Understanding and Reducing Work-Family Conflict in the Hospitality Industry

2009 ◽  
Vol 8 (2) ◽  
pp. 119-136 ◽  
Author(s):  
Vincent P. Magnini
Keyword(s):  
Family Conflict ◽  
Hospitality Industry ◽  
Work Family Conflict ◽  
Work Family

The relationships among work-family conflict, turnover intention and organizational citizenship behavior in the hospitality industry of Taiwan

2017 ◽  
Vol 38 (8) ◽  
pp. 1130-1142 ◽  
Author(s):  
I-An Wang ◽  
Bi-Wen Lee ◽  
Shou-Tsung Wu
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Turnover Intention ◽  
Hospitality Industry ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose The hospitality industry is well-known for its high turnover rate and shift work, both of which are direct precursors to work-family conflict (WFC) and family-work conflict (FWC). The purpose of this paper is to explore the impact of WFC and FWC on turnover intention (TI) and organizational citizenship behavior (OCB) via literature reviews and empirical analyses. Design/methodology/approach The research data were collected using questionnaire surveys from employees working in the hospitality industries in Taiwan. The questionnaire consisted of two parts. The first part, which was conducted by interviewers, included questions about WFC/FWC and TI, and the second part, which was completed by pairing the respondents’ answers with observations of supervisors, explored OCB. There were 325 effective samples collected. Reliability and validity were confirmed using confirmatory factor analysis. Sample properties were analyzed using descriptive statistical analysis, and the relationship among control variables, predictor variables and outcome variables were explored via correlation analysis, independent t-test and one-way ANOVA. Finally, the study hypotheses were verified by structural equation modeling. Findings The paper attempted to identify the relationships among WFC/FWC, TI and OCB. The results revealed that: WFC and FWC were positively related to TI; WFC and FWC were negatively related to OCB; and TI was negatively related to OCB. Practical implications While the policy of tourism development has been promoted proactively by Taiwan’s Government in recent years, there are insufficient studies describing the relationships among WFC, TI and OCB with respect to hospitality employees. The findings from this study may contribute to human resource management and strategy development. Originality/value Because OCB is minimally regarded as an outcome variable, the results of this study support the relationships among OCB, WFC/FWC and TI. The results of this study will be of great benefit to supervisors as they seek to manage effectively human resources and improve and control the relationships among OCB, WFC/FWC and TI. The findings will also be of benefit to future studies.

Antecedents and Consequences of Work-Family Conflict in the Hospitality Industry

2021 ◽  
pp. 217-242
Author(s):  
Mert Gürlek ◽  
İlker Kılıç
Keyword(s):  
Literature Review ◽  
Family Conflict ◽  
Hospitality Industry ◽  
Critical Issue ◽  
Hospitality Management ◽  
Working Environment ◽  
Work Family Conflict ◽  
Or Management ◽  
Antecedents And Consequences ◽  
Work Family

Work-family conflict (WFC) is a critical issue for the hospitality industry. Many hospitality employees face the challenges posed by WFC. Therefore, this chapter aims to examine the antecedents and consequences of WFC in the hospitality industry. In this context, the study consists of three main parts. Firstly, WFC and its types are defined; secondly WFC theories are explained; and finally, the antecedents and consequences of WFC in the hospitality industry are provided through an integrative literature review. The literature review covered articles published between 2000 and 2019. Journals included in the research focus on such areas as hospitality management or management and organization. In this context, 47 studies were included in the literature review. Based on the findings, the antecedents and consequences of WFC were classified under four groups as individual, work-based, familial, and organizational. As a result, examining the nature of WFC in the scope of the hospitality industry, which is characterized by fast-paced working environment, can contribute to literature.

Factors of work-family conflict in the hospitality industry in Ghana

2017 ◽  
Vol 17 (4) ◽  
pp. 482-501 ◽  
Author(s):  
Emmanuel Gamor ◽  
Eunice Fay Amissah ◽  
Agnes Amissah ◽  
Ebenezer Nartey
Keyword(s):  
Family Conflict ◽  
Hospitality Industry ◽  
Work Family Conflict ◽  
Work Family

The Absence of Females in Executive Chef Position in Zimbabwean Hotels: Case of Rainbow Tourism Group (RTG)

2013 ◽  
Vol 03 (10) ◽  
pp. 01-18
Author(s):  
Dorothy Monica Fungai Zengeni ◽  
Ednah Tendani ◽  
Nelson Zengeni
Keyword(s):  
Family Conflict ◽  
Hospitality Industry ◽  
Negative Attitude ◽  
Work Family Conflict ◽  
Gender Policy ◽  
Purposeful Sampling ◽  
Work Family ◽  
Predominately Female ◽  
Harsh Conditions

The Zimbabwe hospitality environment is recognised for its importance to Zimbabwe economy. It is a booming industry, yet there is very little research that focuses on the specific issues affecting those working in the kitchen. Based on employees perspective this case study looks at the issue of the absence of females in the Executive Chef Position. The case study focuses on the kitchen department of R.T.G hotels. The lack of research into the kitchen, and more specifically the Hospitality in Zimbabwe environment is perplexing because it is predominately female, yet at Executive Chef Levels these females are not equally represented. Purposeful sampling was used in coming up with a sample of thirty respondents. Data from this study was analysed using tables, bar graphs, pie charts and the findings were categorised under themes according to the major areas of investigation and followed by discussion. The findings revealed that marital status (work family conflict), lack of experience, negative attitude of females, and the harsh conditions in the kitchen are the major contributing variables to the absence of females in the Executive Chef Position in the commercial kitchens. The research recommended that females should market their selves by being employed in other sections other than the pastry section. The research recommended that chefs must be employed and promoted by merit, equal salaries /wages and opportunities to kitchen job in any position in Hospitality Industry irrespective of sex. There is need for more research in the kitchen on the nature and conditions of the kitchen job hence the National Gender Policy Implementers must not generalised with other industries.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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