Content area
Turnover often begins with the intention to leave, influenced by various factors. This study aims to investigate the influence of work-family conflict on job satisfaction and turnover intention among married nurses in private hospitals, utilizing resource conservation and role theory frameworks. Data were gathered via questionnaires and interviews from 300 married nurses, selected through proportional random sampling. SMART-PLS analysis revealed that workfamily conflict significantly impacts job satisfaction and turnover intention. Moreover, job satisfaction directly affects turnover intention and partially mediates the relationship between work-family conflict and turnover intention. These findings suggest that role imbalance at work increases the likelihood of nurses considering leaving their jobs, contributing valuable insights to the management literature on these dynamics in hospital settings.
Abstract
Turnover often begins with the intention to leave, influenced by various factors. This study aims to investigate the influence of work-family conflict on job satisfaction and turnover intention among married nurses in private hospitals, utilizing resource conservation and role theory frameworks. Data were gathered via questionnaires and interviews from 300 married nurses, selected through proportional random sampling. SMART-PLS analysis revealed that workfamily conflict significantly impacts job satisfaction and turnover intention. Moreover, job satisfaction directly affects turnover intention and partially mediates the relationship between work-family conflict and turnover intention. These findings suggest that role imbalance at work increases the likelihood of nurses considering leaving their jobs, contributing valuable insights to the management literature on these dynamics in hospital settings.
Keywords: work family conflict, job satisfaction, turnover intention
Introduction
In various parts of the world, turnover is a significant issue in human resource management (Sai & Kumari, 2023). Turnover can disrupt work productivity and other work behaviors. Numerous efforts have been made by companies to reduce turnover rates by implementing employee retention strategies. However, many companies still face challenges in controlling turnover, particularly in the hospitality industry. Turnover intention (TOI) refers to the inclination of employees to seek new employment opportunities or plan to leave their current organization (Ribeiro et al., 2023; Low et al., 2001). According to Tsai et al. (2017), a typical employee turnover rate is between 5-10% annually. An increase in turnover intention can lead to higher costs and negatively impact organizational productivity and efficiency (Khan & Aleem, 2014). Boss (2018) found that employee turnover has become a significant issue over the past decade. Supporting this, Gutmann (2016) reported that Indonesia has the fourth-highest turnover rate globally, at around 15.8%, following Argentina, Venezuela, and Romania. The turnover rate in Indonesia increased during the 2015-2017 period and is expected to rise further (Lim, 2018).
The conservation of resources theory posits that individuals strive to preserve and maintain resources such as conditions and energy (Hobfoll, 1989). When resources become scarce, individuals may seek to conserve them by reducing their efforts in work or family roles. One strategy to conserve resources lost due to role stress is quitting a job. An employee's intention to voluntarily leave their job presents a significant challenge for organizations (Mahdi et al., 2012). Studies (Gull et al., 2023; Ribeiro et al 2023) have shown that work-family conflict (WFC) significantly contributes to an individual's intention to leave an organization. Research by Wang & Wang et al. (2024) and Wang et al. (2017) identifies WFC as a significant predictor of turnover intention (TOI). WFC is bidirectional (Mesmer & Viswesvaran, 2005), meaning it can arise from work roles affecting family life and vice versa. Empirical studies (Yildis et al, 2021; Andres et al, 2012) found that employees considering leaving their jobs often cite work interfering with family life. The thought of quitting can lead to resource loss and stress due to situational changes. Work typically creates more tension (e.g., mental occupation) compared to family life (e.g., caregiving). Jabeen et al. (2020) revealed that long working hours exacerbate WFC, significantly impacting the intention to leave. Zhou et al. (2020) also found that WFC significantly affects TOI. However, a study by Karatepe and Karadas (2014) in Romania showed no significant effect of WFC on turnover intention, as finding new employment in these countries is challenging, leading individuals to remain in their current jobs.
However, several studies (Chelariu & Stump, 2011; Daderman 8 Basinska, 2016) have found that work-family conflict (WFC) does not significantly affect turnover intention (TOI). In contrast, Raman et al. (2013) found that WFC did not lead to an increased desire to leave. However, Nohe & Sonntag (2014) discovered that an increase in WFC can accurately predict a rise in turnover intentions. These differing results indicate inconsistencies in research on the effect of WFC on TOI. Apart from influencing turnover intention, WFC can also impact job satisfaction (JS). Hammond et al. (2020) found that WFC negatively affects job satisfaction, a view supported by (Mihelic, 2014: Freire &Bettencourt, 2020). They suggest that more flexible working conditions, such as adaptable work schedules, could mitigate this negative relationship. Conversely, Viegas & Henriques (2020) found no significant effect of WFC on job satisfaction. Kovner et al. (2006) reported that WFC affects job satisfaction, noting that when work interferes with family life, nurse job satisfaction decreases. Nurses with lower job satisfaction are more likely to have higher turnover intentions (Chen et al., 2015).
A number of study (Gebregziabher et al., 2020; Choi 8: Kim, 2016) stated that job satisfaction (JS) is a significant factor that can increase turnover intention (TOI). According (Abd-Ellatif et al., 2021; Rageb et al. (2014), JS has a strong impact on individuals' desire to leave an organization. Other findings suggest that JS affects turnover intention and partially mediates the relationship between work-family conflict (WFC) and TOI (Mawardi, 2022; Mihelic, 2014). Conversely, Ozbag & Ceyhun (2014) found that the mediating effect of JS on TOI in relation to WFC is not significant. The focus on nurses as respondents is based on research indicating high TOI among hospital nurses in Indonesia. Surveys show that turnover rates are higher in private hospitals compared to public ones (Oktizulvia et al., 2017). For example, Takaya & Ramli (2020) found that one private hospital had a turnover rate of 15%29%. Dewi et al. (2020) reported an average nurse turnover rate of 18.84% over the last three years in a private hospital, while, Dewi & Sriathi (2019) found a turnover rate of 10.6% in another private hospital. Given the inconsistencies in previous studies, exploring the relationship between WFC, job satisfaction, and ТО! is deemed necessary. Nursing is a demanding career, particularly for women who often work around the clock. Various researchers have examined why nurses intend to leave their jobs. This study addresses the gap in the inconsistency of previous empirical research on the influence of work-family conflict on turnover intention by analyzing the interactions between variables, namely workfamily conflict, job satisfaction, and turnover intention, to test the conservation of resources theory and role theory among hospital nurses.
Literature Review and Research Hypotheses Resource conservation role theory
The theory underlying this research is the conservation of resources theory, supported by role theory. According to Hobfoll (1989), the conservation of resources theory posits that individuals strive to maintain their resources to prevent them from diminishing or being lost, thereby maximizing their benefits. The core principle of this theory is that individuals aim to acquire and preserve valuable resources (Halbesleben et al., 2014). The conservation of resources theory also explains that work-family conflict (WFC) can lead to a loss of resources, as individuals must use their personal resources to manage it (Liao et al., 2019). WFC arises when job role demands deplete resources such as time, energy, and emotions. The supporting theory in this research is role theory, which suggests that life domains like work and family require individuals to fulfill multiple roles. These demands need to be balanced between work and family to avoid conflict (Michel et al., 2010). When individuals are able to balance these roles effectively, it can lead to increased job satisfaction (JS) and reduced turnover intention (TOI).
Work-family conflict and turnover intention
Turnover intention refers to an individual's intent to leave their organization. Several studies (Mihelic, 2014; Haar, 2004; Ryan & Sagas, 2009) have found that work-family conflict (WFC) directly increases employees' intentions to leave. In line with this, Andres et al. (2012) explained that employees contemplating quitting often feel that work interferes with their family life. This contemplation can lead to resource loss and increased stress due to the resulting changes. Work often creates tension that occupies the mind, conflicting with family responsibilities and activities. Numerous studies (Aboobaker &Edward, 2019; Chen et al, 2015; Zhang et al, 2020; Hammond et al., 2020; Zhou & Gao, 2020) have shown that WFC significantly impacts turnover intention. The higher the WFC experienced by individuals at work, the greater their intention to leave the organization.
H1: work-family conflict has a positive effect on turnover intention.
Work-family conflict and job satisfaction
Work-family conflict (WFC) is often linked to various negative workplace outcomes, including lower job satisfaction (JS). Study by Kovner et al. (2006) noted this association, and research by Kossek & Ozeki (1998) consistently found a negative relationship between WFC and JS, indicating that WFC can decrease job satisfaction. Numerous study (Wei et al., 2016;, Asbari et al., 2020;, Gozukara & Colakoglu, 2016;, Zhang etal., 2020), stated that higher WFC higher intention to leave organization. Studi conducted by Hammond et al. (2020) revealed that as the intensity of WFC increases, perceived job satisfaction decreases. Furthermore, Anderson et al. (2002) discovered that a high workload significantly reduces job satisfaction, underscoring that WFC negatively impacts on job satisfaction. Based on numerous empirical study, proposes hypothesis as follows.
H2: work-family conflict has a negative effect on job satisfaction.
Work-family conflict, Job satisfaction, and turnover intention
Job satisfaction (JS) is widely recognized as a significant factor influencing turnover intention (TOI) (Tsai & Wu, 2010). Singh & Loncar (2010) found that higher job satisfaction can strengthen the intent to stay within an organization. Key elements such as satisfaction with salary, organizational structure, benefits, and salary increases are crucial in reducing turnover rates. Rageb et al. (2014) emphasized that JS has a substantial impact on TOI. Several studies (Li et al., 2019; Tsai & Wu, 2010) indicate that JS negatively affects TOI, meaning that low job satisfaction tends to increase the intention to leave (Chen et al., 2015). Research on job satisfaction (Calisir et al., 2011; Alsaraireh et al, 2014; Russo & Buonocore, 2012; Bonenberger 8% Akweongo, 2014; Zeffane & Melhem, 2017; Yang & Chen, 2020) consistently shows that lower JS correlates with higher TOI. Hayes et al. (2006) found that in the nursing profession, older nurses generally have lower turnover intentions compared to younger nurses.
H3: job satisfaction has a negative effect on turnover intention.
H4: Job satisfaction mediate the effect of work-family conflict on turnover intention
Methods
sample of the study comprised all nurses working in private hospitals, totaling 300 married nurses. Data was collected using a questionnaire developed with statements corresponding to the research variables. Work-family conflict (WFC) was measured based on six dimensions as outlined by Carlson et al. (2000). Job satisfaction (JS) was assessed using the Measure of Job Satisfaction (MJS), which consists of five dimensions according to Traynor & Wade (1993) and Savitsky et al. (2021). Turnover intention (ТО!) was measured using three dimensions referenced from the studies of Sager et al. (1998) and Mobley (1978). The researchers initially distributed questionnaires to 30 nurses to test validity and reliability. The questionnaire was deemed valid and reliable, with Pearson correlation scores exceeding 0.3 and Cronbach's Alpha values above 0.7. Following validation, the questionnaires were distributed to all study participants. These were handed out directly through the designated hospitals and given to respondents included in the sampling frame, using probability sampling with a proportional random sampling technique based on the number of nurses in each hospital. The collected data, once validated, was analyzed using PLS-SEM with Smart PLS3.
There are several assumptions in using SEM-PLS analysis, namely the model must meet the criteria of validity and reliability (convergent validity, composite reliability, and discriminant validity). Additionally, Q? testing is conducted to determine the extent to which variables influence the endogenous variable, with criteria (0 < ©? < 1). Next, the proposed hypotheses are tested using the critical ratio criteria (CR > 1.96) and p-values < 0.05.
Result
Based on the analysis of the respondents' profiles, the majority were nurses aged 31-35 years, totaling 99 individuals (33%). This indicates that most nurses were in their productive age group. Regarding employment status, the respondents were predominantly permanent employees, with 258 individuals (86%) in this category, and 42 individuals (14%) being contract employees. In terms of education, the majority of respondents had completed nursing education, with 158 individuals (52.67%), indicating a high level of competence among the nurses. Regarding years of service, 226 respondents (75.33%) had been working for more than five years, suggesting that they had substantial experience in patient care. The study's respondents were mostly educated to the level of nursing, with 158 holding relevant qualifications. This high level of education underscores their competence as nurses. Interviews conducted by the researchers revealed that many nurses aspired to further their studies but faced challenges due to heavy work schedules, balancing time at home, and difficulties obtaining permission from the hospital. In terms of gender, the respondents were predominantly female, with 229 women participating in the study. Rollinson 8% Kish (2017) argue that nursing is historically dominated by women because it evolved from traditional caregiving roles in the family and society.
Table 1, presents the results of the validity and reliability tests for the work-family conflict, job satisfaction, and turnover intention conceptual model. The convergent validity test results show that the outer loading values are greater than 0.50, indicating that the indicators meet the convergent validity criteria. Additionally, the Average Variance Extracted (AVE) values are higher than 0.50, confirming that each variablework-family conflict, job satisfaction, and turnover intentionfulfills the construct validity requirements. Reliability tests, measured by composite reliability and Cronbach's Alpha, show values exceeding 0.70, demonstrating the model's reliability. Table 2 illustrates the Fornell-Larcker criterion results, where the AVE square root (diagonal values) is greater than the correlation values between the variables in the model, thus satisfying the discriminant validity criteria. Consequently, the variables work-family conflict, job satisfaction, and turnover intention have been confirmed to meet the model's validity and reliability standards.
The calculation results for predictive relevance (Q?) = 1 - (1- R?1) (1-R22) = 1 - (0.916) (0.909) = 0.1676 (16.76%). This indicates that the model has good predictive relevance, where 84.24% of the variation in the endogenous variable is influenced by other variables outside the model. The next phase involves hypothesis testing using SmartPLS, as depicted in Figure 1 and summarized in Table 3.
Figure 1 and Table 3 reveal that three hypotheses are supported, along with one mediation test. Work-family conflict (X) positively and significantly impacts turnover intention (Y), with a path coefficient of 0.167 (p < 0.05). Additionally, workfamily conflict negatively and significantly affects job satisfaction (M), with a path coefficient of -0.289 (p < 0.05). Job satisfaction (M) also has a negative and significant effect on turnover intention (Y), with a path coefficient of -0.208 (p < 0.05). Furthermore, work-family conflict influences turnover intention through job satisfaction, with a mediated path coefficient of 0.060 (p < 0.05).
Discussion
Nurses are at the forefront of providing care to patients and make up a significant portion of hospital staff, accounting for 60-70% (Gillies, 1989). The study results indicate that the demanding nature of nursing work often leaves nurses feeling pressured, and when they return home, they are too exhausted to engage in family activities, leading to work-family conflict. This conflict arises due to factors such as the hospital's shiftbased work system (6-12 hour shifts), which prevents nurses from fully attending to their family needs. Numerous empirical study (Wang & Wang et al., 2024; Lu et al., 2017) found that work-family conflict (WFC) can increase turnover intention (TON. Work characteristics like night shifts, minimal control over work hours, and unpredictable scheduling significantly influence TOI. Nurses working night shifts, especially those who are married with children, often feel anxious about their children's care at night. Sometimes, urgent family matters require nurses to take leave, and conflicts arise when replacements are unavailable, forcing nurses to work despite pressing family needs. The difficulty in balancing work and family roles causes nurses to consider leaving their jobs.
The study shows that WFC positively affects TOI (Gull et al., 2023: Ribeiro et al., 2023). This study consistent with findings by (Mihelic, 2014;, Aboobaker & Edward, 2019; Zhou & Gao. 2020), also found a positive relationship between WFC and TOI. Additionally, (Mihelic, 2014; Freire & Bettencourt, 2020), research indicates that WFC negatively impacts on job satisfaction (JS). Fatigue and lack of time for family activities due to work significantly decrease JS. Work that drains too much energy and limits family time leads to dissatisfaction. Yildirim & Aycan (2008) highlighted that conflicts can arise from work overload, overtime, irregular schedules, and long hours, all of which disrupt family life and reduce JS. A high workload reduces family activities, further diminishing JS (Anderson et al., 2002). A number of studies, (Hammond et al., 2020;, Wei et al., 2016;, Zhang et al., 2020), also explain that WFC has a negative effect and potentially lowering JS.
Job satisfaction significantly impacts increased turnover intentions (Gebregziabher et al., 2020; Rageb et al., 2014). The study results indicated that job satisfaction has a negative effect on turnover intention. Similarly, Li et al. (2019) found that nurse job satisfaction has a significant negative direct effect on turnover intention (TOI), meaning that higher job satisfaction corresponds with lower turnover intention. Nurses consider finding new employment when they perceive the work environment as unsupportive, including factors like salary, promotion opportunities, supervisor support, benefits, recognition of work outcomes, and peer support (Oktizulvia et al., 2017). Additionally, the findings show that job satisfaction partially mediates the effect of work-family conflict (WFC) on turnover intention. Satisfied employees are less likely to leave their organization to seek alternative employment (Rasch 8 Harrel, 1990). This is consistent with research by (An et al., 2020:, Mansoor et al., 2011:, Vickovic 8% Morrow, 2020). Moreover, Rhee et al. (2020) found that higher WFC reduces job satisfaction, and lower job satisfaction significantly increases TOI. Conflicts between work and family responsibilities lead to decreased job satisfaction among nurses, ultimately increasing their desire to leave their current job (Zhang et al., 2019). The study illustrates that nurses experiencing work-family conflict tend to have lower job satisfaction, which in turn increases their turnover intention. However, nurses who find their work environment supportive and satisfying are less likely to consider leaving.
Managerial Implication
The research findings indicate that work-family conflict (WFC) significantly affects both turnover intention (TOI) and job satisfaction (JS). This study confirms previous research showing that WFC severely reduces job satisfaction and increases the desire to leave the organization. The results highlight a critical management challenge: ensuring that employees can balance family and work demands simultaneously. Minimizing WFC cannot be achieved solely by individuals; it also requires hospital management's intervention. WFC often arises because nurses lack time for their families due to busy schedules and work pressures, leading to family problems. Hospital management should focus on proper work arrangements, particularly regarding time and staffing required for tasks. Adequate resource allocation can reduce workrelated pressure, enabling timely task completion. This allows individuals to allocate time for family, ensuring they have enough energy for family activities. Implementing appropriate policies is essential to reducing work-family conflict, thereby decreasing nurses' turnover intention and increasing job satisfaction.
Conclusion
Nurses are the backbone of hospital operations. This study found that job satisfaction partially mediates the effect of workfamily conflict (WFC) on turnover intention (TOI), meaning WFC directly and indirectly affects TOI through job satisfaction. Role theory suggests internal conflict arises from competing pressures, depleting time and energy. Conservation of resources theory posits that individuals protect their resources by balancing efforts in work and family roles, sometimes by quitting their job. A supportive work environment can help maintain this balance, reducing ТО! and increasing job satisfaction. However, this study's limitations include focusing only on nurses in private hospitals and not considering gender differences or varying timeframes, which might influence results. Future researchers are encouraged to investigate the causes of nurse turnover intentions in hospitals using variables outside the current model, considering the predictive relevance value is relatively low and the R? is in the weak category..
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