TY - GEN
T1 - Work support and turnover intention
T2 - 2011 18th Annual International Conference on Management Science and Engineering, ICMSE 2011
AU - Li, Zhang
AU - Yu-Chuan, Lin
AU - Feng-Jiang, Liu
PY - 2011
Y1 - 2011
N2 - Work support is a key construct which has long been suggested to have important effects on turnover intention. This study developed a research model to test the mediating roles of work-to-family conlict and work-to-family facilitation between work support and turnover intention, using conservation of resources theory and social exchange theory. In a sample of 2828 married employees, SEM analysis showed that work-to-family conflict mediated the relation between the work support and turnover intention. Employees who matain the existing resources dealed with work more freely, transfered little tension to family domain and decreased role conflict which led to lower turnover intention. Furthermore, multiple regression analyses were used to test the impact of three sources of work support on work-to-family conflict. The results showed supervisor support most predict reduced work-to-family conflict than colleague support and organizational policies. According to these findings, organization should pay pay more attention to the patterns of leaders and take more care about decreasing employees's pressure instead of offering facilitation.
AB - Work support is a key construct which has long been suggested to have important effects on turnover intention. This study developed a research model to test the mediating roles of work-to-family conlict and work-to-family facilitation between work support and turnover intention, using conservation of resources theory and social exchange theory. In a sample of 2828 married employees, SEM analysis showed that work-to-family conflict mediated the relation between the work support and turnover intention. Employees who matain the existing resources dealed with work more freely, transfered little tension to family domain and decreased role conflict which led to lower turnover intention. Furthermore, multiple regression analyses were used to test the impact of three sources of work support on work-to-family conflict. The results showed supervisor support most predict reduced work-to-family conflict than colleague support and organizational policies. According to these findings, organization should pay pay more attention to the patterns of leaders and take more care about decreasing employees's pressure instead of offering facilitation.
KW - turnover intention
KW - work support
KW - work-to-family conflict
KW - work-to-family facilitation
UR - https://www.scopus.com/pages/publications/83455255199
U2 - 10.1109/ICMSE.2011.6070042
DO - 10.1109/ICMSE.2011.6070042
M3 - 会议稿件
AN - SCOPUS:83455255199
SN - 9781457718861
T3 - International Conference on Management Science and Engineering - Annual Conference Proceedings
SP - 726
EP - 732
BT - 2011 International Conference on Management Science and Engineering, ICMSE 2011 - 18th Annual Conference Proceedings
Y2 - 13 September 2011 through 15 September 2011
ER -