How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators

Ann H Huffman, Wendy J. Casper, Stephanie C. Payne

Research output: Contribution to journalArticle

31 Scopus citations


Summary: Employee turnover is a major concern because of its cost to organizations. Although theory supports the influence of nonwork factors on turnover, our understanding of the degree to which nonwork factors relate to actual turnover behavior is not well developed. Using a sample of 5505 U.S. Army officers, we assessed the extent to which spouse career support related to reduced turnover four years later through work interfering with family (WIF) and job satisfaction as mechanisms. Results revealed that spouse career support decreased the odds of turnover, and WIF and job satisfaction sequentially mediated this relationship, with lower WIF and higher job satisfaction reducing the odds of turnover. Practical implications of using family support systems as retention interventions are discussed.

Original languageEnglish (US)
Pages (from-to)194-212
Number of pages19
JournalJournal of Organizational Behavior
Issue number2
StatePublished - Feb 2014



  • Career support
  • Job satisfaction
  • Spouse support
  • Turnover behavior
  • Work-family conflict

ASJC Scopus subject areas

  • Psychology(all)
  • Applied Psychology
  • Organizational Behavior and Human Resource Management
  • Sociology and Political Science

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