International Journal of Academic Research in Accounting, Finance and Management Sciences Vol. 5, No.4, October 2015, pp. 74–83 E-ISSN: 2225-8329, P-ISSN: 2308-0337 © 2015 HRMARS www.hrmars.com Impact of Work Family Conflict on Female Intent to Quit. Descriptive Study of Commercial Banks of Faisalabad, Pakistan Saira AJAZ 1 Babak MEHMOOD 2 Muhammad KASHIF 3 1 National College of Business Administration and Economics, Lahore, 1 E-mail: ashhaa123@gmail.com (Corresponding author) 2 University of Sargodha, Sargodha, Pakistan, 2 E-mail: babakmahmood@gmail.com 3 National College of Business Administration & Economics, Lahore, Pakistan Abstract Employee turnover is a challenge faced by any organization and banking is of no exception. Several studies are devoted to ideŶtify eŵployees’ iŶteŶt-to-quit in the banking sector of Pakistan, but most of them have ignored female turn over behavior. A separate research is imperative to explore female intent to quit. The present study is trying to fill up this gap by exploring the turnover intentions of female employees in the commercial banks of Faisalabad, Pakistan. Intent to quit (ITQ) has been tested empirically for its association with work-to-family conflict (WFC) and family-to-work conflict (FWC). The study is important in a sense that for the first time the quit intentions of female bankers have been identified. Data is collected from the female employees of six commercial banks of Faisalabad region. A total of 230 questionnaire were distributed out of which 200 returned, representing response rate of 87%. The analysis proved that intent-to-quit is positively and significantly associated with work-to-family conflict and family-to-work conflict. The study has also proposed some valuable recommendations for HR managers and policy makers to retain female workers in banks. Key words Intent-to-quit, work-to-family conflict, family-to-work conflict, female bankers, turnover DOI: 10.6007/IJARAFMS/v5-i4/1847 URL: http://dx.doi.org/10.6007/IJARAFMS/v5-i4/1847 1. Introduction and Background The main objective of each bank is to earn maximum profits and provide quality services to its customers. The objectives can be achieved only with the efforts, endeavors and commitment of employees. These cannot be achieved when employees start considering their quit intentions. Because intent to quit is a Ŷegatiǀe attitude ǁhiĐh ŵay leads toǁaƌds eŵployee tuƌŶoǀeƌ. Woƌkeƌ’s tuƌŶoǀeƌ ŵay haǀe aŶ unfavorable impact on the profits and performance of the organization (Balogun and Olowodunoye, 2012).Turnover poses a major threat to regular flow of work. The quitters always remain a problem for organization and its employees as organization bears extra cost for hiring and training new employees while the existing employees become overburdened and begin to feel dissatisfied with their jobs (Mitchell, Holtom, Lee, and Graske, 2001). During the past half century, workplaces have become more diversified. Khan (2007) stated that since the last decade, in the big cities young ladies are getting higher education and entering into different sectors of economy like banking, teaching, media both print and social media, arts and engineering etc. The main objective of the study is to identify the quit intentions of female bankers in the context of work-to- family conflict and family-to-work conflict. As females have to perform their responsibilities at dual levels like in homes and offices, so they find it difficult to maintain a balance between their work and family lives. It’s giǀiŶg ďiƌth to the pheŶoŵeŶoŶ of ǁoƌk faŵily ĐoŶfliĐt. Work family conflict is a form of interrole conflict which occurs as a result of incompatible demands of both work and family lives (Netemeyer, Boles and McMurrian, 1996). It may result in the form of absenteeism, stress and intent to quit (Aslam, Shumaila, Azhar and Sadaqat, 2011). Work family conflict has two dimensions, work-family-conflict and family-work-conflict. Both are interrole conflicts which imply that