Abstract
Using data collected on tenure-line faculty at a research-intensive Midwestern university, this study explored predictors of faculty job turnover intentions due to a desire for a better work–family balance. We adopted Voydanoff’s theoretical framework and included demands and resources both within and spanning across the work and family domains. Results showed that work-related demands and resources were much stronger predictors of work–family turnover intentions than family-related demands or resources. Specifically, work-to-family negative spillover was positively associated with work–family turnover intentions, and two work-related resources (job satisfaction and supportive work–family culture) were negatively associated with work–family turnover intentions. On the other hand, family-related demands and resources (within the family domain or boundary-spanning from family to work) did not significantly predict work–family turnover intentions.
Original language | English (US) |
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Pages (from-to) | 393-415 |
Number of pages | 23 |
Journal | Journal of Family Issues |
Volume | 37 |
Issue number | 3 |
DOIs | |
State | Published - Feb 1 2016 |
Keywords
- demands and resources
- faculty
- turnover intentions
- work–family balance
ASJC Scopus subject areas
- Social Sciences (miscellaneous)