career.The first part of the study used interviews which include 11 employees.The results showed that nonwork orientations relative to career composed of family orientation,personal life orientation and community service orientation.Using questionnaire survey,the sccond part of the study implemented Exploratory Factor Analysis(EFA)for date of 278 employees and confimatory factor amalysis(CFA)for date of 664 employees.The present research showed that nonwork orientations relative to career had good reliability and validity,and can serve as a tool for future research.Study 2 mainly discusses the effect and mechanism of nonwork orientations relative to career on employees' turnover intention.This part used quetionnaire survey which includes 664 employees.The results showed that there was significant difference in different dimensions'nonwork orientations relative to career between employees who had(no)child under 18 years old,who had different marital status,and who were different generations.Futher,the positive relation between nonwork orientations relative to career and turnover intention mediated by work-nonwork conflict.In addition,inter-generation moderated the process between nonwork orientations relative to career and work-nonwork conflict.Generally speaking,For“after 90”,family orientation and personal life orientation can increase their turnover intention through higher work-nonwork conflict,while for“after 80s”and“80 before”,family orientation,personal life orientation and community service orientation have no significant effect on work-nonwork conflict.The results indicated that the higher the family orientation and personal life orientation of“after 90”,the more likely they would feel work and non-work conflict,which in turn leads to higher turnover intention.Therefore organizations need to pay more attention to employees'(especially to“after 90”)nonwork orientations relative to career and provide effective support based on the characteristics and needs of employees,and reduce organizational turnover.Finally,the theoretical and practical value of this study are discussed and combine with study limitations we put forward the direction of future research about the positive effect of nonwork orientations relative to career on employees'life.