The moderating roles of job control and work-life balance practices on employee stress in the hotel and catering industry.

By F. Chiang, Thomas A. Birtch, H. Kwan. 2010

303 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1e3649a3bccbddeb7f4070769c78a187beb62be3

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Effects of culinary employees’ role stress on burnout and turnover intention in hotel industry: moderating effects on employees’ tenure (2012, background): “In order to avoid this, the organization needs to improve work environments by minimizing unnecessary stress so that the employees feel satisfied with their jobs and also show commitment towards the organization (Chiang, Birtch, & Kwan, 2010 ).”
The impact of coping strategies on occupational stress and turnover intentions among hotel employees (2018, background): “…as research suggests that the blurring of work and personal life in the hospitality industry exacerbates occupational stress levels which in turn may result in higher levels of employee turnover (Chiang, Birtch, and Kwan, 2010; Lo and Lamm, 2005; Mulvaney, O’Neill, Cleveland, and Crouter, 2007).”
Emotional exhaustion and its consequences for hotel service quality: the critical role of workload and supervisor support (2020, background): “Although stress is perceived as a “one of the most serious problems” affecting hotel employees (Hwang et al., 2014, p. 71), only few studies have tried to investigate occupational stress in that setting (Chiang et al., 2010; Hwang et al., 2014; McNamara et al., 2011).”
Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways” (2018, background): “While scholars are increasingly interested in work and family policies, their impact on job stress is unclear (Chiang et al., 2010), and surprisingly few studies have analyzed the role of these policies in decreasing WFC and in supporting balance between work and family (Frone, 2003).”
Benevolent leadership and psychological well-being (2016, background): “Research also suggests that employees’ PWB levels arising from their work environment and personal lives are interrelated (Chiang et al., 2010).”
The Impact of Occupational Stress on Employee's Turnover Intention in the Luxury Hotel Segment (2014, background): “Chiang, Birtch, and Kwan (2010) also suggested that the organization could reduce occupational stress by providing sufficient supports to its employees.”
Revisiting talent management, work-life balance and retention strategies (2015, background): “Stress, another personal employee dimension like emotional exhaustion, was found to impact the quality of life for hotel employees (Chiang et al, 2010; Deery and Jago, 2009; Hon and Chan, 2013; Karatepe, 2012) and the spillover of stress is believed to place additional strain on WLB for hotel…”