Executive chefs’ calling: effect on engagement, work-life balance and life satisfaction

2018 ◽  
Vol 30 (5) ◽  
pp. 2287-2307 ◽  
Author(s):  
Lisa Cain ◽  
James Busser ◽  
Hee Jung (Annette) Kang
Keyword(s):  
Life Satisfaction ◽  
Employee Engagement ◽  
Structural Equation ◽  
Management Practices ◽  
Role Theory ◽  
Work Life ◽  
Work Life Balance ◽  
Annual Conference ◽  
Life Balance ◽  
Content Type

PurposeThis paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.Design/methodology/approachSurveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.FindingsAll relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.Research limitations/implicationsThe research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.Practical implicationsThe identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.Originality/valueOutcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

scholarly journals An exploratory assessment of callings: the importance of specialization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Christopher Paul Cain ◽  
Lisa Nicole Cain ◽  
James A. Busser ◽  
Hee Jung (Annette) Kang
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Role Theory ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Golf Course ◽  
Life Balance ◽  
Content Type ◽  
The Impact

PurposeThis study sought to understand how having a calling influenced engagement, work–life balance and career satisfaction for Professional Golfers Association of America (PGA) and Golf Course Superintendent of America (GCSA) professionals.Design/methodology/approachA conceptual model was used to examine callings among golf course supervisors and its impact on their engagement, work–life balance and career satisfaction. This study also explored the moderation effect of employees’ generalized or specialized role on the calling–engagement relationship. Surveys were collected from a single golf management company and partial least squares structural equation modeling (PLS-SEM) was used for data analysis.FindingsThe results revealed significant relationships among all of the variables, with the exception of the impact of having a calling on work–life balance. Additionally, the more having a calling increased, the more important it was for supervisors to have specialized roles to increase their engagement.Originality/valueThis study identifies important differences in factors that promote career satisfaction for golf course supervisors and extends current understanding of role theory.

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

Accounting students' perceptions of work–life balance, accounting career image and intention to pursue accounting careers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saarce Elsye Hatane ◽  
Bernard Emerson ◽  
Olievia Soesanto ◽  
Ruth Arum Gunawan ◽  
Hatane Semuel
Keyword(s):  
Structural Equation ◽  
Least Square Method ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Work Life Balance ◽  
Accounting Students ◽  
Life Balance ◽  
Content Type ◽  
The Impact

PurposeThe purpose of this study is to discover the impact of work–life balance on the intention to pursue accounting careers through accounting career image.Design/methodology/approachThe study managed to collect 693 closed questionnaires, using the five-point Likert Scale, from accounting students in several universities in Java, Sulawesi and Kalimantan, as the three most densely populated islands in Indonesia. The research model is analysed using partial least square method as a part of structural equation modelling.FindingsThere are positive and significant influences between work–life balance and the intention to pursue accounting career when supported by accounting career image. The positive perception of accounting career image motivates accounting students to pursue accounting careers. Accounting students argue that attaining a balance between work and personal life can improve positive perceptions of accounting careers, which drive them to pursue a career in accounting. Work–life balance is an essential factor due to the fact that it can, directly and indirectly, affect the intention to pursue accounting careers. In addition, positive image of accounting profession is found to be able to strengthen the positive influence of the work–life balance to pursue accounting careers.Research limitations/implicationsFurther studies can continue along the line of this study as the intention to choose an accounting career can change from time to time. In addition, the generational difference may create a discrepancy in perception and orientation in choosing accounting careers. Therefore, future studies should consider a broader scope and more updated objects.Practical implicationsThe findings suggest that working experience is an essential part for accounting students in choosing accounting careers, and so higher education institutions need to consider including field work-practice in their curriculums. Companies are also expected to prioritise work–life balance since it will motivate accounting students to choose an accounting career.Originality/valueThis study investigates the link between work–life balance and decisions to pursue accounting careers through accounting students' perceptions in Indonesia. This study combines the influences of work–life balance and accounting career image on the intention to pursue accounting careers in one model, in which accounting career image is the mediating variable in the indirect link of work–life balance.

scholarly journals Work–life balance, retention of professionals and psychological empowerment: an empirical validation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ansumalini Panda ◽  
Chandan Kumar Sahoo
Keyword(s):  
Structural Equation ◽  
Psychological Empowerment ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Content Type ◽  
Mediating Role ◽  
High Degree ◽  
The Relationship

PurposeThis study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India.Design/methodology/approachThe study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20.FindingsThe result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals.Research limitations/implicationsThe research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners.Originality/valueThis study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals.

scholarly journals Family Friendly Policies in Organizations and Their Effects on Work-Life Balance, Work Alienation and Life Satisfaction

2014 ◽  
Vol 2 (2) ◽  
pp. 18-30
Author(s):  
Pelin Kanten
Keyword(s):  
Life Satisfaction ◽  
Management Practices ◽  
Organizational Outcomes ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Work Alienation ◽  
Positive Individual ◽  
Family Friendly ◽  
Human Resource Management Practices

This study aims to research the effect of family-friendly policies on work-life balance, work alienation, and life satisfaction. In the literature studies suggest that, family-friendly policies are evaluated within the scope of human resource management practices; they are associated with positive individual and organizational outcomes. Accordingly, this study deals with work-life balance, work alienation and life satisfaction variables which are expected to be affected by family-friendly policies. In order to examine the effect of family-friendly policies on these variables, 208 people employed in three different marble companies in Turkey are included in the research. Based on the findings, there are significant correlations between family-friendly policies and worklife balance, work alienation, and life satisfaction. Also, family-friendly policies affect work-life balance and life satisfaction negatively, whereas these policies affect work alienation positively.

Supervisor support and work-life balance

2018 ◽  
Vol 47 (3) ◽  
pp. 727-744 ◽  
Author(s):  
A.K.M. Talukder ◽  
Margaret Vickers ◽  
Aila Khan
Keyword(s):  
Structural Equation ◽  
Supervisor Support ◽  
Job Attitudes ◽  
Financial Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
And Performance ◽  
The Impact

Purpose The purpose of this paper is to investigate the relations between supervisor support (SS), work-life balance (WLB), job attitudes and performance of employees in the Australian financial sector. More specifically, the study explore the impact of SS, WLB and job attitudes on employees’ job performance (JP). Design/methodology/approach Using an online panel, the data comprised 305 employees working in financial organisations to test a model with structural equation modelling. A list of survey items was tested that replicated extensively in work-life research in the past. Findings The research contributed to the existing literature by identifying a significant mechanism through which SS was linked to WLB that influenced job satisfaction, life satisfaction and organisational commitment and JP given the paucity of such research in the Australian financial sector. Originality/value The study would guide employers, employees and managers involved in the financial sector to implement policies which aim to augment JP and promote balance between work, home and life.

scholarly journals Work-life balance and its relationship with organizational pride and job satisfaction

2016 ◽  
Vol 31 (2) ◽  
pp. 586-602 ◽  
Author(s):  
Marta Mas-Machuca ◽  
Jasmina Berbegal-Mirabent ◽  
Ines Alegre
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Job Autonomy ◽  
Life Balance ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources. Originality/value – The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.

Developing individual and organisational work-life balance strategies to improve employee health and wellbeing

2015 ◽  
Vol 37 (3) ◽  
pp. 354-379 ◽  
Author(s):  
Connie Zheng ◽  
John Molineux ◽  
Soheila Mirshekary ◽  
Simona Scarparo
Keyword(s):  
Multiple Regression ◽  
Management Practices ◽  
Working Hours ◽  
Employee Health ◽  
Work Life ◽  
Interactive Effects ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Health And Wellbeing

Purpose – Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational productivity and performance. The purpose of this paper is to explore relevant WLB factors contributing to employee health and wellbeing, and to understand the interactive effects of individual WLB strategies and organisational WLB policies/programmes on improving employee health and wellbeing. Design/methodology/approach – Using the data collected from 700 employees located in Queensland, Australia, multiple regression analysis was conducted to examine the variables related to individual WLB strategies and organisational WLB programmes. Several multiple regression models were used to evaluate interrelated relationships among these variables and their combined effects on employee health and wellbeing. Findings – The authors found that employees exercising their own WLB strategies showed better health conditions and wellbeing that those who do not; they were also more capable of achieving WLB. Both availability and usage of organisational WLB programmes were found to help employees reduce their stress levels, but interestingly to have no direct association with WLB and employee health. Several control variables such as age, working hours, education level and household incomes were found to have moderate effects on employee health and wellbeing. Originality/value – Employee health and wellbeing are determined by multiple factors. In distinguishing from prior research in this field, this study discovers an important interface between individual WLB strategies and organisational provision of WLB policies/programmes supplemented by several exogenous factors in addressing overall employee health and wellbeing. The results have implications for organisational delivery of WLB policies and other human resource management practices to support employees.

Work–life balance and life satisfaction among the self-employed

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shawn Best ◽  
Ravi Chinta
Keyword(s):  
Life Satisfaction ◽  
Firm Size ◽  
Work Life ◽  
The Self ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
The Usa ◽  
High Level ◽  
Relationship Of

PurposeThe self-employed are an essential segment of society who contribute to economic growth and stabilisation in their communities. Therefore, it is crucial to investigate whether they enjoy a work–life balance (WLB) and life satisfaction (LS), which are two separate concerns of the self-employed in this study. Existing literature indicates that household income (HI) is a significant determinant of WLB and LS. This study investigates the levels and relationship of WLB and LS among the self-employed in the USA and the possible influence of HI on this relationship.Design/methodology/approachData are from an online panel survey of 435 self-employed persons residing in the USA. The authors test the hypotheses via regression analysis and ANOVA.FindingsThis study revealed that WLB is a significant predictor of LS for the self-employed. Further, it showed that HI has a statistically significant direct effect on LS and moderates the relationship between WLB and LS. Among the control variables, only firm size was seen to contribute positively to a high level of LS. Gender, education, age, the number of dependent children, industry and hours worked were not found to be statistically significant. The study also found that WLB was most important in predicting LS of the self-employed followed by HI and then firm size.Originality/valueThis study is among the first to investigate the relations between WLB and LS among the self-employed and extends the scant existing scholarship on this issue.

Finding effective ways to address work-family conflict

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Life Satisfaction ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Psychological Resources ◽  
Work Family Conflict ◽  
Life Balance ◽  
Content Type ◽  
Work Family

Purpose An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings An unhealthy work-life balance is a major cause of turnover intentions among the workforce. Firms can effectively address the issue by ensuring that supervisor support is available to replenish physical and psychological resources and help increase levels of job and life satisfaction for employees. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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