Correction added on 10 May 2013 after first publication online on 15 April 2013. Due to an error, the ordering of the author names originally appeared in this article as Huffman, Payne and Casper, instead of the correct order of Huffman, Casper and Payne. This error has been corrected in this version of the article.
How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators†
Article first published online: 15 APR 2013
Copyright © 2013 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 35, Issue 2, pages 194–212, February 2014
How to Cite
Huffman, A. H., Casper, W. J. and Payne, S. C. (2014), How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators. J. Organiz. Behav., 35: 194–212. doi: 10.1002/job.1862
- Issue published online: 27 JAN 2014
- Article first published online: 15 APR 2013
- Manuscript Accepted: 6 MAR 2013
- Manuscript Revised: 26 FEB 2013
- Manuscript Received: 29 AUG 2011
- work–family conflict;
- turnover behavior;
- spouse support;
- career support;
- job satisfaction
Employee turnover is a major concern because of its cost to organizations. Although theory supports the influence of nonwork factors on turnover, our understanding of the degree to which nonwork factors relate to actual turnover behavior is not well developed. Using a sample of 5505 U.S. Army officers, we assessed the extent to which spouse career support related to reduced turnover four years later through work interfering with family (WIF) and job satisfaction as mechanisms. Results revealed that spouse career support decreased the odds of turnover, and WIF and job satisfaction sequentially mediated this relationship, with lower WIF and higher job satisfaction reducing the odds of turnover. Practical implications of using family support systems as retention interventions are discussed. Copyright © 2013 John Wiley & Sons, Ltd.