Abstract:
Reducing turnover is one of the hottest topics in human resource management, as it represents significant costs to the organization. The purpose of this paper is to examine the relationship between work-life balance and employees’ turnover intentions. It also explores the roles of employee loyalty and organizational identification as mediators between work–life balance and turnover intentions. The survey sampled 222 employees from different industries within Lebanon. Structural equation modeling (SEM) was used to test the relationship. Significant sequential mediation was identified which provides insights to both practitioners and academicians. Also, future research is addressed.
