The moderating role of perceived organizational support in the relationship of physical working conditions and work-family conflict with intention to leave- a study on cabin crews

The purpose of this study is to investigate the mediating role of perceived organizational support in the physical working conditions of cabin crew and the effect of work-family conflict on turnover intention. In this context, a questionnaire was administered to 404 employees working as cabin crew, cabin supervisors, and pursers in airlines in Turkey. The collected data were analyzed using the statistical programs AMOS 26.0 and SPSS 28.0. Validity and factor analysis were performed for the statements in the scales. The Cronbach's alpha coefficient was analyzed to determine the reliability of the scales and their subdimensions. T tests for two variables and ANOVA tests for more than two variables were used for comparisons of normally distributed data. In cases where the data did not have a normal distribution, the Kruskal-Wallis test, a nonparametric test, was used for more than two variables and the Mann Whitney test for two variables. In the study, multiple regression analysis is used to explain the variables that affect the dependent variable and the extent of their effectiveness. The hypotheses about the moderating role were tested using the structural equation model (SEM). The study attempted to determine the differences between work-family conflict, family-work conflict, and intention to leave the workplace as a function of demographic variables (age, gender, marital status, education level, monthly income, spouse's employment status, number of children, housework, receipt of child/elderly/disabled care assistance). It was found that work-family conflict differed significantly by marital status and education level, family-work conflict differed by marital status, education level, and number of children, and intention to leave work differed by marital status and monthly income. It was found that work-family conflict and family-work conflict experienced by cabin crew had a significant effect on intention to leave, while physical working conditions did not have a significant effect on intention to leave. Perceived organizational support was not found to play a moderating role in these relationships.