Conflict, Work Stress, Job Burnout, and Turnover Intention: Examining Differences Based on Marital Status and Gender

Abstract

The demanding mutual expectations of employees and organisations can be influential on the way increasing individuals’ role ambiguity along with family– work/work-family conflicts. Changing employment status of partners, responsibilities for child and elderly care, relations between family members, specifications of psycho- social working conditions, superior-subordinate communication, and work opportunities may be determinant on employee’s job outcomes such as work stress, job burnout, and turnover intention. This study aims to find out the differences of these variables based on the marital status and gender in the perception of employees. In order to achieve this, a questionnaire was administered on a sample of 457 participants but 401 questionnaires underwent to the analysis after the final check. While the factorial structures of the scales were analysed through LISREL 8.8 Scientific Software International Programme, the validity of scales and the other analysis were tested by IBM SPSS Statistics 21 Programme. According to the multivariate analysis of variance (MANOVA) results, the work stress and burnout levels of the divorced employees were found significantly higher than that of married and single employees. The study also found that the conflict and turnover intention levels of the women employees were significantly higher than that of men employees.