Abstract
This study examined occupational stress as a mediator of work-family conflict and turnover intention in selected Savings and Loans Companies (SLCs) in Ghana. Descriptive cross-sectional research design was adopted for the study. One hundred and twenty-six (126) respondents from three firms were selected using simple random sampling and purposive sampling techniques. A structured and self-administered questionnaire was the main data collection instrument. Data was analysed with the help of SPSS whilst the hypotheses were tested through correlation and multiple regression analysis. The study found a significant positive relation among work-to-family conflict, family-to-work conflict and occupational stress. Also, occupational stress had a positive effect on turnover intention. However, work-to-family conflict rather than family-to-work conflict significantly predicted turnover intention. Finally, the relation between work-family conflict and turnover intention was fully mediated by occupational stress. It was recommended among others those work-family interventions such as flexitime, compressed workweek and job sharing should be implemented by management in the Savings and Loans Companies (SLCs) to help lessen the burden that comes with employee turnover.
Highlights
Background of the StudyWorkforce diversity and organizational restructuring have made studying the relation between work and family issues more fascinating in the last two decades
All the constructs had satisfactory reliabilities according to Nunnally and Bernstein (1994) who suggested that the coefficient alpha should be greater than or equal to .70 if a set of items can constitute a reliable scale
The more employees experience work-to-family conflict and family-towork conflict, the more likely they are to develop more stress and strain arising from their occupation
Summary
Workforce diversity and organizational restructuring have made studying the relation between work and family issues more fascinating in the last two decades. According to Bennett, et al (2016), workfamily conflict (WFC) has become a major area of research due to the main challenges confronting employees, especially women in balancing work and family responsibilities (Moreno-Jimenez et al 2009). Work-family conflict is an important area for practitioners because it has been empirically confirmed to relate to negative work attitudes (Deery, & Jago, 2015) and turnover intention (Boyar et al, 2005). Bedu-Addo (2010) opined that work-family conflict cannot be taken for granted given the drastic surge in the involvement of women in the workforce in most employment areas in Ghana like the rest of the world
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