Informal workplace family support and turnover intention: Testing a mediation model

Aminah Ahmad1, Zoharah Omar1
1Department of Professional Development and Continuing Education, Faculty of Educational Studies, Putra University, Malaysia
Cite this article:  Ahmad, A., & Omar, Z. (2013). Informal workplace family support and turnover intention: Testing a mediation model. Social Behavior and Personality: An international journal, 41(4), 555-556.

Volume 41 Issue 4 | e2944 | Published: May 2013 | DOI: https://doi.org/10.2224/sbp.2013.41.4.555

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Compared with employees who work in an environment perceived as providing little family support, research findings show that those who work in an environment with strong family support report less work-family conflict (Lapierre et al., 2008), lower levels of job stress (Bozo, Toksabay, & Kürüm, 2009) and of turnover intention (Aminah & Zoharah, 2010). Employees who experience high levels of work-family conflict have also reported high levels of job stress (Kreiner, 2006) and increased intention to leave the organization (Pasewark & Viator, 2006).

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