Impact of work-family conflict on turnover intention of employees through organisational commitment and professional identity

Purpose: This study investigates the impact of work-family conflict (WFC) on turnover intentions (TI) among employees in Pakistan’s high-tech industry, with organisational commitment (OC) and professional identity (PI) as mediators. Design/methodology/approach: Data collected from 301 respondents using validated scales were analysed via Hayes’ PROCESS macro in SPSS. Findings: Results reveal a significant positive relationship between WFC and TI, underscoring the role of resource depletion as per the Conservation of Resources theory. Additionally, OC and PI were found to mediate this relationship, highlighting their critical influence on employee retention. Practical implications: The findings emphasize the need for organizations to implement work- life balance policies, foster commitment, and strengthen professional identity through mentorship and recognition initiatives. By addressing WFC and enhancing workplace support, organizations can reduce turnover intentions, promote employee well-being, and sustain competitiveness in high-demand industries. Originality/value: This study pioneers the exploration of professional identity as a mediator between work-family conflict and turnover intention, particularly within Pakistan's collectivist high-tech sector, an underexamined context. Keywords: work-family conflict, turnover intention, organisational commitment, professional identity, Pakistan. Category of the paper: Research paper.