Purpose
The present study aims to investigate the mediating role of work–family conflict (WFC) and family–work conflict (FWC) on the effects of workload and the generic and specific work–family social support in job stress.
Design/methodology/approach
Using AMOS 20 through bootstrap analysis for indirect effect, the study assessed the abovementioned relationships based on data collected from 258 respondents in the hospitality industry in Quebec.
Findings
The findings indicate that workload increases job stress via WFC and FWC. Both generic and specific work–family social support decrease job stress through WFC and FWC. Organizational support for reconciling work and family life is more significant than generic supervisor support. Family support reduces job stress via WFC but not via FWC.
Research limitations/implications
In future studies, it would be interesting to explore the effects of variables such as gender, marital status, hotel category and the job category, as well as cultural origin.
Practical implications
The results of this research should alert employers in the hospitality industry to engage in family-friendly policies that include not only practices such as working time arrangements, family leave and onsite child care services, but also to be committed to create a family-friendly culture and to adopt the best forms of supportive policies at work.
Originality/value
By emphasizing cross-domain effects, the present research contributes to the existing knowledge by testing the mediating role of WFC and FWC in the effects of workload and various resources of social support on job stress.
a b s t r a c tBased on a conceptual framework and a survey of 258 persons in the hotel industry in Quebec, this study examines how work-leisure conflict contributes in increasing job burnout and intention to leave. Also, it examines the moderating role of "leisure benefit systems" on the effect of WLC on burnout and intention to leave. Using SEM and critical ratios for differences between groups, the results indicate that WLC has a positive effect on burnout and intention to leave. Moreover, our study reveals perception of need for subsidized recreation and extended vacations time moderates and increases the effect of WLC on depersonalization. Implementing practices such as flexibility in working hours, as well as leisure benefits could help employees to balance work and leisure.
This study investigates the relationships among work-family conflict (WFC), work-leisure conflict (WLC), job stress, and quality of service. This study examines the mediating role of WLC between WFC and job stress. Also, it tests the mediator effect of job stress between WFC, WLC, and quality of service. Data were collected from employees in interaction with customers (648) in the hotel industry in France. The results indicate that WFC and WLC have a positive influence on job stress. The analyses of indirect effects tests based on a bootstrap analysis (Preacher & Hayes, 2004) showed an indirect effect between WFC and job stress. Similarly, the results demonstrated that job stress mediates the relationship between WFC, WLC, and quality of service. The results of the study provide implications for managing employees in the hospitality and tourism industries.
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