The Impact Of Work-family Conflicts On Turnover Intentions Of Corporate Employees

At present,the emerging economy is developing rapidly,all kinds of uncertainties have increased significantly,the overall level of social anxiety has risen,and the turnover rate of employees has also increased year by year.Frequent employee turnover has caused the brain drain of companies.For enterprises,to achieve organizational goals,talent is the key.For an ordinary company employee,family and work are the two most important areas of his own.When there is a serious conflict between work and family,the job satisfaction and organizational commitment level of the employee will be affected.It will create an idea to leave the organization.Therefore,managers should reduce the turnover rate of employees through efficient management and save company costs.On the one hand,corporate management should pay attention to the conflict between work and family;on the other hand,companies need to seriously consider that those factors will affect the employee's turnover behavior.This requires companies to first pay attention to the emergence of employees' turnover intentions,because studies show that Separation tendencies can be a good predictor of turnover behavior.Scholars have conducted numerous studies on different research groups.Research shows that work-family conflict has a direct impact on turnover intentions.However,few studies have explored the intrinsic role of work-family conflict in affecting turnover intentions.Therefore,this study has The discussion of the internal mechanism of separation intention can provide theoretical support for related research in this field,and it can provide theoretical support for managers to implement management decision.Research purposes:This study is based on the role theory of work-family conflict,discusses the impact of work-family conflict on turnover intention,and further uses structural equation modeling modeling techniques to analyze the chain-mediated role of employees' job satisfaction and organizational commitment.Research methods:In this study,203 corporate employees were selected as subjects and questionnaires were used to select the "Work Family Conflict Scale","Departure Orientation Scale","Minnesota Job Satisfaction Questionnaire(Short Form)" and "Organizational Commitment Scale".Measure work-family conflict,turnover intention,job satisfaction,and organizational commitment level of employees.Based on this,using SPSS 16.0,AMOS 17.0 and Mplus7.0 processing software to establish the chained mediation effect model between variables.Research result:(1)Work-family conflict has significant differences in gender and family structure;there are significant differences in turnover intention in terms of age group,family structure type,job level and seniority;job satisfaction is in the age range,family structure type There are significant differences in the level of positions,positions,and length of service;there are significant differences in organizational commitments in terms of age,position level,and length of service.(2)Work has significant positive correlation with family conflict,turnover intention and life satisfaction;family has significant positive correlation with work conflict and organizational commitment;turnover intention is significantly positively correlated with job satisfaction and organizational commitment;job satisfaction and organization The commitment was significantly positively correlated.(3)Work-family conflict has a significant direct effect on turnover intention.(4)Job Satisfaction There are significant mediating effects between work-family conflict and organizational commitment.(5)Job satisfaction and organizational commitment There is a significant chain-mediated effect between work-family conflict and turnover intention:On the one hand,job satisfaction has a significant mediating role between work-family conflict and organizational commitment.On the other hand,Organizational commitments have a significant mediating role between job satisfaction and turnover intention.Research conclusion:This study shows that the higher the employee's work-family conflict level,the lower the employee's job satisfaction and organizational commitment,and the higher the turnover intention.This enlightens us that in order to reduce employees' turnover intentions and turnover behavior,the organization manager must not only effectively resolve employee work-family conflicts,but also more importantly through effective intervention of two mediating variables:job satisfaction and organizational commitment.Reduce employee turnover.