ความสัมพันธ์ของความขัดแย้งระหว่างงานกับครอบครัว และการรับรู้ความยุติธรรมในองค์การ กับความตั้งใจ ที่จะลาออกจากงาน ของพนักงานสวนสัตว์เชียงใหม่

Abstract

The purposes of this research were (1) to examine the relationship of work-family conflict and perceived organizational justice to turnover intention of Chiang Mai Zoo employees, and (2) to investigate the predictive power of work-family conflict and perceived organizational justice on turnover intention of Chiang Mai Zoo employees. A correlational research design was used. The sample was 200 employees who worked in Chiang Mai Zoo. The research questionnaire consisted of 4 measures : (1) Demographics (2) Work-family conflict scale (3) Perceived organizational justice scale and (4) Turnover intention scale. Data were analyzed by using descriptive statistics, the Pearson’s product moment correlation coefficient, and the multiple regression analysis. The research results found that: 1. There was a statistically significant positive correlation between work-to-family conflict and turnover intention. (r = .40, p < .01) 2. There was not statistically significant correlation between family-to-work conflict and turnover intention. (r = .11, ns) 3. There was a statistically significant negative correlation between perceived distributive justice and turnover intention. (r = -.43, p < .01) 4. There was a statistically significant negative correlation between perceived procedural justice and turnover intention. (r = -.45, p < .01) 5. There was a statistically significant negative correlation between perceived interactional justice and turnover intention. (r = -.38, p < .01) 6. Work-to-family conflict and perceived procedural justice jointly predicted turnover intention. (p < .01)