Xu, MengyiCao, XuebingLu, Hui2023-10-252023-10-252023-10-23Xu M, Cao X, Lu H. (2023) Leave or not to leave? the impact of managerial work-life support and work engagement on the outcomes of work-to-life conflict for China’s new generation employees, Asia Pacific Business Review, Available online 23 October 20231360-2381https://doi.org/10.1080/13602381.2023.2264221https://dspace.lib.cranfield.ac.uk/handle/1826/20445This paper explores how work engagement and managerial work-life support can influence the relationship between work-to-life conflict and turnover intention for China’s new generation employees. Drawing on job demand-resources (JD-R) theory and time-lagged survey data, we developed a moderated mediation model which reveals the mediating effect of work engagement on the relationship between work-to-life conflict and turnover intention, and the moderation effect of managerial work-life support on the relationship between work-to-life conflict and work engagement. The findings show that work engagement serves as a personal resource for new generation employees to buffer the negative impact of work-life conflict on turnover intention, and managerial work-life support serves as a key job resource to influence the mediating effect of work engagement when work-life conflict occurs. Research contributions, implications, and limitations are discussed.enAttribution 4.0 Internationalhttp://creativecommons.org/licenses/by/4.0/Work-life conflictturnover intentionwork engagementmanagerial work-life supportChinanew generation employeesArticle1743-792X