Investigating the Effects of Work-Family Conflict on Turnover Intention of ICT Employees in Malaysia

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Makara Human Behavior Studies in Asia Makara Human Behavior Studies in Asia

Volume 27 Number 1 Article 4

April 2023

Investigating the Effects of Work-Family Conflict on Turnover Investigating the Effects of Work-Family Conflict on Turnover Intention of ICT Employees in Malaysia

Intention of ICT Employees in Malaysia

Lai Meng Lee

Universiti Tunku Abdul Rahman, Kampar, Malaysia, [email protected] Su Wan Gan

Department of Psychology and Counselling, Universiti Tunku Abdul Rahman, Perak 31900, Malaysia, [email protected]

Yong Sheng Chia

Universiti Tunku Abdul Rahman, Kampar, Malaysia, [email protected]

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Recommended Citation

Lee, L., Gan, S., & Chia, Y. (2023). Investigating the Effects of Work-Family Conflict on Turnover Intention of ICT Employees in Malaysia. Makara Human Behavior Studies in Asia, 27(1). https://doi.org/10.7454/

hubs.asia.1131022

This Original Article is brought to you for free and open access by the Universitas Indonesia at UI Scholars Hub. It has been accepted for inclusion in Makara Human Behavior Studies in Asia by an authorized editor of UI Scholars Hub.

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eISSN: 2406-9183 pISSN: 2355-794X

Author’s Accepted Manuscript

Investigating the Effects of Work-Family Conflict on Turnover Intention of ICT Employees in Malaysia

Lai Meng Lee, Su Wan Gan*, & Yong Sheng Chia

DOI : https://doi.org/10.7454/hubs.asia.1131022 To appear in : Makara Human Behavior Studies in Asia

Received : 05 July 2022 Revised : 12 October 2022 Accepted : 13 October 2022

Cite this

article as: Lee, L.M., Gan, S.W., & Chia, Y.S. (2023). Investigating the effects of work- family conflict on turnover intention of ICT employees in Malaysia. Makara Human Behavior Studies in Asia, xx(x), 1-10. https://doi.org/10.7454/hubs.asia.1131122

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Lee et al. Effects of Work-Family Conflict on Turnover Intention

Investigating the Effects of Work-Family Conflict on Turnover Intention of ICT Employees in Malaysia

Menyelidiki Efek Konflik Pekerjaan-Keluarga terhadap Intensi Turnover Karyawan ICT di Malaysia

Lai Meng Lee

¹

, Su Wan Gan

^2*

, & Yong Sheng Chia

³

1. Universiti Tunku Abdul Rahman, Kampar, Malaysia

2. Department of Psychology and Counselling, Universiti Tunku Abdul Rahman, Perak 31900, Malaysia 3. Universiti Tunku Abdul Rahman, Kampar, Malaysia

Original Article

*Correspondence Author:

Su Wan Gan

E-mail: [email protected]

Received: 05 July 2022 Revised: 12 October 2022 Accepted: 13 October 2022

Keyword: Work-Family conflict, Turnover intention, ICT employees

Cite this article: Lee, L.M., Gan, S.W., &

Chia, Y.S. (2022). Investigating the effects of work-family conflict on turnover intention of ICT employees in Malaysia. Makara Human Behavior Studies in Asia, xx(x), 1- 10.

https://doi.org/10.7454/hubs.asia.1131022

ABSTRACT

With the intensified focus on information and communication technology (ICT) as a driver of the Malaysian economy, pressure will increase on the recruitment and retention of ICT employees. However, work overload and conflict with family roles may lead to a higher level of turnover intention among ICT employees. The objective of this study is to investigate the predicting effects of all forms of work- family conflict (time-based, strain-based and behavior-based) on turnover intentions. This quantitative cross-sectional study utilizes primary data collected from 200 employees from ICT companies in the Klang valley using purposive sampling. Various statistical analyses such as correlation and multiple regression analyses were conducted to analyze the collected data with the SPSS statistical package. The findings indicate that all forms of work to family conflict and family to work conflict had effect on turnover intentions except for time-based form of family to work conflict (TFWC). This study has significance for the management of ICT companies in Malaysia as it provides human resource managers with a better understanding of their employees needs in order to devise better strategies to reduce turnover rate. This study also addressed some limitations, implications and recommendations for future research.

ABSTRAK

Dengan fokus intensif pada teknologi informasi dan komunikasi sebagai penggerak ekonomi Malaysia, tekanan akan meningkat pada perekrutan dan retensi pekerja- pekerja dalam bidang teknologi informasi dan komunikasi. Namun, beban kerja yang berlebihan dan konflik dengan peranan keluarga akan menyebabkan peningkatan niat pusing ganti di kalangan pekerja-pekerja teknologi informasi dan komunikasi. Tujuan dari penelitian ini adalah untuk menyelidiki efek prediksi dari semua bentuk konflik pekerjaan-keluarga (berasaskan waktu, berasaskan ketegangan dan berasaskan perilaku) pada niat pusing ganti. Kajian kuantitatif keratan lintang ini menggunakan data primer yang dikumpulkan dari 200 pekerja- pekerja dari perusahaan teknologi informasi dan komunikasi di lembah Klang, Malaysia dengan menggunakan persampelan bertujuan. Berbagai analisis statistik seperti analisis korelasi dan regresi berganda dilakukan untuk menganalisis data yang dikumpulkan dengan paket statistik SPSS. Hasil kajian menunjukkan bahawa semua bentuk konflik pekerjaan ke keluarga dan konflik keluarga ke pekerjaan berpengaruh pada niat pusing ganti kecuali bentuk konflik keluarga ke pekerjaan berasaskan waktu (TFWC). Studi ini memiliki arti penting bagi manajemen perusahaan teknologi informasi dan komunikasi di Malaysia atas memberikan pemahaman yang lebih baik kepada manajer sumber daya manusia tentang keperluan pekerja mereka untuk merancang strategi yang lebih baik untuk mengurangi niat pusing ganti. Penelitian ini juga membahas beberapa keterbatasan, implikasi dan rekomendasi untuk penelitian masa depan.

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1. Introduction

The information and communications technology (ICT) industry in Malaysia registered a 10.4% growth in 2020, valued at RM320 billion, compared with 7.3 % in the previous year, said the Department of Statistics Malaysia (DOSM). Employment in the ICT industry in 2020 amounted to 1.16 million persons with contribution of 7.7% to total employment. Much of that growth is driven by the increased digitalization of processes across all major industrial sectors (The Star, 2021). In this era of Industry 4.0, the well-being of ICT employees is paramount. More and more organizations recognize that information technology is the growth engine required for economic success. This reality has been compounded even further with the recent Covid 19 pandemic with many organizations having to turn to information technology to continue with their operations (Lim & Saraih, 2021).

With the intensified focus on ICT as a driver of the Malaysian economy, pressure will increase on the recruitment and retention of ICT employees. Malaysia’s ICT industry is currently facing a shortage of employees said The National ICT Association of Malaysia (PIKOM) (The Sun, 2016). Aon (2017) stated that organizations in the ICT industry faced high levels of employee turnover with Australia (12.9%) followed by Malaysia (12.8%). This high percentage would have serious effects on the efficiency of an organization.

Hiring the right person is already difficult enough, but keeping them is even harder (Kamalaveni et al., 2019).

The departure of valuable ICT employees would not only have a financial impact on the company in terms of the costs incurred in hiring and training new employees but would also have an impact on the overall viability of the company (Lim & Saraih, 2021). Thus, based on the seriousness of the problem, figuring out the causes of ICT employees’ turnover has become crucial for the survival of companies involved in this industry.

The existing literature on work-family conflict and turnover intention is extensive and focuses particularly on non-ICT employees or only female employees (Aboobaker & Edward, 2019; Li et al., 2021; Rasheed et al., 2018). The focus of this study shall be on the factor of work-family conflict among ICT employees due to the paucity and inconsistencies of findings of past research in this area, specifically in the Malaysian ICT context (Ghayyur & Jamal, 2012; Haar et al., 2012;

Hafsah, 2012). This area warrants research as many Malaysian ICT companies admitted that they exploited sophisticated communications technology that enable them near constant contact with their employees during non-working hours, which causes their employees low level of freedom and high levels of work-family conflict (Hafsah, 2012).

Turnover intention is an employee’s willingness to leave his current organization due to certain reasons (Kaur & Randhawa, 2020). There are two forms of turnover intentions- voluntary and involuntary.

Voluntary turnover is when the employee makes the decision to leave on their own accord due to various reasons (Zheng et al., 2021) Past research has indicated that the reasons why employees quit are frequently related to work related stressors (Zainal et al., 2022).

Numerous studies have covered various key factors such as work life balance (Zainal et al., 2022), work- family conflict (Harden et al., 2018; Purohit, 2016); job satisfaction (Yang, 2008) and organizational support and justice (Lim & Saraih, 2021). For this study, it postulates that work family conflict is a work-related stressor that would greatly influence ICT employee turnover intentions.

Researchers postulates work-family conflict as a form of role conflict. When the stress from work adds to the stress from family, or when work roles make family roles more difficult, work- family conflict emerges (Li et al., 2022). During the past 30 years, much more information has become available on work-family conflict. Work-family conflict (WFC) has been sub divided into two types- work that affects family (work- family conflict) and family that affect work (family- work conflict) (Greenhaus & Beutell, 1985). Their idea of conflict between work and family was formulated as a bidirectional conceptualisation. In other words, they differentiate between work-to-family conflict (W / F) and family-to-work conflict (F / W) conflict vice versa.

Greenhaus and Beutell (1985) also postulated that three types of family-work conflict exist: time-based, strain- based, and behavior-based. Time-based type of work- family conflict is associated with time being dedicated to one job obligation making it difficult to fulfill the requirements of another. Work schedules, marriage, spousal employment patterns, children, career choice, all of these generate pressure to engage extensively, respectively, in the role of the workplace or family.

Conflict arises when such time pressures are inconsistent with the demands of the other role requirements (Greenhaus & Beutell, 1985). For strain- based form of work-family conflict, it is linked to the pressure from involvement in one position that makes it difficult to fulfill the requirements of another.

Symptoms of strain are depression, irritability, stress, anxiety, exhaustion and apathy, all which arise when the strain in one role affects one's achievement in another (Greenhaus & Beutell, 1985). Behaviour-based form of work-family conflict is linked to distinct behaviours demanded by one position making it challenging to meet the demands of another. Specific behaviour patterns may be unsuitable with behaviour assumptions in another role. For example, male managers having to act authoritative, impersonal and assertive in the office.

This may be unsuitable with behaviours required by his

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family such as being loving, nurturing and vulnerable.

Conflict arises when these behaviour-based pressures are unsuitable with the needs of the other role requirements (Greenhaus & Beutell, 1985).

Even though a bi-directional conceptualization on work- family conflict exists, the bulk of previous research has concentrated on conflict arising from the work to family direction (Frone et al., 1992; Lim et al., 2021;

O'Driscoll et al., 2004). This study hopes to extend knowledge by investigating the predictive effect of both work-to-family conflict (W / F) and family-to-work conflict (F / W). A relationship between the two forms of work-family conflict and turnover intention is postulated on the premise that if the work-related problems and obligations of the employee start to interfere with the fulfillment of the family duties of the employee, this will bring stress on the employee, leading to higher turnover intention. Conversely, if the family-related problems and commitments of the employee begin to interfere with the fulfillment of the work-related duty of the employee, similar action will occur, such as resigning from their job. A positive relationship between work-family conflict and turnover intention has been identified in several studies (Asghar et al., 2018; Jia & Li, 2021; Kalliath et al., 2019; Li et al., 2022; Yucel et al., 2021).

Many studies have concluded the effect of work-family conflict on turnover intentions in various industries.

Asghar et al. (2018)'s research conducted in Pakistan with staff working in Lahore hospitals found that both work to family and family to work conflict had a significant impact on turnover intentions. They concluded that employees who had advanced levels of conflict in work to family and family to work were associated with magnified turnover intentions. The studies by Jia & Li (2021) and Kalliath et al. (2019) conducted in China and India respectively found significant positive relationships between work-family conflict and turnover intention amongst social workers in those countries. The work-related stressors that accompany the job of social workers were incompatible with their needs leading to high turnover rates.

Similarly, another study conducted in China amongst secondary school teachers found similar results, with work-family conflict predicating turnover intentions (Li et al., 2022). The study concluded that in Chinese cultural background, both work and family are equally important. Chinese people not only pay great attention to their work but also pay attention to playing a good role in the family and filial piety, which increases the work-family conflict further. The study by Yucel et al.

(2021) amongst hospital employees in Turkey concluded that hospital employees intend to quit their jobs more if they are stuck between their jobs and their families and cannot achieve a balance between them.

Hence, the purpose of this study is to investigate the effects of work-family conflict on the turnover intention of Malaysian ICT employees. This study predicts that high rates of work-family conflict would have a detrimental impact on the turnover intentions of employees.

Theoretical Framework: Conservation of Resources Theory

Work-family conflict is usually conceived as a form of stress in Conservation of resources theory. At the time that individuals try to harmonize work to family and family to work demands, they may experience resource loss such as time and energy, which contributes to stress (Grandey & Cropanzano, 1999). This theory is based on the assumption that (1) people look around to acquire and maintain objective sources or conditions; (2) stress arises when resource availability is threatened, and resource investment does not result in the benefit of resources.

This theory often emphasizes resource protection such as leisure activities, personal health, good marriage, financial wealth, and physical measurable work-related family assistance. Individuals can acquire wealth through good performance of a position such as promotion, higher pay or self-esteem (Hobfoll, 1989).

Individuals experience stress when they feel the threat of losing or failing to gain access to these vital resources (Hobfoll et al., 2018). This theory is suggested in this study because a threat to resources can lead to stress and thus to turnover intention amongst employees. The worker would go to the length of quitting their employment to alleviate the stress and conserving their resources.

2. Methodology

Research Design

For this study the research design was a quantitative cross-sectional design. This study was conducted in the Malaysian ICT industry. The population of this study was technology employees working in the ICT producing industries stated by PIKOM such as manufacturing, services, media and trade and content companies. To better understand the factors which trigger high turnover intentions, the study included all types of ICT employees

Participants

The target respondents of this study are technology employees who had at least one year working experience in ICT companies located in the Klang Valley, Malaysia. A total of 200 responses were obtained. According to the sample size calculation with G-power software, 200 data sets is sufficient for this current study. The online survey link is closed once we

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achieved 200 completed data. The incomplete survey responses will be excluded. Majority of the respondents (n = 107; 53.5%) are aged between 26 and 30 years;

followed by 45 respondents (22.5%) aged between 20 to 25. There are 40 respondents (20%) aged between 31 to 35 years and only 8 respondents (4%) aged between 36 to 40 years. There are 94 female respondents (47%) and 106 male respondents (53%). Regarding the marital status, majority of the respondents (n = 122; 61%) are single; 76 respondents (38%) are married and two respondents who are divorced. Most of the recruited respondents are aged below 30, thus most of them (n = 177; 88.5%) have more than one year but less than five years’ job tenure.

Measurement

Work-family conflict. Work-family conflict was measured by the Work and Family conflict scale (WAFCS) from Carlson et al. (2000), which comprised of work to family conflict (time-based, strain- based and behavior-based) and family to work conflict (time- based, strain-based and behavior- based). This 30-item scale was anchored by a 7-point likert scale ranging from 1 (very strongly disagree) to 7 (very strongly agree). The higher scores indicated the higher work- family conflict dimensions the respondents perceived of. All subscales represented high reliability by obtaining the Cronbach’s alpha which was above .91.

Turnover intention. Turnover intention was assessed by Employee Turnover Intention Scale (Roodt, 2004). The respondents required to give responses about the intention to stay at the company during the past nine months with a 5-point likert scale. The higher the scores, the higher level of the respondents’ turnover intention. The Cronbach’s alpha value for the turnover intention scale in this study was .937.

Demographic variable. Respondents’ demographic information was collected such as age, nationality, gender, marital status, year/s of job tenure etc.

Research procedures

The questionnaire was prepared in English language.

Ethical approval was obtained from the ethical committee before the data collection.

Participants were recruited using purposive sampling me thod. An online survey that consisted of research purposes, informed consent was shared by the researcher via email to potential respondents. Prior to answering the questionnaire, research objectives were provided on the cover page of the questionnaire. The respondents were required to provide the informed consent and be informed that all information will remain as confidential and will be reported as group data only for academic purpose.

Data analysis

The collected data was analyzed using SPSS software with various statistical analyses to test the hypotheses of this study. Descriptive statistics (i.e., mean and standard deviations) of the study variables were conducted.

Pearson correlation was conducted before conducting multiple regression analysis to examine the relationships between the independent variables and dependent variable. Moreover, multiple regression analysis was performed to examine the main objectives (i.e., the predicting effects of work-family conflict on turnover intention).

3. Data analysis and results

Preliminary analysis

Exploratory data analysis was carried out to test the distribution of the data. The skewness values of the main study variables are within the ± 1.96 range and the kurtosis values are within ± 2, thus the data is normally distributed. There is no multicollinearity problem as all VIF values are below 5, and tolerance values are higher than 0.2.

As shown in Table 1, all independent variables were significantly associated with the dependent variable according to findings from the Pearson correlation analysis. Time-based form of work to family conflict (TWFC: r = .541; p < .001) was positively correlated with turnover intention. There was a positive relationship between time-based form of family to work conflict (TFWC: r = .586; p < .001) and turnover intention. A higher level of work to family conflict in strain-based form (SWFC: r = .882; p < .001) was found to be significantly related to higher level of turnover intention; while the strain-based form of family to work conflict (SFWC: r = .548; p < .001) was also positively linked to turnover intention. Both behavioral based form of work-family conflict was highly correlated with greater level of turnover intention (BWFC: r = .875; p <

.001; BFWC: r = .807; p < .001). With the significant relationships among work-family conflict variables and turnover intention established, multiple regression analysis was conducted to further examine the predicting effects between variablesh.

[Table 1 about here]

Multiple regression analysis

In the multiple regression model, demographic variables (i.e., gender, year/s of job tenure, and marital status) were entered as controlled variables in the step 1. In step 2, all the subscales of work-family conflict as the predictors of turnover intention were entered. In step 1, demographic variables (i.e., gender, years/s of job tenure and marital status) only explained 1.9% of the variability of turnover intention as reported as adjusted

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R² = .019. In step 2, demographic variables and the forms of work-family conflict explained well the predicting effects of turnover intention by reporting high adjusted R² (.891). Thus, the inclusion of demographic variables and all of the variables for work- family conflict explained 89.1% of the variability of turnover intention. The value of R² change was reported as .863. By controlling the effect of demographic variables, it indicated that work-family conflict explained the variance of turnover intention with 86.3%.

According to the results of multiple regression analysis, time-based form of work to family conflict (TWFC:

Beta = .103, p < .001) positively predicted a higher level of turnover intention. Surprisingly, the results determined that time-based form of family to work conflict (TFWC: Beta = .056, p = .071) failed to significantly predict turnover intention. Strain-based form of work to family conflict (SWFC: Beta = .335, p

< .001) has also found to be an important predictor of turnover intention while strain- based form of family to work conflict (SFWC: Beta = .085, p = .003) also had a significant predicting effect on turnover intention. The results also indicated the predicting effect of behavior- based form of work to family conflict (BWFC: Beta = .322, p < .001) and behavior- based form of family to work conflict (BFWC: Beta = .204, p < .001) on turnover intention.

[Table 2 about here]

4. Discussion and implication

The results indicated that employees with a higher level of time-based form of work to family conflict (TWFC) have a greater intention to leave the current job position or company. The study by Luftman and Ben-Zvi (2010) stated that the rise of workload and the harsh demands from the company would cause employees to have inadequate time for their family members; which in turn led to the high level of turnover rate of the employees.

Contrary to hypothesis, this study did not find a significant predicting effect of time-based form of family to work conflict (TFWC) on turnover intention. The results reflected that the time-based form of family to work conflict (TFWC) wouldn’t significantly affect the employees’ turnover intention. It implied that the employees who experiences extra time requirements for family will neither increase nor reduce their intention on changing their job.

Another important finding was that both strain-based form of work-family conflict (i.e., SWFC and SFWC) have significant predicting effects on turnover intention.

The pressures the employee received in his workplace will create conflict for him in his home setting and vice versa (Lavassani & Movahedi, 2014). The employee with high SWFC would feel tension from job events and feel exhausted to handle family matters; while high SFWC would interfere with the employee’s job

performance due to the overloaded family responsibilities (Carlson et al., 2000). Employees who reported to have higher level of SWFC and SFWC tend to experience negative interpersonal relationship with colleagues or family members; in which they have conflicts of playing their roles in the workplace and family setting. Thus, it aroused their need to change their current condition which is to change a job, hence increasing their turnover intentions. A recent study by Aboobaker et al. (2017) has also noted the importance of strain-based form of family to work conflict (SFWC) on turnover intention.

The current study also found that there are significant predicting effects of behavior-form of work to family conflict (BWFC) and behavior-form of family to work conflict (BFWC) on the turnover intention. BWFC that cause incompatible behavior for the employees’ role as employees and family members positively contributed to higher level of turnover intention. The result is consistent with the study by Geszler (2016) that also found that BWFC caused higher turnover intention of employees.

ICT companies expect their technology employees to uphold certain characteristics such as being skeptical and self-reliant; however, the employees have to present their agreeableness towards their family members. These findings explained that employees are more likely to report higher level of turnover intention when they found that they failed to act the same way at their workplace as they do at home. The discrepancy between the ways they act at work and the ways they handle family matters arouse their intention to change their job.

The findings from this study make several contributions to the current literature. First, the current study contributes to existing knowledge by reporting the predicting effects of time-based form of work to family conflict (TWFC), strain-based form of work to family conflict (SWFC) and family to work conflict (SFWC), behavior-based form of work to family conflict (BWFC) and family to work conflict (BFWC) on turnover intention. Besides this, the findings reported here shed new light on predicting effect of time-based form of family to work conflict (TFWC) on turnover intention.

The non-significant predicting effect of TFWC on turnover intention could be explained that the employees who spent more time on family are less likely to change their jobs even if their family responsibilities had interfered with their work activities. This finding can be implied that the employees are more family-oriented and willing to devote more to their family. Thus, the employees may not have significant level of turnover intention when they are able to commit to their family members and life.

Following these findings, there are a few actions that human resource managers can initiate in order to alleviate the effect of work-family conflict on turnover intention. Practices such as flexible working hours (Saltzstein et al., 2001), telecommuting (Spector et al., 2004), workplace on site creches and discounts or

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allowances to ease the pressure of paying for external childcare services (Kossek et al., 2010) can be implemented to reduce employees’ turnover intention.

5. Limitations and future research

The current study was only able to obtain 200 responde nts from the Klang Valley area in Malaysia due to time constraints and busy schedule of technology employees.

Even though this sample size is adequate by following the criteria of Gpower, it is still encouraged to recruit more respondents from different areas or states to increase the generalizability of the findings. Another limitation of the present study is the cross-sectional approach with survey method. For future research, the interview method can be implemented which allows for more in-depth study of the variables as well as to better explain the causal outcome of work-family conflicts on turnover intention.

6. Conclusion

The results indicated that time-based form of work to family conflict (TWFC) positively predicted turnover intention. The employees who devoted too much time to their workplace and have insufficient time for family tend to leave their job. However, there was no significant predicting effect of time-based form of family to work conflict (TFWC) on turnover intention.

It indicated that spending too much time for family responsibilities do not lead to turnover intentions. As hypothesized, both strain-based form of work to family (SWFC) and strain-based form of family to work conflict (SFWC) have significant predicting effect with turnover intention. The impairment in juggling work and family events lead to higher level of turnover intention. Similarly, behavior-based form of work to family conflict (BWFC) and behavior-based form of family to work conflict (BFWC) show the incompatibility of work and job also increase turnover intention of ICT employees. This study has significance for the management of ICT companies in Malaysia. The findings in this study will provide human resource managers with a better understanding of their employees needs and devise better strategies to reduce turnover intention.

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Table 1. Descriptive Analysis and Pearson Correlation among the Main Study Variables

Variable Mean (SD) Turnover Intention

1. TWFC 4.34 (1.45) .541***

2. TFWC 4.31 (1.42) .586***

3. SWFC 4.53 (1.19) .882***

4. SFWC 4.89 (1.32) .548***

5. BWFC 4.72 (1.45) .875***

6. BFWC 4.50 (1.49) .807***

7. Turnover intention 3.35 (.096) -

Note. ***p < .001; SD = standard deviation; TWFC = Time-based form of work to family conflict; TFWC = Time-based form of family to work conflict; SWFC = Strain-based form of work to family conflict; SFWC = Strain-based form of family to work conflict; BWFC = Behavioral-based form of work to family conflict; BFWC = Behavioral-based form of family to work conflict

Table 2. Multiple regression model: Predictors of turnover intention.

Variables Turnover Intention

Step 1 Step 2

B SE. B Beta p value B SE. B Beta p value

Step 1 Gender (0 = Female, 1 = Male)

-.354 .136 -.184 .010 -.188 .048 -.098 <.001

Year/s of job tenure

-.019 .073 -.019 .794 -.033 .024 -.032 .178

Marital status (0 = Single, 1 = Married, 2 = Divorced)

-.035 .135 -.019 .796 -.030 .046 -.016 .514

Step 2

TWFC .069 .019 .103 <.001

TFWC .038 .021 .056 .071

SWFC .271 .041 .335 <.001

SFWC .062 .021 .085 .003

BWFC .214 .029 .322 <.001

BFWC .132 .025 .204 <.001

R² .033 .896 .083

Adjusted R² .019 .891 <.001

R²change .863

F change 2.259 182.115 <.001

Note. B = unstandardized coefficient; SE. B = standard error for the unstandardized beta; β = standardized beta; SD = standard deviation; TWFC = Time-based form of work to family conflict; TFWC = Time-based form of family to work conflict; SWFC = Strain-based form of work to family conflict; SFWC = Strain-based form of family to work conflict;

BWFC = Behavioral-based form of work to family conflict; BFWC = Behavioral-based form of family to work conflict.