Work-To- Family Conflict and Turnover Intention Among Women in Nigerian Banking Sector: The Role of Affective Commitment

Nanfa Danjuma Kusa, Shitnaan Emmannuel Wapmuk, Rhoda Nanko Yari


Work-to family conflict is caused by the conflict between work role demands and family role demands. This study exploresthe role of work-to-family conflict and affective commitment to women turnover intention inNigeria banks.The data collected from 275 women employees of Union Bank of Nigeria were analysed using multiple regression with the assistance of Statistical Package for Social Sciences (SPSS) software version 23, and the Analysis of Moments Structures (AMOS) version 23.The result of the analysis for the direct relationship showed that strain-based work-family conflict and behaviour based work-family conflict have a significant effect on employee turnover intention to leave. However, time-based work-family conflict does not affect employee turnover intention. Concerning the moderating variable, affective commitment moderates the relationship between time-based work-family conflict and employee turnover intention, while affective commitment moderates the relationship between
behaviour based work-family conflict and employee turnover. However, affective
commitment did not moderate the relationship between strain-based work-family
conflict and employee turnover intention.


Affective Commitment; Turnover Intention; Work-to-Family Conflict; Time- Based; Strain-Based; Behaviour- Based Work –To Family Conflict

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International Journal of Management Science Research ISSN ISSN 2536 – 605X(Print)

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