Understanding work-family spillover in hotel managers

Abstract

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention.

Relationship Quality, Work-Family Stress, and Mental Health Among Australian Male Mining Industry Employees

“…Notably, men employed in the resources sector worked longer hours, on average, than men in other occupations, and longer working hours were independently associated with lower perceived relationship quality (with both spouse and children) as well as three measures of workfamily stress. This is consistent with observations about work characteristics and work-family balance (e.g., Grosswald, 2004;Grzywacz, Almeida, & McDonald, 2005;Hostetler, Desrochers, Kopko, & Moen, 2012;Karimi et al, 2011;Lawson et al, 2013;Odle-Dusseau et al, 2012;Zolnierczyk-Zreda et al, 2012). While occupation was not, in itself, associated with these variables, it is plausible that the amount of variance observed among mining sector employees' responses may indicate the presence of distinct subgroups of mining workers -for instance, those who work extremely long hours and experience high relationship/family stress, and those who work fewer hours and experience little or no stress.…”

“…Interpersonal relationships (including marital relationships and family functioning) can be disrupted by shift work (Presser, 2008;Simon, 1990) and the contribution of long working hours to 'work-family spillover' and associated stress has been very well documented internationally (e.g., Grzywacz, Almeida, & McDonald, 2005;Grosswald, 2004;Hostetler, Desrochers, Kopko, & Moen, 2012;Karimi, Karimi, & Nouri, 2011;Lawson, Davis, Crouter, & O'Neill, 2013;Odle-Dusseau, Britt, & Bobko, 2012;Zolnierczyk-Zreda, Bedynska, & Warszewska-Makuch, 2012). There is some evidence of this occurring among mining workers, but, again, existing empirical evidence is scarce and contains limitations.…”

The complexity of consumer experience formulation in the sharing economy

“…As a result, the risk perspective seems to play a considerable role in the formulation of consumer experience. In addition, age constitutes a factor affecting risk perspective, something that has also been highlighted in previous tourism research (the older people become, the more they are susceptible to perceived risks) (Lawson et al, 2013;Bruwer et al, 2017). This is also confirmed by the study's descriptive statistics (Table 1) since the influence of the examined perceived risks increases in all related statements (R1-R4) as we progress from younger to older age groups.…”

Gender differences in the hospitality industry: A Job quality index

“…Many studies have described women's status on the tourist labour market as characterised by a greater degree of job instability (Hennessy, Kinnaird, & Hall, 1994;Purcell, 1997), lower salaries (Lawson, David, Crouter, & O'Neill, 2012;Ramos et al, 2002;Thrane, 2008;Tugores, 2008) and occupational segregation (Breathnach, Henry, & O'Flaherty, 1994;ILO, 2001;Jordan, 1997;Purcell, 1997;Sinclair, 1997), all of which gives rise to greater job dissatisfaction among women (Tugores, 2008).…”