Conflict at work, job embeddedness, and their effects on intention to quit among women employed in travel agencies: Evidence from a religious city in a developing country

Abstract

Intention to quit is an important concern in organizations active in the tourism industry. This issue is more evident among the employed women in religious developing countries due to the cultural and environmental conditions. This study aimed to examine the mediating role of job embeddedness and the antecedents including work–leisure conflict, work–family conflict, and work overload on intention to quit. Data were collected from 618 female employees working in travel agencies. The results showed that the negative effects on the work‐leisure conflict, work‐family conflict and work overload led to a reduction in job embeddedness and an increase in their intention to quit.

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

“…Thus, work overload subtracts from the limited resources available to the employee. Assuming that one has finite immediate disposable resources, increased overload in the work domain could lead to greater cross-domain conflict Khorakian et al, 2018). From the perspective of role theory, individuals need to be involved in both work and nonwork roles while attempting to meet both role expectations.…”

Issues faced by hotel human resource managers in Alexandria, Egypt

“…The turnover rate increases among the employees in remote and isolated hotels (Davidson, Timo, & Wang, 2010). A study conducted by Khorakian, Nosrati, and Eslami (2017) showed that various factors lead to increasing the quit intention such as work overload, work-family conflict, work-leisure conflict, in addition to traditional and religious reasons. Also, Karatepe (2013b) stated that workload obstructs the talented employees from being retained.…”

The Effects of Work-Leisure Conflict, Work Overload and Work-Family Conflict on Job Embeddedness: Moderating Role of Perceived Supervisor Support

“…One of the factors that could decreased job embeddedness is work-leisure conflict (Khorakian, Nosrati, and Eslami, 2017). Work-leisure conflict occurs when an employee cannot balance their work and leisure activity.…”

“…Another factor that could decreased job embeddedness is work overload (Salam, 2014;Qaiser, et al, 2015;Khorakian, Nosrati, and Eslami, 2017). Work overload is the employee perception of time and energy resources that cannot fulfill the work demands and supervisor expectation (Bal Tastan, 2016).…”

“…Thus, work-family conflict also could decrease employee job embeddedness (Karatepe, 2013;Salam, 2014;Qaiser et al, 2015;Khorakian, Nosrati, and Eslami, 2017). Family and work are the vital parts of employee life.…”