Imbalance in the relationship between work and family can be a source of stress resulting in adverse effects on an individual’s work attitudes and well-being (Frone, Russell, & Cooper, 1992), as well as to organisations in terms of diminished employee effectiveness. Frone et al. (1992) assert that the work domain is regarded as the root cause of WFC. When examined with respect to organisational behaviours, employees with high Work-Family Conflict levels can resort to quitting organisation as a conflict managing strategy (Hammer, Bauer, and Grandey, 2003). Since leaders can influence different characteristics of followers’ jobs, including giving more autonomy at work and extra-resources (Bauer & Green, 1996), job enrichment can be viewed as one of the main instrument used by leaders to feed the social exchange with followers and help them to resolve the imbalance between work and family domain. So followers who experience high levels of job enrichment should report low WFC. The goal of this research is to test the effects of LMX and Job Enrichment on the relation between WFC and Turnover Intention. Methods: The participants in the present study were 1047 nurses of 5 Italian Hospitals.We tested our hypothesis by comparing models using the principles of structural equations modeling (SEM). Results: The results show that high levels of both LMX and Job Enrichment influence negatively WFC that in turn influence positively Turnover Intention of nurses. Furthermore, LMX has a direct negative influence on turnover intention and a positive influence on Job Enrichment. Implications and conclusions: The results of this study may raise the level of awareness of organisations to the potential consequences of WFC into employees turnover intention. The study confirms the important role of LMX into influence the decision to quit organisation and expands the research including the role of leadership into influence the weight of job characteristics into WFC. An interesting avenue for future research would be to examine the weight of different leadership styles on WFC.
A Test of influences of Work-Family Conflict, Job Enrichment and Leader-Member Exchange on Employee Turnover Intentions
PORTOGHESE, IGOR;GALLETTA, MAURA;
2010-01-01
Abstract
Imbalance in the relationship between work and family can be a source of stress resulting in adverse effects on an individual’s work attitudes and well-being (Frone, Russell, & Cooper, 1992), as well as to organisations in terms of diminished employee effectiveness. Frone et al. (1992) assert that the work domain is regarded as the root cause of WFC. When examined with respect to organisational behaviours, employees with high Work-Family Conflict levels can resort to quitting organisation as a conflict managing strategy (Hammer, Bauer, and Grandey, 2003). Since leaders can influence different characteristics of followers’ jobs, including giving more autonomy at work and extra-resources (Bauer & Green, 1996), job enrichment can be viewed as one of the main instrument used by leaders to feed the social exchange with followers and help them to resolve the imbalance between work and family domain. So followers who experience high levels of job enrichment should report low WFC. The goal of this research is to test the effects of LMX and Job Enrichment on the relation between WFC and Turnover Intention. Methods: The participants in the present study were 1047 nurses of 5 Italian Hospitals.We tested our hypothesis by comparing models using the principles of structural equations modeling (SEM). Results: The results show that high levels of both LMX and Job Enrichment influence negatively WFC that in turn influence positively Turnover Intention of nurses. Furthermore, LMX has a direct negative influence on turnover intention and a positive influence on Job Enrichment. Implications and conclusions: The results of this study may raise the level of awareness of organisations to the potential consequences of WFC into employees turnover intention. The study confirms the important role of LMX into influence the decision to quit organisation and expands the research including the role of leadership into influence the weight of job characteristics into WFC. An interesting avenue for future research would be to examine the weight of different leadership styles on WFC.
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