Welcome to Francis Academic Press

International Journal of Frontiers in Sociology, 2020, 2(9); doi: 10.25236/IJFS.2020.020903.

Work Life Balance Effect on Organizational Commitment and Turnover Intention


Chaoying Song1,* and Shan Lin2

Corresponding Author:
Chaoying Song

1BinHai University, Qingdao 266022, China
2HuangHai University, Qingdao 266022, China
*Corresponding author e-mail: 273040687@qq.com


In a society filled with various responsibilities and commitments at work and outside of work, the demand for work life balance solutions by employees and managers has been expanding at an unprecedented rate for the past years. Such solutions include flexible time, maternity leave, childcare, paid sick leave and more. Balancing between work and life has become a predominant issue in the workplace as well as in the government halls today. The purpose of this study is to explore the effect of work life balance on organizational commitment and turnover intention, and to explore the influence of perceived organizational support on work life balance, organizational commitment and turnover intention. Finally, the purpose of this study is to emphasize the importance of work life balance, and to provide guidance and insights for human resources professionals, so as to enhance employees’ awareness of organizational support, strengthen organizational commitment and reduce turnover rate.


Organizational Commitment ,Turnover Intention ,Work Life Balance

Cite This Paper

Chaoying Song and Shan Lin. Work Life Balance Effect on Organizational Commitment and Turnover Intention. International Journal of Frontiers in Sociology (2020), Vol. 2, Issue 9: 16-20. https://doi.org/10.25236/IJFS.2020.020903.


[1] Aggarwal-Gupta, M., Vohra, N., & Bhatnagar, D. (2010). Perceived Organizational Support and Organizational Commitment: The Mediational Influence of Psychological Well- Being. Journal of Business and Management, 16(2).
[2] Baron, R. M. & Kenny, D. A. (1986). The Moderator-Mediator Distinction in Social Psychological Research: Conceptual, Strategic and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
[3] Becker, H. S. (1960). Notes on the Concept of Commitment. American Journal of Sociology, 66, 32-42.
[4] Blau, P. (1964). Exchange and Power in Social Life. New York, NY: Wiley.
[5] Brocklehurst, M. (2001). Power, Identity and New Technology Homework: Implications for ‘ New Forms ‘ of Organizing. Organization Studies, 22(3), 445-466.
[6] Davis, P. J. (2016). In Search of the Common Wealth: A Service-Profit Chain for the Public Sector. International Journal of Productivity and Performance Management, 55(2), 163-172.
[7] Eby, L., Freeman, D., Rush, M., & Lance, C. (1999). Motivational Bases of Affective Organizational Commitment: A Partial Test of an Integrated Theoretical Model. Journal of Occupational and Organizational Psychology, 72, 463-483.
[8] Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms Linking Work and Family: Clarifying the Relationship Between Work and Family Constructs. Academy of Management Review, 25, 178- 199.
[9] Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of Perceived Organizational Support. Journal of Applied Psychology, 8(1), 42-51.
[10] Kar, S. & Misra, K. C. (2013). Nexus between Work Life Balance Practices and Employee Retention – The Mediating Effect of a Supportive Culture