How the need for “leisure benefit systems” as a “resource passageways” moderates the effect of work-leisure conflict on job burnout and intention to leave: A study in the hotel industry in Quebec

Abstract

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.

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

“…Work–family conflict was measured by five items from Mansour and Tremblay (, ). A sample item of the scale was “ The demands of my work interfere with my home and family life .” Cronbach's alpha of the scale showed good reliability (α = .85).…”

“…Intention to quit was measured via three items adapted from Mansour and Tremblay (). A sample item of the scale is “ I do not plan to work here much longer .” The scale showed good reliability with a high Cronbach's alpha (α = .79).…”

“…In the study conducted by Davis, Hoisl, and Davis (), it was stated that employees in their leisure time are exposed to a wide range of experiences and input knowledge, which occasionally make them aware of unknown needs (Davis et al, ) and stimulate unique ideas, thereby laying the grounds for new ideas and inventions at work. According to the existing studies (Davis et al, ; Mansour & Tremblay, ), while employees spend their leisure time, they stay away from stresses and conflicts of work, which lead to higher mental capability to provide new and innovative ideas. Therefore, these influential factors have significant effect on improving performance, fit better, and more compatible with the job (a dimension of job embeddedness).…”

“…First, despite the numerous challenges in the tourism industry (e.g., high rates of quitting), few studies have focused on the effects of work conflicts on employees' embeddedness and their intention to quit in a non‐western, Islamic, and developing country (Karatepe, ). Second, because previous studies have shown that more than 59% of the employees in the tourism industry are women (Mansour & Tremblay, ), this study can be considered worthwhile as it can expand the research on work–family conflict and its negative outcomes, particularly in a religious context in a developing country. With this outline, this study aims to evaluate the effects of work–leisure conflict, work–family conflict, and work overload on job embeddedness and intention to quit among the female employees of travel agencies in Mashhad, Iran.…”

Requirements of University Students of Agricultural Focus on Employee Benefits

“…In the last 5 years of the survey, we can see a growing preference of the flexible working hours, which reached the top ten, and twice even the top five of the most demanded benefits. Providing this employee benefit represents the current trend, and, according to Mansour and Tremblay (2016), it is associated with the fact that it helps to achieve a work-life balance. In the research of Urbancova (2017), flexible working hours represented the fourth most often provided benefits.…”