Work-Family Conflict and Turnover Intention: Exploring the moderation effects of perceived work-family support

The influence of perceived employer family support on the work-family conflict/job-outcomes relationship, is poorly understood. This study of 100 New Zealand local government employees tested work-family conflict as a predictor of turnover intention, and explored the moderator effects of perceived work-family support, which measures the extent employees see their employer providing policies and programmes supportive of families. Direct associations were found between two types of conflict (work-family and family-work) and turnover intention. However, perceived work-family support held no significant interaction effects. Hence, employee perceptions of how supportive their employer is towards work-family aspects had no effect on whether employees are encouraged to leave their organisation when conflict levels from the home and office increase. Implications are that conflict from the office and home does increase turnover intentions, and that perceived work-family support has little effect on these relationships.