In today’s fast-paced world, employees in the bustling service sectors struggle to balance their professional responsibilities with their personal lives. COVID-19 blurred work-life boundaries with remote work and impacted turnover intentions. This research explores how Personal Preferences and Organizational Supplies contribute to Work-life balance (WLB) and impact employee turnover intentions with the mediation and moderation effect of workload on this primal relationship.
The present study undertakes a quantitative analysis of employees (n = 562) in Haryana, India, through a judgement sampling technique and analyzed with SEM-AMOS (V23) with boundary and person-environment fit theory.
The study found a positive relationship between WLB and intentions to stay (ITS) and a negative relationship with intentions to leave (ITL). WLB mediated the effects of personal preferences and organizational supplies on ITS and ITL. Workload moderated the relationship between personal preferences and WLB but did not moderate the relationship between organizational supplies and WLB.
This study provides empirical evidence emphasizing the critical role of effectively managing WLB to enhance retention. It highlights the importance of organizations strategically encouraging a balance between work and personal life, taking into account both individual needs and organizational factors. The study offers significant contributions to HRD theory, research, and practice by providing valuable insights for addressing contemporary challenges in the field.
