An Empirical Research On The Effect Of Female Work-Family Conflict On Turnover Intention

In recent years,with the advancement of science and technology,in the new era of economic globalization,China,as the fastest-growing country,plays an important role in the international market.At the same time,in the current business environment,competition among enterprises Increasingly intense.In order to obtain customer satisfaction and organizational success,enterprises will inevitably change organizational policy regulations,which undoubtedly increase the responsibility of employees and bring great pressure,stress is a common source of work-family conflicts,and employees face Work-family conflicts are increasing.In the 1950s,family life changed dramatically,and the number of double-income families increased,more and more women entered the labor market.they also took care of the elderly and children,this meant that many female employees also handled paid work tasks and unpaid family tasks at the same time.Since 2011,China has gradually implemented the two-child policy,which has undoubtedly increased the burden on families for professional women.Women themselves are in a relatively weak position in the workplace,and the"two-child"policy undoubtedly exacerbates work-family conflicts among female employees.In this case,the conflict between management work and family role needs is a major challenge for individuals and organizations.The potential impact of work-family conflicts on full-time female employees has attracted more attention from psychologists and sociologists,and is an increasingly important topic in the field of organizational behavior and human resources.Since the twentieth century,resignation research has always been a hot research direction in the field of human resource management.Maintaining an effective workforce in an organization is an important task of strategic human resource management.The success of any organization is inseparable from the excellent employees,and the skills and abilities of excellent employees often increase the"job-hopping"chips.Resignation is the hidden cost of the organization,and a large amount of cost is used for human resources investment,these investments may be failure due to the departure of staff,lose the skills and experience of employees,have low morale for employees staying in the organization,and employ inexperienced new employees replace them,which will cause the organization to have many negative effects.In addition,employees' emotions are quite complex,failure to manage emotions effectively leads to increased work-related stress and various adverse effects,Therefore,companies should increase their efforts to develop employee management and emotional control.However,many scholars currently ignore the emotional factors of employees in the relationship between work-family conflict and turnover intention.Under the special"two-child"policy of China,this study takes female employees as the research object,and studies how work-family conflict affects the employee's intention to leave.At the same time,it introduces employee hostility as a mediator variable and introduces emotional labor as a Moderator variable.Through the questionnaires collected by Anhui Hefei Tianmai Biotechnology Co.,Ltd.,Niplow Medical Devices Co.,Ltd.,Hefei Jieshijie Co.,Ltd.,Unilever Hefei Industrial Park,etc.,collect data,through descriptive statistics,Hierarchical regression and other methods validate the hypotheses proposed in this study.The conclusions of the study indicate that:(1)the two dimensions of work-family conflict(work-to-family conflict,family-to-work conflict)have a significant positive impact on turnover intention;(2)two dimensions of work-family conflict(Work-to-family conflicts,family-to-work conflicts)can all have an impact on employee turnover intentions through employee hostility;(3)the surface-playing dimension of emotional labor can moderate the relationship between work-family conflict and turnover intention;(4)the surface-playing dimension of emotional labor can moderate the relationship between work-family conflict and employee hostility.Combined with the current background,this study explores how female worker work-family conflict affects employee turnover intentions,uncovers the it"black box" of how work-family conflicts affect turnover intentions,expands previous research results,and has certain the role of revelation.The research proposes the following management suggestions:(1)strengthen the understanding of the employees' families,visit the employees'families to express their concern;(2)pay attention to the employees' emotions and build the staff harbor;(3)recommend the company to formulate the care policy for female employees during pregnancy,and undertake a wide range of Social responsibility;(4)the recruitment and promotion process of the company is open to understand the reasons for the employee's departure.