Study On The Relationship Between Work-family Conflict And Employees' Turnover Intention

In recent years,under the background of China's rapid economic expansion and industrial upgrading,along with the increasingly fierce and even cruel competition among enterprises,the aging of the population has intensified and the geographical separation of employees' work units and their families' units make the problem of work-family conflicts become more and more serious.They are disengaged in their work and family roles,and the turnover rate increases year by year.The resignation letter of Henan Experimental Middle school teacher in 2015 and the resignation of the Huawei's vice president in 2016 revealed that the problem of work-family conflict has become a more and more serious social problem.But,without the support of human resources,enterprise can not develop rapidly,high-quality talent,high-loyalty is an important force to promote the development of enterprises.Therefore,how to balance employee's work family conflict and reduce employee turnover intention has become an important issue of human resource management in enterprises.Since 1970 s,Western scholars have begun to study work-family conflicts.Many scholars have confirmed that staff work-family conflict and turnover tendency are closely related.And domestic researchers seem to have begun to focus on this area in recent years.Therefore,what is the impact of work family conflict on turnover intention in Chinese context? Many researchers also found that the sense of perceived organizational support may have negative effects on employee turnover,but the research on the relationship among these three variables is rare.Therefore,how to determine the relationship between the three variables? Does perceived organizational support have a moderating effect between work-family conflict and turnover intention? If so,how will it be adjusted? How to play the role of perceived organizational support to reduce employee turnover intention? The above problem is the key of this paper.The research objectives of this paper are:On the basis of theoretical research andliterature combing,Through the empirical analysis to explore the mechanism of employee work-family conflict on turnover intention,and investigate the effect of perceived organizational support on turnover tendency in work-family conflict.It provides reference basis for enterprise managers to alleviate the conflict of work and family and promote the sense of organization support.In order to achieve the above research objectives,the main research contents are as follows:(1)Related concepts and research review.Combing the relevant theories and literatures,based on the role conflict theory,social exchange theory,work-family conflict causal model,clarifying the concept connotation and structure dimension of employee work-family conflict,perceived organization support feeling,turnover intention.Divide work-family conflicts into three dimensions based on time,stress,and behavior conflict,the turnover tendency preserves the single dimension.This paper establishes a model of the turnover tendency of work-family conflict with the sense of perceived organizational support as the adjustment variable.(2)An empirical study on the effect of employee work-family conflict on turnover intention.It includes : Statistics and result analysis,It includes descriptive statistical analysis,reliability and validity analysis,demographic variance analysis and related correlation;This study explores the direct effect of work-family conflict on turnover intention through multiple-level regression method,and further examines the role of organizational support in work-family conflict in the impact of turnover tendency.(3)This paper proposes a strategy to reduce the turnover tendency of enterprise managers from two aspects of alleviating work-family conflict and promoting organizational support sense.Through theoretical and empirical research,this paper draws the following conclusions:(1)The work-family conflict has a significant positive impact on turnover intention.And the time conflict,stress conflict and behavior conflict in each dimension of work-family conflict are all inclined to quit.(2)Perceived organizational support a significant negative effect on turnover intention,the three dimensions of perceived organizational support;work support,value recognition and concern for the interests of both a significant negative impact on turnover intention.(3)Perceived organizational support can be used as a moderator,and there is a significant regulatory effect between work-family conflict and turnover intention.The relationship between behavioral conflict and turnover intention is significantly moderated,but the relationship between stress conflict and turnover intention is not significant.(4)Different demographics showed significant differences in work-family conflict,turnover intention and perceivedorganizational support.According to the above conclusions,This paper proposes four strategies and suggestions for reducing the turnover tendency of enterprise managers from two aspects of alleviating work-family conflict and promoting organizational support sense:(1)implementing differentiated management according to the individual characteristics of employees.(2)Strengthening organizational support and enhancing corporate cohesion.(3)Improving the management system,create a good and comfortable working atmosphere.(4)Improving the training system and enhance the ability of staff to resist pressure.