TY - JOUR
T1 - Understanding work-family spillover in hotel managers
AU - Lawson, Katie M.
AU - Davis, Kelly D.
AU - Crouter, Ann C.
AU - O'Neill, John W.
N1 - Funding Information:
We would like to thank the Alfred P. Sloan Foundation (2004-12-4) and the NICHD ( U01 HD051217-03 ) for providing support for this research. This research was conducted as part of the Work, Family and Health Network, which is funded by a cooperative agreement through the National Institutes of Health and the Centers for Disease Control and Prevention: National Institute of Child Health and Human Development (Grant # U01HD051217, U01HD051218, U01HD051256, U01HD051276 ), National Institute on Aging (Grant # U01AG027669 ), Office of Behavioral and Science Sciences Research, and National Institute for Occupational Safety and Health (Grant # U010H008788 ). The contents of this publication are solely the responsibility of the authors and do not necessarily represent the official views of these institutes and offices. Special acknowledgement goes to Extramural Staff Science Collaborator, Rosalind Berkowitz King, Ph.D. (NICHD) and Lynne Casper, Ph.D. (now of the University of Southern California) for design of the original Workplace, Family, Health and Well-Being Network Initiative. Persons interested in learning more about the Network should go to http://www.kpchr.org/workplacenetwork .
PY - 2013/6
Y1 - 2013/6
N2 - The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs' jobs and retention.
AB - The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs' jobs and retention.
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U2 - 10.1016/j.ijhm.2012.09.003
DO - 10.1016/j.ijhm.2012.09.003
M3 - Article
C2 - 23888092
AN - SCOPUS:84876101870
SN - 0278-4319
VL - 33
SP - 273
EP - 281
JO - International Journal of Hospitality Management
JF - International Journal of Hospitality Management
IS - 1
ER -