The Effect of Work-Family Conflict on Employee Turnover Intention among Commercial Bank Employees in Bamenda, Cameroon

To remain sustainable, human resources and their management play an important role in organisations across the globe. Efforts often must be made not only to attract the best talents, but also to develop and retain the best. Employee turnover is costly for organisations, as they often lose their trained staff and may incur considerable costs to recruit and train new staff. This study seeks to assess the effect of work-family conflict on employee turnover intentions in commercial banks in Bamenda, Cameroon. To capture work-family conflict, three measures are used, namely time-based work-family conflict, strain-based work-family conflict, and behaviour-based work-family conflict. A sample of 88 commercial bank employees provided data for the study, selected randomly from a population of 124 employees spread across the ten commercial banks operating in Bamenda. Data was collected using self-administered questionnaires, designed following relevant Likert-scale-based questions from two studies. Collected data were analysed using Ordinary Least Squares (OLS). Findings from the empirical analysis indicate a statistically significant positive effect of strain-based work-family conflict on employee turnover intentions. A positive, though statistically insignificant, result was obtained for time-based work-family conflict, while a negative, though statistically insignificant, result was obtained for behaviour-based work-family conflict. Statistically significant negative results were obtained for the effect of age and years of work experience on employee turnover intention in commercial banks, suggesting that older and more experienced employees were less likely to consider quitting their jobs. These findings are relevant for bank managers, as they have bearings on the management of human resources and related costs in these institutions.