Abstract
The purpose of this study is to examine core self-evaluations as a moderator of the effects of work–family conflict, family–work conflict, work–family facilitation, and family–work facilitation on turnover intentions. This study also investigates the effects of two directions of conflict and facilitation on turnover intentions. Based on data collected from a sample of full-time frontline hotel employees in Iran, the previously mentioned relationships were tested using hierarchical multiple regression analysis. The results reveal that core self-evaluations strengthen the negative effects of work–family facilitation and family–work facilitation on turnover intentions. The results further indicate that work–family conflict and family–work conflict exacerbate turnover intentions, while only family–work facilitation alleviates turnover intentions. Implications of the findings are discussed, and their future research directions are offered.
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