Cross-sectional survey identifies work-family conflict drives turnover intention, highlighting resilience and support roles.
The current study examines how work-family bi-directional conflict influences turnover intention in Chinese cruise crew members and how psychological resilience and perceived organisational support serve as interaction factors to mediate the effect of work-family bi-directional conflict. With a cross-sectional survey performed on 400 subjects and SmartPLS structural equation modelling, family-to-work conflict directly drives the turnover intention, and work-to-family conflict impacts the turnover indirectly via career identity. Both types of conflict are greatly moderated by psychological resilience and organisational support, although in different ways. The results contribute to the Conservation of Resources theory and Job Demands-Resources model being applicable to the cruise industry and provide useful information on specific HR interventions. The paper reveals the gap between effective conflict-specific retention methods in maritime hospitality.
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Cui et al. (2025) studied this question.
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