Turnover intentions: the roles of job satisfaction and family support

Abstract

Purpose This paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship. Design/methodology/approach The authors used a sample of 231 employees working in the manufacturing industry in Vietnam to test the conceptual model. Findings Drawing upon the job demands-resources (JD-R) model and job embeddedness theory, the authors found that employees' psychological capital and family support influenced turnover intentions through enhancing their job satisfaction. The authors also found that the influence of job demands on turnover intentions was altered when employees had higher levels of family support. Originality/value This study provides important insights for human resource managers regarding what may influence employees' job satisfaction and turnover intentions. The findings advance turnover literature by highlighting the important roles of both internal resources (psychological capital) and external resources (family support) in influencing employee turnover intentions in Vietnam.