Stress at the Crossroads: Work–Family Conflict and Work Withdrawal Behavior

This study examines supportive work–family culture as a predictor of work-to-family and family-to-work conflict and its impact on perceived stress and work withdrawal behavior, with the moderating role of work–-home segmentation preference. Data were collected from 564 employees in the South Korean...

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Bibliographic Details
Published in:Sustainability 2024-08, Vol.16 (16), p.6975
Main Author: Hyung-Min, Choi
Format: Article
Language:English
Subjects:
Absenteeism
Behavior
Employees
Preferences
Self-efficacy
Sustainability
Work life balance
Workforce
Working hours
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Summary:This study examines supportive work–family culture as a predictor of work-to-family and family-to-work conflict and its impact on perceived stress and work withdrawal behavior, with the moderating role of work–-home segmentation preference. Data were collected from 564 employees in the South Korean hotel industry. Results demonstrated that supportive work–family culture was negatively related to work–family conflict, while both work-to-family and family-to-work conflict was positively related to perceived stress, which in turn was related to work withdrawal behavior. These findings highlight the importance of a supportive work–family culture for sustainable workforce management, promoting employee well-being, and reducing turnover. Additionally, the moderating effect of work–home segmentation preference was significant, indicating that as work–home segmentation preference increases, the negative impact of supportive work–family culture on both types of work–family conflict decreases. The study discusses the theoretical contributions and practical implications related to sustainable strategies in human resources management within the hotel industry.
ISSN:2071-1050
DOI:10.3390/su16166975