The Impact Of Perceived Organizational Family Support On Employee's Turnover Intention:A Perspection Of Work-family Balance

With the rise and development of the global revolution of information and technology,companies have rapidly achieved borderless development.Borderless enterprises have freed employees from the constraints of work time and space,making their employees suffering from mutual penetration and imbalance between work and family.Organizations must pay attention to employees' work and family problems.The problem of work family imbalance will inevitably have negative impacts on organizations and families,which will make further effects on corporate performance and management.Especially when work and family problems are irreconcilable,employees will be inclined to leave the existing organization,which will bring incalculable losses to the organization.In order to get better results of the study,this paper puts perceived organizational family support,work family balance,personality trait and turnover intention into the same research framework and explores the correlation between these variables,in which work family balance as a mediator and the degree of internal control as a moderator.Based on the analysis of reliability and validity,I use correlation analysis and regression analysis to verify the positive relation between work family balance and three dimensions of perceived organizational family support: instrumental support,emotional support and career outcome control and the negative relation between turnover intention and perceived organizational family support.In the follow-up analysis,it also verified the partial mediation of work family balance between instrumental support,emotional support,career outcome control,and turnover intention is mediated by work family balance.In addition,the moderating effect of the degree of internal control between instrumental support,emotional support,career outcome control,and turnover intention is also verified.But the moderating effect of the degree of internal control between instrumental support,emotional support,career outcome control,and work family balance is not verified.With the base of date analysis,this paper continues to discuss the empirical results and assumptions and give some reasonable suggestions on the enterprise management system,which are based on the results of hypothesis verification.First,companies need to formulate family support policies based on national policies and their own development,also should provide a supportive atmosphere,so that employees can fully perceive the organization's concern for their families,which actually helps employees achieve work family balance and reduce turnover intention,and ultimately improves business performance.Second,the problem of work family imbalance faced by employees actually exceeds their own control.Therefore,the organization must pay more attention to the work family problems of employees within the organization and alleviate the negative impact of work pressure on employees' family.Third,perceived organizational family support,as an employee's overall knowledge of the external support environment,will have a greater impact on individuals with low degrees of internal control.The turnover intention of employees is a negative emotion perception.For individuals with a low degree of internal control,perceived organizational family support is more effective.Organizations should pay more attention to the actual needs of individuals with low degrees of internal control.By improving their perceived organizational family support,it can reduce their negative emotions,and improves job performance.