A moderated multilevel study of work-to-family conflict, empowerment, and turnover intentions

A moderated multilevel study of work-to-family conflict, empowerment, and turnover intentions Although the concept of psychological empowerment has been applied at the team-level, the buffering role of other team members’ empowerment toward turnover has not been conceptualized and investigated. Extending research on the relationship between work‐to‐family conflict and turnover intentions in the team setting, this study investigates the cross-level interaction of other team members’ empowerment by adopting a multilevel approach. Using a sample of 730 teams and 4821 members from six Local Health Organizations, we investigate the influence of other team members’ empowerment on turnover intentions and its relationship with work‐to‐family conflict. Other team members’ empowerment negatively predicted turnover intentions. The positive relationship between work‐to‐family conflict and turnover intentions is stronger among employees working with other team members’ with a lower sense of empowerment than among those reporting a higher sense of empowerment. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Quality & Quantity Springer Journals

A moderated multilevel study of work-to-family conflict, empowerment, and turnover intentions

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Publisher
Springer Netherlands
Copyright
Copyright © 2015 by Springer Science+Business Media Dordrecht
Subject
Social Sciences; Methodology of the Social Sciences; Social Sciences, general
ISSN
0033-5177
eISSN
1573-7845
D.O.I.
10.1007/s11135-015-0262-5
Publisher site
See Article on Publisher Site

Abstract

Although the concept of psychological empowerment has been applied at the team-level, the buffering role of other team members’ empowerment toward turnover has not been conceptualized and investigated. Extending research on the relationship between work‐to‐family conflict and turnover intentions in the team setting, this study investigates the cross-level interaction of other team members’ empowerment by adopting a multilevel approach. Using a sample of 730 teams and 4821 members from six Local Health Organizations, we investigate the influence of other team members’ empowerment on turnover intentions and its relationship with work‐to‐family conflict. Other team members’ empowerment negatively predicted turnover intentions. The positive relationship between work‐to‐family conflict and turnover intentions is stronger among employees working with other team members’ with a lower sense of empowerment than among those reporting a higher sense of empowerment.

Journal

Quality & QuantitySpringer Journals

Published: Sep 1, 2015

References

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