Collective Influence of Work–Family Conflict and Work–Family Enrichment on Turnover Intention: Exploring the Moderating Effects of Individual Differences

Multiple roles at both work and family result in both negative (work–family conflict) and positive (work–family enrichment) spillover, which has their reflections on employees’ job and family outcomes. Research on work–family integration has been largely dominated by studies conducted in the USA and other Anglo countries, and barely a few studies have been conducted in non-Western contexts, especially in collectivistic societies of India, where family roles presume more prominence. This study scrutinized the combined effect of work–family conflict and work–family enrichment on turnover intention, among selected bank employees, from both private sector and public sector banks in India. Data were collected using self-reporting standardized scales that measured work–family conflict and work–family enrichment in both directions. Results were in line with the ‘matching-domain’ hypothesis in work–family research, as family to work direction of spillovers was not found to be significant predictors of turnover intention. Multi-group analysis using WarpPLS 6.0 revealed that gender and the sector of employed bank significantly moderated the relationship between variables under focus. The present study delivers indication that simultaneous experience of lowered work–family conflict and higher enriched experiences at the workplace will offer tangible benefits and long-standing yields to the organizations, in the form of lowered intentions to quit the organization, with particular emphasis on the matching-domain hypothesis of work–family research. The implications of these results for theory and practice are also discussed.