Abstract
Purpose: Building on the Conservation of Resources theory, this paper examined the unique and interactive associations of negative and positive work-to-family spillover (NWFS and PWFS, respectively) at the individual and organizational level with hotel managers' work exhaustion and satisfaction, beyond job demands and supervisors' leadership style.Design/Methodology/Approach: Guided by the levels of analysis framework, we first tested the unique associations of NWFS and PWFS with emotional exhaustion and job satisfaction at the individual level (571 hotel managers), beyond job demands supervisors' leadership style. Second, using multilevel modeling, we tested the climate effects of NWFS and PWFS on emotional exhaustion and job satisfaction aggregated at the organizational level (41 hotels). Third, we examined the role of the organizational climate of PWFS in the associations of individual-level NWFS with emotional exhaustion and job satisfaction.Findings: Beyond the effects of psychological job demands and supervisor's transformational leadership, at the individual level, hotel managers who experienced higher NWFS than other managers reported more exhaustion and lower job satisfaction, whereas those with higher PWFS reported less exhaustion and higher satisfaction. At the organizational level, working in hotels where the average level of NWFS was higher than other hotels was associated with feeling more exhaustion of the individual members; working in hotels with higher PWFS was associated with feeling less exhaustion. The negative link between individual-level NWFS and job satisfaction was buffered when organization-level PWFS was higher, compared to when it was lower.Originality/Value: This study moves beyond a focus on traditional job characteristics, toward considering individual and organizational experiences in the work-family interface as unique predictors of work exhaustion and satisfaction. Strengths of the study include illuminating organizational work-family climate effects such that coworkers' shared experiences of NWFS and PWFS explain individual members' work exhaustion, beyond their own experiences of spillover. The results also highlight that a high level of organizational PWFS can buffer the negative effects of individual NWFS.
Highlights
Work and family are interconnected spheres of life that play a vital role in employee well-being
Guided by the Conservation of Resources (COR) theory (Hobfòll, 1989, 2001) that links between resources and stress in the work-family interface, this study examined the unique and interactive associations of Negative WFS (NWFS) and positive WFS (PWFS) with hotel managers’ work-related emotional exhaustion and job satisfaction at the individual and organizational levels
Each manager in a hotel provided unique information of NWFS and PWFS, and work exhaustion and satisfaction, with 1.4–4.4 percent of the variability in the variables were attributable to differences between hotels
Summary
Work and family are interconnected spheres of life that play a vital role in employee well-being. Negative WFS (NWFS) refers to strain from the workplace interfering with one’s family and personal life, whereas positive WFS (PWFS) indicates positive moods and energy from work facilitating performance of family and personal roles (Grzywacz and Marks, 2000). Examining hotel managers was of our interest, because their work experiences are more likely to be spilled over to the home because of their long work hours, unpredictable work schedules, and permeable boundaries between work and family (Cleveland et al, 2007; Lawson et al, 2013). During the pilot work in which this study is based, the hotel managers described frustrations that arise due to interruptions at home and having to be available at all times for hotel needs (Cleveland et al, 2007), which were associated with the experience of high NWFS (Lawson et al, 2013)
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