Work-Family Conflict as an Intermediary Role in Relationship between The Increase of Working Hours of Indirect Production Workers and Their Turnover Intentions
| Autor: | Sin-Yi Wang, 王芯怡 |
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| Rok vydání: | 2019 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 107 Managers in many organizations often use work overtime of employees as the basis to assess their performance, or give poor performance appraisal ratings to employees who have short work overtime. This study analyzed the three variables, including the increase of working hours of indirect production workers, turnover intention and work-family conflict. Findings of the study are as follows: 1. Indirect production workers' overtime work may cause work-family conflicts. Longer overtime leads to more serious work-family conflict, and vice versa. 2. Indirect production workers' overtime work can affect their turnover intention. Longer overtime leads to stronger turnover intention, and vice versa 3. Work-family conflict is an intermediary variable of the influence of indirect production workers' overtime work on turnover intention. As the results show, work-family conflict plays a mediating role in the relationship between work overtime and turnover intention, and increase of working hours has a significant impact on turnover intention only after overtime work of indirect production workers causes work-family conflict. Increase in work overtime leads to work-family conflict, and the work-family conflict can significantly increase turnover intention and reduce retention. After decrease in overtime results in decrease in work-family conflicts, the turnover intention decreases and retention intention increases. This result shows that an effective method of reducing the turnover intention of indirect production workers who contribute to organizational performance is reducing work-family conflicts, while the effective method of reducing the work-family conflict is reducing their overtime. Indirect production workers often have the intention to quit because of their work-family conflict caused by frequent overtime work. The perspective of managers, organizations and HR personnel must value the study results. In addition, the results of this study do not support use of work overtime as a basis for performance appraisal. Organization managers and HR personnel should re-examine the organization's performance appraisal criteria for indirect production workers and should not regard overtime as a basis of performance appraisal, so as to prevent employees from misunderstanding of the organization culture which is biased toward overtime work. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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