The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention

Abstract

Work–life balance (WLB) is an important concern for all workers irrespective of their age, sex, education level, family structure, or occupation. This study analyzes WLB’s mediating effects and the ease of using WLB programs in the relationship between WLB organizational culture of hotels and turnover intention of its culinary staff. We conducted a survey featuring 320 culinary staff members at hotels in Incheon from 10 to 30 August 2020 and performed statistical analysis using 290 responses. We find that the company’s willingness for WLB, empathetic communication with colleagues, material support of colleagues for WLB, and the ease of using WLB programs in organizational culture had a positive impact on WLB. The company’s willingness for WLB, boss’s consideration for WLB, empathetic communication with colleagues, and material support of colleagues for WLB in organizational culture had a negative impact on turnover intention. The ease of using WLB programs had no indirect effect on the relationship between organizational culture and turnover intention. However, WLB had an indirect effect on the relationship between the four components except for the boss’s consideration for WLB and turnover intention. Hotel management should create an organizational culture that supports the WLB of culinary staff.

Pengaruh Budaya Organisasi, Komitmen Organisasi, dan Stres Kerja Terhadap Turnover Intention: Bukti Empiris dari Sektor Agribisnis di Indonesia

“…Terdapat banyak faktor yang dapat memicu munculnya turnover intention pada karyawan [7]. Beberapa faktor diantaranya adalah budaya organisasi [8], [9], komitmen organisasi [10], kepuasan kerja [11], lingkungan kerja [12], emotional intelligent [13], stress kerja [14] dan lain-lain. Pemahaman tentang faktor-faktor yang mempengaruhi munculnya turnover intention berguna bagi perusahaan untuk mengubah kebijakan dan strategi manajemen sumber daya manusia sehingga dapat mempertahankan bakat terbaik mereka [14].…”

“…Budaya organisasi merupakan salah satu variabel yang berpengaruh negatif terhadap turnover intention [8] [24]. Beberapa penelitian juga telah membuktikan secara empiris bahwa budaya organisasi berpengaruh negatif terhadap turnover intention karyawan [8], [9], [25]. Dengan demikian maka pengaruh negatif budaya organisasi terhadap turnover intention telah memenuhi kebenaran koherensi yang didukung argumen-argumen kebenaran korespondensi.…”

Work-Life Balance to Decrease Work-Family Conflict During the Covid-19 Pandemic

“…WLB is a major concern for all employees, regardless of their age, gender, degree of education, family structure, or occupation (Yu et al, 2022). WLB is a concept that includes two-sided priorities between work and life, where WLB can be achieved if individuals can meet all work and family needs (Irfan & Azmi, 2015).…”

Organizational Culture as a mediator between Employee Dissatisfaction and Turnover Intention

“…Turnover among employees can have a major effect on an organization's efficiency. Staff morale and productivity of remaining employees are significantly impacted by high turnover, which in turn affects the organization's ability to meet patient demands and offer excellent care (Yu et al, 2022). Not only does turnover negatively impact firms, but so does the threat of departure.…”

“…(Bies and Moag, 1986). "Fairness of allocation outcomes" is what distributive justice is about, while "fairness of the process and procedures by which allocation decisions are made" is what procedural justice is about(Yu et al, 2022). Therefore, it is also important to gauge how workers feel their supervisors treat them fairly.…”