The Effect of Work-Family Conflict and Perceived Corporate Reputation on Turnover Intention

Abstract

Purpose – Individuals' work and family roles constitute nearly the entirety of their daily lives. The responsibilities and expectations brought by these roles develop simultaneously. Due to the failure to meet these responsibilities and expectations, individuals often experience conflict between their work and family lives. Within the scope of this research, the effect of employees' work-family conflict and corporate reputation on turnover intention is examined.
Design/methodology/approach – The relational screening model, one of the quantitative research methods, was used to define the research model and hypotheses. The population of the study consists of individuals aged 18 and above working in the public and private sectors in Ankara. The questionnaire method was preferred as a quantitative data collection tool. The data obtained within the scope of the study were transferred to the SPSS software package and analyzed.
Findings – It was determined that work-family conflict and perceived corporate reputation have statistically significant effects on employees' turnover intention. Work-family conflict was found to explain 14.6% of the variance in turnover intention (R²=0.146), and this effect was found to be negative and significant (β=-0.382; t=-8.072; p<0.01). Similarly, perceived corporate reputation was also found to have a significant effect on turnover intention (F=15.94; p<0.01), explaining 11.5% of the variance (R²=0.115). The effect of perceived corporate reputation was also found to be negative and significant (β=-0.237; t=-3.993; p<0.01).
Discussion – As a result of the study, it was determined that work-family conflict has an increasing effect on employees' turnover intention, whereas perceived corporate reputation has a decreasing effect on this intention. The findings revealed that corporate reputation is a reinforcing factor for employee commitment.