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Work–leisure conflict and its associations with well-being: The roles of social support, leisure participation and job burnout
Abstract
In hospitality and tourism industries employees, work–leisure conflict (WLC) resulting from job characteristics can affect work attitudes and personal life. This study revealed that social support has moderating effects on the relationships among work–leisure conflict, leisure participation, job burnout and well-being. Partial Least Squares (PLS) analysis of 488 valid questionnaires collected from a sample of employees in the hospitality and tourism industries showed that (1) WLC positively affects job burnout and negatively affects leisure participation and well-being; (2) leisure participation is positively associated with well-being, but burnout is negatively associated with well-being; (3) leisure participation and job burnout have mediating roles in the full model; (4) social support is a moderator in the full model. The analytical results of the study provide a reference for managing employees in the hospitality and tourism industries.
... Burnout, which threatens employees' psychological and physical well-being, has emerged as an increasingly prevalent issue (Ali et al., 2022). Burnout not only affects the well-being of employees but also leads to significant decreases in the performance and financial income of the organization (Lin et al., 2014;Koo et al., 2020;Karatepe & Uludag, 2008). Moreover, it diminishes employees' commitment to service and organizational goals, which is crucial in the hospitality industry, undermining their success and satisfaction (Uludag & Yaratan, 2010;Danaci & Yazir, 2022;Dai et al., 2021). ...
... This conflict, a form of stress, arises when balancing work and personal life. It restricts the opportunity and time for leisure activities due to job responsibilities and work schedules (Lin et al., 2014). Employees often struggle to find leisure time due to work-related factors such as high workload, excessive fatigue, and lack of time. ...
... This leads to a rapid depletion of resources without adequate replenishment. The inability to replenish resources, or, in other words, the lack of necessary rest and recovery time, can cause significant burnout (Elbaz et al., 2020;Lin et al, 2014;Mansour & Tremblay, 2016). In this scenario, managers and HR professionals must utilize social support to offset employees' leisure time deficiencies. ...
The hospitality sector is among the leading sectors of many countries' economies. It also affects social welfare in terms of both employment and foreign exchange. The hospitality sector, with its dynamic atmosphere and highly competitive environment, has a more turbulent and uncertain identity than other sectors. Sustainable competitive advantage depends directly on customer satisfaction, and customer satisfaction depends on high employee performance. However, the intense work tempo of the sector and the expectation of high service quality raise an important issue that causes the performance of employees to decrease. Current job expectations lead employees to experience burnout. Employees experiencing burnout trigger many negative workplace experiences, such as a decrease in the financial and total performance of the organization and a deterioration in employees' psychological and physiological health. It is a critical issue that eventually leads to employees leaving their jobs and subsequently triggers socioeconomic problems. At this point, the issue of burnout, which threatens the effectiveness and performance of hospitality establishments, is discussed within the scope of the study. The main purpose of the study is to examine in detail the burnout experiences of hospitality industry employees. In accordance with this purpose, the results of empirical studies addressing burnout in the hospitality industry and indexed in the Web of Science (Webos) database were determined. Criteria for inclusion in the analysis were determined to include the keywords "burnout", "hospitality sector", "tourism" and "hotel". The empirical studies obtained were classified under the headings of "author, publication year, sample, and variables". Important results regarding the determined studies were shared. It is evaluated that the study's results will contribute significantly to the emphasis on awareness of employees' burnout experiences to increase the effectiveness and efficiency of the hospitality sector, which is one of the leading sectors of the economy. In addition, it is considered that the study will guide researchers who want to examine the current situation regarding the burnout syndrome experienced by employees in the hospitality sector by presenting the empirical results collectively.
... The heavy workload of academic staff members may require more time and energy being spent on work roles than in leisure activities. This can be detrimental to the health and wellbeing of the workers as studies suggest leisure participation is of great benefit in this regard (Fancourt et al., 2021;Lin et al., 2014). Consistent with the aforementioned, in the workplace, evidence abounds depicting work-leisure conflict as a significant stressor and a risk factor for employees' physical illness and psychological ailments (Cho, 2020). ...
... This study addresses the gap by examining the relationship between WLC and the psychological wellbeing of university academic staff members in Nigeria. Previous studies consistent with the theory of Conservation of Resources (COR) (Hobfoll, 1989) have found a negative relationship between WLC and psychological wellbeing (e.g., Lin et al., 2014;Tsaur & Yen, 2018). However, the dimensionality of WLC has not been investigated and this study argues that within the context of the dimensionality, the experience of WLC manifests differently amongst university academic staff members due to the work flexibility of the profession. ...
... This study's proposition that time and strain-based WLC will negatively affect psychological wellbeing is predicated primarily on Hobfol's (1989) conservation of resource theory and extant literature (e.g., Lin et al., 2014;Tsaur & Yen, 2018). According to COR theory, individuals are motivated to develop, preserve and nurture their resources to protect the self and aspects of the self. ...
The job demands of university academic staff members leave them susceptible to the experience of work-leisure conflict (WLC). WLC is often studied as a composite construct despite its multidimensional nature and findings suggest it negatively affects employee psychological wellbeing. This study probes this relationship by examining the specificity therein within the context of the dimensionality of WLC built on the conservation of resource theory. Specifically, this study hypothesizes that the time dimension of WLC leads to the strain dimension which then negatively impacts psychological wellbeing. Furthermore, this study hypothesizes that coping self-efficacy and psychological flexibility will moderate this relationship at either end. Cross-sectional data were collected from teaching staff of a public university in Nigeria. The data were analyzed using SPSS and PROCESS Macro add-on. Findings suggest strain-based WLC mediate the relationship between time-based WLC and psychological wellbeing. Also, coping self-efficacy moderates the indirect effect of time-based WLC on psychological wellbeing through strain-based WLC while psychological flexibility does not moderate the indirect effect of time-based WLC on psychological wellbeing through strain-based WLC. The result of the study is significant in implicitly signaling the negative effect of role overload, and explicit in explaining the mechanism and direction of the same.
... In general, job burnout gradually depletes employees' energy, and eventually leads to exhaustion, which reduces work engagement and job satisfaction . After investigating 488 employees in the hotel and tourism industries, Lin et al. (2014) found that job burnout was negatively correlated with job happiness. During the pandemic, the greater the work intensity and the higher the organizational title, the more severe job burnout will be, and employees working in high-risk areas are more likely to have job burnout (Liu et al., 2020). ...
... The Cronbach's alpha for this scale was 0.92. Job burnout was measured by six items from Lin et al. (2014). Example items are "I feel emotionally drained from my work during the pandemic" and "I feel I have become uncaring toward people since the beginning of the pandemic." ...
The present research applied a triangulation approach in order to examine the mediating effect of job insecurity and the moderating effect of perceived susceptibility to COVID-19 (PSC) in the Job demands and resources model (JD-R model). Questionnaire and follow-up interview data were collected at two points in time from 292 hotel front-line employees and 15 hotel senior and department managers in Phuket, Thailand. Quantitative results indicated that job insecurity fully mediated the relationship between job demands and job burnout, as well as the relationship between job demands and work engagement. In addition, PSC partially moderated the research model. More specifically, the impact of job insecurity on work engagement is reduced when PSC is low and increased when PSC is high; the impact of job insecurity on job burnout is reduced when PSC is high and increased when PSC is low. Qualitative results further verified the findings of the quantitative study.
... When there is conflict, the level of employee satisfaction obviously decreases (e.g., Vong & Tang, 2017). In certain service industries (tourism and hospitality), the work-family conflict is intensified due to irregular work hours and, consequently, less hours dedicated to leisure (Lin et al., 2014(Lin et al., , 2015. ...
... Some options could focus on communication channels (e.g., the Internet and social networks) that foster employee relationships with organizations, leaders and peers. Managers should also develop policies that help employees to reconcile their work with family obligations (Krishnan et al., 2018;Lin et al., 2014;Lin et al., 2015;Tsaur & Yen, 2018;Vong & Tang, 2017). These conditions, combined with a pleasant working environment, promote employee satisfaction (Gębczyńska & Kwiotkowska, 2018). ...
Following social exchange theory, which claims that a set of dimensions lead to employee satisfaction, we tested a sample of 163 employees from companies operating in the services sector in Portugal. We used a fsQCA approach to identify the configurations of conditions that lead to the presence and absence of satisfaction. The results show that there are several paths leading to high satisfaction, which require the simultaneous existence of three levels of communication: the organization, the leader and peers. Equally, there are a number of paths that lead to low satisfaction. Our findings enrich social exchange theory as a theoretical background to understanding the complex nature of satisfaction and to illustrating which conditions promote reciprocity among employees through higher levels of satisfaction.
... The main factors that affect the well-being of tourism practitioners are professional identity, interpersonal communication, and engagement in the work environment, workto-leisure ratio, and working conditions. Studies have shown that work-to-leisure conflict positively affects job burnout and is negatively associated with PWB [33,36]. However, perceived social support-from such sources as supervisors, friends, and family-may generally alleviate the influence of negative emotions [37]. ...
... The participants' low scores for engagement may have been due to the development of tourism having somewhat lengthened their working hours. Working for a long time may lead to conflicts between leisure and work, which will cause a certain level of burnout and may, in turn, affect the initiative with which such workers participate in travel activities [36,39]. ...
Research on tourism has gradually focused on the study of well-being, but relatively little attention has been paid to the psychological well-being of tourism practitioners. This study adopted the theoretical lens of explanatory style and the PERMA model (P = positive emotion, E = engagement, R = relationships, M = meaning, A = accomplishment) to investigate the influence of tourism practitioners’ explanatory style on their psychological well-being (PWB). The survey study demonstrated that explanatory style was significantly related to PWB; whilst an optimistic explanatory style was positively related to PWB, a pessimistic explanatory style was negatively related to it. Additionally, in the context of Chinese culture, tourism practitioners were inclined to attribute PWB to internal, stable, and specific causes. This study falls within the extensive field of occupational health psychology and theoretically contributes to the literature by connecting positive psychology and its effects on practitioners in the tourism context. Meanwhile, there are similarities and differences between the PWB and explanatory style in the Chinese cultural context and in the Western context. This finding has practical implications for generalizing the PWB of tourism practitioners in different cultural backgrounds, especially in countries with Eastern cultural backgrounds, further improving the sustainable development of tourism destinations.
... Kahneman et al. [47] point out that leisure activities with friends promote socialisation and are significant for psychological well-being and life satisfaction. Social support from friends also provides emotional balance and contributes to the development of positive emotions that promote psychological well-being [48][49][50]. ...
Social support enhances the development of adaptive strategies to cope with difficulties, which may affect psychological well-being. Sleep quality has been highlighted as having a relevant role in psychological well-being. The present study aimed to analyse the role of social support and sleep quality in the psychological well-being of health professionals (nurses and doctors) compared to the general population. The sample comprised 466 adults aged between 18 and 75 (M = 43.4; SD = 10.8), of which 272 were the general population and 194 nurses and doctors. Data were collected through a Sociodemographic Questionnaire, the Multidimensional Scale of Perceived Social Support, the Pittsburgh Sleep Quality Index, and the Psychological Well-Being Manifestation Measure Scale. Nurses presented less balance (also doctors), sociability and happiness than other professionals. Less significant sociability was observed in nurses compared with doctors. The results also allowed us to observe the positive role of social support from significant others on social involvement and sociability and the positive role of the family in self-esteem. Social support from friends played a positive role in all dimensions of psychological well-being. Males had a higher prevalence of psychological well-being. Other professionals and sleep quality show high levels of psychological well-being in all dimensions. Data discussion highlights the role of social support, sleep, and sex and the implications of health professions (nurses and doctors) on psychological well-being.
... A study also pointed out that family-based leisure services and social interaction opportunities can maintain the health status of older people and promote physical activities and social welfare in older people, particularly during the COVID-19 pandemic [12]. Leisure activities not only result in physical relaxation, promote physical and mental health, and increase physical strength but also help relieve emotional stress and improve the quality of life in older people [5,[13][14][15][16]. ...
Purpose
The purpose of this study is to examine whether leisure activities can help reduce years lived with disability and increase healthy life expectancy of diabetics aged 50 years and above.
Methods
Analysis was based on five waves of follow-up survey data (Taiwan Longitudinal Study of Aging, TLSA) from 1996 to 2011. A total of 5131 participants aged 50 years and above in 1996 were included in the analysis, and gender, leisure activity participation, and diabetes mellitus were used as primary variables to examine the variation trend in health status in the participants. The health status in the various waves of surveys was measured using the activities of daily living scale, and nondisabled was defined as healthy. A multivariate logistic regression model was used to calculate the life expectancy (LE) and healthy life expectancy (HLE) of the people aged 50 years and above.
Results
The diabetes older people with a high frequency of leisure activities have longer HLE than those with lower activity frequency. Using 50-year-old diabetic women as an example, the LE (HLE) of those with six or more leisure activities and those with three or fewer leisure activities was 30.40 (25.34) and 24.90 (20.87), respectively. The LE (HLE) of men with the same conditions was 24.79 (22.68) and 20.30 (18.45), respectively.
Conclusions
This study used life expectancy and healthy life expectancy as markers to evaluate health benefits and provided evidence that leisure activities can help extend the life span and maintain the health status of middle-aged and older diabetics.
... Employees' well-being has often been taken as a proxy of employees' overall happiness in organizations. Previous studies have found that work-family conflict has a significant negative impact on well-being (Carlson et al., 2011;Lin et al., 2014). According to the spillover effect, workfamily conflict (WFC) refers to the transmission of individual role stress from the work domain into the family domain, thereby intensifying employees' emotional burden and subsequently impacting their emotions and behaviors (Maslach of household tasks and emotional demands (Bakker et al., 2008). ...
Drawing on the spillover-crossover model and gender role theory, this study aims to uncover the antecedents of employees’ well-being by investigating a three-way interaction between employees’ work-family conflict (WFC), spousal WFC (SWFC), and employee gender. Paired samples of 239 hotel employees and their spouses in China were recruited as study respondents. Hierarchical regression analysis was performed to test the hypotheses. Findings showed that WFC had a significant negative correlation with employees’ well-being. In addition, SWFC significantly moderated the relationship between WFC and employees’ well-being. The interaction between WFC and gender did not display a significant effect. The triple interaction of WFC, gender, and SWFC significantly influenced employees’ well-being. This study incorporates familial factors (i.e., SWFC) and individual factors (i.e., gender) into a single framework to examine the joint effects of multiple boundary conditions. This work expands exploration of the boundary conditions of WFC in predicting employees’ well-being. Findings also enrich the understanding of gender differences at the family and individual levels.
... The reason for this might be because of lack of social support. The importance of social support as a protecting factor for burnout has been recognised by many previous studies (e.g., Avanzi et al., 2018;Burke and Greenglass, 1995;Fiorilli et al., 2015;Ju et al., 2015;Lin et al., 2014). Thus, the reason for depersonalisation and decreased personal accomplishment increase, and the emerge of self-criticism, isolation, and over-identification with emotions in the follow-up measurement may be because as the Renewal programme ended, teachers who participated had no companions any more who could give them social support. ...
This research aimed to help decrease the level of burnout among Primary School teachers in Hungary. We conducted a 7 week-long "Renewal programme" intervention, which was based on self-compassion theory and the self-concordance model. Self-compassion practices advocate the adoption of an accepting mindset regarding one's own mistakes, and further assume that by setting self-concordant goals, one can create the conditions for long-term intrinsic motivation. Our results showed that the Renewal programme decreased participants' burnout levels. It also turned out that the programme was more effective for those participants who were doing their homework regularly. Self-compassion was a relatively new concept for teachers who participated in the intervention, but 6 months after the programme ended, the levels of it had increased further beyond what was recorded in the post-measurement. Our results show that social support is an important characteristic of the programme, as burnout subsequently decreased, while self-compassion increased, possibly due to the decreasing support of the former group members. As an enhancement, we recommend creating a private social media group for participants, something which would enable future participants to stay in touch after a programme like this has ended.
... The labor-intensive and highly demanding hospitality industry (Lin et al., 2014;Xu et al., 2018) faces a pressing need to combat workplace deviant behavior. Research, such as studies by Teeroovengadum (2020) and Muhammad and Sarwar (2021), demonstrates that workplace deviance, spanning theft to incivility, detrimentally affects customer satisfaction, loyalty, and establishments' financial performance and reputation. ...
This study investigated the impact of paternalistic leadership on workplace deviant behavior among employees in five-star international tourist hotels in six municipalities under the Central Government of Taiwan. In addition, it examined whether employees’ regulatory foci mediate this relationship. The data were collected through purposive sampling, targeting individuals knowledgeable about deviant behaviors. A total of 600 questionnaires (one supervisor per 10 employees) were distributed, resulting in 374 valid matched responses (374 employees and 52 supervisors), with a valid response rate of 62.33%. The findings indicate that paternalistic leadership significantly reduces workplace deviant behavior in employees. Furthermore, regulatory foci were found to partially mediate the relationship between paternalistic leadership and workplace deviant behavior. The article concludes with management implications and research recommendations.
... Therefore, this study introduces the concept of WLB into the leisure field from the perspective of role balance and carries out relevant research. According to the demand-resource model, when individuals perceive strong work-leisure conflict, some of the control resources of individuals are consumed, and the difficulty of balancing work and leisure increases so that individuals have low WLB satisfaction (Lin et al., 2014a;Mansour & Tremblay, 2016). Notably, the degrees of WLC and LWC may differ, and the demands of work on individuals may be much greater than those of leisure. ...
Work and leisure are important parts of people’s lives, and achieving a balance between work and leisure has become a key concern. However, previous studies have ignored the work-leisure balance (WLB) relationship, and no relevant research has been conducted to reveal the possible influence of the work-leisure interface on WLB satisfaction. Based on the demand-resource model, this study first explored the characteristics of the work-leisure interface and then analysed the relationship between the work-leisure interface and WLB satisfaction, as well as the roles of boundary control and WLB self-efficacy in this relationship. Based on a sampling of 104 employees over five consecutive working days, it was found that work-to-leisure conflict (WLC) was negatively correlated with work-to-leisure facilitation (WLF), and leisure-to-work conflict (LWC) was negatively correlated with leisure-to-work facilitation (LWF). The influences of various factors of the work-leisure interface on WLB satisfaction differ. WLC and WLF can not only directly impact WLB satisfaction but also indirectly exert influence through boundary control. The relationships of LWC and LWF with WLB satisfaction were not significant. WLB self-efficacy positively moderates the positive relationship between boundary control and WLB satisfaction. This study not only deepens the understanding of the work-leisure relationship but also provides some management suggestions for enterprise management and employees’ healthy living.
... It is crucial to promote an inclusive tourism ecosystem that ensures everyone has the opportunity to enjoy the destination. To enhance the well-being of individuals and take advantage of travel benefits, policymakers should implement various strategies such as, providing free travel as a social benefit for locals (McCabe & Johnson, 2013) or promoting a work-life balance (Lin et al., 2014), as well as encouraging senior tourists to actively participate in travel activities (Chen & Yoon, 2019). ...
... HPWPs were measured using 22 items taken from ; EmpRet was measured using six items taken from (Govaerts et al., 2011); and PsyCap was measured using four six-item sub-scales adopted from Luthans et al. (2007aLuthans et al. ( , 2007b. EmpWB consists of 8 items adopted from Lin et al., (2014). ...
This study examines the relationship between high-performance work practices (HPWPs) and employee retention
in the hospitality industry. A survey was conducted among 1319 hotel employees in Jordan, resulting in a high
response rate. The data were analyzed using various statistical methods, including descriptive, linear regression,
hierarchical regression, and Macro-process-plugin analysis. The analysis showed that HPWPs have a direct impact
on employee retention and an indirect effect on employee well-being and psychological capital. Furthermore, it is
the first study to identify employee well-being and psychological capital as a moderated mediation mechanism
between HPWPs and employee outcomes in tourism and hospitality. The paper presents significant theoretical
contributions, practical implications, and recommendations for the industry, particularly during the post-COVID19 era.
... Our research findings confirmed that job burnout has a negative impact on the Role of psychological well-being psychological well-being of accounting professionals. This outcome is consistent with previous research on the subject, which has consistently shown that job burnout is a significant factor in negatively impacting the psychological well-being of employees (Lin et al., 2014;Mnif and Rebai, 2022;Salehi et al., 2020;Herda and Lavelle, 2012). Prolonged exposure to work pressures can deplete an employee's reserves and lead to emotional exhaustion, which is a core dimension of burnout (Lizano, 2015). ...
Purpose
This study aims to examine the relationship between job burnout, psychological well-being and intention to change occupation among accounting professionals. It focuses on the role of psychological well-being in explaining the link between job burnout and intention to change occupation.
Design/methodology/approach
Data were collected with the help of a structured questionnaire. The final sample includes 218 accounting professionals in the private sector. To test the hypothesized model in this study, IBM AMOS ver26 was used to perform the structural equation modeling (SEM).
Findings
The results of this study show that job burnout has a positive impact on the intention to change occupation and a negative impact on psychological well-being. In addition, psychological well-being was found to mediate the relationship between job burnout and intention to change occupation.
Practical implications
This study provides important implications for accounting firms and recommends that they implement the necessary practices to increase the psychological well-being of accounting staff to reduce job burnout and intention to change occupation.
Originality/value
This work complements current studies in the field of accounting by highlighting the intermediary role of psychological well-being on the relationship between job burnout and intention to change profession among accounting professionals.
... The satisfaction derived from leisure activities showed a positive relationship with "Physical functioning", "Physical role," and "Emotional role" aspects of QOL. In leisure literature, many presented the positive effects of studies participating in leisure activities on physical health (Mielke et al., 2020;Tian et al., 2016), psychological health (Chun et al., 2012;Goodman et al., 2016;Kim et al., 2018;Lin et al., 2014;McKay, 2012) and cognitive health (Verghese et al., 2003;Wang et al., 2002;Wang et al., 2006;Yates et al., 2016) socialization levels of individuals (Kim et al., 2015b;Schwarzenegger et al., 2005;Zerengok et al., 2018). ...
Leisure activities are one of the determinants of quality of life among the others. In this context, this study focuses on all dimensions of the satisfaction from leisure activities and quality of life. Canonical correlation analysis was used and 300 university students were included in the study via convenience sampling method. Data collection tools of the research consisted of “Satisfaction with Life Scale” and “Short-Form-36 Health Survey”. According to the findings of the research, the shared variance between quality of life and leisure satisfaction data sets were 31.955% for the first canonical function and 19.270% for the second canonical function. In the first canonical function, physical function variable from life quality data set and psychological, education, social and physiologic variables from leisure satisfaction data set had a relationship in same direction. In the second canonical function, physical role and emotional functions from quality of life and relaxation from leisure satisfaction data set had a relationship in the same direction. Leisure satisfaction could be expressed to increase quality of life in university students. The results indicated that increasing the opportunities for university students in joining leisure activities would give beneficial results.
... Internal factors include: limitation of free time in certain categories of the population, underdeveloped infrastructure and lack of qualified specialists, low level of motivation of the population for socially productive leisure time, insufficient awareness of citizens about the functioning of the leisure sphere, etc. External factors are: social tension, loss of traditions and spiritual unity of generations, value instability, and the prevalence of consumerism in social and cultural life [12]. ...
The article describes the theoretical aspects of the organization of leisure time and leisure activities. Based on the analysis of scientific sources, it has been proven that meaningful leisure is one of the components of a healthy lifestyle. The impact of the organization of leisure time on the moral and psychological climate in society, its cultural level, and the physical and moral health of the population is analyzed. It was concluded that meaningful leisure and socially oriented leisure activities are not only components, but also factors of a healthy lifestyle. It was noted that the organization of recreational activities has an extraordinary influence on the formation of personality, and the comprehensive and harmonious development of a person is not only a high social ideal, but also a necessary condition for solving the tasks of today's society. An attempt was made to implement objective and functional approaches in considering leisure and leisure activities. The implementation of the obgective approach made it possible to determine the content component of leisure time, to highlight the main concepts of leisure time and its principles. The functional approach contributed to focusing attention on the functions of leisure time in the life of a person and society (recreational, entertainment, educational) and factors influencing a person's choice of various forms of leisure activity. Emphasis is placed on the expansion of the scale and qualitative improvement of cultural and educational activities, and the necessity of giving priority to those forms of leisure that stimulate human creative activity, are saturated with intellectual search game and competition, and are capable of forming positive personality qualities. Further research of the problem of organizing leisure activities in the process of forming a healthy lifestyle will be aimed at finding new, more effective combinations of content, forms, methods and means, functions and principles of leisure that meet the demands of modern society, interests and needs of different age groups.
... Social support was measured with five items as related to previous measures (c.f. Lin et al., 2014), while the social well-being measures were adapted from Keyes' (1998) social well-being scale, which measures social acceptance, social coherence, social actualisation, and social contribution. Psychological well-being was measured using the general health questionnaire of psychological well-being (Jackson, 2007); a one-factor measure of psychological well-being widely used in mental health diagnostics. ...
Understanding the causal influence of financial anxiety on future work commitment with social support and socio-psychological wellbeing as mediators amongst crisis-induced redundant tourism employees remains limited. Using data collected from 547 COVID-19-induced redundant tourism employees, this paper examines the influence of financial anxiety on future work commitment with social support and socio-psychological wellbeing as mediators. The findings reveal that financial anxiety has a negative influence on social support and social and psychological wellbeing. Social support has a negative influence on social wellbeing, while social support has a positive influence on future work commitment. Both social and psychological wellbeing has a negative influence on future work commitment. Meanwhile, the influence of financial anxiety on future work is fully mediated by social support and socio-psychological wellbeing. Insurance uptake and establishment of welfare funds amongst tourism employees can be used to buffer the effects of financial anxiety on future work commitment.
... It focuses on the exploration and detection of latent variables with a preponderant variance within the dimensions of the models, focusing, therefore, on the variance of a final construct and its predictive power concerning the constructs that influence it [40]. An example of this research is that carried out by Manzano García and Ayala Calvo [41] who validated a burnout construct in nursing professionals in Spain, or the work of Lin and colleagues [42] who validated the dimensions of the MIB as a construct in the Taiwanese tourism sector personnel. Furthermore, recently, Permarupan and colleagues [43] validated with PLS-SEM the depersonalization dimension of the MIB in Malaysian nursing staff. ...
(This article belongs to the Special Issue Educational Research in the Era of 2030 Agenda for Sustainable Development).
Health care is an essential factor in the social sustainability of the university; therefore, it is a challenge and a responsibility to monitor a safe return to school that ensures the support of the physical and emotional well-being of students. In this sense, the Maslach Burnout Inventory-Student Survey (MBI-SS) is a validated resource with robust techniques in several regions of the world to diagnose school burnout. However, few efforts appear in the literature to validate it from a predictive approach in the Latin region. This study aims to validate, from a predictive approach, measures of school burnout in Latino university students from Mexico and Colombia. A total of 235 surveys were administered (Mx. n = 127, Co. n = 108), and a Partial Least Squares (PLS) measurement model was validated using the statistical program SmartPLS 3.3.7. As a result, 22 valid items were obtained in four reliable subconstructs: burnout, family cynicism, inefficacy, and somatization. The value of this research is its contribution to filling two gaps related to the MBI-SS scale (1) to contribute to the validation of the MBI-SS in a Latin context and (2) the use of the nonparametric statistical technique PLS focused on prediction.
... Spillover has been traditionally discussed in the work-family literature focusing on the positive spillover between work and family (Greenhaus & Powell, 2006;Ilies et al., 2009). However, the related research appeared in various expanded aspects, such as negative mood transfer (Amstad et al., 2011;Maertz & Boyar, 2011) and work-home enrichment (Sok et al., 2014), work-leisure interface (Lin et al., 2014), and work-nonwork interface (Daniel & Sonnentag, 2014;Schnettler et al., 2021). A few studies focused on the intra-individual differences in spillover mechanisms. ...
Scholars have become increasingly interested in employees' well‐being. Despite studies on the relationships among well‐being constructs, research gaps still exist from the longitudinal and within‐person perspectives. Based on top‐down and bottom‐up theories of subjective well‐being and spillover theories, this study examines the longitudinal relationships of work satisfaction, nonwork satisfaction, and subjective well‐being. A random intercept cross‐lagged panel model was used with the data of four yearly waves collected from 8624 full‐time employees. The autoregressive and cross‐lagged coefficients were not stable but rather change across time. There were strong between‐person correlations between work satisfaction, nonwork satisfaction, and subjective well‐being. At the within‐person level, the paths from subjective well‐being to work satisfaction were not significant while the paths from subjective well‐being to nonwork satisfaction were significant over the years. The cross‐lagged effects from work satisfaction and nonwork satisfaction to subjective well‐being were not significant across the years. However, the cross‐lagged relationships between work satisfaction and nonwork satisfaction were significant. Theoretical implications, practical implications, and suggestions for future research were discussed.
... Having so much economic importance, this sector has faced immense backlash amid the Covid-19 pandemic (Djeebet, 2020;Gursoy et al., 2021;Sarwar et al., 2020). The hospitality industry is a labor-intensive industry where employees have various job requirements, and the behavior of the employees plays a critical role in the industry's success (Lin et al., 2014). Managers regulate these behaviors to steer employees towards constructive job outcomes (Demir, 2011;Yan et al., 2021). ...
Workplace friendship is becoming a complex phenomenon in a working environment that signifies a need for a better understanding of when and how workplace friendship has positive and negative outcomes, specifically during the COVID-19 pandemic. Based on the social exchange theory, this study aims to determine the impact of workplace friendship on organizational identification and its subsequent influence on job embeddedness, job performance, and employee wellbeing, along with the moderating role of political skills in all relationships. Using a self-administered questionnaire, the final data from 206 hotel employees were collected during three waves of COVID-19. The results highlighted that workplace friendship negatively influences organizational identification in the first wave, while organizational identification negatively relates to job performance in the first- and second waves. Moreover, organizational identification mediates the relationships of workplace friendship with employee outcomes, whereas political skills also moderate the relationships in all three waves.
... It is often thought to be a bad psychological condition and a result of work stress. This definition also highlights a person's work expectations and talents are out of balance for a while (Lin et al., 2014). The concept of work burnout was originally introduced by Freudenberger in 1974 when he intended to describe employees who are frequently involved in interpersonal work (Maslach & Jackson, 1984). ...
... They emphasized that supervisors willing to discuss with employees who have experienced work-nonwork conflicts and to inform them about related policies and practices will effectively enhance employees' ability to cope with the negative impact of work-nonwork imbalance. Lin et al. (2014) examined the association between work-leisure conflict and well-being in tourism and hospitality. They also found that supervisor support moderates the mediating effects of burnout and leisure participation on the relationship between work-leisure conflict and well-being. ...
This study examined the relationship between work-leisure conflict and emotional labor and tested the moderated-mediation effect of the need for recovery under different levels of supervisor support. It was based on a sample of 529 Taiwan front-line hospitality employees. The results indicate that work-leisure conflict is positively related to surface acting but negatively related to deep acting. The impact of work-leisure conflict on surface acting and deep acting is mediated by the need for recovery. However, this mediating effect is moderated by supervisor support. The results suggest that front-line employees’ work-leisure conflict issues are relevant to, and should be supported by, hospitality industry managers. In practical terms, these findings have significant implications for promoting inclusive and sustainable employment and decent performance for all in hospitality industry.
本研究验证了工作-休闲冲突与情绪劳务之关系并检验了在不同主管支持水平下，回复需求之调节型中介效果。本研究以一包含529位台湾一线餐旅业员工之样本为基础进行分析。结果显示，工作-休闲冲突与表层演出具正相关，而与深层演出具负相关。工作-休闲冲突对深层演出与表层演出的影响为回复需求所中介。然而，此中介效果会受到主管支持的调节。此结果阐明了一线员工的工作与休闲冲突议题与餐旅业管理者息息相关，并应得到管理者们的支持协助。在实务上，本研究的发现对于促进餐旅业员工享有具包容与永续性的雇用制度并能有合宜的表现具有重要的应用价值。
... Leisure activities can improve the physical and mental health of individuals, and they are important for regulating the body and mind, relieving life stress, and providing enjoyable experiences [24,25]. The benefits of leisure activities include stress reduction, relaxation through participation in pleasurable experiences, and the creation of new social relationships [26]. ...
The validity of infant mortality data is essential in assessing health care quality and in the setting of preventive measures. This study explores different diagnostic procedures used to determine the cause of death across forensic settings and thus the issue of the reduced validity of data. All records from three forensic medical departments that conducted autopsies on children aged 12 months or younger (n = 204) who died during the years 2007-2016 in Moravia were included. Differences in diagnostic procedures were found to be statistically significant. Each department works with a different set of risk factors and places different emphasis on different types of examination. The most significant differences could be observed in sudden infant death syndrome and suffocation diagnosis frequency. The validity of statistical data on the causes of infant mortality is thus significantly reduced. Therefore, the possibilities of public health and social policy interventions toward preventing sudden and unexpected infant death are extraordinarily complicated by this lack of data validity.
... It is a threedimensional construct characterized by emotional exhaustion, depersonalization (cynicism), and reduced personal accomplishment [53,54]. Extensive research on burnout (or its dimensions) has been conducted within the service setting, including tourism and hospitality [55][56][57][58][59][60][61]. It is emphasized that the burnout syndrome in students is similar to that in service employees [62]. ...
This research aims to investigate the issue of study-life conflict and its negative consequences on students’ attitudes towards their studies and future employment in the tourism and hospitality industry. It also seeks an answer to the question: what may contribute to experiencing such a conflict by tourism and hospitality students. Therefore, in this study, a research model was developed and tested that measures relationships between tourism and hospitality students’ current working experience and study–life conflict and analyzes its relationships with students’ burnout and their employment aspirations. Data were collected through a questionnaire from tourism and hospitality students of a Higher Educational Institution of Northern Poland. Structural equation modeling was used to test the relationships between the study constructs. This study demonstrated that due to the competing demands of both the study and social life roles, students may experience the study–life conflict that may be additionally boosted by their current working experience. It was also reported that experiencing the study–life conflict may result in students’ burnout that exerts a significant and negative impact on students’ employment aspirations. As far as the authors know, such research concerning the issue of the study–life conflict experienced by tourism and hospitality students and its consequences for students’ burnout and its detrimental impact on employment aspirations has not been conducted before. This study is also the only one that simultaneously measures the relationships between the proposed constructs based on data from students in Poland.
... Leisure activities can improve the physical and mental health of individuals, and they are important for regulating the body and mind, relieving life stress, and providing enjoyable experiences [24,25]. The benefits of leisure activities include stress reduction, relaxation through participation in pleasurable experiences, and the creation of new social relationships [26]. ...
Our research was intended to find out whether social networking is recognized and experienced as leisure or should be considered liquid leisure because its borders are fluid. This aim was connected to the broader question of whether there are still clear borders between work, leisure, and other life aspects. The research was designed as a cross-sectional ex-post-facto study. The survey examined data collected through a structured questionnaire completed and returned by 3451 respondents aged 15+ selected from the general population of the Czech Republic. The statistical significance of hypotheses was tested using χ 2 statistics for two-way (C × R) and three-way (C × R × L) contingency tables. Only 752 (21.79%) respondents reported not having or using an online social network account. Even though there is no reason why social networking should not be considered leisure, there was a considerable discrepancy between those who considered social media a leisure activity (8.2%) and those who did not (78.21%). Therefore, this kind of leisure activity is conceptualized in this paper as a specific liquid leisure.
... Indeed, according to the survey with 1001 employees in the hospitality industry (Paychex, Inc., 2019), 80.3% of them have suffered from burnout at work, the highest score out of 15 other industries. This ubiquitous burnout at work is associated with impairment of employees' psychological well-being (Lin, Huang, Yang, & Chiang, 2014). However, as the nature of service work innately embeds work stressors (Morrison, 1996), it is impossible for hospitality employees to be free of work stress. ...
Hospitality employees are suffering from various energy-related symptoms without opportunities to recharge themselves during the workday. In this regard, the employee break room, a sanctuary where employees can take refuge, can be suggested as an effective means to prevent negative consequences and to increase their psychological well-being. By combining Bitner’s servicescape model with job-demand resource model, this study demonstrated the potential effect of the physical environment of the employee break room. Survey data was collected from 311 hospitality employees. The results identified that employees’ perception of the physical environment of the break room promotes their work engagement, directly and indirectly increasing their psychological well-being.
... Research has shown that stress at work comes from factors such as excessive workload (Karatepe and Aleshinloye, 2009), long-lasting and irregular working hours (Zhao et al., 2014), and the difficulty to reconcile work and family life (Choi and Kim, 2012). Stress can cause low job satisfaction and well-being levels, and distress (Lin et al., 2014;Salas-Vallina et al., 2021). As noted in previous sections, research has generally shown that conflict has a positive association with stress and emotional exhaustion (Giebels and Janssen, 2005;Yoon et al., 2010) and the negative attitudes and behaviors of hotel employees can have an important effect on customer satisfaction and loyalty (Lin et al., 2013). ...
The development of unconventional forms of innovation relies on information and knowledge exchange and their subsequent integration. However, deceptive knowledge hiding (KH) stifles creativity and hinders the growth of innovative skills and corporate performance. This paper uses a cognitive collective engagement approach and an unconventional management style-knowledge-oriented leadership-to explain how to mitigate deceptive KH by focusing on reducing high levels of task management conflict, which is thought to be an antecedent of KH. We also illustrate how reducing KH has a beneficial influence on innovative capabilities, allowing businesses to achieve long-term competitive advantages. A structural equations model is used to test our assumptions in a sample of 118 inland Spanish hotels. The findings confirm that deceptive KH resulting from task management conflict erodes innovative capabilities in this industry. We also find that knowledge-oriented leadership has positive and strong direct and indirect consequences on task management conflict, knowledge hiding, and innovation capabilities. The implications of using this unconventional leadership perspective to improve innovation capabilities are discussed in detail by the study's authors.
... Subjective well-being is defined as individuals' cognitive and affective evaluations of their own lives (Seligman, 2018). Subjective well-being refers to an individual's subjective emotional perception of the overall life (Lin et al., 2014;Shang et al., 2018). It is everyone's pursuit of life. ...
In recent years, workplace well-being has been a popular research topic, because it is helpful to promote employees’ welfare, thereby bringing valuable personal and organizational outcomes. With the development of technology, the technology industry plays an important role in Taiwan. Although the salary and benefits provided by the technology industry are better than other industries, the work often requires a lot of time and effort. It is worth paying attention to whether a happy workplace will bring subjective well-being for the technology industry in Taiwan. This study explored the influence of workplace well-being, job involvement, and flow on the subjective well-being. The research was conducted by a questionnaire survey. A total of 256 employees in the technology industry in the Nanzi Processing Zone in Kaohsiung City, Taiwan were surveyed. Collected data were analyzed by statistical methods, such as multivariate and structural equation models. The study results indicated that workplace well-being, flow, and job involvement have a positive and significant impact on the subjective well-being. In addition to having a direct impact on subjective well-being, flow is also a significant variable to mediate the impact of workplace well-being to subjective well-being. In addition, job involvement also affects subjective well-being through flow, which means that the state of selflessness at work is the most important factor affecting subjective well-being. Finally, based on the research findings, the researcher provided practical suggestions to the government and the technology industry.
The present paper aims to understand the relationship between work-life conflict, emotional well-being, burnout, and the recently emerged quiet quitting phenomenon. Considering the importance of understanding quiet quitting antecedents and outcomes, as well as it’s relation with the above-mentioned variables, the authors propose a study within the Portuguese hospitality industry aiming to better understand this new phenomenon. Hospitality is especially vulnerable in what concerns to human resources practices and employee’ well-being, and considering its contribution to the economy and its long-lasting difficulties in retaining talent. Bearing this in mind, the present work seems to have several contributions, being this, to our knowledge, the first study relating these four concepts, in Portugal, and, specifically, within the hospitality industry. The theoretical framework covers four important constructs: work-life conflict, emotional well-being, burnout, and quiet quitting. Results from the literature review suggest a negative relationship between work-life conflict and well-being. Conflicts are correlated with increasing burnout. It is also recognized that employees may adopt quiet quitting behaviors, in order to protect themselves from burnout and to improve their work-life balance. This work contributes to the literature by identifying some key risk factors that can foster quiet quitting.
We examine the evolving impact of leisure activities (LA) on three key measures of the elderly's life quality: cognitive functioning (CF), psychological well‐being (PWB), and life enjoyment (LE). Using four waves of the English Longitudinal Studies of Ageing between 2008 and 2014 with 7097 respondents, we investigate how the elderly's LA influence their CF, PWB, and LE. Building on the theoretical perspective of being active in promoting psycho‐mental health, we confirm the positive impact of engaging in LA, such as going to the cinema/theatre and eating out, on the elderly's life quality. We further reveal the evolving impact of LA on the elderly's life quality. In a steady manner, LA directly promote the elderly's LE. In a declining pattern, CF and PWB mediate the relationships between LA and LE. As such, the impact of LA in sustaining perceived LE occurs dominantly as a direct effect during the activity. The elderly's LE throughout their old age can originate from engaging in LA, which mainly work directly rather than indirectly through CF and PWB.
Purpose
This study attempts to analyse and rank the impact of work-related issues arising within the Indian construction industry in the context of the existing pandemic. Furthermore, this is the first attempt to provide strategies to overcome issues among a workforce that is highly contractual in nature and is currently witnessing the uncertainties of the pandemic's aftermath. To the best of the author's knowledge, few studies have highlighted the combined analysis of job insecurity, psychological stress and emotional exhaustion in the Indian construction industry.
Design/methodology/approach
The “Best Worst Methodology” (BWM) has been used in this study to analyse and rank the key factors that eliminate negative characteristics among contractual construction employees. The BWM, outlined by Rezaei (2015, 2016), is a popular “multi-criteria decision analysis technique” due to its advantage of consistent results and lesser pairwise data requirements.
Findings
The study identified and ranked the socioeconomic impact of the three waves of the COVID-19 pandemic on construction sector employees in the Indian subcontinent. The results indicate that job insecurity has the most prominent impact, which ultimately produces psychological stress and emotional exhaustion among employees.
Originality/value
To achieve the objective of identifying and prioritising the criteria of adverse socioeconomic impacts during the pandemic and outlining plans of action for the construction industry, ten experts (civil engineers/managers) from ten different construction projects were involved in a mixed-method case study, which has never been explored in the Indian construction sector.
Happiness is one of the central concerns of many disciplines and also one of the most controversial topics of all time. Researches show there are many factors that affect happiness. Travelling is considered as one of these factors. In this study, it is aimed to determine whether travelling for vacation makes a significant difference on the level of happiness and which tour package affects happiness most. The study has a quasi-experimental and longitudinal design. Experimental group consisted of two sub-groups that included individuals who took a cultural tours or sea, sun and sand tours, and the control group consisted of participants who did not travel for vacation in the last six months and had no vacation plans in the next six months. The questionnaire was applied to the experimental group (and control group at the same time) 15 days before and 15 days, 2 months and 6 months after the vacation. As a result of the analyses, it was confirmed that the level of happiness does not change depending on demographic factors, but the study revealed that travelling for vacation has an effect on the level of happiness that lasts longer than two months. Results show happiness level of the experimental group was higher than the control group, and travelling for vacation really increased the level of happiness. Between the two different tour packages tourists participating in cultural tours have greater level of happiness.
Burnout has been investigated among different categories of human service professionals and students. However, it has not been investigated among police cadets simultaneously combining university education and police training. Hence, this study investigated the causes of burnout among the Nigeria Police Academy (POLAC) cadets in Nigeria. Specifically, using Frone et al.’s integrative model of the work–family interface, I investigated the antecedent influence of work overload (academic and police), role conflict (academic and police) and emotional distress (academic and police) on burnout among cadets [Frone MR, Yardley JK and Markel KS (1997) Developing and testing an integrative model of the work–family interface. Journal of Vocational Behavior 50(2): 145–167]. The study is cross-sectional, with a sample size of 300, and the data were analysed using regression path analysis. The result showed that academic and police work overload led directly to burnout. In addition, academic work overload led indirectly to burnout through academic role conflict and emotional distress, whereas police work overload led to burnout through police-emotional distress. Furthermore, academic-to-police role conflict led indirectly to burnout through academic-emotional distress. This study extends extant literature on the antecedents of burnout in police organizations. It also suggests important implications such as revising the curricula to make them more manageable for the cadets and the need to be stringent with the admission process into the academy.
Purpose
Work and leisure, as important activity domains, play important roles in the lives of individuals. However, most previous studies focused on only the interference and negative effects of work on leisure, with little focus on the facilitation of work and the positive effects of work on leisure. In view of the shortcomings of previous studies, this study focuses on the facilitation effect of work on leisure and its impact on individual psychology. This study aims to explore the relationship between work–leisure facilitation (WLF) and turnover intention and the role of positive emotions and perceived supervisor support in this relationship.
Design/methodology/approach
In this study, the method of multipoint data collection was adopted to measure the subjects; 180 employees were sampled for 5 consecutive working days, and a multilevel structural equation model was established for analysis.
Findings
The results show that WLF is negatively related to turnover intention, and positive emotions play a mediating role in this relationship. Perceived supervisor support significantly positively moderates not only the relationship between WLF and positive emotions but also the indirect effect of WLF on turnover intention through positive emotions.
Originality/value
Based on affective events theory, this study explored the relationship between WLF and turnover intention and its mechanism by using the daily diary sampling method for the first time, to the best of the authors’ knowledge. The results not only deepen the understanding of affective events theory but also provide management suggestions for reducing employees’ turnover intentions.
Work-life balance is not a novel concept. Awareness and application of it and related principles have become a trend in many organisations to ensure workforce sustainability. The concept of work-life balance among the workforce, irrespective of culture and geographical boundaries, still holds its undertone as the prevailing actuality of the hospitality business is highly gung-ho and thereby raising the need to focus more on a sustainable workforce for consistency in service excellence, workforce productivity, job satisfaction, employee retention and general well-being. It is therefore crucial for employers in the hospitality industry to ensure that the work and career goals of their employees balance with their life goals. Any absence of such a balance could lead to work-life conflicts and might result in workplace frustration, burnout, and reduced effectiveness at work. Numerous studies in the field of work-life balance are available for researchers and hospitality managers; however, the studies are inconsistent and geographically limited to the western perspectives. This paper tries to analyse the most recent state of work-life balance research by systematically collecting and reviewing articles published at various hospitality journals and thereby providing a methodology for future research and managerial implications on the concept of work-life balance.
Work–leisure conflict (WLC) can have a series of negative effects on individuals. Against the backdrop of the rapid development of communication equipment, does individuals' use of communication equipment to handle work during nonworking hours lead to WLC? Previous studies have failed to discuss this relationship. Therefore, based on boundary theory, this study explored the possible effect of work connectivity behavior after hours (WCBAH) on WLC as well as the roles played by psychological detachment and individual segmentation preferences in this relationship. In this study, 82 employees were investigated via daily diary research for a period of 5 continuous working days, and a multilevel model was developed. The results indicated that daily WCBAH is positively related to WLC and that psychological detachment plays a mediating role in this relationship. Individual segmentation preferences can significantly moderate not only the relationship between WCBAH and psychological detachment but also the indirect effect of WCBAH on WLC via psychological detachment. This study increases our understanding of boundary theory and provides management suggestions regarding ways of reducing WLC.
With employees’ leisure pursuit increasing, this study assesses the potential of organizational leisure benefits in hospitality job advertisements as a signal for otherwise non-observable attributes, like organizational leisure support and staff appreciation. Drawing upon signaling theory, a fictional job advertisement was created. A total of 210 job seekers were randomly assigned to different treatment versions. Higher perceptions of organizational attractiveness and increased intentions to apply were observed for versions including leisure benefits, confirming their role as a signaling device in the applicant attraction stage. The findings encourage human resource managers to exploit leisure benefits better to attract the brightest talent.
Turist rehberleri destinasyonun turistik çekiciliklerini turistlere anlatma, ülkenin doğal ve kültürel mirasını farkı kültürlerden insanlara tarihleri ve hikayeleri ile sunma, bölgelerin ve ülkelerin değerlerini dünyaya ifade edebilme rolleri yüzünden turizm hareketliliklerinin etkili paydaşlarındandır. Covid-19 pandemisi sürecinde ülkelerin uyguladığı tedbirler rehberlerin gerçekleştirdikleri rehberlik hizmetlerini sınırlamış ve kimi zaman tamamen engellemiştir. Bu çalışma kapsamında profesyonel turist rehberlerinin Covid-19 sürecinde algıladıkları tükenmişlik düzeylerinin işten ayrılma niyetlerine etkisi incelenmiştir. Araştırma kapsamında turist rehberlerinden anket yöntemiyle elde edilen veriler istatistiki analiz yöntemleriyle incelenmiştir. Turist rehberlerinin pandemiden büyük oranda olumsuz etkilendikleri, uygulanan destek ve teşviklerden yararlanma düzeylerinin sınırlı olduğu, orta düzeyde tükenmişlik ve işten ayrılma niyetine sahip oldukları, tükenmişlik algılarının işten ayrılma niyetlerini olumlu yönde anlamlı düzeyde etkilediği ortaya konulmuştur. Araştırma sonucunda kamu kurumlarına, işletmelere ve mesleki kuruluşlara önerilerde bulunulmuştur.
Purpose
Some studies have shown that job autonomy can reduce individual work-leisure conflict (WLC). However, some individuals show that WLC is stronger in situations of greater job autonomy. In light of these inconsistent findings, this study explores the relationship between job autonomy and WLC as well as the mediating role of psychological detachment and the moderating role of boundary flexibility willingness based on the fit perspective of person-job.
Methods
The daily diary research method was used to investigate 97 employees for five consecutive working days, and a multilevel model was established.
Results
The results show that job autonomy is negatively related to WLC. Psychological detachment plays a mediating role in the relationship between job autonomy and WLC. Boundary flexibility willingness can significantly moderate not only the relationship between job autonomy and psychological detachment but also that between job autonomy and WLC.
Conclusion
In light of the inconsistent results of past work, this study explored the relationship between job autonomy and WLC as well as the possible mediating and moderating mechanisms involved. Job autonomy, psychological detachment and WLC are characterized by daily changes occurring at the individual level. Job autonomy is negatively related to WLC, and psychological detachment plays a mediating role in the relationship between job autonomy and WLC. The fit of boundary flexibility willingness and job autonomy will cause a change in boundary permeability, which will lead to the relationship between job autonomy and WLC to varying degrees. The results of this study are helpful for understanding boundary theory and provide guidance for enterprise management.
In the last 18 years, positive leadership turned into a highly discussed and researched topic within in the research field of positive psychology. Due to the integration of positive psychology into the broad field of the leadership research, positive leadership gained much attention because of its revolutionary implications for practitioners. Positive leadership can be separated into three main directions. First, positive leadership can be seen as a personality model. Second, it can be considered as a model, which focuses on organisational culture. The third, and most important model for the current study combines leadership and Seligman’s Wellbeing Theory, which consists of five dimensions (Positive Emotions, Engagement, Positive Relationships, Meaning, Accomplishment), namely the PERMA-Lead model. Additionally, the current study focuses on employees from the service industries and tourism, therefore Austrian restaurants and hotels from urban and rural regions were investigated. This sample is regarded as highly important, because employees in this sector are at high risk of suffering from work related stress. With regard to previous studies it was shown, that a positive style of leadership significantly influences the health of the employees. Therefore, the current study focuses on the investigation of positive leadership, chronic stress and burnout regarding the service industries and tourism. Additionally, the PERMA-Lead scores of the service industries and tourism are compared to a general employee sample.
For the current investigation a total sample of N=103 participants completed a paper-pencil survey. To examine the amount of chronic stress, the Screening Scales for Chronic Stress (SSCS) were utilised. To assess the amount of burnout in the sample, two scales of the Burnout Screening Scales (BOSS) were used. Finally, participants completed a special form of the PERMA-Lead, which enables a rating of the leaders of each company and illustrates the perception of positive leadership within the company from the perspective of the employees. To evaluate the data, two regression models, a mediation analysis and a t-test were conducted.
The PERMA-Lead model can predict chronic stress and burnout significantly. A higher perceived positive leadership style is associated with lower chronic stress and burnout scores. With regard to the analysis of the five dimensions of the PERMA-Lead individually, Positive Emotions were the strongest predictor of chronic stress and burnout which means that leaders shall focus on the increase of Positive Emotions within their company. Regarding the mediation analysis, no significant associations of PERMA-Lead and burnout when mediating for chronic stress were found. A reason for this could be due to the similar constructs of chronic stress and burnout. Considering the results of the t-test, no significant differences of the service industries and tourism and the general employee sample were found. When comparing each of the five dimensions of PERMA-Lead individually in a t-test, the dimensions Positive Emotions and Positive Relationships have shown significantly higher scores in the service industriesand tourism whereas the dimension accomplishment scored significantly lower than the general employee sample.
These results point out that leaders in this field use the potential of Positive Emotions and Positive Relationships and enable both during work in comparison to leaders from other sectors. Moreover, the results of the current study show the potential of a positive leadership style and its benefits for the employees’ health. Future studies should replicate these results in different sectors to show the potential of PERMA-Lead and its implications on the employees’ health. Another possibility is the examination of intercultural samples to investigate the correlations of PERMA-Lead, chronic stress and burnout in a more holistic way. Finally, intervention studies are the next step to show the effects of PERMA-Lead and potential causality within this research topic.
Based on two dimensions of extrinsic-intrinsic and self-centered-community-related motivation and self-determination theory (SDT), this study proposes four important tourist photo-sharing motivations (enjoyment, altruism, self-expression, and social relationship) and built a theoretical model to reveal the mechanism of tourist photo-sharing motivation influencing tourist subjective well-being (SWB). The results show that extrinsic self-centered motivation (self-expression) positively affects intrinsic self-centered motivation (enjoyment), while extrinsic community-related motivation (social relationship) positively affects intrinsic community-related motivation (altruism). Two intrinsic motivations have significant impacts on tourist SWB. The moderating effects of social support present a complex picture, which can be explained by SDT. Implications were also discussed.
During the Covid-19 pandemic, many sectors have reached the stage of organizational downsizing or
organizational bankruptcies. In particular, the tourism sector is among the sectors most affected by the
pandemic. In this challenging process, employees' perceptions of social support are important in terms of
their mental health and happiness levels. With this in mind, social support perception levels of employees
of 5-star hotels in Antalya were measured. A three-dimensional social support perception scale was used
to measure the perception level. In the study, whose sample consisted of 165 participants, it was
determined that the employees perceived a high level of social support from the "family" group. Then, it
was observed that the participants perceived social support from the "friends" group at a high level and the
"significant other" group at a moderate level, respectively. In line with the findings obtained within the
scope of the research, various inferences were made and suggestions were given.
The aim of this study is to understand whether the current literature deals with the general issue of stakeholder value creation and of specific marketing activities for human resources and if they can generate value for different stakeholders. In order to achieve this goal, the paper uses a bibliometric analysis that determines the conceptual structure of the topic, highlighting its evolution over time. Accordingly, this study uses the precise context of the hospitality industry since human resources are of strategic importance in the world of hospitality. This paper opens up a series of considerations, extremely useful within the context of stakeholder value creation in orienting marketing research in the future. In particular, the main findings reveal that with regard to stakeholder value creation only open-to-society marketing can be useful and successful, in contexts of a win-win situation for the sustainable shared advantage
Social experience has not figured prominently in the social psychology of leisure in the past, though the qualities of leisure experience itself—feelings of freedom, intrinsic interest, self-determination, and enjoyment—have had a defining and guiding role. The experience design movement has revitalized prospects for leisure service management based to some extent on this earlier work; but both experience design and basic social psychological research into the dynamics and effects of leisure experience might well give more attention to the nature of self in social contexts, the dynamics of social engagement including “shared flow,” and the integrative and disintegrative effects of enjoyable social interaction. Experience design can indeed protect personal autonomy and concern itself with “downstream effects,” but investigators would be wise to consider both personal development and social integration in the process, preferably with participatory action research that monitors social experience.
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
The use of a mediation model for understanding the mediating impact of work-family conflict on the relationship between role overload and emotional exhaustion has not been given much attention. This study tested a mediation model consisting of emotional exhaustion as the dependent variable and role overload as the independent variable, with work-family conflict as its mediator. Data were gathered from a sample of 220 female junior physicians aged 40 years and below, having at least one child as well as working full-time in 14 public hospitals in Malaysia, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results of correlation analyses revealed that role overload was significantly related to work-family conflict and emotional exhaustion and work-family conflict was significantly related to emotional exhaustion. Results of a series of multiple regression analyzed indicated that work-family conflict partially mediated the relationship between role overload and emotional exhaustion. Junior physicians who experience role overload seem to be more emotionally drained and seem to experience greater conflict between work and family roles. There is a need to reduce the role overload that physicians experience by reviewing the ratio between physicians and patients and re-assessing the number of work hours and the weekly frequency of on-calls. Limiting on-call frequency and hours may be more likely to reduce work-family conflict as well as emotional exhaustion.
The purpose of this study was to test the direct and moderating effects of job strain variables on the Job Demand–Control–Support model. A total of 422 tourism employees completed a questionnaire. Hierarchical and moderated regression models were employed to test the proposed relationships between job strain variables and work-to-leisure conflict. Results indicated that job demands had a positive relationship with work-to-leisure conflict, whereas the schedule flexibility and the time-off flexibility were negatively related to work-to-leisure conflict. Results also found that supervisor support could moderate the influence of tourism employees' job demands on work-to-leisure conflict. Implications of stress management and job design for human resource department are discussed. Copyright © 2013 John Wiley & Sons, Ltd.
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements
of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
This article analyses the effects of burnout in a sample of social workers from Malaga, Spain. The results obtained with the structural equations model confirm that burnout has a negative influence on workplace support, job satisfaction and life satisfaction and that workplace support has a positive influence on job satisfaction. Workplace support acts as mediator variable between burnout and job satisfaction and buffers the negative effects of burnout on job satisfaction and life satisfaction among social workers.
Many tourism employees are increasingly confronted with rising work stress levels, especially work-to-leisure conflict (WLC). The Job Demand–Control–Support model performance in this study predicted service employees’ WLC and tested two job strain hypotheses (i.e., iso-strain and buffering hypotheses). With a structural equation modeling data of 380 service workers, relationships between job stress variables and WLC were examined. Evidence suggests that job demands, job controls, and supervisor support have significant and direct effects on WLC, based on the iso-strain hypothesis. Job control's and support's moderating effect in the buffering hypothesis were found to attenuate job demand's negative effect and drive coworker support buffering effect and lessen service workers’ WLC. Job design implications for the HR manager and employee stress management are discussed.
Reviews the literature since 1967 on subjective well-being (SWB [including happiness, life satisfaction, and positive affect]) in 3 areas: measurement, causal factors, and theory. Most measures of SWB correlate moderately with each other and have adequate temporal reliability and internal consistency; the global concept of happiness is being replaced with more specific and well-defined concepts, and measuring instruments are being developed with theoretical advances; multi-item scales are promising but need adequate testing. SWB is probably determined by a large number of factors that can be conceptualized at several levels of analysis, and it may be unrealistic to hope that a few variables will be of overwhelming importance. Several psychological theories related to happiness have been proposed; they include telic, pleasure and pain, activity, top–down vs bottom–up, associanistic, and judgment theories. It is suggested that there is a great need to more closely connect theory and research. (7 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)
From additive models of overall quality of life, two hypotheses were derived about the relationships among work—family conflict, work—leisure conflict, job satisfaction, family satisfaction, leisure satisfaction and global life satisfaction. In supporting these two hypotheses, path analyses of survey data from a national probability sample of United States workers (n = 823) showed: (1) the direct paths between work—nonwork conflict and global life satisfaction were nonsignificant; and (2) the indirect paths between work—nonwork conflict and global life satisfaction, which are mediated by job satisfaction and nonwork satisfaction, were all significant. Further analyses indicated that, in general, the magnitude of these path coefficients was not significantly moderated by sociodemographic variables. Discussion considered the role of additive models as conceptual frameworks for studies concerned with the effects of work experiences on the overall quality of life.
In this paper, the authors show that PLS path modeling can be used to assess a hierarchical construct model. They pro-vide guidelines outlining four key steps to construct a hier-1 Carol Saunders was the accepting senior editor for this paper. archical construct model using PLS path modeling. This approach is illustrated empirically using a reflective, fourth-order latent variable model of online experiential value in the context of online book and CD retailing. Moreover, the guidelines for the use of PLS path modeling to estimate parameters in a hierarchical construct model are extended beyond the scope of the empirical illustration. The findings of the empirical illustration are used to discuss the use of covariance-based SEM versus PLS path modeling. The authors conclude with the limitations of their study and suggestions for future research.
Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.
A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout. Since the publication of this article in 1981, more extensive research was done on the MBI, which resulted in some modifications of the original measure. The present article has been re-edited to reflect those modifications. However, it does not include other new additions (which are contained in the MBI Manual distributed by the publisher, Mind Garden).
This study examined organizational family-responsive policies, perceptions of the organization as family supportive, and supervisor support as issues that may be salient to the experience of conflict between paid employment (work) and family roles. Data were collected from 355 managerial personnel in New Zealand. Although work-family conflict and psychological strain were strongly linked, the availability of organizational policies had no significant association with levels of conflict or strain, whereas policy usage was related only to work-to-family interference and not to family-to-work interference. On the other hand, perceptions of the organization as family supportive and supervisor support for work-family balance displayed significant relationships with key variables, highlighting the importance of these variables for interventions designed to ameliorate the negative impact of work-family conflict on managerial well-being. Implications for the effective implementation of family-responsive interventions are discussed. (PsycINFO Database Record (c) 2007 APA, all rights reserved) (from the journal abstract)
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
This paper reviews the literature on the social context of health to identify the ways in which leisure might contribute to health. Considerable evidence has demonstrated that stressful life circumstances induce physical and mental illnesses. However, this impact has been shown to be moderated by various coping processes including leisure participation. The paper argues that leisure participation facilitates coping with life stress in two ways. First, one of the most effective sources of relief from life stress has been shown to be the perception that social support is available. Leisure has been demonstrated to be highly social in nature and to facilitate development of friendships. Companionship in shared leisure activity appears to provide effective relief for people as they deal with excesses of daily life stresses. In addition, many leisure experiences have the capacity to provide feelings of support. Second, dispositions reflecting self-determination (e.g. hardiness, locus of control) have also been shown to contribute to people's coping capacities and health. Perceptions of freedom, control, competence and intrinsic motivation that are central to many leisure experiences are believed to induce these stable beliefs in self-determination.
Employing multiple regression analysis, a set of six variables explained 39% of the variance in life satisfaction (leisure satisfaction, satisfaction with standard of living, satisfaction with family relations and activities, satisfaction with health, leisure participation, and marital status). Leisure satisfaction showed the greatest contribution, accounting for 20% of the variance in life satisfaction (more than 50% of the total variance explained). Also, it was found that: 1) the higher the frequency of participation in leisure activities, the higher the life satisfaction; 2) the more the leisure participation, the higher the leisure satisfaction; 3) the greater the leisure satisfaction, the greater the life satisfaction; and 4) all six leisure satisfaction components correlated positively with life satisfaction.-from Authors
Some of the determinants of leisure participation were identified and investigated. Among those determinants were leisure attitude, age, and sex. Studies investigating the relationships among leisure satisfaction and leisure participation and leisure attitude had not been conclusive. In this study, utilizing step-wise analysis and correlation of coefficient satisfaction was found to be the strongest contributor and predicator of leisure participation, more than any other variables, such as; leisure attitude, income, age, mode of employment, or length of marriage. Years of education and sex were found to be additional determinants of participation. Moreover, leisure satisfaction was the only variable which contributed to leisure attitude.
Six categories of leisure were utilized. Leisure satisfaction associated with those categories in this order, the strongest relation was with hobbies, then cultural activities, sports activities, social activities, outdoor activities, and mass media activities.
The literature on subjective well-being (SWB), including happiness, life satisfaction, and positive affect, is reviewed in three areas: measurement, causal factors, and theory. Psychometric data on single-item and multi-item subjective well-being scales are presented, and the measures are compared. Measuring various components of subjective well-being is discussed. In terms of causal influences, research findings on the demographic correlates of SWB are evaluated, as well as the findings on other influences such as health, social contact, activity, and personality. A number of theoretical approaches to happiness are presented and discussed: telic theories, associationistic models, activity theories, judgment approaches, and top-down versus bottom-up conceptions.
This study examined whether spouse support moderates the relation between serious leisure (Stebbins, 1992) and spouses' perceived leisure-family conflict. Buchanan's (1985) perspective on leisure commitment as affective attachment, side bets, and behavioral consistency was used to measure commitment to serious leisure. Subjects were 342 spouses of runners who responded to a survey. Results of hierarchical moderated regression analyses showed the relationship between runners' commitment and leisure-family conflict was moderated by spouses' level of support for running. Implications of spouses' support for leisure interests are discussed with recommendations that future research address balance between leisure and family.
This study develops and tests a model where work-family conflict is posited as a mediator between work overload and burnout (exhaustion and disengagement), and positive affectivity as a moderator of the relationships between work overload, and work-family conflict and burnout. Data for the study were collected from a sample of 620 full-time frontline hotel employees in Turkey. Hierarchical multiple regression analysis was employed in analyzing the data. The results show that work-family conflict fully mediates the impacts of work overload on exhaustion and disengagement. Also positive affectivity reduces the effect of work-family conflict on disengagement. Implications of the empirical results and directions for future research are delineated in the study. In this study we develop a model and test eight hypotheses that are based on the precepts of the Conservation of Resources (COR) theory [16]. We contend that work overload is a predictor of work-family conflict which influences the two dimensions of burnout (exhaustion and disengagement). In other words, our model proposes that work-family conflict acts as a full mediator between work overload and the burnout dimensions. In the remainder of the paper, we present our hypotheses. This is followed by discussions of the method and findings of our empirical study. We conclude with implications of the results and directions for future research.
Previous studies used only one item or one dimension to measure work-leisure conflict, which makes it impossible to present the nature of this conflict appropriately. To measure work-leisure conflict appropriately, we define work-leisure conflict as a form of interrole conflict in which the role pressures from work and leisure domains are mutually incompatible in some respect. Subsequently, we propose a multidimensional construct of work-leisure conflict and develop a corresponding scale, BI-WLCS. Through a rigorous development process, two directions, conflict due to work interfering with leisure and conflict due to leisure interfering with work, as well as three forms, time-based, strain-based, and behavior-based conflicts, of BI-WLCS were identified. The BI-WLCS was proven to have good fit, reliability and validity. This multidimensional scale provides an effective instrument for measuring levels of work-leisure conflict, and offers ways for stress management in practice and accentuates the research of work-leisure conflict issues academically.
Several ways in which leisure can help people cope with stress have been proposed and studied, but a comprehensive set of leisure stress-coping types or dimensions has not been identified. The purpose of this article is to propose a new conceptualization of leisure stress coping and identify different ways in which leisure may contribute to people's ability to cope with stress. The dimensions of leisure stress coping proposed (e.g., a self-determination disposition, leisure empowerment, leisure companionship, leisure palliative coping) are based on an integrative review of social psychological research and leisure research on stress and coping. As an initial attempt to explore a potential of the conceptual model, we developed new scales for measuring the dimensions of leisure stress coping. The examination of internal consistency and confirmatory factor analysis of the scales provided preliminary evidence for the scales' reliability and validity. Implications for future research regarding the conceptual model and the stress-coping scales are discussed.
Many organizations have implemented a variety of initiatives to address work-family conflict issues. This study investigates the impact of formal and informal work-family practices on both work-to-family and family-to-work conflict (WFC, FWC) and a broad set of job-related outcomes. We utilized structural equation modeling to analyze data from the 1997 National Study of the Changing Workforce (NSCW). Results showed that negative career consequences and lack of managerial support were significantly related to work-to-family conflict. These were significant predictors of conflict even when accounting for the effects of work schedule flexibility. Work-to-family conflict was linked to job dissatisfaction, turnover intentions and stress, while family-to-work conflict was linked to stress and absenteeism. There were no apparent differences between women and men in terms of the observed relationships.
The Satisfaction With Life Scale (SWLS) is an established measure of life satisfaction, a concept central to the research area of subjective well-being. The purpose of the present study was to test the psychometric properties of the SWLS using confirmatory factor analysis, including tests of measurement invariance across sex and age. A nationwide cross-sectional study was performed based on the data of 2900 Swedish student teachers. A unidimensional measurement model of the SWLS was tested and received empirical support. The results further indicate that the SWLS is invariant across sex but not across age. When scrutinizing the local fit of the model, the results indicate that item 4 and item 5 are sensitive to age and that these items may need to be rephrased. The modification indices of the model suggested an alternation of the factor structure. Hence a theoretically supported, two-factor second-order measurement model was tested. The two-factor second-order model had a superior fit compared to the unidimensional model, suggesting that the factor structure of the SWLS may have to be reconsidered. The study both expands and adds support to the existing body of life satisfaction literature.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
Although the methodological literature is replete with advice regarding the development and validation of multi-item scales based on reflective measures, the issue of index construction using formative measures has received little attention. The authors seek to address this gap by (1) examining the nature of formative indicators, (2) discussing ways in which the quality of formative measures can be assessed, and (3) illustrating the proposed procedures with empirical data. The aim is to enhance researchers' understanding of formative measures and assist them in their index construction efforts.
Most research on work-nonwork conflict emphasizes time allocation, evoking the metaphor of "balancing" time. Balance imagery is restrictive because it neglects the perceptual experience of time and the subjective meanings people assign to it. We propose an alternative metaphor of time as a "container of meaning." Drawing upon role-identity and self-discrepancy theories, we develop a model and propositions relating meanings derived from work and nonwork time to the experience of work-nonwork conflict. We argue that work-nonwork conflict is shaped not only by time's quantitative aspect but also by the extent to which work and nonwork time is identity affirming versus identity discrepant.
This study investigated the direct effects among work/family conflicts, job, marital and life satisfactions reported by a Hong Kong sample. Seventeen hundred questionnaires were sent to three different professions in Hong Kong and 497 successful responses were obtained. The findings indicated that work and family conflicts as well as interrole conflict affected job satisfaction and marital satisfaction. Likewise, life satisfaction reported by the respondents was affected by their level of job satisfaction and marital satisfaction as well.
The aim of the research was to examine further the relationships among levels of work stress, social sup port, and well-being. In the first instance, it was proposed that high levels of work stress (role ambiguity, role conflict, work overload, and underutilisation of skills) would have a negative impact on job satisfaction and psychological well-being. Second, it was proposed that the perceived availability of support for work-related problems would have both direct and stress-buffering effects on levels of well-being. These hypotheses were tested in a study of 153 employees of a large public sector organisation. After control of the potential confounding effects of neuroticism, there was some support for the proposed affects of work stress and social support on well-being. Role ambiguity and role conflict emerged as significant predictors of both psychological well-being and job satisfaction. There was also some support for the proposed role of underutilisation of skills; however, contrary to expectations, the experience of quantitative work overload did not have a significant main effect on either psychological well-being or job satisfaction. As expected, there was evidence to suggest that, irrespective of the level of stress, levels of supervisor support had main effects on levels of well-being. Consistent with Cohen and Wills' (1985) stress-support matching hypothesis, there was also some evidence to suggest that the availability of work-related support (from one's supervisor) buffered the negative effects of work stress (role conflict and work overload).
We define social support as “an exchange of resources between two individuals perceived by the provider or the recipient to be intended to enhance the well-being of the recipient.” We then discuss the assumptions and implications of this definition and address several gaps in the support literature. Specifically, we consider the costs and benefits of supportive exchanges for both participants, the dual and possibly incongruent perceptions of support held by the provider and the recipient, and the importance of non-network sources of support. In addition, we distinguish between the health-sustaining versus health-compensating functions of support and how these functions link with the resources provided in supportive exchanges. We next address the factors that can influence support effects and suggest a broad range of outcomes for both the provider and the recipient. Finally, we distinguish the dimensions of support from the contextual variables that can influence its quality and effectiveness.
Along with the development of scientific disciplines, namely social sciences, hypothesized relationships become increasingly more complex. Besides the examination of direct effects, researchers are more and more interested in moderating effects. Moderating effects are evoked by variables whose variation influences the strength or the direction of a relationship between an exogenous and an endogenous variable. Investigators using partial least squares path modeling need appropriate means to test their models for such moderating effects. We illustrate the identification and quantification of moderating effects in complex causal structures by means of Partial Least Squares Path Modeling. We also show that group comparisons, i.e. comparisons of model estimates for different groups of observations, represent a special case of moderating effects by having the grouping variable as a categorical moderator variable. We provide profound answers to typical questions related to testing moderating effects within PLS path models:1.
How can a moderating effect be drawn in a PLS path model, taking into account that the available software only permits direct effects?
2.
How does the type of measurement model of the independent and the moderator variables influence the detection of moderating effects?
3.
Before the model estimation, should the data be prepared in a particular manner? Should the indicators be centered (by having a mean of zero), standardized (by having a mean of zero and a standard deviation of one), or manipulated in any other way?
4.
How can the coefficients of moderating effects be estimated and interpreted?And, finally:
5.
How can the significance of moderating effects be determined?
Borrowing from the body of knowledge on modeling interaction effect within multiple regression, we develop a guideline on how to test moderating effects in PLS path models. In particular, we create a graphical representation of the necessary steps to take and decisions to make in the form of a flow chart. Starting with the analysis of the type of data available, via the measurement model specification, the flow chart leads the researcher through the decisions on how to prepare the data and how to model the moderating effect. The flow chart ends with the bootstrapping, as the preferred means to test significance, and the final interpretation of the model outcomes.
Personality has been found to be more strongly associated with subjective well-being in many instances than are life circumstances.
In part, this might be due to the fact that temperament and other individual differences can influence people’s feelings and
evaluations of their lives, but also because people’s emotions are an inherent part of personality. This chapter discusses
the heritability of “happiness,” that portion of subjective well-being that is due to genetic differences between individuals.
The stability of subjective well-being over time is substantial, and this is likely due in part to the stability of personality.
Specific personality traits are related to various types of well-being. For example, extroversion appears to be more strongly
related to positive emotions, while neuroticism is more related to negative feelings. Although personality is an important
correlate of subjective well-being, situations and life circumstances can in some cases have a considerable influence as well.
Furthermore, personality can to some degree change over time, and with it, levels of subjective well-being can change.
This study was planned to ascertain whether the activity of holidaytaking has any impact on the life satisfaction or subjective well-being of those taking vacations. The results indicated that such activity changed the sense of well-being of those participating in it. A comparison between a holidaytaking group and non-holidaytaking control group provided evidence that the former experienced a higher sense of well-being prior and post their travels when compared to the latter. Although the effect sizes are mostly small, the evidence suggests that holidaytaking has the potential to enhance the level of happiness of those enjoying it, not causing individuals to feel any worse off than before traveling.RésuméLes vacances et le sentiment du bien-être. On a structuré cette étude pour déterminer si l’activité de prendre des vacances a un impact sur la satisfaction de la vie ou la perception de bien-être par ceux qui prennent des vacances. Les résultats indiquent que cette activité a changé le sentiment de bien-être de ceux qui partent en vacances. Une comparaison entre un groupe qui part en vacances et un groupe témoin qui ne prend pas de vacances a manifesté que le premier groupe avait un meilleur sens de bien-être avant et après leur voyage que le deuxième groupe. Bien que l’importance de l’effet soit relativement petite, l’évidence suggère que les vacances offrent la possibilité d’augmenter le niveau de bonheur de ceux qui en profitent et ne font pas que les individus se sentent moins bien qu’avant de partir.
The aim of the present study was to examine the role of the Big Five personality dimensions as possible moderating factors between two types of work–family conflicts: work interference with family (WIF); and family interference with work (FIW); and their relationship to well-being in the domains of work and family generally as well. The participants were fathers (n=296) who took part in a national family research project in the Netherlands in 1995. All fathers were employed full-time. The results showed that emotional stability moderated the relationships between WIF and job exhaustion and between WIF and depression. In addition, agreeableness moderated the relationship between FIW and marital satisfaction. Consequently, emotionally stable fathers were protected from negative effects of WIF on well-being at work (job exhaustion) and on general well-being (depression). In the same way, agreeable fathers were protected from negative effects of FIW on marital satisfaction. Besides these moderating effects, both WIF and FIW and emotional stability and agreeableness had main effects on well-being.
Front-line employees in tourism attractions are vital elements in the quest for service quality and visitor satisfaction. The tourism attraction work environment presents a variety of demands and pressures which may become sources of stress for personnel. Stress can have negative impacts on both the employee and the organization. It is therefore important to identify and understand the stressors experienced by employees in order to develop appropriate management methods. The study reported in this article investigated the stressors experienced by 102 front-line attraction personnel in 14 Australian tourist settings. The coping strategies used to deal with stressors were also recorded. The results indicate that although certain structural characteristics of the employee's job caused stress, management and management behaviour was the principal source of stress for respondents.
On the basis of Conservation of Resources theory, we investigated how social support from supervisor, co-workers, life partner, and family members is associated with work–family conflicts in N = 107 working mothers. We used data from a cross-sectional questionnaire and a standardized diary to examine two possible forms of interplay: (a) Social support as an antecedent of work–family conflicts, and (b) moderating effects of social support on the relationship between domain-specific strain and work–family conflicts. Overall, results favored social support as an antecedent of work–family conflicts.
Abstract: This study expands upon previous research on the antecedents (job demands and job resources) and outcomes of frontline employee burnout, and examines the role of customer orientation (CO) in the burnout process. Using data from frontline bank employees in New Zealand, we investigate both the direct relationships of CO to burnout and job outcomes (job performance and turnover intentions) and the buffering role of CO concerning the relationships between job demands, burnout, and job outcomes. The study results show that burnout mediates the effects of job demands and job resources on job performance and turnover intentions. Besides being directly related to burnout and job performance, CO also buffers the dysfunctional effects of job demands on burnout and job outcomes. Implications of the results are discussed and future research avenues are offered. [Copyright &y& Elsevier] Copyright of Journal of Retailing is the property of Elsevier Science Publishing Company, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Problem statement: The use of a mediation model for understanding the mediating impact of work-family conflict on the relationship between role overload and emotional exhaustion has not been given much attention. Approach: This study tested a mediation model consisting of emotional exhaustion as the dependent variable and role overload as the independent variable, with work-family conflict as its mediator. Data were gathered from a sample of 220 female junior physicians aged 40 years and below, having at least one child as well as working full-time in 14 public hospitals in Malaysia, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results: Results of correlation analyses revealed that role overload was significantly related to work-family conflict and emotional exhaustion and work-family conflict was significantly related to emotional exhaustion. Results of a series of multiple regression analyzed indicated that work-family conflict partially mediated the relationship between role overload and emotional exhaustion. Conclusion/Recommendations: Junior physicians who experience role overload seem to be more emotionally drained and seem to experience greater conflict between work and family roles. There is a need to reduce the role overload that physicians experience by reviewing the ratio between physicians and patients and re-assessing the number of work hours and the weekly frequency of on-calls. Limiting on-call frequency and hours may be more likely to reduce work-family conflict as well as emotional exhaustion.
This study, conducted on a nation-wide sample of Dutch junior doctors (also called medical residents) (N =2115), investigated the unique relationships of workaholism with burnout and well-being, and hypothesized that (inter- and intra-) role conflict would mediate these effects. The results of multi-group structural equation modelling analyses offered support for this model. Specifically, role conflict fully mediated the relationships between workaholism (i.e. working excessively and working compulsively) and job demands (i.e. emotional, mental and organizational demands) on the one hand, and burnout (i.e. emotional exhaustion, depersonalization and reduced medical accomplishment) and well-being (job satisfaction, happiness and perceived health) on the other hand. This indicates that workaholism contributed incrementally to explaining positive (well-being) and negative (burnout) outcomes beyond common indicators of job demands.
This paper reviews the evidence concerning the relationship between workers' experiences on and off the job. Of particular interest is the debate over two rival hypotheses: the "spillover" hypothesis and the "compensation" hypothesis. The former argues that workers' experiences on the job carry over into the nonwork arena, and possibly vice versa, such that there develops a similarity in the patterning of work and nonwork life. The latter marshals several arguments for a negative association between work and nonwork, for example, the contention that the work situation is likely to be deficient in needfulfillment, at least in some respects, for most workers and that they will compensate for these deficiencies in their choices of leisure and family activities. Data from relevant studies support the notions of spillover and compensation under different conditions but, overall, offer more evidence of spillover than compensation. Support for spillover, for example, is reflected in the positive correlations between general types of activities engaged in at work and corresponding types of activities in nonwork. Support is also shown in the positive correlations between subjective reactions to work and to leisure and family life. The most important exceptions to this pattern of spillover concern physical effort on the job. Workers who expend a relatively great amount of physical effort at work are less involved in nonwork activities and less likely to be physically active away from their jobs. Peer Reviewed http://deepblue.lib.umich.edu/bitstream/2027.42/67317/2/10.1177_001872678003300203.pdf
Thesis (Ph. D.)--State University of New York at Buffalo, 1991. Includes bibliographical references (leaves 63-72). Photocopy of typescript.