Resumo

ADRIANO, Judite  e  CALLAGHAN, Chris W.. Work-life balance, job satisfaction and retention: Turnover intentions of professionals in part-time study. S. Afr. j. econ. manag. sci. [online]. 2020, vol.23, n.1, pp.1-12. ISSN 2222-3436.  http://dx.doi.org/10.4102/sajems.v23i1.3028.

BACKGROUND: Undertaking degree studies while working can provide life-changing career opportunities. These studies, however, can introduce substantial work-life balance conflict, particularly for those with family responsibilities, with important implications for retention. AIM: The aim of this study is to test theory that predicts the effects of certain moderating and mediated influences on the relationship between work-life balance conflict and turnover intentions of professional staff undertaking evening degree classes at a selected South African university. SETTING: The sample was drawn from a large university in Gauteng, South Africa. METHODS: This study applies Hayes's PROCESS methodology to test the moderating effects of age, gender, numbers of dependent children, social support, engagement and levels of stress on the relationship between work-life conflict and turnover intentions. Further tests of mediation are performed to test the mediating influence of job satisfaction on the same relationship. RESULTS: Findings suggest a unique configuration of moderating and mediation influences relating to the work-life balance conflict for this cohort, particularly for those with dependent children. Those with more children who experience higher levels of work-life balance conflict are less likely to display higher turnover intentions. Individuals with higher levels of social support are however more likely to report higher levels of turnover intentions. CONCLUSION: These results support the conclusion that the relationships between work-life conflict and turnover intentions for working individuals undertaking evening degree classes in this context, display a different configuration of moderating influences from those expected in general working populations. Employers and other stakeholders should pay particular attention to these implications so as to ensure retention of scarce skills.

Palavras-chave : turnover intentions; intent to quit; withdrawal intentions; work-life balance; retention; staff development; human resources.

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