The role of work-to-leisure conflict in promoting frontline employees’ leisure satisfaction

Abstract

Purpose – This paper aims to examine a mediating model of work-to-leisure conflict (WLC) based on the job demand-control-support model (JDCS model) and conflict roles of work and non-work life. This model proposes that work loading, time-off autonomy and support from supervisors and co-workers are related to WLC and leisure satisfaction. Design/methodology/approach – A sample of 457 frontline employees drawn from within the hospitality and tourism industry completed a study questionnaire. All hypothesized relationships were estimated using structural equation modeling. Findings – Results support a theoretical model in which WLC works as a partial mediator between job stress variables and leisure satisfaction. Findings suggest that low workload and flexible time-off contribute to alleviating WLC and facilitating leisure satisfaction and with the addition of high co-worker support, directly benefit employee leisure satisfaction. Practical implications – Management implications related to job design and work-related social support are discussed. Originality/value – The current study contributes to the existing knowledge base by testing WLC as a partial mediator between work loading–leisure satisfaction and time-off autonomy–leisure satisfaction relationships. These findings help human resource management managers broaden their understanding of the role of WLC in balancing frontline employees’ life in work and non-work domains.

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

“…High job control implies that having freedom of the job would decrease the degree to which work role conflicts with the role expectations of nonwork domain. Hospitality studies have demonstrated a negative association between job control and WNC (e.g., Lin et al, 2015). Work overload relating with WNC could also be explained by COR and role theories.…”

“…Employees may experience difficulties in arranging time off from work, decreasing their ability to enjoy nonwork life such as leisure time. Both job satisfaction and leisure satisfaction are negatively influenced by work-leisure conflict (e.g., Lin et al, 2013;Lin et al, 2015). Thus, work-nonwork conflict could result in a spillover effect, which has a negative impact on satisfaction in both work and nonwork domain (Rice et al, 1992).…”

The solo female Asian tourist

“…A number of studies have addressed gender differences in leisure activities (Jönsson & Devonish, 2008;Lin, Wong, & Ho, 2015;Omar, Abooali, Mohamed & Mohamad, 2014;Richter & Theobald, 1995;Ryan, Henley, & Soutar, 1998;Zhou, 2010). However, most focus on the experiences of western tourists: there are few studies on Asian tourists despite the size of the market.…”

The Mediating Role of Leisure Satisfaction between Work and Family Domain and Work-Life Balance

“…In this way, a lower level of leisure involvement can cause poor leisure satisfaction. In addition, Lin, Wong, and Ho (2015) suggested that a lower level of work overload can decrease the work-family conflicts and increase leisure satisfaction. Thus, by minimizing the conflicts between two domains able to avoid imbalance work life.…”