Work-family conflict and turnover intentions: Does self-efficacy matter?
Author Identifier (ORCID)
Michael Kyei-Frimpong: https://orcid.org/0000-0001-8275-1382
Abstract
This study investigates the relationships among work-family conflict, self-efficacy, and turnover intentions among employees of a technical university in Ghana. Data were collected from 250 staff members using a structured questionnaire and analyzed using descriptive and inferential statistics. Results reveal that work-family conflict is positively associated with turnover intentions. In contrast, self-efficacy also demonstrates a negative association with turnover intentions. Likewise, work-family conflict is negatively related to self-efficacy, highlighting its resource-depleting effect. Mediation analysis further shows that self-efficacy partially mediates the relationship between work-family conflict and turnover intentions, underscoring its complex role in employee decision-making. These findings suggest that management should strengthen employees’ self-efficacy while also redesigning job roles and schedules to reduce the adverse impact of work demands on family responsibilities. By situating these dynamics within Ghanaian technical universities, the study extends conservation of resources theory to a unique higher education context, offering fresh insights into how psychological resources shape turnover intentions in resource-constrained environments.
Document Type
Journal Article
Date of Publication
1-1-2025
Publication Title
Journal of African Business
Publisher
Taylor & Francis
School
School of Business and Law
RAS ID
88153
Copyright
subscription content
Comments
Amankwah, M. O., Kyei-Frimpong, M., Akpeh, I., & Lamptey, Y. A. (2025). Work-family conflict and turnover intentions: Does self-efficacy matter? Journal of African Business. Advance online publication. https://doi.org/10.1080/15228916.2025.2556604