Hotel employees’ expectations of QWL: A qualitative study

Kandasamy, Indira; Sreekumar, Ancheri

doi:10.1016/j.ijhm.2008.11.003

Cited by 75 publications

(62 citation statements)

References 59 publications

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“…Although many studies have highlighted work-life balance in the Western context [14], research that focuses on WFB in the hospitality sector is limited. Moreover, minimal discussion has been provided on casino hotel employees in Macau because the nature and environment of the work in this city are relatively different from those in other cities.…”

Section: Problemsmentioning

confidence: 99%

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Do Single and Married Females Have the Same Standard of Work–Family Balance? Case Study of Frontline Employees in Macau

Ha¹,

Ip²,

Lin³

et al. 2018

J Tourism Hospit

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A high-quality work-family balance (WFB) can enhance job satisfaction and superior task performance, as well as reduce absenteeism and turnover rate, thereby enabling organisations to improve the effectiveness and commitment of their employees. This research investigates the features of quality WFB for female employees in a casino hotel in Macau. Many female employees continue to face the double burden of their careers and families. Long working hours, shift duties, demanding customers and stressful environment have become neglected phenomena in the casino business and could lead to an unbalanced WFB. Female employees experience disappointments and frustrations when work prevents them from providing care to their families. Previous studies have determined that male employees have better WFB than female employees. In particular, male employees know how to deal with their emotions, face responsibilities, take action and solve problems. By contrast, females are challenged to achieve WFB.Over the past decades, practitioners in the main hospitality industry have become increasingly interested in the female workforce. The high levels of family responsibility and shift work that females handle may cause them to experience high levels of work-family roles. Compared with male employees, female employees display lower levels of shift work tolerance but report more fatigue and sleepiness whilst working in a risk-exposed environment.This qualitative study involves face-to-face interviews with 30 female casino hotel employees (e.g., dealers, service staff, supervisors and managers) from 8 large major casino hotels. These respondents include single and married female frontline employees. Content analysis is performed to elaborate the female employees' perception of WFB and identify their challenges in achieving such balance. Recommendations are provided for HR practitioners in terms of the appropriate policies and strategies to improve WFB of female casino hotel employees. Therefore, the proper approach will enable casino hotels to retain the best talents and increase the productivity and competitiveness of their organisation.

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Section: Problemsmentioning

confidence: 99%

“…The WFB dimension is considered important and diverse for hospitality employees [14]. Firstly, the long work hours and shift work leave minimal time for family and friends.…”

Section: Dimension Of Wfb In the Hospitality Sectormentioning

confidence: 99%

Do Single and Married Females Have the Same Standard of Work–Family Balance? Case Study of Frontline Employees in Macau

Ha¹,

Ip²,

Lin³

et al. 2018

J Tourism Hospit

View full text Add to dashboard Cite

show abstract

“…Davis (1983) frames it in terms of the quality of the relationship between employees and the work environment as a whole, with the human dimension added to the usual technical and economic considerations. Kandasamy and Ancheri (2009) identify QWL as having eight dimensions: job characteristics, personal-job fit, company image, HR policies, workgroup relationships, physical working conditions, work-life balance and interaction with customers. …”

Section: Quality Of Work Lifementioning

confidence: 99%

Part-Time Event Management Employee Expected Quality of Work Life

Chan¹

2015

IJBM

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Research has highlighted the importance of quality of work life in hotels and restaurants, with less attention paid to event management. Given the rapid growth of event management in Hong Kong and consequent increase in demand for part-time staff, this study investigated the quality of work life expectations and perceptions among such staff. Data from in-depth interviews with 10 event management practitioners were analysed using grounded theory. The results suggest that event management organisations can develop human resource policies to improve both the quality of their part-time employees' work lives and the fit between staff members' needs and organisational benefits.

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“…Quality of working life is a vital issue for hospitality establishments when they try to recruit and retain talented managers who expect a balance between work and family (Kandasamy and Ancheri, 2009). Hospitality businesses that provide a family-friendly workplace are more likely to increase retention and achieve greater business savings such as balancing labour costs and performance (Xinguan et al 2011).…”

Section: Work-home Balance In the Irish Hotel Industrymentioning

confidence: 99%

Work–home balance: A management perspective

Farrell¹

2012

Hospitality &Amp; Society

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Work–home balance issues have become a very important challenge for both management and employees in the twenty-first century. The purpose of this article is to examine work–home balance practices from a management perspective in the Irish hotel industry. There is a dearth of research in relation to work–home balance practices in the hotel sector. The study included a sample of all hotels in Ireland. It found that the needs of the organization are paramount with profitability considerations being the main driver of work–home practices and benefits. While the majority of managers agree that people work best when they can balance their work and home life there is evidently a gap between theory and practice. Work–home balance is now a critical issue for the hospitality industry and it is imperative it comes to terms with the long working hours culture and related issues, which impact negatively on work–home balance. The interdependent relationship between home and work needs urgent attention as this not only impacts on the quality of working life but on the individual and on the greater good of society. Management would do well by broadening their perspective, not just considering the needs of the organization but also the employee’s home life. Doing the latter will redound to the benefit of the organization, as happy employees result in greater productivity as shown by the literature. This study has also highlighted that trade unions can also be more proactive in relation to work–life balance practices. So far they have adopted a laissez-faire approach and they could provide leadership to both managers and employees on such a critical issue for both personal well-being and the well-being of the organization and society.

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Hotel employees’ expectations of QWL: A qualitative study

Cited by 75 publications

References 59 publications

Do Single and Married Females Have the Same Standard of Work–Family Balance? Case Study of Frontline Employees in Macau

Do Single and Married Females Have the Same Standard of Work–Family Balance? Case Study of Frontline Employees in Macau

Part-Time Event Management Employee Expected Quality of Work Life

Work–home balance: A management perspective

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