Relationship Between Work-Family Conflict and Turnover Intention: A Meta-Analysis of the Researches on Tourism

Relationship Between Work-Family Conflict and Turnover Intention: A Meta-Analysis of the Researches on Tourism

Ebru Dusmezkalender (Eskisehir Osmangazi University, Turkey) and Cihan Secilmis (Eskisehir Osmangazi University, Turkey)
Copyright: © 2020 |Pages: 15
DOI: 10.4018/978-1-7998-1474-0.ch020

Abstract

The aim of this study is to analyze relationship between work-family conflict and turnover intention in tourism researches. In this respect, following the literature research, 18 quantitative studies in this area, which were conducted between 2005-2019, have been analyzed with meta-analysis method. The effect size of studies, the analysis of heterogeneity, publication bias, and intervening variable have been studied with Comprehensive Meta-Analysis v2.0 (CMA) statistics. The data obtained from the study have been interpreted within fixed effects model. As a result of the meta-analysis, it was found that the studies included in this research were homogeneous, and therefore, there was a moderate positive relationship between the effect sizes under the fixed effects model, the work-family conflict, and the turnover intention. The study is considered to be important because it synthesizes the experimental studies that examine relationship between work-family conflict and turnover intention.
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Literature Review

Work-Family Conflict

Although employees are expected to establish a balance between their work and non-work spaces, conflicts may occur due to their participation in both roles (Karatepe & Kilic, 2007). Work-family conflict is defined as a kind of inter-role conflict where role pressures in work and family spaces are mutually incompatible in some areas. That is, it is stated that participation in the work/family role becomes more difficult due to participation in the family/work role (Duxbury & Higgins, 1991). In other words, work-family conflict occurs as a result of the conflict between work and family role demands (Bryon, 2005).

In the literature, it is seen that work-family conflict is examined under many different theories such as the role theory, spillover theory, compensatory theory and border theory. However, it is stated that role theory constitutes the center of the work-family conflict (Guzel & Ozgul, 2014) and frequently stated that this type of conflict is a special type of role conflict (Aras & Karakiraz, 2013; Efeoglu & Ozgen, 2007).

Work-family conflict and family-work conflict are two aspects of the conflict between work and family roles (Karatepe & Bekteshi, 2008). These conflicts can occur as an influence from work to family and from family to work. In the literature, it is seen that there are studies examining two aspects of the work-family conflict (Frone & Yardley, 1996; Netemeyer et al., 1996) as well as studies examining these two aspects with their sub-dimensions (Arslaner & Boylu, 2017; Carlson, Kacmar, & Williams, 2000). However, work-family conflict is generally examined in three dimensions based on time, tension and behavior (Pala, Tepeci, & Timur, 2018). The dimensions resulting from the dual directionality of the concept are assessed both as work-family conflict based on time, tension and behavior, and as family-work conflict based on time, tension and behavior.

Time-based conflict arises when the time allocated to work (family) roles prevent the fulfillment of the responsibilities related to family (work). Tension-based conflict occurs when tension resulting from work (family) roles makes it difficult to fulfill the family (work) responsibilities (Netemeyer et al., 1996). When behavioral patterns of one role are not consistent with the behavioral expectations related to the other role, behavior-based conflict emerges (Greenhaus & Beutell, 1985).

Key Terms in this Chapter

Work-Family Conflict: It occurs when a person is unable to balance the roles between work and family or reflects the roles and tensions in the work to his or her family.

Turnover Intention: The intention of quitting is that the employee wants to quit his job as a result of dissatisfaction due to various reasons (salary, management style, justice, rewarding, etc.).

Meta-Analysis: It is a statistical method used to reach a more accurate common result by using the findings of many studies.

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