Study On The Impact Of Social Support On Turnover Intention And Its Mechanism

With economic development, social and organizational change, the increasing demands of multiple roles intensify work-family conflict which we supposed lead to turnover intention. Multiple role demands can not only lead to work-family conflict but also induce work-family facilitation, it is critical to investigate the impact of social support on work-family interface and analyze the influences of above relationship on turnover intentionBased on conservation of resources and social exchange theories, this study conducts a multiple mediation model to examine the impact of social support from six sources on turnover intention through work family conflict and facilitation. This study measures social support from work domain including supervisor, co-worker, organizational policy and non-work domain such as spouse, parent/child, friend/neighbor. Work-family conflict contains two dimensions that is work-to-family conflict and family-to-work facilitation. Work-family facilitation includes work-to-family facilitation and family-to-work facilitation. by using confirmatory factor analysis, regression and multiple mediation method, this study tested the different mediating effect of work-family conflict and facilitation between different social support and turnover intention and put forward six suggestions such as increasing fit between leaders and members, improving job flexibility.Data comes from the International Research Project of Work-Family Balance named Project3535, which include2830participants from ten countries and areas. The results indicate that supports from supervisor, coworker, organizational policy, spouse, parent/child, friend/neighbor are negative related to turnover intention. Supports from work domain are more predict to lower turnover intention comparing to supports from non-work domain. Work-to-family conflict, family-to-work conflict, family-to-work facilitation mediate the relationship between social support and turnover intention. that is, social support can not only lower work-family conflict to reduce turnover intention, but also increase work-family facilitation to reduce turnover intention by transporting resources between multiple roles. In addition, the results show that supports from work-domain reduce turnover intention only through work-to-family conflict and supports from work-domain reduce turnover intention only through family-to-work conflict and facilitation. More specifically, supervisor support is most effective to lower work-family conflict and spouse support is most effective to lower family-to-work conflict and facilitation. That is, the mediating effect is most effective between support from supervisor, spouse and turnover intention. thus, the fit between leadership and employees and communication among family members is pivotal to lower work-family conflict and increase work-family facilitation.