Abstract
This exploratory study aims to identify and examine Norwegian hotel middle managers' issues of work–family conflicts (WFCs) and work–family enrichment (WFE). Qualitative data were collected using in-depth interviews from 12 purposively selected middle managers working in Norway, and interpretative phenomenological analysis was employed. The middle managers had experienced time-based, strain-based and behaviour-based WFCs in their workplaces, with consequent negative impacts on their work, family, physical and psychological health outcomes. However, they had encountered instrumental and affective WFE which buffered negative WFCs. They recognised that flexible and reduced work schedules, longer opening hours of childcare centres and family orientation policies could help to reduce WFCs, increase workers' organisational commitment, motivation and job satisfaction. This study concludes that WFCs have not spared the Norwegian hotel industry and recommends the need to interface work and family roles. The findings supplement existing knowledge of middle managers' WFCs and WFE by focusing on the Norwegian hotel industry.
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