SYSTEMATIC REVIEW article
Front. Public Health
Sec. Public Mental Health
Volume 13 - 2025 | doi: 10.3389/fpubh.2025.1642843
This article is part of the Research TopicThe Intersection of Psychology, Healthy Behaviors, and its OutcomesView all 123 articles
The Integrative Relationship between Work-Family Conflict and Turnover Intention: A Meta-Analysis
Provisionally accepted
- 1Chengdu University of Technology, Chengdu, China
- 2Sichuan University, Chengdu, China
- 3Deakin University Faculty of Science Engineering and Built Environment, Geelong, Australia
Select one of your emails
You have multiple emails registered with Frontiers:
Notify me on publication
Please enter your email address:
If you already have an account, please login
You don't have a Frontiers account ? You can register here
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-towork 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.
Keywords: meta-analysis1, work-family conflict2, work-to-family conflict3, family-to-work conflict4, Turnover Intention5, moderating effects6
Received: 07 Jun 2025; Accepted: 11 Aug 2025.
Copyright: © 2025 Li, Zhou, Zhang and Martek. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Xinyue Zhang, Chengdu University of Technology, Chengdu, China
Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.