The effects of work – family conflict on intention to leave

Work and family concepts are the most important living areas of individuals' lives. Work and family life are in constant interaction and as a result of this interaction they have a close relationship with each other. There are positive and negative situations between the proximity of work and family life and the roles of individuals. The concept of conflict emerges as a result of inability to fulfill the expectations and demands of roles, uncertainty of roles and imbalance between roles. As a result of the intense demands of the working individuals and the needs of family life, the lack of fulfillment of the responsibilities or the difficulty in bringing them leads to the conflict of work and family. This situation affects individuals' intention to leave. Although the intention to leave the job is expressed as a failure to satisfy the working conditions of employees, this tendency is also affected by the difficulties in the family life of the individual. The aim of this study is to determine the level of intention to leave from work-family conflict experienced by private sector employees and to determine whether this affects their intention to leave. To this end, a survey was designed and 120 white-collar employees of a private company, a pioneer in sector in İzmir, were surveyed. In the questionnaire, there are questions related to demographic characteristics, the Business-Family Conflict Scale consisting of two sub-dimensions of work-family and family-work conflict developed by Netemeyer et al. (1996), and the Intention to Leave Tendency Scale developed by Camman et al. (1979) The data obtained from the research were examined by applying various statistical methods; descriptive statistics, cross-table and reliability test were applied. As a result of the analyzes, it was found that the dimensions of Work-Family Conflict and Family-Work Conflict had a significant, positive and strong effect on intention to leave. In the reliability analysis, it was concluded that the internal consistency of the scales was high. Moreover, according to the answers of the participants, the conflict caused by the work increased the intention to quit by 50%; it was found that the conflict caused by the family increased by 40%.