The integrative relationship between work–family conflict and turnover intention: a meta-analysis
verifiedrich profile · Frontiers in Public Health · 2025
Li, Guanghua; Zhou, Yuhan; Zhang, Xinyue; Martek, Igor
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
work family conflict → turnover intention
work family conflict → turnover intention
family work conflict → turnover intention
work interference with family wif → turnover intention
work family conflict → turnover intention
work family conflict → turnover intention
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
family work conflict correlates turnover intention
work family conflict correlates turnover intention
work family conflict predicts turnover intention
work interference with family wif predicts turnover intention
work life conflict wlc predicts turnover intention
In the authors’ words
The article’s own abstract.
The impact of work-family conflict on employee turnover intention has become a significant topic in organizational behavior research. However, existing findings show significant discrepancies, lacking systematic quantitative integration. The purpose of this study is to explore the relationships between work-family conflict, work-to-family conflict, family-to-work conflict, and employee turnover intention. It considers the moderating effects of national culture, occupation type, age, gender, and measurement tools. Methodology utilizes meta-analysis of large sample data, based on 122 empirical studies. It is found that: (1) There is a significant positive correlation between overall work-family conflict and turnover intention (r = 0.446), with both work-to-family conflict (r = 0.318) and family-to-work conflict (r = 0.261); (2) National culture (individualism/collectivism), occupation type, and measurement tool differences significantly moderate these three relationships; (3) Age only moderates the relationship between family-to-work conflict and turnover intention, while gender moderation effects are not supported. These findings enrich the knowledge system of turnover intention research and provide practical guidance on the implementation of effective measures to reduce turnover.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “Meta-analytic evidence further confirms that elevated work–family conflict is consistently associated with stronger turnover intentions [57,58].”
supports “The findings align with previous studies demonstrating that work–family conflict amplifies the impact of job stressors on withdrawal intentions [45,57,58].”
supports “Meta-analytic evidence further confirms that elevated work–family conflict is consistently associated with stronger turnover intentions [57,58].”
supports “Meta-analytic evidence further confirms that elevated work–family conflict is consistently associated with stronger turnover intentions [57,58].”
supports “The findings align with previous studies demonstrating that work–family conflict amplifies the impact of job stressors on withdrawal intentions [45,57,58].”
supports “The findings align with previous studies demonstrating that work–family conflict amplifies the impact of job stressors on withdrawal intentions [45,57,58].”
Ancillary research
Neighbouring works in the citation graph around this article.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.