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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...