When Work Bleeds Into Life: Work–Family Conflict, Job Satisfaction, and Turnover Intention Among Saudi Female Employees — A Cross-Sector Empirical Study

Abstract

Work-family conflict (WFC) continues to be one of the most understudied HRM issues that companies in changing marketplaces must deal with. Using data from a survey of 187 women in public and private sector companies, this study investigates the mediating effect of job satisfaction in the relationship between work-family conflict and turnover intention among Saudi female workers. The study employs hierarchical regression analysis and mediation analysis to investigate the proposed linkages, as stated in Conservation of Resources Theory (Hobfoll, 1989). The results indicate that WFC has a considerable negative impact on work satisfaction (β = −0.341, p <.001) and a significant favorable impact on turnover intention (β = 0.524, p <.001). Additionally, the connection between WFC and turnover intention is partially mediated by job satisfaction, indicating that lower job satisfaction is a significant avenue through which work-family conflict may lead to leave intentions. Another important determining factor is marital status, with single women having much higher turnover intentions than married women. This research points to some ways HR staff and company leaders can help with keeping Saudi female employees around and supporting how they feel on the job. Policymakers focused on Vision 2030 might find it useful too.

Work family conflict seems to affect things across the board the differences by sector were not really significant in a statistical sense. It helps move HRM forward with some real data from a cultural background that does not often get much attention in the wider research. That part is easy to miss sometimes.