Linking Work-Family Balance and Employee Turnover

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Are employees plagued by work-family conflict more likely to leave their jobs?

Research has shown that work-family balance is crucial to maintaining mental health and organization well-being. When individuals experience work-family conflict, do organizations end up paying the price by losing valuable employees?

Glenn Withiam, director of publication services at the Cornell Center for Hospitality Research, recently spoke with Sean Way of Cornell University to discuss this topic. Professor Way and Chelsea Vanderpool, also of Cornell, published the article “Investigating Work-Family Balance, Job Anxiety, and Turnover Intentions As Predictors of Health Care and Senior Services Customer-Contact Employee Voluntary Turnover” in the May 2013 issue of Cornell Hospitality Quarterly. Click here to download the podcast interview and here to access the article.

CQ_v53n3_72ppiRGB_150pixWProfessor Way told Cornell:

“We tested a model that connected work-family balance to turnover intentions, and we found that work-family imbalance was directly connected to employees’ intention to leave,” said Way. “Then we added job anxiety to the model and we found that it fully mediated the original link. In short, if your employees are worried about how their job is affecting their family, it looks like they are going to choose their family over their job.”

Additionally, Vanderpool and Way show that work-family balance affected voluntary turnover of these health care and senior services customer-contact employees. Way points out that the healthcare workplace is similar to the hospitality industry, with 24/7 operation, odd hours, split shifts, and uncertain customer relationships. Hence, both health care and hospitality industry managers might wish to note this study’s findings. Given the cost of voluntary turnover, Vanderpool and Way conclude that their study highlights why health care and hospitality managers should be concerned about their employees’ work-family balance and should consider ways to offset the stress of imbalances.

Click here to read the paper, and here for more articles from the Cornell Hospitality Quarterly May issue.

This entry was posted in Podcast, Work-Family Conflict, Work-Life Balance and tagged , , , by Cynthia Nalevanko, Senior Editor, SAGE Publishing. Bookmark the permalink.

About Cynthia Nalevanko, Senior Editor, SAGE Publishing

Founded in 1965, SAGE is the world’s leading independent academic and professional publisher. Known for our commitment to quality and innovation, SAGE has helped inform and educate a global community of scholars, practitioners, researchers, and students across a broad range of subject areas. With over 1500 employees globally from principal offices in Los Angeles, London, New Delhi, Singapore, Washington DC, and Melburne, our publishing program includes more than 1000 journals and over 900 books, reference works and databases a year in business, humanities, social sciences, science, technology and medicine. Believing passionately that engaged scholarship lies at the heart of any healthy society and that education is intrinsically valuable, SAGE aims to be the world’s leading independent academic and professional publisher. This means playing a creative role in society by disseminating teaching and research on a global scale, the cornerstones of which are good, long-term relationships, a focus on our markets, and an ability to combine quality and innovation. Leading authors, editors and societies should feel that SAGE is their natural home: we believe in meeting the range of their needs, and in publishing the best of their work. We are a growing company, and our financial success comes from thinking creatively about our markets and actively responding to the needs of our customers.

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