A domain-differentiated stress perspective on turnover intention

Abstract

This study examines the associations of job stress and work–family conflict with turnover intention among lecturers employed in private higher education institutions in Yunnan Province, China. Drawing on conservation of resources theory and a dual-stressor perspective, job stress and work–family conflict are conceptualized as distinct but potentially interrelated sources of resource depletion that may contribute to withdrawal cognition. Lecturers in Chinese private higher education institutions may face substantial teaching responsibilities, administrative demands, performance expectations, limited institutional resources, and employment uncertainty, making this an important context for examining turnover intention. Using a quantitative survey design, data were collected through the Wenjuanxing online platform. After data screening, 374 valid responses were retained. Partial least squares structural equation modeling was used to assess the measurement model, test the hypothesized relationships, and evaluate the model’s predictive relevance. The results showed that both job stress and work–family conflict were significantly and positively associated with turnover intention. Work–family conflict showed the stronger association, suggesting that difficulties reconciling professional and family responsibilities may play a particularly important role in lecturers’ intentions to leave. However, the interaction between job stress and work–family conflict was not statistically significant. Thus, the findings did not provide evidence that the association between work–family conflict and turnover intention varied across different levels of job stress. The model explained 62.1% of the variance in turnover intention, indicating substantial explanatory power. This study contributes to the literature by comparing the direct associations of work-domain and work–family-interface stressors with turnover intention in private higher education. The findings also suggest that workload management, family-supportive policies, and institutional support should be considered as complementary intervention targets.