Work-Life Conflict with Turnover Intention: An analysis of the Relationships

Abstract

This study examines the relationships between the work life conflict and turnover intention. There are basically two relationships examined. In order to interpret those relationships effect from some other variables were controlled. The study was conducted by selecting the executive level employees in three cable manufacturing organizations in Sri Lanka. Data were collected using five point likert scale questionnaire. In order to test the relationships, correlation co-efficient, and regression analysis were used. The analysis results of the study have showed that the relationship between the work life conflict and the turnover intention was positive and relationship between job satisfaction and turnover intentions was negative. These results comply with the similar studies which have been conducted in different contexts and the relationships are common to the Sri Lankan context as well. This means that the work life conflict and job satisfaction plays a dominant role in predicting intension to leave when other factors held constant or controlled. In this way, identifying the factors for turnover intension is quite important since such perceptions will ultimately result to the actual turnover so that the management of the respective cable manufacturing organizations can take proactive HR policy decisions. Further, the study revealed that the work life conflicting executives’ turnover intention level can be reduced by the job satisfaction. This can be treated as the main finding of the study which gives some implications for HR policy makers for eliminating labor turnover and improved retention.