How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators

Ann Hergatt Huffman · Wendy J. Casper · Stephanie C. Payne

94 citations0/0 files storedJournal of Organizational Behavior

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Work-Family Balance Challenges Employee Performance and Management Job Satisfaction and Organizational Behavior

Abstract

Summary Employee turnover is a major concern because of its cost to organizations. Although theory supports the influence of nonwork factors on turnover, our understanding of the degree to which nonwork factors relate to actual turnover behavior is not well developed. Using a sample of 5505 U.S. Army officers, we assessed the extent to which spouse career support related to reduced turnover four years later through work interfering with family (WIF) and job satisfaction as mechanisms. Results revealed that spouse career support decreased the odds of turnover, and WIF and job satisfaction sequentially mediated this relationship, with lower WIF and higher job satisfaction reducing the odds of turnover. Practical implications of using family support systems as retention interventions are discussed. Copyright © 2013 John Wiley & Sons, Ltd.

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References

1989Conservation of resources: A new attempt at conceptualizing stress.1982Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models 1977Handbook of Industrial and Organizational Psychology.1985Sources of Conflict Between Work and Family Roles 2001The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory 1976The nature and causes of job satisfaction 1993Handbook of industrial and organizational psychology 2000A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium

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