Predictive models for work-life balance and organizational commitment of women in the U.S. Construction industry

The ability to predict and develop policies, programs, and environments that enhance work-life balance (WLB) and promote organizational commitment is important for employers concerned with minimizing employee turnover. The aim of this study is to investigate elements that lead to enhanced organizational commitment and increase the likelihood that a female employee will stay with her employer in the U.S. construction industry. The specific contributions of this study are that it ascertains through a survey questionnaire the relative importance of different aspects of employer, job, employee benefits, and personal life satisfaction elements. The factor with the most pronounced influence on satisfaction with employer was whether the respondent had earned a college degree or trade certificate. Respondents with a college degree or a trade certification were more than four and a half times more likely to respond as satisfied with their current employer than those who did not have a degree or certification. Having children in the household also was a predictor of short-term (6-month) employee commitment, but not for long-term (5-year) commitment. Instead, marriage or an intimate relationship and retirement benefits were predictors of long-term commitment. Predictive mathematical models for these elements were developed, tested, and validated. These models allow employers to measure the employee's satisfaction with the employer, and the short-term and long-term employee commitment among their U.S. female construction industry employees. The results can be used by employers to develop intervention strategies to enhance WLB, promote organizational commitment, and minimize female employee turnover.