Value Compatibility
Work–Family Conflict, Psychological Ownership, Person–Organisation Value Congruence and Turnover Intention amongst Chinese Social Workers
Dados Bibliográficos
| ID | 10896366 |
|---|---|
| Autores | Yutian Chen (0009-0009-1273-6721, Zhejiang University), Zurong Liang (0000-0003-0428-8120, Zhejiang University, autor correspondente) |
| Ano | 2024 |
| Volume | 54 |
| Fascículo | 4 |
| Páginas | 1698-1718 |
| Data de publicação | 2024-06-26 |
| Peer Reviewed | Sim |
| Open Access | Sim |
| Tipo | ARTICLE |
| Periódico | The British Journal of Social Work (JOURNAL) |
| Identificadores do periódico | ISSN: 0045-3102 • E-ISSN: 1468-263X |
| Editora | Oxford University Press (PUBLISHER • GB) |
| DOI | 10.1093/bjsw/bcad223 |
| OpenAlex | W4387608992 |
| Idioma | EN |
| Citações recebidas | 10 |
| Referências citadas | 55 |
Chinese social work has experienced a sharp rise in staff turnover. Work–family conflict is a key risk factor for employees’ turnover intention. Whilst the relationship between work–family conflict and turnover intention has been widely documented, little is known about its mediating and moderating mechanisms, especially amongst social workers in China. This study explored the mediating role of job-based and collective psychological ownership and the moderating role of person–organisation value congruence. The study drew on data from the China Social Work Longitudinal Study 2019, a nationally representative sample of 1,421 Chinese social workers (79.73 per cent female; mean age = 28.9 years old). We performed a moderated mediation analysis combining a simple slope test and the Johnson–Neyman technique. Both job-based psychological ownership and collective psychological ownership were found to mediate the association between work–family conflict and turnover intention. Person–organisation value congruence moderated the indirect relationship between work–family conflict and turnover intention via collective psychological ownership. This study enhances understanding of the impact of the psychological mechanisms of work–family conflict on Chinese social workers’ turnover intention. Specific strategies should be adopted to establish a work environment that supports psychological ownership, enhance social workers’ identification with and attachment to their organisations, and thus reduce their turnover intention
Congruence (geometry) · Job satisfaction · Management · Moderated mediation · Turnover · Turnover intention · Work (physics) · Work–family conflict · Attachment and Relationship Dynamics · Psychology · Social Psychology · Social Work Education and Practice · Work-Family Balance Challenges
Regional Differences in Job Satisfaction among Chinese Social Workers
Work-family conflict, role clarity, and psychological depression among female social workers
The role of public school principals and teachers in developing the social responsibility of students with learning disabilities
The Dual Spillover Spiraling Effects of Workplace Spirituality on Marital Satisfaction
Public service motivation and work-family enrichment among female social workers
Role conflict and turnover intention of Chinese social workers
How Job Characteristics Impact Depressive Symptoms of Social Workers
China Social Work Longitudinal Study 2019
Why do they leave? Identifying drivers of turnover intention among Chinese social workers with machine learning approach
Workplace role conflict toward social workers
Determinants of Turnover Intention of Social Workers
Secondary traumatic stress and vicarious trauma
Toward a Theory of Psychological Ownership in Organizations
Burnout and Turnover Intention Among Social Workers
Stress, Social Support, and Workers' Intentions to Leave Their Jobs in Public Child Welfare
Emotional exhaustion as a predictor of job performance and voluntary turnover.
A cross-national meta-analytic examination of predictors and outcomes associated with work–family conflict.
Person‐organization Fit
Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
Consequences of Individuals' Fit at Work
The indirect effect of autonomy on job satisfaction through collective psychological ownership
Work-family conflict, organisational commitment and turnover intention in Chinese preschool teachers
The Conservation of Resources Model Applied to Work–Family Conflict and Strain
Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being
Reconceptualizing the work–family interface
Outcomes of work–life balance on job satisfaction, life satisfaction and mental health
Confidence Limits for the Indirect Effect
Psychological ownership
What Can Be Done to Promote the Retention of Social Workers? A Systematic Review of Interventions
Turnover intention predictors among social workers in China
A Multi-Level Conceptual Model to Examine Child Welfare Worker Turnover and Retention Decisions
Work-Family Conflict in Contemporary China
Baseline Survey of China Social Work Longitudinal Study 2019
Associations between psychological ownership and the service impact among Chinese disability support workers
A meta-analysis of turnover intention predictors among U.S. child welfare workers
Toward a social psychological theory of tourism motivation
Whether Professional Training Matters
Work-Family Conflict, Burnout, and Turnover Intention among Chinese Social Workers
Unfolding Turnover
Person-Organization Value Congruence Mediates the Relationship between Job Resources and Collective Psychological Ownership
Support in the Workplace
The Impact of Psychosocial Resources Incorporated with Collective Psychological Ownership on Work Burnout of Social Workers in China
A Multilevel Investigation of the Association between Collective Psychological Ownership as Psychosocial Resources and Social Workers’ Turnover Intention
The Expected Working Life of a Social Worker
Workplace Congruence and Occupational Outcomes among Social Service Workers
Do Organisational Culture and Climate Really Matter for Employee Turnover in Child Welfare Agencies
Development and validation of the collective psychological ownership scale in organizational contexts
Professional identity and turnover intentions of social workers in Beijing, China
A resource perspective on the work–home interface
Social and Psychological Resources and Adaptation
| Obras citantes distintas | 10 |
|---|---|
| Citações por ano | 5 |
| Intervalo de citações | 2024 - 2026 (3) |
| Velocidade de citação | current |
| Altamente citado | Não |
| Tipos de citação | Neutras: 10 |