Work-Life Balance and Its Impact on Employee Turnover Intentions

Abstract

This study investigates the relationship between work-life balance and employee turnover intentions among full-time employees across various industries. Using a quantitative research design, data were collected from 150 participants through a structured questionnaire featuring validated Likert-scale items. The analysis, conducted using SPSS 26.0, revealed a significant negative correlation (r = −0.61, p < .01) between perceived work-life balance and turnover intention. Furthermore, a simple linear regression model showed that work-life balance was a significant predictor of turnover intention, accounting for 30.5% of the variance (R² = .305, p < .001). These findings support theories such as Herzberg’s Two-Factor Theory, Social Exchange Theory, and the Job Demands-Resources Model, all of which underscore the importance of employee well-being in organizational retention strategies. The study highlights the critical need for organizations to adopt flexible policies and cultivate a supportive work environment to reduce attrition and foster long-term commitment.