Antecedents and outcomes of work–nonwork conflict in hospitality: a meta-analysis

Xu, Shi; Cao, Zheng

doi:10.1108/ijchm-11-2018-0897

Cited by 39 publications

(34 citation statements)

References 119 publications

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“…Employees were particularly satisfied with the adherence to break times and the duty roster. This confirms the findings of Xu and Cao (2019) and Namasivayam and Zhao (2007). In contrast, workload, performance, and time pressure, the impact on personal life, recreational opportunities, and work-life balance were viewed more important than adherence to break times and the duty roster (see Kim & Jogaratnam, 2010).…”

Section: Regression Analysissupporting

confidence: 81%

“…Employment conditions-including contract types, shifts, and working hours-are, therefore, among the key determinants of job satisfaction (Kusluvan et al, 2010). Compatibility between family life and working hours-or, more generally, the reduction of conflicts between work and leisure time-is clearly conducive to satisfaction (Karatepe & Kilic, 2007;Namasivayam & Zhao, 2007;Xu & Cao, 2019). Likewise, permanent employment contracts also have a satisfaction-enhancing effect (Gallardo et al, 2010;Lillo-Bañuls et al, 2018).…”

Section: Working Hours ("Z"mentioning

confidence: 99%

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Factors Influencing Job Satisfaction in Hospitality Industry

et al. 2020

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Finding and keeping qualified workers is an evident problem in the hospitality industry in many parts of the Alpine region. Job satisfaction is, therefore, becoming increasingly important for sustainable development of the labor market and in further consequence regions and destinations. Hence, this study aims to examine factors influencing job satisfaction to gain a better understanding. A total of 345 employees were surveyed on aspects of job satisfaction using an online questionnaire. Data analyses show that a positive relationship with the supervisor, adherence to the duty roster, and personal development opportunities are the most important factors for job satisfaction. In contrast, remuneration, task portfolio, working atmosphere, and the infrastructure provided were less important drivers. The findings highlight important areas and directions for further investigation of job satisfaction. For practitioners, the study offers valuable insights into the sustainable and effective promotion of employee job satisfaction.

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Section: Regression Analysissupporting

confidence: 81%

Section: Working Hours ("Z"mentioning

confidence: 99%

Factors Influencing Job Satisfaction in Hospitality Industry

et al. 2020

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“…We also searched Google , Google Scholar and Social Science Research Network to not only ensure the comprehensiveness of literature search but also capture unpublished studies. The search approaches we used are comparable to the recommended approaches which were used in several recent meta-analyses in the hospitality literature (Chang et al , 2020; Gui et al , 2020; Xu and Cao, 2019). Our initial search returned 868 articles for possible inclusion.…”

Section: Methodsmentioning

confidence: 99%

Emotional intelligence and job performance in the hospitality industry: a meta-analytic review

Cai

Humphrey

Qian

2021

IJCHM

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Purpose Hospitality workers are emotional labor workers because they must display appropriate emotions to their customers to provide outstanding service. Emotional intelligence (EI) helps employees regulate their emotions and display appropriate emotions, and hence should help hospitality workers provide outstanding service. However, the strength of the relationship between EI and hospitality workers’ job performance substantially varied across studies. Hence, the purpose of the present study is to clarify the mixed findings and to examine if EI can improve hospitality workers’ job performance. Design/methodology/approach A meta-analysis was performed to investigate the relationship between EI and hospitality workers’ job performance as well as the moderators which condition this relationship. Findings The present meta-analysis indicated that EI is positively related to hospitality workers’ job performance (ρ̅̂ = 0.54); the relationship between EI and hospitality workers’ job performance is stronger when the percentage of married subjects is low and in feminine cultures; and this relationship does not differ between male-dominated and female-dominated studies, across educational levels, between collectivistic and individualistic cultures, between low and high power distance cultures and between low and high uncertainty avoidance cultures. Research limitations/implications This study uncovers theoretically important moderators that contribute to cross-cultural research, work–family literature and gender-related literature in hospitality research. Originality/value The present study builds a theoretical foundation and performs a meta-analysis to elucidate the relationship between EI and hospitality workers’ job performance and to identify the moderators which condition this relationship.

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“…Accommodation is a 24/7 business and it is well-documented that individuals are subject to high levels of work and non-work conflict in the hospitality industry (see meta-analysis of Xu & Cao, 2019). Compared to traditional hoteliers, Airbnb hosts have greater control in terms of room availability and pricing, house rules, and interaction with guests.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Work-Family Integration and Segmentation in the Gig Economy: Airbnb Hosts' Challenges and Strategies

et al. 2020

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This paper examines the work-family experiences of Airbnb hosts who represent a large and growing number of 'gig' workers (approaching 700,000 Airbnb hosts worldwide). Data were collected from a sample of Airbnb hosts (N = 181) using Qualtrics. We examined the relationships between preference for segmentation/integration in relation to major study variables including work-family interference, satisfaction with Airbnb, intention to stay with Airbnb, and life satisfaction. While Airbnb hosts have autonomy, flexibility, and discretion in their Airbnb roles, maintaining boundaries (physical and psychological), coping with isolation, and social support needs may affect work-family relationships. Findings indicated that overall, higher work-family conflict (both WIF and FIW) was associated with lower job satisfaction, lower life satisfaction, and lower intent to stay. In addition to direct effects we also found indirect effects: both WIF and FIW mediated the relationship between segmentation preference and job satisfaction, life satisfaction, as well as intention to stay with Airbnb. Taken together, the findings suggest that work-family conflict needs to be re-examined in light of the unique demands associated with the gig economy. This study breaks new ground by studying the workfamily lives of Airbnb hosts, with important consequences for individuals, families, guests, and communities. Implications of these findings are discussed.

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Antecedents and outcomes of work–nonwork conflict in hospitality: a meta-analysis

Cited by 39 publications

References 119 publications

Factors Influencing Job Satisfaction in Hospitality Industry

Factors Influencing Job Satisfaction in Hospitality Industry

Emotional intelligence and job performance in the hospitality industry: a meta-analytic review

Work-Family Integration and Segmentation in the Gig Economy: Airbnb Hosts' Challenges and Strategies

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