Date of Award




Document Type

Master's Thesis

Degree Name

Master of Arts (MA)


Department of Psychology


Industrial/Organizational Psychology

Content Description

1 online resource (ii, v, 42 pages) : illustrations.

Dissertation/Thesis Chair

Michael T Ford

Committee Members

Jason Randall


turnover, work-family conflict, Dual-career families, Work and family, Work-life balance, Quality of work life, Labor turnover

Subject Categories



The present study examines the association between job demands and employee turnover intention. Data included measures of job demands, family-to-work transition, focal employee work-family-conflict, spouse’s perception of focal employee’s work-family-conflict, spouse’s perception of psychological contract violation towards focal employee’s organization, and employee turnover intention. Utilizing 158 pairs of dual-earner couples in the U.S., the author tested the proposed relationships among work-family conflict, spousal attitudes toward the organization, and employee turnover intention. Results showed that the frequency of family-to-work transition moderated the relationship between job demands and spouse’s perception of focal employee’s WFC mediated by focal employee WFC only in male employees, suggesting that the domain transitions affected male employees more than female employees. Also, our sequential mediation showed that female employees were more influenced by their spouse’s attitudes toward their organization than male employees, implying gender differences and influence of one’s spouse in the employee turnover process in the context of work-family interface.

Included in

Psychology Commons