Impact of Work-Family Conflict on Employee Turnover Intention among Sewing Machine Operators in Sri Lankan Apparel Industry

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.