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Top1. Introduction
Family and work are central activities of adult life. The family is the smallest unit of society consisting of a husband and wife; or a husband, wife, and child; or father and son; or a mother and her child (PP No. 21 of 1994). Work associated with organizing and facilitating family leisure, which is often performed by women, can be stressful and time consuming and leaves little to no time and energy for women’s personal leisure (Shaw, 2001). The balance family and work could be disrupted if the burden of the family and (or) the workload are heavily perceived. Therefore, it needs more attention. It will lead to stress which is a strain experienced by a person because of their extra demands, or that the obstacle or an opportunity (Wood, 2001). Job Satisfaction theory suggests that people will be satisfied when there is no difference among the desired perception of reality (discrepancy theory), or people will be satisfied if the sense of justice (equity theory); or people feel satisfied if getting what they need (need fulfillment theory).
Recursive correlation used longitudinal data in the two studies that investigated the relationship between job satisfaction and family (Orpen, 1978; Schmitt and Mellon, 1980). Chacko (2017) investigated the frequency of change in family satisfaction and job satisfaction. Schmitt and Mellon's research results (1980) showed that family satisfaction leads to job satisfaction. Conversely, research Orpen (1978) and Chacko (2017) supported the conclusion that job satisfaction caused family satisfaction. However, they admit that the main weakness of their study is that most of the variables used to predict job satisfaction and family satisfaction on the surface (eg, satisfaction with intrinsic rewards, satisfaction with the work environment, or satisfaction with the progress). After conducting various studies, the first development is the addition of the variables associated with the intention of turnover. Turnover is an important issue in human resource management. Turnover intention refers to the likelihood to leave the current job he/she is doing (Ngamkroeckjoti, Ounprechavanit & Kijboonchoo, 2012).
A study conducted by Morgan and Bottrall (1988) emphasizes the importance of understanding the similarities and differences in various countries to discuss various issues related to Human Resources Management (HRM) and analyzed the causes of the variations. Pieper (1990) said that the important thing is an understanding of the variation of HRM practices in different countries because of cultural differences. Hofstede (1984) identified four dimensions that distinguish one culture from another, judging from how the culture teaches its followers to be to something.
Based on these descriptions, this study aims to analyze the influence of family pressure, family involvement, work-family conflict, and job satisfaction to the satisfaction of the family with turnover intention. This is one of some research which investigate the moderation effect of competence, employee involvement, especially in the relationship between family-job satisfaction toward employee turnover intention.
Top2. Theoretical Background
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Job Satisfaction: Job satisfaction can also be interpreted when an employee feels satisfied and worthy of what he gets after he performs his obligations (work), especially those concerned with intrinsic motivation (Statt, 2004). Job satisfaction is formally defined as an emotional response to work done by an employee. Luthans (1995) in Lathifah (2008), states that job satisfaction is defined to have 3 dimensions: (1) job satisfaction is an emotional response to the work situation encountered, (2) job satisfaction is often determined from the work results of a person himself, whether get good results and as expected or get bad results that are not as expected, (3) job satisfaction has a relationship with other individual attitudes.