Family Responsive Policies and Employee Turnover Intentions, the Mediating Role of Work Stress: Perspectives from a Developing Country

Abstract

Purpose: This study examines the link between organizations’ family responsive policies and employee turnover intentions, with work stress as a mediating factor. Previous studies mostly situated in western contexts have focused on aspects of employee turnover intentions. Very few studies have considered family responsive policies and practices as factors in employees’ intention to stay or quit a job, particularly in a developing country. Design/Methodology/Approach: The study adopted a survey approach drawing on responses from a sample of 285 respondents from selected banks. Data were analyzed using Pearson Product moment in SPSS. Findings: Analyses showed a significant negative relationship between employee turnover intentions and family care services and benefits. Findings also showed a negative relationship between family responsive policies and stress. The work underscores the importance of family-responsive policies in managing turnover intentions of employees. It shows how work stress mediates the relationship between organizations’ family responsive policies and employee turnover intentions. Practical Implications: This study has revealed that these family responsive policies could be the organizations’ strategic corporate social responsibility towards their internal stakeholders. Further, organizations desiring to benefit from workplace diversity should aim at implementing these employee maintenance activities to attract competent members from a minority group, especially married women with children who still have the greatest responsibility of managing the family. Originality/Value: Empirically, this study is the first of its kind in Ghana conducted in a crucial sector of the economy, examining the relationship among family responsive policies, work stress, and turnover intentions.