Impacts of Work–Family Conflict on Female Hospitality Employees’ Job Outcomes

Abstract

ABSTRACTThe aims of this study were, first, to examine female hospitality employees’ perceptions of work–family conflict in both directions (work interfering with family and family interfering with work) and compare the differences between developed and developing areas; and, second, to test the mechanisms that link female hospitality employees’ work–family conflict to job satisfaction and turnover intention and examine the potential mediating effects of job satisfaction on the relationship between work–family conflict and turnover intention. A sample of 322 female hospitality employees in Guangzhou and Zhangjiajie completed the survey. Hierarchical regression analysis revealed that female employees perceived more work interfering with family (WIF) than family interfering with work (FIW). Female employees in Guangzhou perceived higher work–family conflict, both WIF and FIW, than their counterparts in Zhangjiajie. WIF was negatively related to job satisfaction and positively to turnover intention, but the effects of FIW on job outcomes were insignificant. Lastly, job satisfaction was demonstrated to partially mediate the relationship between WIF and turnover intention. Important implications and applications are provided for researchers and practitioners.