The effect of psychological capital on conflicts in

The effect of psychological capital on conflicts in the work–family interface, turnover and absence

intentions

Article: - 4

Course:- Tour 501

Lecturer:- Prof. Dr. Huseyin Arasli

Submitted by:

Walid Eltagore 145025Danish Naveed 15500059

Title of the Article

The effect of psychological capital on conflicts in the work–family interface, turnover and absence intentions

Osman M. Karatepe & Georgiana Karadas International Journal of Hospitality Management 43

(2014) 132–143

Journal homepage: www.elsevier.com/locate/ijhosman

Content

• Key Concepts• What is the Study for?• The purpose of the study• Contributions of the study• Context of Study• Theory of Study• The model and its hypothesis• Methodology and sample of the study• Design of the Survey• Results• Discussion of Findings• Implications for managers.• Future Study Recommendations

Key Concepts• Psychological capitalis defined as “an individual’s positive

psychological state of development and is characterized by: • Having confidence (self-efficacy) to take on and put in the

necessary effort to succeed at challenging tasks; • Making a positive attribution (optimism) about succeeding now

and in the future.• Persevering toward goals and, when necessary, redirecting paths

to goals (hope) in order to succeed;.• When beset by problems and adversity, sustaining and bouncing

back and even beyond (resiliency) to attain success” (Luthans et al., 2007,p. 3).

Key concept• Work-family conflict ; occurs when there are incompatible demands between

the work and family roles of an individual that makes participation in both roles more difficult. Accordingly, the conflict takes place at the work–life interface.

• Family-work conflict; occurs when there are incompatible demands between the work and family roles of an individual that makes participation in both roles more difficult.

• Turnover; is the percentage of employees in a workforce that leave during a certain period of time usually a fiscal or calendar year

• Absence intentions; Habitual absence from work, thought to reflect employee demoralization or dissatisfaction.

• Hotel employees

Research Model

What is this Study for?• study is that Psy Cap is a personal resource that exerts a

significant negative effect on work–family conflict and family–work conflict.

Purpose of the Study

• The purpose of this study is to test a research model that investigates that impact of psychological capital on work-family conflict, family-work conflict, turnover and absenteeism intention.

• And also examine the effect of two direction of conflict on these employees outcomes .

Contributions of the Study (con’t)

• The study contributes to study in five important ways• First according to COR theory is personnel characterize that enable

individual to cope stress. Surprisingly very little known about the relatioship between PhyCap and work family issue.

• Given that turnover is still a significant problem in the hospitality industry, it is important to understand whether employees with specific personal resources remain in the organization.

• Non-attendance behavior in the workplace, absenteeism results in costs for companies

• The results of this study will yield useful implications regarding the acquisition and retention of talented employees as well as management of work and family roles.

Contributions of the Study• result of past meta analytic study indicate that there are only two study

that have assessed the effect of work-family conflict on absenteeism• Conservation of resource (COR) theory and also congruence theory

supports that PhyCap is linked to turnover and absence through work family-conflict/family-work conflict

• Another key contribution of this study is that frontline hotel employees who are high in PsyCap display low levels of turnover and absence intentions.

• This study also contributes to exciting knowledge base by assessing the affect of work-family and family-work simultaneously on turnover and absence intention

Context of the Study• Research was conducted in two cities of Romania in Sibiu and Bucharest

• The management of one five-star hotel and one four-star hotel in Sibiu and four four-star and three five-star hotels in Bucharest agreed to participate in this study.

• Human resource managers coordinated to data collection process .

• There was a record of 13 five star and four star international chain hotels registered with the Ministry. 3 five star and 4 fourstar agreed to participate

• 285 Time I questionnaires distributed, 282 were received. (99%)

Theory of Study• Conservation of recourses theory; An integrated model of stress that

encompasses several stress theories. According to the model, individuals seek to acquire and maintain resources, including objects (e.g., homes, clothes, food), personal characteristics (e.g., self-esteem), conditions (e.g., being married or living with someone provides social support, more financial security), and energies (e.g., time, money, and knowledge). Stress occurs when there is a loss of resources, or a threat of loss… which in turn leads to job dissatisfaction, anxiety, and thoughts about quitting one's job." (Thompson citing Hobfoll 1989).

• Congruence theory :a person to achieve self-actualization they must be in a state of congruence. This means that self-actualization occurs when a person's “ideal self” (i.e. who they would like to be) is congruent with their actual behaviour (self-image).

Model & It’s Hypotheses

Hypothesis• Hypothesis One (H1): Psychological capital is negatively related to (a) work–

family conflict and(b) family–work conflict.

• Hypothesis two (H2): Psychological capital is negatively related to (a) turnover and (b) absence intentions.

• Hypothesis three (H3): Work–family conflict is positively related to (a) turnover and(b) absence intentions.

• Hypothesis Four (H4):Family–work conflict is positively related to (a) turnover and(b) absence intentions.

• Hypothesis Five (H5): Work–family conflict partially mediates the effect of Psychological Capital on (a) turnover and (b) absence intentions.

• Hypothesis Six (H6): Family–work conflict partially mediates the effect of Psychological Capital on (a) turnover and (b) absence intentions.

Methodology & Sampling

• This study employed stratified sampling technique. Front line hotel employees were target.

• In addition, employees were informed that participation was voluntary but encouraged and that each hotel management fully endorsed participation.

• Each questionnaire included information about anonymity and confidentiality.

Methodology & Sampling

• Respondents on this survey were 5 star/4star hotel frontline employees

• Research was conducted with time lag of two weeks and in three waves.

• Data regarding frontline employees and their work-family conflict, family-work conflict, turnover and absence intention.

Design of the Survey• Time I questionnaire consisted of self efficacy, hope, optimism and

resilience

• Time II questionnaire included the work-family conflict, family-work conflict measure.

• Time III questionnaire consisted of the turnover and absence intention measure.

• 285 Time I questionnaires distributed, 282 were received. (99%)

Research Questions• PsyCap - 24 Items obtained from Luthans et al. (2007). Each of the

indicators of PsyCap was measured with six items.

• The work–family interface- Ten items taken from Netemeyer et al. (1996) were used to measure work–family conflict and family–work conflict. each included five items.

• Turnover intentions - A three item scale taken from Singh et al. (1996) was used to measure turnover intentions.

• Absence intentions - were measured using three items from Baba and Harris (1989).

Data analysis• The current study used two steps to asses both the measure and structural

model.

• In the first step all measures were subjected to confirmatory factor analysis for assessing the measurement model in terms of convergent and discriminant validity as well as internal consistency reliability.

• In the second step the relationships in the structural model were tested using structural equation modelling. before this average items scores of self efficacy, hope, resilience, and optimism.

Demographic Result

Results of Hypothesis

Result of model comparison

.T a b le 3 R e s u lt s of m o d e l c o m p a ris o n s .

M o d e ls 2 d f 2 d f R M S E A S R M R IF I CFI M o d e l c o m p a r is o n 1. P a r t ia l ly m e d ia te d m o d e l (H y p o th e s iz e d m o d e l) 4 3 8 .0 4 2 0 5 – – .0 6 4 .0 4 1 .9 5 .9 5 – P sy C a p → WFC, FWC, TI, ABI WFC → TI, ABI FWC → TI, ABI

2. A lte rn a t iv e m o d e l ( n o m e d ia t io n ) 4 7 9 .1 9 2 0 7 4 1 .1 5 2 .0 6 8 .1 4 0 .9 4 .9 4 2 a n d 1 P sy C a p → TI, ABI WFC → TI, ABI FWC → TI, ABI

3. A lte rn a tiv e m o d e l ( fu ll m e d ia tio n ) 5 2 2 .3 1 2 0 7 8 4 .2 7 2 .0 7 4 .0 9 2 .9 4 .9 4 3 a n d 1

Results• The result reveled that work–family conflict does not significantly

influence turnover and absence intentions. This may be because they may not be able to find alternative employment

• The results suggest that Psy Cap is significant and relevant in frontline service jobs in the hotel industry, because it reduces work–family conflict, family–work conflict, and turnover and absence intentions.

Discussion of Findings (con’t)• the current study develops and tests a research model to address the

question of whether PsyCap is linked to turnover and absence intentions through work–family conflict and family–work conflict

• Consistent with the tenets of conservation of resource theory (COR)(Hobfoll, 2002),self-efficacy, hope, optimism, and resilience as the indicators of PsyCap jointly mitigate frontline hotel employees’ conflicts in the work–family interface.

Discussion of Findings• This finding is also in agreement with the precepts of congruence theory

that Psy Cap is a third variable dually influencing employees’ perceptions of work–family conflict and family–work conflict.

• Contrary to what is hypothesized in this study, work–family conflict does not significantly influence turnover and absence intentions. This may be because they may not be able to find alternative employment

• The results suggest that Psy Cap is significant and relevant in frontline service jobs in the hotel industry, because it reduces work–family conflict, family–work conflict, and turnover and absence intentions

Implications for Managers• Management should Select staff which have high PsyCap for frontline

employees.

• Management should establish and maintain family supportive work environment

• Management can create a climate where employees feel regarded as a strategic partner and have a planned career path and job challenges in the organization.

• Management of hotels should arrange a specific training programme that focus on the cost of turnover and absenteeism. And ask for their feedback.

Limitations of the Study• Collected data with a time lag of two weeks in three waves and second

time collection in observation of managers Such time-lagged designs delineate some evidence about causality.

• Though the researcher had given information to managers to distribute the questionnaires to a wide array of employees in frontline service jobs, this have created a selection bias.

• The researchers also found Little literature with regard to psycap among frontline employees.

Future Study • In future obtaining data via longer period of time in three waves would be

more useful.

• Receive company record regarding employees actually absence from work

• In future different critical antecedents and outcome can be identified