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dc.contributor.authorZhao, X. R.
dc.contributor.authorQu, H.
dc.date.accessioned2017-09-28T18:07:45Z
dc.date.available2017-09-28T18:07:45Z
dc.date.issued2011
dc.identifier.urihttp://hdl.handle.net/10919/79442
dc.description.abstractThe study was designed to clarify the ambivalent relationships between work-family conflict (WFC) and measures of satisfaction. Both the direct and indirect effects of WFC on job and life satisfaction were investigated. Job satisfaction was also separated into two components: affective reaction and cognitive appraisal. Data were collected by a field survey of 121 sales managers from 26 hotels in China. Structural Equation Modeling (SEM) indicated a critical role of one's affective reaction to his/her job in the relationship between WFC and life satisfaction. Specifically, the present study found that both work interfering with family (WIF) and family interfering with work (FIW) have a significant negative association with an individual's affective reaction to his/her job, while only FIW reduced the cognitive appraisal of a job. Further, effective reaction, rather than the cognitive appraisal, had a significant positive correlation with life satisfaction. Finally, FIW was negatively associated with life satisfaction. The results suggest the strategic role of family-friendly human resource policies in hotels.en_US
dc.format.mimetypeapplication/pdf
dc.language.isoenen_US
dc.publisherVirginia Techen_US
dc.rightsCreative Commons Attribution 4.0 International*
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/*
dc.subjectWork–family conflicten_US
dc.subjectWork interfering with familyen_US
dc.subjectFamily interfering with worken_US
dc.subjectJob satisfactionen_US
dc.subjectLife satisfactionen_US
dc.subjectChinaen_US
dc.subjectsales manageren_US
dc.titleExamining the relationship of work–family conflict to job and life satisfaction: A case of hotel sales managers [Summary]en_US
dc.typeSummaryen_US
dc.description.notes46-54.en_US
dc.title.serialInternational Journal of Hospitality Managementen_US
dc.type.dcmitypeText


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Creative Commons Attribution 4.0 International
License: Creative Commons Attribution 4.0 International