Investigating Masculinity and Femininity Effects on Work-Family Conflict

Open Access
- Author:
- Garland, Abigail
- Area of Honors:
- Hospitality Management
- Degree:
- Bachelor of Science
- Document Type:
- Thesis
- Thesis Supervisors:
- Phillip Michael Jolly, Thesis Supervisor
Phillip Michael Jolly, Thesis Honors Advisor
Michael J Tews, Jr., Faculty Reader - Keywords:
- Work-family conflict
Hospitality
Masculinity
Femininity
Cultural Values
Stress
Turnover Intentions - Abstract:
- Due to the extensive and time-consuming nature of a hospitality employee’s job, moods, stress, emotions, and behaviors created at work may spill over into family time. The demands produced by working in the hospitality industry can make it difficult for employees to balance their work and personal lives, thus leading to a conflict between the two. Work-family conflict can have detrimental consequences such as decreased employee performance, job dissatisfaction, absenteeism, and high turnover if it is not managed properly (Magnini, 2009). In order to know the right procedures to implement to improve the quality of work life, a company must take into consideration all circumstances (i.e., culture, work-family conflict) that could affect their employees’ job satisfaction and organizational commitment. In organizations like hotels and restaurants, cultures are inherent in visible and conscious practices such as the way employees perceive what goes on in their environment (Hofstede, 2011). Culture has a strong impact on the way individuals work, behave, and interact with others. One dimension that is important for observing different approaches to work in the hospitality industry is Masculinity versus Femininity. This dimension relates to the division of emotional and social roles between genders. The objective of this study is to determine how the cultural values of Masculinity and Femininity affect a hospitality employee’s stress reactions to work-family conflict and their intent to leave their job.