Work support and turnover intention: The mediating roles of work-to-family conflict and facilitation

Work support is a key construct which has long been suggested to have important effects on turnover intention. This study developed a research model to test the mediating roles of work-to-family conlict and work-to-family facilitation between work support and turnover intention, using conservation of resources theory and social exchange theory. In a sample of 2828 married employees, SEM analysis showed that work-to-family conflict mediated the relation between the work support and turnover intention. Employees who matain the existing resources dealed with work more freely, transfered little tension to family domain and decreased role conflict which led to lower turnover intention. Furthermore, multiple regression analyses were used to test the impact of three sources of work support on work-to-family conflict. The results showed supervisor support most predict reduced work-to-family conflict than colleague support and organizational policies. According to these findings, organization should pay pay more attention to the patterns of leaders and take more care about decreasing employees's pressure instead of offering facilitation.