The Influence Of Family Embeddedness On Turnover Intention From The Perspective Of Family-to-Work Conflict: The Moderating Role Of Employee's Career Development

Employee's turnover is not only to increase the cost of human resources for organizations,but also to lose of excellent workers.Turnover intention is an important predictor of employee's turnover behavior.Under the background of traditional Chinese family culture,the relation between employees' family and work are linked closely.Therefore,taking more effective ways to make family-related factors better promote positive organizational behaviors is a significant key for organizations to maintain sustainable competitive advantage.Based on conservation of resources theory and job demands-resources model,this thesis constructs a moderated mediation model to test the theoretical model of family embeddedness and employee's turnover intentions.This research also aims to explore the internal mechanism about the effect of family embeddedness on turnover intention and find ways to reduce employee's turnover intentions from the perspective of family-to-work conflict and career development.Finally,this research proposes some constructive suggestions on reducing employee's turnover intentions.Base on literature review of previous studies,this thesis introduces the status quo of the research on family embeddedness,family-to-work conflict,career development and employee's turnover intentions.Then,this research's theoretical model and hypotheses are proposed.And the sample data of this study are collected with questionnaire survey method.By using data analysis tools such as Smart-PLS and SPSS20.0,this research conducted descriptive analysis,correlation analysis and regression analysis to testify the theoretical model.Finally,the results of this research are as followed:(1)family embeddedness is negatively related to employee's turnover intention;(2)family embeddedness significantly reduces employee's family-to-work conflict;(3)family-towork conflict leads to an increase on employee's turnover intentions;(4)individual's family-to-work conflict partially mediates the relationship between family embeddedness and turnover intentions;(5)career goal progress and organizational rewards moderate the relationship between family-to-work conflict and turnover intention while the effect of professional ability development is not significant;In other words,career goal progress enhances the positive relationship between family-to-work conflict and turnover intention while organizational rewards plays an opposite role on this relationship;(6)career goal progress moderates the mediating effect of family-to-work conflict on the relationship between family embeddedness and turnover intention;In other words,the mediating effect of family-to-work conflict on the relationship between family embeddedness and turnover intention is stronger when the level of career goal progress is higher.The contributions of this study are summarized as followed:(1)This research extends the studies on the antecedent variables of employee's turnover intentions,building a theoretical model to explore the relationships between family embeddedness and turnover intention from the perspective of embeddedness theory.And it shows that family embeddedness has a significantly negative impact on employee's turnover intentions through empirical analysis.The antecedent variables of turnover intention are further extended to individual's family domain.(2)This study also found that the mediating effect of family-to-work conflict on the relationship between family embeddedness and turnover intentions,revealing the internal mechanism of how employee's family embeddedness reducing their turnover intentions.It promotes the study on the effect of family embeddedness;(3)This thesis also discusses the moderating role of different dimensions of career development,like career goal progress,professional ability development and organizational rewards.Therefore,this study will lay a theoretical foundation for future research about the effect of family-related factors on employee's organizational behaviors,such as employee's turnover intentions.