An Investigation into the Relationship between Hospitality Employees’ Work–Family Conflicts and Their Leisure Intentions

Abstract

A study of 271 employees in four full-service hotels in China found that work–family conflict directly influences hospitality employees’ social and relaxation intentions. Moreover, these relationships are not mediated by job tension. In practical application, hospitality organizations can maximize return from these results by encouraging employees to take (or by providing) appropriate leisure activities that will help them to effectively cope with work and family role conflicts.

The relationship between personality types and leisure time activities amongst Casino employees’ workplace expectations

“…Being a casino employee also implicates just-in-time service delivery, which means that the employee has to respond promptly in situations of great pressure (Wan & Chan, 2013) and has to deliver quality service (Liu, 2005). Zhao, Qu and Liu (2014b) mentioned that the hospitality industry requires employees to work odd hours, including weekends and holidays, and thus requires that they sacrifice leisure time that is necessary to fulfil their family responsibilities. Casino employees also have constant face-to-face contact with guests; many times, this contact is in conflict situations because of customers who are intoxicated or angry over gambling losses (Tiyce, Hing, Cairncross & Breen, 2013;Wan & Chan, 2013), leading to great pressure to respond to customers quickly.…”

“…Delivering quality service in a casino is the effective relationship marketing tool to attract customers and maintain their loyalty Prentice, 2013). Zhao et al (2014b) remarked that hospitality (casino) employees have a desire to relax or take part in social events because of their stressful work.…”

Interactions between quality of life at work and family: integrative review

“…No relationship between work-family interference and family satisfaction reveals that family satisfaction may be a different phenomenon compared to job satisfaction [36]. In this sense, the limits of the family of workers seem to be more permeable than those of work, that is, their work demands are more likely to interfere with family life than their family life invades their work responsibilities [29].…”

“…But when the family interferes with work the workers redouble their effort at work, perhaps for fear that satisfaction in social activities and relaxation will prevent them from achieving satisfactory results at work. Nevertheless, leisure activities by themselves cannot solve problems of work-family conflicts [29].…”

The moderating role of leisure participation in work–leisure conflict for the reduction of burnout in hotels and travel agencies

“…In addition, De Bloom, Rantanen, Tement, and Kinnunen () agreed that leisure participation in different and creative activities enables recovery from work stress and job performance. Finally, Zhao, Qu, and Liu () stimulated hotel employees to participate in suitable leisure activities to support cope with work and non‐work role conflicts. Moreover, Argyle () claimed that participating in leisure activities, sports or interpersonal relationships provides emotional affirmation which in turn creates positive feelings of achievement and value.…”