The mediating role of organizational commitment in the work-family conflict and turnover intention relationship

This research investigates the mediating role of organizational commitment in the relationship between work-family conflict and turnover intention among employees of PT. Hatten Bali Tbk. The study is motivated by the company’s high turnover rate, which surpasses the normal threshold, and the growing challenge of balancing work and family responsibilities. Data were collected through interviews and structured questionnaires. A purposive sampling technique was employed to obtain 65 married employees as respondents. Data analysis was carried out using the Partial Least Squares (PLS) method with SmartPLS 4.1 software. The empirical results demonstrate that work-family conflict has a positive and significant effect on turnover intention, while exerting a negative and significant impact on organizational commitment. In addition, organizational commitment shows a negative and significant effect on turnover intention. The findings further confirm that organizational commitment partially mediates the effect of work-family conflict on turnover intention. These results highlight the strategic importance of fostering organizational commitment as a mechanism to reduce the adverse consequences of work-family conflict and minimize employees’ intention to leave. Theoretically, this study enriches the development of the Three-Component Model of organizational commitment, while practically offering valuable insights for human resource management in formulating effective retention strategies.