Understanding work-family spillover in hotel managers |
| |
Institution: | 1. California State University-East Bay, 25800 Carlos Bee Boulevard, Hayward, CA 94542, United States;2. School of Business Administration, University of Houston-Victoria, 14000, University Boulevard, Sugar Land, TX 77479, United States;1. School of Management, Massey University, Private Bag 102904, North Shore City, New Zealand;2. Department of Management, KEDGE Business School, 680 Cours de la Liberation, 33405 Talence cedex, Bordeaux, France;3. Department of Management, Universitat Politècnica de Catalunya, Etseiat, C. Colom 11, 08222 Terrassa, Barcelona, Spain;4. Organisation and Human Resources Department, École des Sciences de la Gestion, Université du Québec A Montréal, 315, rue Sainte-Catherine Est, local R-3490, Montréal, Québec H2X 3X2, Canada |
| |
Abstract: | The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention. |
| |
Keywords: | |
本文献已被 ScienceDirect 等数据库收录! |
|