Awan Fazal Hussain, Dunnan Liu, Jamil Khalid, Gul Rana Faizan, Anwar Aliya, Idrees Muhammad, Guangyu Qin
School of Economics and Management, North China Electric Power University, Beijing, China.
Beijing Key Laboratory of New Energy and Low-Carbon Development, North China Electric Power University, Beijing, China.
Front Psychol. 2021 Nov 19;12:719449. doi: 10.3389/fpsyg.2021.719449. eCollection 2021.
This study investigates why some employees intend to leave their jobs when facing conflict between family responsibilities and job routines. The present study also reveals the moderating role of on-the-job embeddedness between role conflict and intention to leave the job. Drawing on conservation of resources theory, the paper investigates the buffering effect of the three on-the-job embeddedness components (fit, links, and sacrifice). Data were collected from banking officers because most of the employees have to face role conflict between family and job responsibilities, as banking is considered among the most stressful jobs. Collected data were analyzed by applying structural equation modeling. Results indicate that the role conflict significantly influences intention to leave the job. Furthermore, the study shows that on-the-job embeddedness moderates the relationship between role conflict and intention to leave. The results suggest that organizations can reduce turnover intention during times of work and life conflict by developing employee on-the-job embeddedness. This study provides some insights to managers on why many employees leave their jobs and how to overcome this problem. Management should also offer extra and available resources in periods of greater tension to minimize early thinking regarding quitting.
本研究探讨了为何有些员工在面临家庭责任与工作日常之间的冲突时打算离职。本研究还揭示了在职嵌入性在角色冲突与离职意愿之间的调节作用。基于资源守恒理论，本文考察了在职嵌入性的三个组成部分（契合度、联系和牺牲）的缓冲效应。数据收集自银行职员，因为大多数员工都要面对家庭与工作职责之间的角色冲突，银行业被认为是压力最大的工作之一。运用结构方程模型对收集到的数据进行分析。结果表明，角色冲突对离职意愿有显著影响。此外，研究表明在职嵌入性调节了角色冲突与离职意愿之间的关系。结果表明，组织可以通过培养员工的在职嵌入性来降低工作与生活冲突时期的离职意愿。本研究为管理者提供了一些见解，有助于理解为何许多员工离职以及如何克服这一问题。管理层还应在压力更大的时期提供额外且可用的资源，以尽量减少员工过早萌生的离职想法。
