Influence of Work-Family Conflict on Turnover Intentions of Female Staff: Evidence from Takoradi Technical University (Published)
The purpose of the study was to examine common work-family conflict and turnover intentions mostly experienced by female staff of Takoradi Technical University. The study assessed whether work-family conflict had significant effect on turnover intentions of female staff. Descriptive survey design was adopted for the study. Stratified random sampling was used to select participants from four categories. A total of 125 female staff formed the sample size for the study. Data were gathered through questionnaire administration. The pre-test was analyzed using Cronbach Alpha and the test yielded reliability coefficient\ of 0.88. Data were analyzed using simple linear regression, means and standard deviations and the results were summarized into tables. The findings were discussed in line with the literature. Findings revealed that the problem of balancing the needs of job with family issues was the common work-family conflict experienced by female staff. Female employees mostly have turnover intentions of asking others about new job opportunities. The study found statistically significant effect of work-family conflict on turnover intentions of female staff of the university. It was recommended among others that Management of Takoradi Technical University should organize workshop on management of work-family conflict to equip female staff with the requisite skills to balance home and work activities. Management should make work arrangement family-friendly to help female staff stay longer on the job.
Positive and Negative Consequences of Balancing Paid Work and Informal Family Care: A Survey in Two Different Sectors (Published)
In The Netherlands about 70% of informal caregivers combine their caregiving activities with paid employment, and thus have to manage the boundaries between work and family roles. Our cross-sectional study examined whether employed informal caregivers differ from non-caring colleagues with respect to negative and positive spillover effects, health and work-related outcomes, use of formal support arrangements and experiences with a supportive work environment. Participants were recruited from a large healthcare and a financial company. Quantitative data were collected by self-administered questionnaire. Highly statistically significant, bidirectional, differences were seen with respect to work-family conflict and enrichment, but only in the health care company. In both companies health-related outcomes were scored lower among employees with family caregiving tasks. Work-related outcomes and experiences of formal and informal organizational support and hindrance were evenly distributed. Integration of professional and informal caregiving roles might explain the bidirectional blurring of boundaries between work and family.
THE MODERATION EFFECT OF MANAGERIAL STATUS ON WORK-FAMILY CONFLICT-TURNOVER INTENTION RELATIONSHIP (Published)
We examined the extent to which managerial status moderated the relationship between work-family conflict and turnover intention among employees in the Ghanaian banking sector. Predictive correlational design was used. One hundred and twenty-one (n=121) participants were sampled conveniently for the study. Reliable questionnaires were adopted for the study. All the scales were confirmed reliable following pilot study. Moderated hierarchical regressions analysis was performed to test the hypothesis in the study. Pearson correlation test was performed to satisfy the assumption underlying the use of moderation test. We also centred the moderator and independent variables to reduce the effect of multicollinearity. The analyses showed that work-family conflict significantly and positively predicted employee’s intention to leave their current organization. It was also observed that, managerial status significantly moderated the predictive relationship between work-family conflict and turnover intentions. The findings have significant implications on role and spill over theories of work-family conflict as well as on the management of organizations in contemporary times. The implications and limitations of the findings have been discussed