Study On The Influence Of Family-work Relationships On Turnover Intention Of Post-90s Generation

In ancient time,if you want to promote the virtue of all people in the world,you must first govern your own country.If you want to govern your own country,you must first manage your own family." For everyone,the family constitutes one of the important drivers of an individual's life,so work is,when the two can help each other to advance,the individual's life will move forward steadily.The post-90 s generation brought up in the context of the new era.Their characteristics are obviously due to their specific social background.The material environment they are exposed to be relatively affluent,the education they receive is relatively inclusive and open,and at the same time they have experienced a lot of information shocks on the technology network,which also buys the high turnover rate after the 90 s entered the work.Among the causes of post-90 s turnover problems,family relationships are important predictors.In terms of family environment,the post-90 s generation was born in the family planning background,and most of them are only children in the family.During the whole process of their growth,most of them exist on the center of the family of origin and carry the hope of the whole family.However,when they enter the workplace,facing the high pressure of the current job market,they need to devote more resources and energy to cope with the work,so they tend to ignore the family of origin.The situation of late marriage and late childbearing is also common among the post-90 s group with a higher overall education level.From the current stage,most of the post-90s' family problems come from the family of origin.At present,there are few studies on how to ease the conflict between the family of origin and work,and how to get rich resources from the family of origin to cope with the pressure of work.This study believes that it is necessary to explore the influence mechanism of the family to work on the post-90 s generation,so as to provide new ideas about the post-90s' self-development and organizational management.Study on family-work relationships and turnover intention is attracting widespread academic attention.However,there are still a lot of work to do when it comes to the improvement of research angle,research object,research design,research conclusion,and theoretical basis in existing research.Firstly,from the perspective of research,the existing ones are not comprehensive enough.It is well known that "work-family relationships" are the result of the interaction between work and family,which in turn affects an individual's behaviour in the workplace.However,in terms of the influence on the individual`s work,most of the existing studies only focus on the “work-to-family” direction while ignore the other—“family-to-work”direction.Secondly,from the perspective of research objects,most of the existing researches focus on the family of newly formed,while few researches focus on the original family.This study highlights the influence of the family of origin because of late marriage has become a common phenomenon in the Chinese context,and most post-90 s employees still live with the family of origin for a long time.Choosing this research object is of practical significance.Thirdly,from the perspective of research design,in the existing research,job satisfaction is often used as a mediating variable in the "work-to-family" direction,but it is rarely used in the "family-to-work" direction.Fourthly,from the theoretical basis,most of the existing studies focus on the family of newly formed,such as dual-employee families,and most of them adopt the social role theory to study the family-work relationship.This study puts it in the framework of resource conservation theory and discusses it from the perspective of social exchange theory.Finally,from the research conclusion,the main conclusion of the existing research is not consistent.One view is that both two states of the family-work relationships,conflict and enrichment,have an impact on the turnover intention.The other view is that there is no significant correlation.This study attempts to do further verification.This research firstly uses a literature analysis method to review the conceptual dimensions and related research of the four main variables of family-to-work conflict,family-to-work enrichment,job satisfaction,and turnover intention,putting forward research hypotheses and building theoretical models based on the theory of resource conservation theory and social exchange theory.Secondly,through empirical research methods,the four mature foreign scales are selected,and then the questionnaire survey method is used to collect relevant data from eligible respondents,and 209 valid questionnaires are recovered.The reliability and validity of the data are verified by related software such as SPSS and AMOS.The analysis of the correlations shows the following conclusions:(1)There is a significant positive correlation between FWC and turnover intention.(2)There is a significant negative correlation between FWE and turnover intention.(3)Job satisfaction plays a completely mediating role in the process of family-to-work conflict/enrichment affecting turnover intention.Based on this,this study proposes the following management recommendations.First,when paying attention to the post-90 s divorce issue,institutes should pay attention to mitigating conflicts in the family and work fields,and distinguish between newly formed and original families and take different measures.Second,for individual employees,it is necessary to establish the confidence to coordinate resources across the field and deal with the relationship between family and work in a more correct and efficient way.At the end of the study,the author reflects on the deficiencies in the whole process of the study,including the design before the study and the data samples in the study,and points out a feasible direction for future research.