Abstract:
The purpose of this study is to develop and test a model that investigates the selected antecedents and consequences of work-family conflict and family-work conflict in frontline service jobs. Data were obtained from a sample of full-time frontline employees in Northern Cyprus hotels as its setting. The results of the path analysis showed that negative affectivity (NA) amplified employees' work-family conflict and family-work conflict. Work-family conflict was found to be a significant outcome of work overload, whereas family-work conflict was not. Neither work-family conflict nor family-work conflict significantly influenced creative performance. The results indicated that work-family conflict was significantly and negatively related to career satisfaction, whereas family-work conflict was not. In addition, conflict between family and work domains exacerbated turnover intentions. However, the results did not lend any support to the relationship between work-family conflict and turnover intentions. There was no empirical support for the impact of NA on work overload. The results demonstrated that career satisfaction had a significant negative impact on turnover intentions. The findings regarding the relationships among work overload, creative performance, and career satisfaction were in the hypothesized directions. Implications of the findings and avenues for future research are presented in the study
Description:
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