Resource Conservation Theory Explanation on Junior Military Officers’ Work-life Imbalance and Turnover Intention: A Moderating Role of Social Support

This study explores the impact of work-life imbalance on turnover intention among junior officers in the Republic of Korean Army, drawing from the resource conservation theory. It examines the roles of family support and a supportive company climate as moderators that could alleviate the adverse effects of work-life imbalance on turnover intention. Data were collected through a questionnaire survey of 176 officers and non-commissioned officers, all with five or fewer years of service, across 25 teams in company-level units of the Army Infantry Division. The key findings are as follows: First, a significant positive relationship was found between the perceived work-life imbalance among junior officers and their intention to leave the military. Second, family support did not significantly moderate this relationship. Third, a supportive army company climate was found to significantly mitigate the negative effects of work-life imbalance on turnover intention, where weaker army company support intensified the adverse impact of work-life imbalance. These results highlight work-life imbalance as a major driver of turnover intention among junior officers and underscore the importance of a supportive army company climate in mitigating this effect. Based on these findings, it is recommended to enhance the work environment and conditions for junior officers to reduce their turnover intentions. Additionally, fostering an effective communication system based on mutual trust and respect between commanders and officers, as well as cultivating a collaborative organizational culture, are essential steps for addressing these issues.