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In-Depth Information
The Bootstrap/Indirect analysis was applied to
test the relationship between independent (WV)
and (NWV) with dependent variable (WFC). It
was found that the relationship for both work and
non-work variables being insignificant with work-
family conflict.
H1: Work variable significantly influence hotel man-
agers' work-family conflict.
Results gained in the study revealed that work vari-
able had a negative influence on hotel managers'
work-family conflict. It was earlier proposed that
there was a positive influence of work variable on
managers' work-family conflict and based on the
findings, it shows that the scores of work variable
are
B
in Pakistan. Study by Lapierre et al. (2008) suggest
that workforces tend to experience less work-family
conflict when view their employing organization
as family-supportive. In line with Allard, Hass
and Hwang (2011), whereby in a study of Swedish
fathers found that if they perceived the organization
as family-friendly, they were better able to combine
work and family and experience less conflict.
Alternatively, non-work role (parental demands
and working spouse) did not influence the execu-
tives' work-family conflict as they can separate
their personal life from work. Since Malaysians
give high importance to the family, they tend to
block the work-family conflict from influencing
their quality of non-work (family) (Md-Sidin, Sam-
basivan & Ismail, 2010). Besides, Koekemoer and
Steyl (2011) study found that the work interferes
most negatively on family life. From the industry
perspective, employees that aware of their respon-
sibilities is believed to be able to deliver quality
service hence directly enhance the customers' sat-
isfaction. Thus, managers' performance towards
the organization may be unaffected. Furthermore,
the industry could retain talented managers in the
workforce longer.
The current study has some limitations; it was
conducted in Kuala Lumpur focusing on 5 star
hotels only. Hence, the findings could not be gen-
eralized to the whole industry in Malaysia. Besides,
this study focused on work variable, non-work
variable and its implication towards work-family
conflict. It is suggested that future studies looking
at inter-role conflicts and how it influence QWL.
0.9898
. Hence, hypothesis (H1) is
not supported. However, non-work variable shows
insignificant relationship towards quality of work
life (
B
=
.002, p
=
0.35).
The analyses were differ-
ent from the following hypothesis:
H2: Non-work variable significantly influence hotel
managers' work-family conflict.
Hypothesis two identifies whether non-work vari-
able have an influence on hotel managers' work-
family conflict. Based on findings, the bootstrap
result of non-work variable was also shows insig-
nificant relationship with work-family conflict. It
was found that there was no statistically significant
difference at the .05 level in non-work variable on
executives' work-family conflict. The non-work
variable scores
(B
=
0.400, p
=
= −
.028, p
=
0.9154).
Hence,
hypothesis (H2) is not supported.
As mentioned in Weer (2006), the supportive-
ness of an organization's environment for non-
work role participation did mitigate the negative
impact of non-work emotional energy demands on
work engagement. In addition, Thomas and Gan-
ster (1995) found that employees who worked for
organizations that were supportive of their involve-
ment in family life experienced a greater sense of
control over their work and family responsibilities,
which in turn reduced their perceptions of conflict
and strain and increased their job satisfaction.
ACKNOWLEDGEMENTS
This research is funded by Universiti Teknologi
MARA through Research Acculturation Grant
600-RMI/RAGS 5/3 (140/2013).
REFERENCES
Allard, K., Haas, L. & Hwang, C. (2011). Family-sup-
portive organizational culture and fathers' experiences
of work-family conflict in Sweden.
Gender, Work &
Organization, 18
(2), 141-157.
Anderson, S. & Ungemah, D. (1999). Variable work
hours: An implementation guide for employers.
Ore-
gon Department of Environmental Quality
.
Aryee, S. (1992). Antecedents and outcomes of work-
family conflict among married professional women:
Evidence from Singapore.
Human relations, 45
(8),
813-837.
Baldauf, A., Reisinger, H. & Moncrief, W.C. (1999).
Examining motivations to refuse in industrial mail
surveys.
Journal of the Market Research Society, 41
(3),
345-353.
5 CONCLUSION
Findings of this study suggest some important
implications for hotels' operator in Malaysia, par-
ticularly in Kuala Lumpur. The findings indicate
that both work variable and non-work variable
insignificant relationship towards work-family con-
flict. Result gained is supported by Nadeem and
Abbas (2009) whereby job satisfaction is negatively
interrelated with work to family interference, but it
is not significant from the study on the impact of
work life conflict on job satisfaction of employees
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