A Study On The Influence Of Family-Friendly Practices On Employee Turnover Intention Under Chinese Context

With the accelerated development of the social economy,competition between organisations in the context of globalisation is fierce.For companies,in today’s knowledge-based economy,talent is a very valuable resource.Professional,high-end talent is often irreplaceable and also usually constitutes a unique competitive advantage for a company,and if outstanding talent leaves the company,it will undoubtedly have a huge negative impact on the company.On the other hand,in the face of a rapidly changing market environment,employees’ work tasks are full of innovations and challenges.As a result,individuals need to devote more time and energy to work in order to gain a competitive advantage in the labour market,and the increasing work demand increases the work pressure of employees.At the same time,due to the increasing ageing of our population and the adjustment of our maternity policy,the family needs of employees have also increased.Work and family are two of the most important areas of people’s lives,and the simultaneous increase in demand in both areas has led to an increase in work-family conflict for employees.In view of this,this paper constructs a theoretical model of family-friendly practices with multiple implications based on social exchange theory,resource conservation theory and social support theory,and conducts an empirical analysis on a sample of 716 working employees from high-tech enterprises to test the hypotheses.Firstly,the paper explores the mechanisms of family-friendly practices on work-family conflict,job satisfaction and turnover intention;secondly,the paper examines the mediating effects of work-family conflict and job satisfaction on the relationship between family-friendly practices and turnover intention;finally,the paper examines the moderating effect of work-family centrality,considering that employees advocate work-first values in the context of the prevalent collectivist culture in China.Finally,the paper examines the moderating effect of work-family centrality in the context of the prevailing collectivist culture.The findings show that:(1)Family-friendly practices are significantly negatively related to the turnover intention;(2)Both work-family conflict and job satisfaction partially mediate the effect of family-friendly practices on the turnover intention;(3)Work-family centrality positively moderated the negative effect of family-friendly practices on work-family conflict and turnover propensity,while negatively moderating the positive effect of family-friendly practices on job satisfaction.It also further moderated the mediating effect of work-family conflict and job satisfaction.The paper then discusses the findings and presents the theoretical contributions and managerial implications of this study,providing references and suggestions for future research and management practices of family-friendly practices.