Abstract
Women account for a large proportion of the hotel industry. Work-life conflict has become one of the main obstacles to the organizational commitment of women. Thus, this study investigates the relationship for women between work-life balance, as an independent variable, and organizational commitment, as a dependent variable. Specifically, we examine women's work-life balance in the hospitality industry and compare women's organizational commitment under different levels of work-life balance. Then, we assess whether women's work-life balance and organizational commitment are associated with their sociodemographic characteristics (i.e., age, education, working years, and position level). Data were collected from 525 women employees in China. Multiple linear regression analyses were conducted to identify the relationship between work-life balance and organizational commitment. The results showed that work-life balance had a significant effect on organizational commitment. There was also a significant relationship between women's sociodemographic characteristics, work-life balance, and organizational commitment.
Highlights
Organizational commitment refers to employees’ responsibilities and obligations to the organization and is the attitude or behavioral tendency derived from the recognition of organizational goals (Becker, 1960)
Respondents strongly agreed with the following statement regarding work-life balance: “I look forward to being with the people I work with each day” (M = 6.14)
Respondents agreed with the following work-life balance statement: “I feel happy when I have quality time for my family life” (M = 3.91)
Summary
Organizational commitment refers to employees’ responsibilities and obligations to the organization and is the attitude or behavioral tendency derived from the recognition of organizational goals (Becker, 1960). Organizational commitment has become an important research field in occupational psychology, with the majority of such studies focusing on job satisfaction, turnover intention, and organizational citizenship behavior (Mathieu et al, 2016; Musringudin et al, 2017; Yousef, 2017). Most researchers find that the influencing factors of organizational commitment are personal characteristics, work experience, employee engagement, etc. Most studies have focused on work-life balance as an influence on organizational commitment (Dave, 2017; Berk and Gundogmus, 2018). Prior studies have pointed out that if the organization can provide various support measures for employees to help them achieve work-life balance, they will internally attach more to the organization by recognizing its organizational value (Jeongkoo and Shane, 2002; Rhoades and Eisenberger, 2002; Pradhan et al, 2016). The greatest challenge for women is how to balance their family life and their work
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