Abstract
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.
Highlights
Employee turnover is not a new trend
This present research aims to determine whether job abandonment moderates the relation between role conflict and intention to leave in the banking sector
The results suggest that job embeddedness moderates the relationship between the WFC and job turnover intention
Summary
Employee turnover is not a new trend. Millions of people around the world leave their jobs annually. This research investigates if on-the-job embeddedness affects the connection between work-life conflict and an employee’s intention to leave. It is probable that role conflict will have adverse effects, such as stress and dissatisfaction, and interfere with the ability to fulfill work or family obligations (Baranik and Eby, 2016; Mohsin et al, 2021) This tension may result in voluntary turnover, according to studies conducted by Eby et al (2014), which supports this assertion. Workers with a greater degree of link embeddedness had an easier time implementing current ameliorative measures, resulting in a reduction in the experience of stress resulting from work and family conflict compared to employees with a lower level of link embeddedness. The Moderating Effect of On-the-Job Sacrifice Embeddedness While fit and connection embeddedness has been suggested to mitigate the impact of work-life conflict on leaving intention, sacrifice embeddedness has been proposed to enhance that relationship, following Zhang Y. et al (2019). We proposed the following hypothesis: H4: On-the-job sacrifice positively moderates the relationship of role conflict and intent leave job (see Figure 1 for all relationships)
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