Can Decent Work Explain Employee-Level Outcomes? The Roles of Work-Family and Family-Work Conflict

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Aybas M., Ozcelik G., Uyargil C.

SUSTAINABILITY, vol.14, no.18, 2022 (SCI-Expanded) identifier identifier

  • Publication Type: Article / Article
  • Volume: 14 Issue: 18
  • Publication Date: 2022
  • Doi Number: 10.3390/su141811488
  • Journal Name: SUSTAINABILITY
  • Journal Indexes: Science Citation Index Expanded (SCI-EXPANDED), Social Sciences Citation Index (SSCI), Scopus, Aerospace Database, CAB Abstracts, Communication Abstracts, Food Science & Technology Abstracts, Geobase, INSPEC, Metadex, Veterinary Science Database, Directory of Open Access Journals, Civil Engineering Abstracts
  • Keywords: decent work (DW), employee performance, intention to leave, work-family conflict (WFC), family-work conflict (FWC), JOB RESOURCES BUFFER, MODERATING ROLE, ORGANIZATIONAL SUPPORT, LIFE BALANCE, TO-FAMILY, PERFORMANCE, DEMANDS, ENGAGEMENT, TURNOVER, STRESS
  • Istanbul University Affiliated: Yes


Decent work (DW) has emerged as a growing paradigm for all, entailing fundamental principles and rights at work which can pervade all human resource management (HRM)practices. While studies on DW are generally examined on macro levels, such as social, economic, legal, and political, the rising emphasis to realize the Sustainable Development Goal (SDG) No. 8 of the UN and highlight the importance of quality of employment in this paper we draw our attention to the DW concept at the micro level The purpose of this study is to explore whether DW is associated with 'employee performance' and 'intention to leave'. Additionally, the aim is to investigate whether work-family conflict (WFC) and family-work conflict (FWC) can serve as moderating variables under the job demands-resources (JD-R) model. Data were collected from employees working for 392 organisations, who represented their companies at a national career fair in Turkey. The results have revealed the role and importance of securing DW as a significant job resource for sustaining positive employee outcomes, including high performance and a reduced intention to leave. Furthermore, the study has shown that while WFC has moderating effects on performance and employees' turnover intentions, FWC serves as a moderating variable, weakening the relationship between DW and intention to leave in case of adverse family demands.