EXTENDING THE JD-R MODEL: OUT-OF-JOB RESPONSIBILITIES AS A GENDERED BOUNDARY CONDITION OF WORK TENSION AND TURNOVER INTENTION

Abstract

Purpose: This study extends the Job Demands-Resources model by examining out-of-job responsibilities as a gendered boundary condition in the relationship between work tension and turnover intention among formal-sector employees in Ghana.

Design/Methodology/Approach: A quantitative cross-sectional survey was conducted among 150 formal-sector employees in the Ashanti Region of Ghana. Data were collected using structured questionnaires and analysed using hierarchical multiple regression and gender-specific regression models.

Findings: The findings show that work tension is positively associated with turnover intention. Out-of-job responsibilities also increase turnover intention and strengthen the relationship between work tension and turnover intention. Gender-specific results further show that this moderating effect is significant among female employees but not among male employees, indicating that non-work responsibilities operate as a stronger resource-depleting condition for women.

Research Limitations/Implications: The cross-sectional design limits causal inference, and the focus on formal-sector employees in one Ghanaian region may restrict generalisability. Future studies could use longitudinal and multi-context designs.

Practical Implications: Organizations should reduce work tension and adopt gender-sensitive, family-supportive retention practices, including flexible scheduling, caregiving support and well-being interventions.

Originality/Value: The study extends JD-R theory beyond organizational boundaries by showing that non-work demands condition the effect of workplace strain on turnover intention and that this process differs by gender.