The Mediating Role of Work–Family Conflict on Role Stressors and Employee Turnover Intention Relationship in Labour-oriented Organizations

Abstract

This study works on the conception that an employee’s experience of more stress at work produces work–family conflict (WFC), and consequently, it increases his or her intention to quit the organization. In examining the effect of WFC on role stressors and turnover intention relationship, this study suggests that employees respond negatively to WFC, which mediates the three dimensions of role stressors (role ambiguity, role conflict and role overload) and turnover intention relationship. Data were collected from a sample of 365 supervisors working in Bangladesh’s ready-made garment (RMG) industry. The results support the proposed relationship, which suggests that all three dimensions of role stressors increase employees’ WFC that instigates employee turnover intention. Thus, WFC is found to be a significant mediator in the relationship between role stressors and turnover intention. The implications for practice and recommendations for future research are discussed as well.