Turnover intentions: The roles of job satisfaction and family support

This paper examines the factors that influence work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship. We used a sample of 231 employees working in the manufacturing industry in Vietnam to test our conceptual model. Drawing upon the job demands-resources (JD-R) model and job embeddedness theory, we found that employees’ psychological capital and family support influenced turnover intentions through enhancing their job satisfaction. We also found that the influence of job demands on turnover intentions was altered when employees had higher levels of family support. This study provides important insights for human resource managers regarding what may influence employees’ job satisfaction and turnover intentions. The findings advance turnover literature by highlighting the important roles of both internal resources (psychological capital) and external resources (family support) in influencing employee turnover intentions in Vietnam.