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The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention
Work–life balance (WLB) is an important concern for all workers irrespective of their age, sex, education level, family structure, or occupation. This study analyzes WLB’s mediating effects and the ease of using WLB programs in the relationship between WLB organizational culture of hotels and turnov...
Autores principales: | , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
MDPI
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8948766/ https://www.ncbi.nlm.nih.gov/pubmed/35329169 http://dx.doi.org/10.3390/ijerph19063482 |
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author | Yu, Han-Sun Lee, Eun-Jun Na, Tae-Kyun |
author_facet | Yu, Han-Sun Lee, Eun-Jun Na, Tae-Kyun |
author_sort | Yu, Han-Sun |
collection | PubMed |
description | Work–life balance (WLB) is an important concern for all workers irrespective of their age, sex, education level, family structure, or occupation. This study analyzes WLB’s mediating effects and the ease of using WLB programs in the relationship between WLB organizational culture of hotels and turnover intention of its culinary staff. We conducted a survey featuring 320 culinary staff members at hotels in Incheon from 10 to 30 August 2020 and performed statistical analysis using 290 responses. We find that the company’s willingness for WLB, empathetic communication with colleagues, material support of colleagues for WLB, and the ease of using WLB programs in organizational culture had a positive impact on WLB. The company’s willingness for WLB, boss’s consideration for WLB, empathetic communication with colleagues, and material support of colleagues for WLB in organizational culture had a negative impact on turnover intention. The ease of using WLB programs had no indirect effect on the relationship between organizational culture and turnover intention. However, WLB had an indirect effect on the relationship between the four components except for the boss’s consideration for WLB and turnover intention. Hotel management should create an organizational culture that supports the WLB of culinary staff. |
format | Online Article Text |
id | pubmed-8948766 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | MDPI |
record_format | MEDLINE/PubMed |
spelling | pubmed-89487662022-03-26 The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention Yu, Han-Sun Lee, Eun-Jun Na, Tae-Kyun Int J Environ Res Public Health Article Work–life balance (WLB) is an important concern for all workers irrespective of their age, sex, education level, family structure, or occupation. This study analyzes WLB’s mediating effects and the ease of using WLB programs in the relationship between WLB organizational culture of hotels and turnover intention of its culinary staff. We conducted a survey featuring 320 culinary staff members at hotels in Incheon from 10 to 30 August 2020 and performed statistical analysis using 290 responses. We find that the company’s willingness for WLB, empathetic communication with colleagues, material support of colleagues for WLB, and the ease of using WLB programs in organizational culture had a positive impact on WLB. The company’s willingness for WLB, boss’s consideration for WLB, empathetic communication with colleagues, and material support of colleagues for WLB in organizational culture had a negative impact on turnover intention. The ease of using WLB programs had no indirect effect on the relationship between organizational culture and turnover intention. However, WLB had an indirect effect on the relationship between the four components except for the boss’s consideration for WLB and turnover intention. Hotel management should create an organizational culture that supports the WLB of culinary staff. MDPI 2022-03-15 /pmc/articles/PMC8948766/ /pubmed/35329169 http://dx.doi.org/10.3390/ijerph19063482 Text en © 2022 by the authors. https://creativecommons.org/licenses/by/4.0/Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https://creativecommons.org/licenses/by/4.0/). |
spellingShingle | Article Yu, Han-Sun Lee, Eun-Jun Na, Tae-Kyun The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention |
title | The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention |
title_full | The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention |
title_fullStr | The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention |
title_full_unstemmed | The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention |
title_short | The Mediating Effects of Work–Life Balance (WLB) and Ease of Using WLB Programs in the Relationship between WLB Organizational Culture and Turnover Intention |
title_sort | mediating effects of work–life balance (wlb) and ease of using wlb programs in the relationship between wlb organizational culture and turnover intention |
topic | Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8948766/ https://www.ncbi.nlm.nih.gov/pubmed/35329169 http://dx.doi.org/10.3390/ijerph19063482 |
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