The Impact of Work-Life Balance on Employees' Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

• Autorzy: Marjan Fayyazi , Farshad Aslani
• Języki publikacji: EN

Abstrakty

EN

Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfaction - turnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB - turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment.(original abstract)

Słowa kluczowe

EN

Labour; Human and labour; Leisure time

PL

Praca; Człowiek a praca; Czas wolny

• Czasopismo: International Letters of Social and Humanistic Sciences (ILSHS)
• Rocznik: 2015
• Tom: 51
• Strony: 33--41

Twórcy

autor

Marjan Fayyazi

• University of Tehran, Tehran, Iran

autor

Farshad Aslani

• University of Tehran, Tehran, Iran

Bibliografia

• Sturges, J., & Guest, D. Working to live or living to work? Work/life balance early in the career . Human Resource Management Journal , Vol 14, no 4, pp. 5-20 (2004).
• Woodward, D. Work-life balancing strategies used by women managers in British "modern" universities. Equal Opportunities International , Vol. 26 No. 1, pp. 6-17, (2007).
• Waller, A. D., & Ragsdell, G. The impact of e-mail on work-life balance. Aslib Proceedings: New Information Perspectives , Vol. 64 No. 2, pp. 154-177, (2012).
• Boyar, S. L., Maertz.Jr, C. P., & Pearson, A. W. The effects of work-family conflict and family-work conflict on nonattendance behaviors. Journal of Business Research , 58 (7), pp. 919- 925, (2005).
• Clark, S. C. Work/family border theory: a new theory of work/family balance. Human Relations , 53, 747-770, (2000).
• Greenhaus, J. H., Collins, K. M., & Shaw, J. D. The relation between work-family balance and quality of life. Journal of Vocational Behavior , Vol. 63, Iss. 3, pp. 510-531, (2003).
• Becker, B. E., & Huselid, M. A., High performance work systems and firm performance: a synthesis of research and managerial implications. Research in Personnel and Human Resource Management , Vol. 16, pp. 53-101, (1998).
• Kim, H. K., Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment. Global Business and Management Research: An International Journal , Vol. 6, No. 1, (2014).
• Harrington, B., & Ladge, J., Work-Life Integration: Present Dynamics and Future Directions for Organizations. Organizational Dynamics , 38(2):148-157, (2009).
• Parkes, L. P., & Langford, P. H., Work-life balance or work-life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organizations. Journal of Management and Organization , 14, 267-284, (2008).
• Muse, L., Harris, S. G., Giles, W. F., & Feild, H. S., Work-life benefits and positive organizational behavior: Is there a connection? Journal of Organizational Behavior , vol 29 pp171-192, (2008).
• Lingard, H. C., Yip, B., Rowlinson, S., & Kvan, T., The experience of burnout among future construction professionals: a cross-national study. Construction Management and Economics, Vol. 25, Iss. 4, PP. 345-357, (2007).
• Akintayo, D. I., Work-family role conflict and organizational commitment among industrial workers in Nigeria. Journal of Psychology and Counseling , Vol. 2(1), pp.1-8, (2010).
• Surienty, L., Ramayah, T., Lo, M.-C., & Tarmizi, A. N., Quality of Work Life and Turnover Intention: A Partial Least Square (PLS) Approach. Social Indicators Research , 405-420, (2014).
• Judge, T. A., Scott, B. A., & Ilies, R., Hostility, Job Attitudes, and Workplace Deviance: Test of a Multilevel Model. Journal of Applied Psychology , Vol. 91, No. 1, 126-138, (2006).
• Crossman, A., & Abou-Zaki, B., Job satisfaction and employee performance of Lebanese banking staff. Journal of Managerial Psychology , Vol. 18 Iss: 4, pp.368 - 376, (2003).
• Casper, W. J., & Buffardi, L. C., Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior , Vol. 65, Iss. 3, PP.391- 410, (2004).
• Fu, W., & Deshpande, S. P., Antecedents of Organizational Commitment in a Chinese Construction Company. Journal of Business Ethics , 301-307, (2012).
• Hui, C., lee, C., & Rousseau, D. M., Psychological Contract and Organizational Citizenship in China: Investigating Generalizability and Instrumentality. Journal of Applied Psychology , 311-321, (2004).
• Kossek, E. E., Lewis, S., & Hammer, L. B., Work-life initiatives and organizational change: Overcoming mixed messages to move from the margin to the mainstream. Human Relations , 63(1), PP. 3-19, (2010).
• Robbins, S. P., & Judge, T. A., Organizational behavior 15th Edition. Pearson, (2013).
• Perrewé, P. L., Hochwarter, W. A., & Kiewitz, C., Value attainment: An explanation for the negative effects of work-family conflict on job and life satisfaction. Journal of Occupational Health Psychology , Vol 4(4), pp. 318-326, (1999).
• Virick, M., Lilly, J. D., & Casper, W. J., Doing more with less An analysis of work life balance among layoff survivors. Career Development International , Vol. 12 No. 5, pp. 463-480, (2007).
• Hughes, J., & Bozionelos, N., Work-life balance as source of job dissatisfaction and withdrawal attitudes; An exploratory study on the views of male workers. Personnel Review , Vol. 36 No. 1, pp. 145-154, (2007 ).
• Anderson, S. E., Coffey, B. S., & Byerly, R. T., Formal organizational initiatives and informal workplace practices: links to work-family conflicts and job-related outcomes. Journal of Management , Vol. 28 No. 6, pp. 787-810, (2002).
• Burke, R. J., & Greenglass, E. R., Work-family conflict, spouse support, and nursing staff well-being during organizational restructuring. Journal of Occupational Health Psychology , Vol 4(4), pp. 327-336, (1999).
• Gachter, M., Savage, D. A., & Torgler, B., Retaining the thin blue line: What shapes workers' intentions not to quit the current work environment. International Journal of Social Economics , 479-503, (2013).
• Green, A. E., Miller, E. A., & Aarons, G. A., Transformational Leadership Moderates the Relationship Between Emotional Exhaustion and Turnover Intention Among Community Mental Health Providers. Community Mental Health Journal , 49:373-379, (2013).
• Demirtas, O., & Akdogan, A. A., The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, and Affective Commitment. Journal of Business Ethics, (2014).
• Chen, J., Wang, L., & Tang, N., HALF THE SKY: The Moderating Role of Cultural Collectivism in Job Turnover Among Chinese Female Workers. Journal of Businesss Ethics, (2014).
• Suazo, M. M., The mediating role of psychological contract violation on the relations between psychological contract breach and work-related attitudes and behaviors. Journal of Managerial Psychology , 136-160, (2009).
• Lacity, M. C., Iyer, V. V., & Rudramuniyaiah, P. S., Turnover intentions of Indian IS professionals. Information Systems Frontiers , 225-241, (2008).
• Christian, J. S., & Ellis, A. P., The Crucial Role of Turnover Intentions in Transforming Moral Disengagement Into Deviant Behavior at Work. Journal of Business Ethics , 193-208, (2014).
• Bonenberger, M., Aikins, M., Akweongo, P., & Wyss, K., The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study. Human Resources for Health, (2014).
• Mulki, J. P., Jaramillo, J. F., & Locander, W. B., Effect of Ethical Climate on Turnover Intention: Linking Attitudinal- and Stress Theory. Journal of Business Ethics , 559-574, (2008).
• Chen, H.-C., Chu, C.-I., Wang, Y.-H., & Lin, L.C., Turnover factors revisited: A longitudinal study of Taiwan-based staff nurses. International Journal of Nursing Studies , Volume 45, Issue 2. pp. 277-285, (2008).
• Farrell, D., & Rusbult, C. E., Exchange variables as predictors of job satisfaction, job commitment, and turnover: The impact of rewards, costs, alternatives, and investments. Organizational Behavior and Human Performance , Vol. 28, Iss. 1, PP. 78-95, (1981).
• Meyer, J. P., & Allen, N. J., A three component conceptualization of organizational commitment. Human Resource Management Review , 61-98, (1991).
• Law, D. W., Interactive organizational commitment and hardiness in public accountants' turnover. Managerial Auditing Journal , Vol. 20 Iss: 4, pp.383 - 393, (2005).
• Perryer, C., Jordan, C., Firns, I., & Travaglione, A., Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review , Vol. 33 Iss: 9, pp.911 - 923, (2010).
• Huang, T. C., Lawler, J., & Lei, C.-Y., The effects of quality of work life on commitment and turnover intention. Social Behavior and Personality , 35, 735-750, (2007).
• Colarelli, S. M., Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology , 633-642, (1984).
• Fu, W., Deshpande, S. P., & Zhao, X., The Impact of Ethical Behavior and Facets of Job Satisfaction on Organizational Commitment of Chinese Employees. Journal of Business Ethics , 537-543, (2011).
• Jaros, S. J., Jermier, J. M., Koehler, J. W., & Sincich, T., Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal , Vol. 36, No. 5, PP.951-995, (1993).
• Baron, R. M., & Kenny, D. A., The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology , Vol 51(6), PP. 1173-1182, (1986). ( Received 27 April 2015; accepted 07 May 2015.)

Identyfikatory

DOI

https://doi.org/10.18052/www.scipress.com/ILSHS.51.33