scholarly journals Women's Work-Life Balance in Hospitality: Examining Its Impact on Organizational Commitment

2021 ◽  
Vol 12 ◽  
Author(s):  
Ting Liu ◽  
Jie Gao ◽  
Mingfang Zhu ◽  
Shenglang Jin
Keyword(s):  
Organizational Commitment ◽  
Women's Work ◽  
Work Life ◽  
Work Life Balance ◽  
Sociodemographic Characteristics ◽  
Life Balance ◽  
Women’S Work ◽  
Women Employees ◽  
Level Data ◽  
The Relationship

Women account for a large proportion of the hotel industry. Work-life conflict has become one of the main obstacles to the organizational commitment of women. Thus, this study investigates the relationship for women between work-life balance, as an independent variable, and organizational commitment, as a dependent variable. Specifically, we examine women's work-life balance in the hospitality industry and compare women's organizational commitment under different levels of work-life balance. Then, we assess whether women's work-life balance and organizational commitment are associated with their sociodemographic characteristics (i.e., age, education, working years, and position level). Data were collected from 525 women employees in China. Multiple linear regression analyses were conducted to identify the relationship between work-life balance and organizational commitment. The results showed that work-life balance had a significant effect on organizational commitment. There was also a significant relationship between women's sociodemographic characteristics, work-life balance, and organizational commitment.

scholarly journals A szervezeti elkötelezettség és a munka-család viszonyrendszer összefüggései (The relationship between organizational commitment and work-life balance)

2012 ◽  
pp. 2-14
Author(s):  
Csaba Kiss ◽  
Sára Csillag ◽  
Roland Szilas ◽  
Sándor Takács
Keyword(s):  
Organizational Commitment ◽  
Customer Service ◽  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Affective Component ◽  
Work Family ◽  
The Relationship

376 ügyfélszolgálati dolgozó bevonásával végzett kérdőíves vizsgálatukban a szerzők arra keresték a választ, hogy a szervezeti elkötelezettség profilok hogyan függnek össze a munkahelyi elégedettséggel, a kilépési szándékkal és a munka-család viszonyrendszerre vonatkozó változókkal (munka-család konfliktus, munkacsalád egyensúly, munka-család gazdagítás). Nyolc különböző profilt találtak, amelyek elemzéséből kiderült: az elkötelezettség-komponensek közül az érzelmi elkötelezettségnek kitüntetett szerepe van a kedvező következményeket tekintve, továbbá az elkötelezettségkomponensek együttes hatása szinergikus lehet. ________ In their research that was based on the answers of 376 customer service employees to a questionnaire survey, the authors are looking at the relationship between the organizational commitment profiles and work satisfaction, intention to leave the organization and various subconcepts of work life balance (work-family conflict, work-family balance and work-family enrichment). They have found 8 different profiles, the analysis of which revealed the central role of the affective component regarding the positive outcomes of the above mentioned variables as well as the synergic relations among the different components of organizational commitment.

Autonomy: the panacea for self-employed women's work-life balance?

2012 ◽  
Vol 15 (4) ◽  
pp. 383-402 ◽  
Author(s):  
Anne Annink ◽  
Laura den Dulk
Keyword(s):  
Women's Work ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Women’S Work

Flexible Working: Effects on Women’s Work-Life Balance, Lifestyle and Health

2018 ◽  
Vol 24 (6) ◽  
pp. 4684-4687
Author(s):  
Nor Hazana Abdullah ◽  
Adibah Abdul Kadir ◽  
Zulida Abdul Kadir ◽  
Sarinah Sabar
Keyword(s):  
Women's Work ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Women’S Work ◽  
Flexible Working

scholarly journals Patriarchal hegemony

2019 ◽  
Vol 34 (1) ◽  
pp. 19-33 ◽  
Author(s):  
Toyin Ajibade Adisa ◽  
Issa Abdulraheem ◽  
Sulu Babaita Isiaka
Keyword(s):  
Women's Work ◽  
Work Life ◽  
Sub Saharan Africa ◽  
Work Life Balance ◽  
Research Approach ◽  
Life Balance ◽  
Content Type ◽  
Women’S Work ◽  
Patriarchal Society ◽  
The Impact

PurposeResearch on the impact of patriarchy and patriarchal norms on women’s work-life balance is scarce. A typical patriarchal society, such as Nigeria, tends to be organised based on gender, and the construct is embedded in the culture. This paper aims to investigate the impact of patriarchy on women’s work-life balance in a non-Western context: Nigeria.Design/methodology/approachThe authors adopt a qualitative research approach to enhance their insight into the issue of patriarchy and women’s work-life balance. Data for the study were collected over a four-month period, using semi-structured interviews as the primary method of data collection.FindingsThe findings of the thematic analysis reveal the impact of patriarchy on women’s work-life balance in Sub-Saharan Africa, specifically Nigeria. Women’s aspirations to achieve work-life balance in this part of the world are often frustrated by patriarchal norms, which are deeply ingrained in the culture. The findings of this study reveal that male dominance of and excessive subordination of females, domestic and gender-based division of labour and higher patriarchal proclivities among men are the ingredients of a patriarchal society. These issues make the achievement of work-life balance difficult for women.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the limited sample size and the selected research context.Practical implicationsThe insights gleaned from this research suggest that there are still major challenges for women in the global south, specifically Nigeria, in terms of achieving work-life balance due to the prevalent patriarchy and patriarchal norms in the society. Strong patriarchal norms and proclivity negatively affect women’s work-life balance and in turn may impact employee productivity, organisational effectiveness, employee performance and employee punctuality at work. However, an Australian “Champion of Change” initiative may be adopted to ease the patriarchal proclivity and help women to achieve work-life balance.Originality/valueThis paper provides valuable insights by bringing patriarchy into the discussion of work-life balance. This issue has been hitherto rare in the literature. It therefore enriches the literature on work-life balance from a patriarchal perspective.

scholarly journals Work-life balance as a predictor of organizational commitment: a multidimensional approach

2019 ◽  
Vol 2 (1) ◽  
pp. 18
Author(s):  
Stefanus Rumangkit ◽  
Z Zuriana
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Work Life ◽  
Work Life Balance ◽  
Multidimensional Approach ◽  
Life Balance ◽  
The Relationship

The article investigates the relationship between dimensions of work-life balance (time balance, involvement balance, and satisfaction balance) on organizational commitment. Employee at one of the hotels in Bandarlampung, Lampung, Indonesia, were surveyed and a total of 60 useable questionnaires were returned. We employed multiple regression analysis on those data and found that the time balance, involvement balance, and satisfaction balancepositively affected the organizational commitment.

scholarly journals Examining gender role attitude as a moderator of personality, social support, and childcare responsibilities in women’s work-life balance

2021 ◽  
Vol 6 (2) ◽  
pp. 229-244
Author(s):  
Abdul Rahman Shaleh ◽  
Putri Nuraini
Keyword(s):  
Social Support ◽  
Gender Role ◽  
Family Support ◽  
Women's Work ◽  
Work Life ◽  
Work Life Balance ◽  
Gender Role Attitude ◽  
Life Balance ◽  
Women’S Work ◽  
Family Social Support

The participation of women in the workforce creates challenges and problems. Those with various roles in their lives must be good at playing and balancing these successfully. This study focuses on the work-life balance factor by exploring the predictor factors including personality, family social support, and childcare responsibilities, as moderated by gender role attitude. A work/ nonwork interference and enhancement scale, mini-IPIP, gender role beliefs scale, and social support scale were developed for the data collection. A sample of 220 married female workers was identified using purposive sampling. The data analysis, which used multiple regression and a modgraph, shows a significant effect of personality, social support, and childcare responsibilities on the work-life balance moderated by gender role attitude. Four independent variables with significant influence are neuroticism, openness to experiencing family support, gender role attitude and there is a moderating effect on neuroticism and family support. The implication is the need to provide a comfortable work environment and arrangement of work patterns so that women's work-life balance can be achieved positively.

scholarly journals The Mediating Effect of Organizational Commitment on the Relationship between Work-life Balance and Intention to Leave: Evidence from Working Women in Jordan

2017 ◽  
Vol 10 (6) ◽  
pp. 164 ◽  
Author(s):  
Hanan M. Al Momani
Keyword(s):  
Organizational Commitment ◽  
Significant Relationship ◽  
Working Women ◽  
Intention To Leave ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Normative Commitment ◽  
Life Balance ◽  
The Relationship

The aim of this study is to examine the mediating effect of organizational commitment on the relationship between work-life balance and intention to leave. The study population consists of (800) working women in King Abdullah University Hospital (KAUH). To collect the primary data a questionnaire survey was distributed to (200) working women, from them (144) questionnaires were returned. The study used linear regression and path analyses to test hypotheses. The study findings revealed that; there is a significant relationship between work-life balance and intention to leave, there is a significant relationship between work-life balance and (affective, continuance and normative) commitment, but not with continuous commitment, there is a significant relationship between (affective, continuance and normative) commitment and intention to leave. Finally, affective commitment fully mediates the relationship between work-life balance and intention to leave, while normative commitment partially mediates the relation. In light of these findings, the study recommends; adoption of the work-life balance program in Jordanian hospitals to improve the commitment of working women, and encourages Jordanian organizations to enhance the participation of employee in decision making and locus of control to improve organizational commitment.

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