Abstract:
Researchers have worked tremendously hard to understand how work-family problems affect
employees' intention to leave their jobs. The literature on work-family conflicts and intent to leave has benefited
significantly from this research. The primary goal of this study was to describe the relationship between workfamily problems and turnover intention. Work to family conflicts (WFC) and Family to work conflicts (FWC)
were two aspects of work-family conflicts. The study's specific objective was to determine how these two
dimensions affected the intention of employee turnover. Work-family conflicts, an independent variable, and
turnover intention, a dependent variable, constituted the study's two variables. 294 sewing machine operators
working at Leading apparel solution companies, were chosen as a sample for the study and given a survey
questionnaire. SPSS (Statistical Package for the Social Science) Version 20 was used to examine the data. The
results were interpreted using statistical techniques such as correlation, regression, and others. It was observed
that the probability of employee turnover is positively correlated with work-family Conflict. Additionally, the
findings indicated that both work-to-family and family-to-work conflict are high the organization.
