Work-home and home-work conflict and voluntary turnover: A conservation of resources explanation for contrasting moderation effects of on- and off-the-job embeddedness.

Autor/inn/en	Rubenstein, Alex L.; Peltokorpi, Vesa; Allen, David G.
Titel	Work-home and home-work conflict and voluntary turnover: A conservation of resources explanation for contrasting moderation effects of on- and off-the-job embeddedness. Gefälligkeitsübersetzung: Konflikte zwischen Beruf und Privatleben und freiwillige Arbeitsplatzwechsel: Ressourcenschonung als Erklärung für gegensätzliche Moderationseffekte der Eingebundenheit im Beruf und im Privatleben.
Quelle	In: Journal of vocational behavior, 119 (2020) June, Art. 103413Infoseite zur Zeitschrift PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; gedruckt; Zeitschriftenaufsatz
ISSN	0001-8791; 1095-9084
DOI	10.1016/j.jvb.2020.103413
Schlagwörter	Bindung; Doppelrolle; Rollenkonflikt; Soziale Integration; Ehefrau; Familie; Mutter; Leben; Gleichgewicht; Vollzeitarbeit; Arbeit; Arbeitsplatzwechsel; Beruf; Berufliche Integration; Auswirkung; Hochschulabsolvent; Mitarbeiter; Japan; Tokio
Abstract	"Although greater on- and off-the-job embeddedness are both predominately assumed to constrain voluntary turnover, we theorize how greater off-the-job embeddedness could lead employees facing high interrole conflict to be more likely to quit, though greater on-the-job embeddedness would reduce turnover likelihood in the face of conflict. Accordingly, we hypothesized that higher off-the-job embeddedness would strengthen the positive relationship between interrole conflict and turnover, whereas we expected higher on-the-job embeddedness would weaken the positive relationship between interrole conflict and turnover. To ground these diverging perspectives, we adopted the conservation of resources theory approach to job embeddedness (Kiazad, Holtom, Hom, & Newman, 2015), arguing that when employees report significant interrole conflict between work and home domains, they focus personal resources into those domains in which they are highly embedded (i.e., on- or off-the-job). We further hypothesized that the strength of on- and off-the-job embeddedness moderation effects would differ depending on the direction in which conflict is experienced (i.e., from work-to-home or from home-to-work). Data from 717 working mothers in Japan, with responses collected at three time points over 14 months, largely supported these hypotheses along with some interesting nuance." (Author's abstract, IAB-Doku, © 2020 Elsevier).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2021/1