The effect of work-family conflict on organizational commitment and turnover intention: A research on white and blue collar employees

Today, human resource is the most important asset of an organization. Work-family conflict affect workers and organizations in many ways and leads to negative consequences for employees, their families and the organizations. On the other hand, the commitment of the employees to the organization is considered to be one of the most important factors in the success of an organization. Turnover intention is an important premise for leaving the job. Organizations try to keep the qualified workers in hand by increasing organizational commitment level and decreasing turnover intention. Despite the fact that one of them has a positive impact on the organization whereas the other one has a negative impact, work-family conflict and organizational commitment are interrelated concepts. Organizational conditions affect both of them. Therefore, it is important to analyze work-family conflict in different organizations and for different positions. In this context, the aim of this study is to analyze the effect of work-family on organizational commitment and turnover intention for various organizations. For this purpose, the levels of work-family conflict, organizational commitment and turnover intention of white-collar and blue-collar employees who work in two different organizations in Ankara, operating in service and manufacturing sector are determined and compared. According to the research, a positive relationship between work-family conflict and turnover intention has been identified however the results show no meaningful relationship between work-family conflict and organizational commitment. Work-family conflict increases turnover intention for both white and blue-collar workers.