Workload, generic and work–family specific social supports and job stress

Abstract

Purpose The present study aims to investigate the mediating role of work–family conflict (WFC) and family–work conflict (FWC) on the effects of workload and the generic and specific work–family social support in job stress. Design/methodology/approach Using AMOS 20 through bootstrap analysis for indirect effect, the study assessed the abovementioned relationships based on data collected from 258 respondents in the hospitality industry in Quebec. Findings The findings indicate that workload increases job stress via WFC and FWC. Both generic and specific work–family social support decrease job stress through WFC and FWC. Organizational support for reconciling work and family life is more significant than generic supervisor support. Family support reduces job stress via WFC but not via FWC. Research limitations/implications In future studies, it would be interesting to explore the effects of variables such as gender, marital status, hotel category and the job category, as well as cultural origin. Practical implications The results of this research should alert employers in the hospitality industry to engage in family-friendly policies that include not only practices such as working time arrangements, family leave and onsite child care services, but also to be committed to create a family-friendly culture and to adopt the best forms of supportive policies at work. Originality/value By emphasizing cross-domain effects, the present research contributes to the existing knowledge by testing the mediating role of WFC and FWC in the effects of workload and various resources of social support on job stress.

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

“…Third, according to the findings of the current research, the correlation of two independent variables (work–leisure conflict and work overload) with work–family conflict was confirmed, which supports the findings of Skinner and Pocock () and Mansour and Tremblay (, ). Because work–family conflict arises from allocating more time and energy to performing job tasks than meeting the needs and responsibilities in personal lives, the variables of work overload (in terms of being enervating) and work–leisure conflict (in terms of being time consuming) were observed to intensify the family–work conflict.…”

“…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).…”

“…Work overload is defined as the employees' perception of numerous job tasks or lack of adequate time to finish these tasks (Mansour & Tremblay, ). On the basis of this approach, work overload can be described as the perception of employees regarding the available resources such as time, energy, and ability to respond and fulfill the assigned tasks, as well as managers and supervisors' expectations (Bal Taştan, ).…”

“…High job demand in the tourism industry, particularly among the frontline employees interacting with the customers, could bring about work-family conflict and affect job embeddedness negatively and also increase the intention to quit in the organization (Mansour & Tremblay, 2016b). In recent research, the relationship between work-family conflict and its outcomes has been investigated through COR theory (Hoobler, Hu, & Wilson, 2010).…”

Effects of motivation and workload on firefighters' perceived health, stress, and performance

“…Numerous studies examined the effects of employees' workload on their health (Bowling, Alarcon, Bragg, & Hartman, ). More specifically, an excessive workload has harmful effects on workers' physical (Kawada et al, ; Rummell, ) and psychological health (Hakanen, Bakker, & Schaufeli, ; Mansour & Tremblay, ). Other studies also showed that workload is positively associated with stress and negatively related to individual functioning (Rabe, Giacomuzzi, & Nübling, ).…”