{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/10969"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/10969","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Work-family conflict and turnover intention amongst blue-collar workers : does resilience play a role?","abstract":"This study examined work-family conflict as a predictor of turnover intention, and the moderating role that resilience may have had on this relationship. Participants were bluecollar workers (N = 136) within the chemical-specialty industry in the Western Cape. Exploratory factor analysis illustrated the unidimensionality of work-family conflict, however there was a strong theoretical argument to treat work-family conflict as separate dimensions for further analysis. Higher levels of strain-based conflict were reported by female blue-collar workers than by male blue-collar workers. Simple regression analysis showed that strain-based conflict explained a significant proportion of the variance in turnover intention; however time-based conflict was found not to predict turnover intention in this model. The results for the moderating effect of resilience on the relationship between strain-based conflict and turnover intention were not significant. Implications for management working in blue-collar environments are discussed.","abstract_html":"This study examined work-family conflict as a predictor of turnover intention, and the moderating role that resilience may have had on this relationship. Participants were bluecollar workers (N = 136) within the chemical-specialty industry in the Western Cape. Exploratory factor analysis illustrated the unidimensionality of work-family conflict, however there was a strong theoretical argument to treat work-family conflict as separate dimensions for further analysis. Higher levels of strain-based conflict were reported by female blue-collar workers than by male blue-collar workers. Simple regression analysis showed that strain-based conflict explained a significant proportion of the variance in turnover intention; however time-based conflict was found not to predict turnover intention in this model. The results for the moderating effect of resilience on the relationship between strain-based conflict and turnover intention were not significant. Implications for management working in blue-collar environments are discussed.","abstract_has_math":false,"creators":["Mohamed-Kohler, Yashfa"],"institution":"Organisational Psychology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Jaga, Ameeta"],"committee_chairs":[],"committee_members":[],"year":2011,"date_issued":"2011","date_published":"2011","updated_at":"2026-07-22T22:23:07Z","subjects":[],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/10969","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Jaga, Ameeta"]},{"key":"dc:creator","label":"Author","values":["Mohamed-Kohler, Yashfa"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2015-01-02T09:06:58Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2015-01-02T09:06:58Z"]},{"key":"dc:date.issued","label":"Date","values":["2011"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Organisational Psychology"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Master Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Masters"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["MCom"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/10969"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Includes bibliographical references (leaves 47-59)."]},{"key":"dc:description.abstract","label":"Abstract","values":["This study examined work-family conflict as a predictor of turnover intention, and the moderating role that resilience may have had on this relationship. Participants were bluecollar workers (N = 136) within the chemical-specialty industry in the Western Cape. Exploratory factor analysis illustrated the unidimensionality of work-family conflict, however there was a strong theoretical argument to treat work-family conflict as separate dimensions for further analysis. Higher levels of strain-based conflict were reported by female blue-collar workers than by male blue-collar workers. Simple regression analysis showed that strain-based conflict explained a significant proportion of the variance in turnover intention; however time-based conflict was found not to predict turnover intention in this model. The results for the moderating effect of resilience on the relationship between strain-based conflict and turnover intention were not significant. Implications for management working in blue-collar environments are discussed."]},{"key":"dc:title","label":"Title","values":["Work-family conflict and turnover intention amongst blue-collar workers : does resilience play a role?"]}]}],"canonical_facts":{"dc:contributor.advisor":["Jaga, Ameeta"],"dc:creator":["Mohamed-Kohler, Yashfa"],"dc:date.accessioned":["2015-01-02T09:06:58Z"],"dc:date.available":["2015-01-02T09:06:58Z"],"dc:date.issued":["2011"],"dc:description":["Includes bibliographical references (leaves 47-59)."],"dc:description.abstract":["This study examined work-family conflict as a predictor of turnover intention, and the moderating role that resilience may have had on this relationship. Participants were bluecollar workers (N = 136) within the chemical-specialty industry in the Western Cape. Exploratory factor analysis illustrated the unidimensionality of work-family conflict, however there was a strong theoretical argument to treat work-family conflict as separate dimensions for further analysis. Higher levels of strain-based conflict were reported by female blue-collar workers than by male blue-collar workers. Simple regression analysis showed that strain-based conflict explained a significant proportion of the variance in turnover intention; however time-based conflict was found not to predict turnover intention in this model. The results for the moderating effect of resilience on the relationship between strain-based conflict and turnover intention were not significant. 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