Relationships Between Work-Family Conflict and Job Performance of Five-Star Hotels in Bangkok


น.ส.ธบัญพร ยิปซั่มภูมิพิจิตร, ผศ.ดร.แสงแข บุญศิริ


International Joint Conference on Hospitality and Tourism 2021 e-Conference Proceeding


Research Background: The purpose of this research paper is to study the relationship between work and family conflict factors and the Job Performance of Front-line staff at Five Star Hotels in Bangkok, Thailand. Work-family conflict is a common problem faced by employees in all sectors of the economy especially in the hospitality industry due to the nature of the job that needs to be performed in an attempt to always satisfy hotel guests (Gamor, et al., 2018; O’Neill & Follmer, 2019). It is important to conduct this study because the responsibilities for multiple roles of the employees are more likely to experience inter-role or work-family conflict involving incompatible demands. Job performance as one of direct consequences of work-family conflict has been examined by several researchers, however this study aims to focus on job performance of the front-line employee working in the hospitality industry.(Aryee, 1992; Frone et AL., 1997; Yang & Hawkins, 2004; Ahmad, 2008).
Originality/value: By emphasizing the relationship of the work-family conflict factors to job performance, the study will be of great benefit to supervisors as they seek to effectively manage human resources and improve work-family balance of the front-line employees. The findings will also be beneficial to future studies.
Research Methodology: This study used descriptive statistics, correlation analysis to examine the relationships among the variables. This research methodology is a quantitative research method which collects questionnaires from 400 front-line staff of 22 five-star hotels in Bangkok then using the descriptive statistics. A correlational research design measures a relationship between two variables to test three hypotheses. The occurrence of work-family conflict has been linked to three factors: work-related, time-related, and family-related factors (Burke, 2004; Punyasiri, 2008; O’Neill & Follmer, 2019). The concept is that WFC can be characterized as time-related (time devoted to work detracts from participation in the family domain and vice versa). Time-based conflict occurs when the time demands associated with one role restrict the amount of time that can be devoted to the other role, inhibiting one’s performance in the latter role (Greenhaus, et al., 1985).

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