12/9/20121

BY

EUNICE FAY AMISSAH, P hD. , CHEEMMANUEL GAMOR

KWAKU AYIM ADUTWUM BOA KYE, P hD. , CHE

Determinants of work-family conflict in the Ghanaian

hospitality industry: A survey of hotel employees in Sekondi-Takoradi

Metropolis

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Introduction

Conceptual framework

Methods

Findings

Conclusion &

Implications

Recommendations

Outline

Introduction4

Work and family

Conflict

Work-family conflict (WFC) (Carmeli, 2003)

….on average most people experience work-family conflict

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Work-family conflict is a common problem (Suria, 2011; Gamor, Amissah, & Boakye, 2014).

The times that hotel employees work

The characteristics of hotel work and the culture

The traditional culture of Africans put pressure on men and women alike (Aryee, Srinivas, & Tan, 2005)

These traditional norms make hotel employees more susceptible to work-family conflict and its effects.

Little attempt to identify the determinants of work-family conflict among hotels in the hospitality industry particularly Ghanaian hotels (Karatepe & Magaji, 2008; Gamor, Amissah, & Boakye, 2014) .

Factors of work-family conflict among workers, have come mostly from advanced countries

To examine the factors which influence work-family conflict among hotel employees.

1. Identify the determining factors of WFC among employees

2. Examine the best predictors of WFC among employees

Significance of the study

• Determinants that influence the occurrence of WFC among employees of hotels in Ghana.

• …provide a general idea of the possible WFC determinants from an African perspective.

• It will help equip managers with the main factors that contribute to WFC among their employees and their relative importance.

Conceptual framework

Predictive model of WFC (Ahmad, 2008).

Work-related factors

Family-related factors

Individual-related factors

Figure 1: Map of Sekondi-Takoradi MetropolisSource: GIS Remote Sensing and Cartography unit,

University of Cape Coast (2014)

DATA AND RESEARCH METHODS

Sources of data: Primary & Secondary

Target population: Employees of hotels in Sekondi-Takoradi.

Research instrument: Questionnaires

Sampling: Multi-staged sampling technique

Data processing: PASW statistics 18

Data analysis: Descriptive statistics, factor analysis and standard multiple regression

Findings14

Socio-demographic characteristics

Females (50.3 % ); males (49.7 % )

Under 30 years (55.4%); above 50 years (5.6%)

Unmarried (69.7%); married (30.3%).

High school (35.6%); Postgraduate (3.4%).

Christians (91.0%); Hindu (0.6%)

Family size 1-4 (54.8%); 9 and above (8.5%)

Work characteristics of employees

Front office (24.8%); House keeping (9.0%).

Full time (74.0%); Casual workers (26.0%).

Junior workers (70.6%); Managers (9.1%).

Less than 2 years work experience (31.6%); 5 years and

above (30.0%).

Average of 9 hours per day. (5-24hours)

Average of 6 days per week. (4-7days)

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Figure 1 : Work-family conflict among employees

Factors accounting for WFC among hotel employees

17 Five main factors explained about 52% of total variance.

Table 1: Factors accounting for work-family conflict

Factor Eigen

values

% of

variance

explained

Cronbach’

s Alpha  

F1: Flexible working time 4.549 14.673 0.833

F2: Family demands 3.805 12.273 0.787

F3: Spousal support 3.311 10.682 0.839

F4: Job type 2.180 7.031 0.658

F5: Employee position 2.151 6.939 0.661

Total   51.598  

Best predictors of WFC among employees;

    t-

value

P-value Part 95% Confidence

Interval

Predictor Variable Beta       Lower Upper

Flexible working

time (F1)

0.128 1.428 0.156 0.360 0.866 2.207

Family demands (F2) -0.113 -1.226 0.222 -0.307 -0.051 0.315

Spousal support

(F3)

0.231 2.574 0.011** 0.463 -0.312 0.073

Job type (F4) 0.170 1.941 0.054* 0.407 0.052 0.396

Employee position

(F5)

-0.072 0.805 0.422 -0.213 -0.238 0.100

Occurrence of WFC   4.532 0.000      *P<0.05; **P<0.01; R2=0. 39; Adjusted R2 = 0.34; F value= 2.817; Sig= 0.019

Conclusion and Implications19

Five factors of WFC

Two factors specifically best predict the occurrence of WFC among employees

Recommendations

Work positions should be made more flexible and family friendly.

Spouses should help their partners in care giving and household responsibilities.

Suggestions for further studies

12/9/2012

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Qualitative aspect of these factors, probing further to understand why these factors are the main contributors to WFC.

Effects of WFC on employee satisfaction and turnover intentions

Confirmatory analysis of the factors identified

Thank you

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