An empirical study of the selected consequences of frontline employees’ work–family conflict and family–work conflict

By Osman M. Karatepe, Lulu Baddar. 2006

196 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/7f4a75350c959047c0e304b9edfc6c7e8e7d34e9

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, unknown): “For example, towards developing a more robust explanation of the factors influencing intentions to leave, some investigators have begun to examine the role of off-the-job factors such as the impact of work-life balance (e.g. Deery, 2008; Karatepe & Baddar, 2006; Karatepe & Kilic, 2007).”
Work‐family conflict in East vs Western countries (2010, background): “, 2004), and some reported only FIW (Karatepe and Baddar, 2006) were negatively linked.”
Antecedents and outcomes of work–family facilitation and family–work facilitation among frontline hotel employees (2008, background): “Since most of the empirical studies in work–family research used samples derived from the developed Western or affluent countries (Karatepe and Baddar, 2006; Karatepe and Kilic, 2007; Namasivayam and Zhao, 2007), the current study tested the aforementioned relationships using data obtained from fron”
Promoting frontline employees' quality of life: Leisure benefit systems and work-to-leisure conflicts (2013, background): “Correlations were also found between demographics, work-family conflict, and satisfaction in Karatepe and Baddar (2006) and Karatepe and Kilic (2007).”
AFFECTIVITY, CONFLICTS IN THE WORK-FAMILY INTERFACE AND HOTEL EMPLOYEE OUTCOMES (2008, background): “In line with the findings of recent studies (Karatepe and Baddar, 2006; Karatepe and Sokmen, 2006), both work– family conflict and family–work conflict were found to be significantly and positively associated with frontline employees’ turnover intentions.”
The effect of positive and negative work‐family interaction on exhaustion: Does work social support make a difference? (2010, background): “In another study conducted with frontline hotel employees in Jordan, work-family conflict demonstrated positive relationships with job stress and turnover intentions ( Karatepe and Baddar, 2006”
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): “…earlier studies show that WFC affects organizational commitment, stress at work, service recovery performance, turnover intention, job satisfaction, and exhaustion (Armour, 2002; Karatepe, 2010; Karatepe & Baddar, 2006; Karatepe & Sokmen, 2006; Namasivayam & Mount, 2004; Namasivayam & Zhao, 2007).”
An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India (2007, background): “…Karatepe and Sokmen (2006) examined the relationship of WFC to employees service recovery performance, job satisfaction and intentions to leave; Karatepe and Baddar (2006) examined if WFC influenced family satisfaction, life satisfaction, and turnover intentions; Karatepe and Kilic (2007)…”
Motivating frontline employees: Role of job characteristics in work and life satisfaction (2016, background): “Life satisfaction is a construct that measures the overall wellbeing resulting from an evaluation of life in general (Graves, Ohlott, & Ruderman, 2007; Karatepe & Baddar, 2006).”
The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees (2018, background): “This result is consistent with Karatepe and Baddar (2006) observation on frontline hospitality employees’ turnover: WFC did not affect TI directly but was mediated by JS and OC.”
The Impact of Occupational Stress on Employee's Turnover Intention in the Luxury Hotel Segment (2014, background): “More recently, Karatepe and Baddar (2006) found that a high level of turnover intention could be attributed to occupational stresses, and they suggested enhancing working conditions to improve job performance and convince employees not to leave their job.”
Effects of High-Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes through Their Organizational Commitment, Motivation, and Job Satisfaction (2021, background): “Research in hospitality and tourism settings has proved that QoL significantly and directly impacts employee turnover [48] and business performance [34].”