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Family Responsive Policies and Employee Turnover Intentions, the Mediating Role of Work Stress: Perspectives from a Developing Country

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  • Daniel F. Ofori
  • Emefa Ansah
  • Majoreen Osafroadu Amankwah

Abstract

Purpose: This study examines the link between organizations’ family responsive policies and employee turnover intentions, with work stress as a mediating factor. Previous studies mostly situated in western contexts have focused on aspects of employee turnover intentions. Very few studies have considered family responsive policies and practices as factors in employees’ intention to stay or quit a job, particularly in a developing country. Design/Methodology/Approach: The study adopted a survey approach drawing on responses from a sample of 285 respondents from selected banks. Data were analyzed using Pearson Product moment in SPSS. Findings: Analyses showed a significant negative relationship between employee turnover intentions and family care services and benefits. Findings also showed a negative relationship between family responsive policies and stress. The work underscores the importance of family-responsive policies in managing turnover intentions of employees. It shows how work stress mediates the relationship between organizations’ family responsive policies and employee turnover intentions. Practical Implications: This study has revealed that these family responsive policies could be the organizations’ strategic corporate social responsibility towards their internal stakeholders. Further, organizations desiring to benefit from workplace diversity should aim at implementing these employee maintenance activities to attract competent members from a minority group, especially married women with children who still have the greatest responsibility of managing the family. Originality/Value: Empirically, this study is the first of its kind in Ghana conducted in a crucial sector of the economy, examining the relationship among family responsive policies, work stress, and turnover intentions.

Suggested Citation

  • Daniel F. Ofori & Emefa Ansah & Majoreen Osafroadu Amankwah, 2021. "Family Responsive Policies and Employee Turnover Intentions, the Mediating Role of Work Stress: Perspectives from a Developing Country," International Journal of Economics & Business Administration (IJEBA), International Journal of Economics & Business Administration (IJEBA), vol. 0(1), pages 392-410.
  • Handle: RePEc:ers:ijebaa:v:ix:y:2021:i:1:p:392-410
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    References listed on IDEAS

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    1. Iqra Saeed & Momina Waseem & Sidra Sikander & Muhammad Rizwan, 2014. "The relationship of Turnover intention with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment," International Journal of Learning and Development, Macrothink Institute, vol. 4(2), pages 242-256, June.
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    3. Bindu Chhabra, 2018. "Impact Of Core-Self Evaluation And Job Satisfaction On Turnover Intentions: A Study Of Indian Retail Sector," Organizations and Markets in Emerging Economies, Faculty of Economics, Vilnius University, vol. 9(2).
    4. Kim, Y. & Gao, F.Y., 2013. "Does family involvement increase business performance? Family-longevity goals’ moderating role in Chinese family firms," Journal of Business Research, Elsevier, vol. 66(2), pages 265-274.
    5. Lineta RamonienÄ— & Olena Gorbatenko, 2013. "Managing Occupational Stress In Human Service Nonprofit Organizations In Mykolaiv, Ukraine," Organizations and Markets in Emerging Economies, Faculty of Economics, Vilnius University, vol. 4(2).
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    More about this item

    Keywords

    Family responsive policies; work stress; turnover intentions; employees; Ghana.;
    All these keywords.

    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation

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