The present study aims to investigate the mediating role of work–family conflict (WFC) and family–work conflict (FWC) on the effects of workload and the generic and specific work–family social support in job stress.
Using AMOS 20 through bootstrap analysis for indirect effect, the study assessed the abovementioned relationships based on data collected from 258 respondents in the hospitality industry in Quebec.
The findings indicate that workload increases job stress via WFC and FWC. Both generic and specific work–family social support decrease job stress through WFC and FWC. Organizational support for reconciling work and family life is more significant than generic supervisor support. Family support reduces job stress via WFC but not via FWC.
In future studies, it would be interesting to explore the effects of variables such as gender, marital status, hotel category and the job category, as well as cultural origin.
The results of this research should alert employers in the hospitality industry to engage in family-friendly policies that include not only practices such as working time arrangements, family leave and onsite child care services, but also to be committed to create a family-friendly culture and to adopt the best forms of supportive policies at work.
By emphasizing cross-domain effects, the present research contributes to the existing knowledge by testing the mediating role of WFC and FWC in the effects of workload and various resources of social support on job stress.
Mansour, S. and Tremblay, D.-G. (2016), "Workload, generic and work–family specific social supports and job stress: Mediating role of work–family and family–work conflict", International Journal of Contemporary Hospitality Management, Vol. 28 No. 8, pp. 1778-1804. https://doi.org/10.1108/IJCHM-11-2014-0607
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