호텔 기혼 남성 직원의 일-가정 갈등에 관한 연구
A Study on the Work-Family Conflict among Married Male Employees in the Hotel Industry
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Based on data obtained from married male employees of 5 star hotels in Seoul, thecurrent study examined whether they experience work to family conflict higher than familyto work conflict. This study also tested the direct effects of work-family conflict(workto family conflict/ family to work conflict) on job satisfaction and the direct effect ofjob satisfaction on affective commitment. In addition, the moderating effect of affectivecommitment between work-family conflict and job satisfaction was tested. The resultsshowed that the level of work to family conflict of married male employees was higherthan family to work conflict. The findings of the study also provided empirical supportfor the negative impact of work to family conflict on job satisfaction. There was an additionalempirical support for the hypothesis that job satisfaction has a significantly positive impacton affective commitment. However, this study provided no empirical support for the moderatingeffect of affective commitment between work-family conflict and job satisfaction. At the last chapter, implications of the empirical results and limitations of the study arediscussed.
Abstract
Based on data obtained from married male employees of 5 star hotels in Seoul, thecurrent study examined whether they experience work to family conflict higher than familyto work conflict. This study also tested the direct effects of work-family conflict(workto family conflict/ family to work conflict) on job satisfaction and the direct effect ofjob satisfaction on affective commitment. In addition, the moderating effect of affectivecommitment between work-family conflict and job satisfaction was tested. The resultsshowed that the level of work to family conflict of married male employees was higherthan family to work conflict. The findings of the study also provided empirical supportfor the negative impact of work to family conflict on job satisfaction. There was an additionalempirical support for the hypothesis that job satisfaction has a significantly positive impacton affective commitment. However, this study provided no empirical support for the moderatingeffect of affective commitment between work-family conflict and job satisfaction. At the last chapter, implications of the empirical results and limitations of the study arediscussed.
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