Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover

Drawing on a nonrandom sample of 557 dual‐earner white‐collar employees, this article explores the relationship between human resources practices and three outcomes of interest to firms and employees: work‐family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resources practices: work‐family policies, human resources incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, whereas human resources incentives explain the most…