A model of work-family dynamics of hotel managers

Abstract

The tourism industry is well known as one where operating managers have had to make sacrifices in their family and personal lives. This article reviews what is known about the work-family interface in relation to hotel managers in an effort to identify ways to gain a strategic advantage in this competitive sector. By integrating research from several disciplines, this article presents a heuristic framework delineating organizational level inputs to workfamily relationships for tourism managers. It examines organizational-, individual-, and family-level outcomes of the interface, as well as the processes linking these components and moderators thought to impact these relationships. Conclusions focus on innovative practices implemented to address work-family concerns. Keywords: work-family linkages, policies, hotel sector, human resources. Ó 2006 Elsevier Ltd. All rights reserved.Résumé: Un modèle de la dynamique travail-famille des directeurs d'hôtel. Il est bien connu que le tourisme est une industrie où les directeurs d'opération sont obligés de faire de grands sacrifices dans leur vie familiale et personnelle. Cet article fait le point sur ce que l'on sait de l'interface travail-famille chez les directeurs d'hôtel afin d'identifier des faç-ons de gagner un avantage stratégique dans ce secteur compétitif. En intégrant des recherches de plusieurs disciplines, l'article présente un cadre heuristique représentant des apports organisationnels aux relations travail-famille pour les directeurs de tourisme. On examine les résultats aux niveaux organisationnel, individuel et familial de l'interface aussi bien que les processus qui relient ces éléments et les facteurs qui semblent avoir un effet sur ces relations. Les conclusions portent surtout sur des pratiques innovatrices pour aborder les questions de travail-famille. Mots-clés: liens travail-famille, politiques, secteur hôtelier, ressources humaines. Ó

Affectivity, conflicts in the work–family interface, and hotel employee outcomes

“…In addition, employees may display marital dissatisfaction in general due to family or parental demands, because they may think that they do not receive adequate support from their family or spouse to cope with family or parental responsibilities. As discussed by Mulvaney et al (2007), hotel managers experiencing work-family conflict due to irregular work hours are likely to have lower marital quality. Thus, it is important to examine the relationships of both directions of conflict with marital satisfaction in the hotel industry.…”

“…Consequently, high turnover rates have detrimental impacts on service quality (Pizam and Thornburg, 2000) and employees' morale (Deery and Iverson, 1996), and produce various costs associated with recruitment, training and productivity (Lam et al, 2001). Hotel employees are confronted with conflicts in the work-family interface (Karatepe and Sokmen, 2006), and turnover in the hotel industry that stems from problems associated with work and family issues appears to be very costly (Mulvaney et al, 2007). Therefore, it is important to investigate the relationships of work-family conflict and family-work conflict with turnover intentions in the hotel industry.…”

Antecedents and outcomes of work–family facilitation and family–work facilitation among frontline hotel employees

“…However, according to the expansionenhancement perspective, involvement in multiple roles can produce a number of benefits for employees, and these benefits can outweigh the difficulties or costs associated with work and family roles (Demerouti et al, 2004;Kinnunen et al, 2006). Yet empirical research about whether work and family can facilitate one another is sparse (Balmforth and Gardner, 2006;Hill, 2005;Mulvaney et al, 2007). As stated by Frone (2003), work-family facilitation and family-work facilitation are the two directions of facilitation between work and family roles.…”

Unmasking the face of hospitality: A postfoundational approach to a new spirituality of hospitality

“…Many of the themes that are portrayed in the film have also been pinpointed by previous research, which indicates that occupational stress affects the private lives of employees, causing problems in marriages, friendships and communities (Kahn & Byosiere 1992;Mulvaney et al 2007). Shift work has also been associated with marital conflict and child-related problems, as has work schedules that involve public holidays and weekends (Almeida 2004:127).…”