Cornell Study Connects Work-Family Imbalance to Employee Turnover

Executive Summary: Using data collected from 620 health care and senior services customer-contact employees and their employer, we investigated the chain of relationships between work–family balance, job anxiety, turnover intentions, and voluntary turnover. Results showed that work–family balance was related to job anxiety, turnover intentions, and actual, subsequent voluntary turnover. The relationship between work–family balance and turnover intentions was fully mediated by job anxiety. The findings indicate that work–family balance affects organizationally relevant employee psychological outcomes (i.e., job anxiety and turnover intentions) and is a predictor of voluntary turnover. The study further highlights three stages at which hospitality and health care managers and supervisors may intervene to reduce the likelihood of voluntary turnover, namely, to help employees maintain their work and family balance, to correct imbalances, and to restructure or otherwise change work duties if an employee intends to leave.

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• Investigating Work–Family Balance, Job Anxiety, and Turnover Intentions As Predictors of Health Care and Senior Services Customer-Contact Employee Voluntary Turnover

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The purpose of the Center for Hospitality Research is to enable and conduct research of significance to the global hospitality and related service industries. CHR also works to improve the connections between academe and industry, continuing the School of Hotel Administration's long-standing tradition of service to the hospitality industry. Founded in 1992, CHR remains the industry's foremost creator and distributor of timely research, all of which is posted at no charge for all to use. In addition to its industry advisory board, CHR convenes several industry roundtables each year for the purpose of identifying new issues affecting the hospitality industry.

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