1. Objectifs

Intentions :
«[O]ur study proposes and tests whether work–family conflict (WFC)/FWC [family-work conflict] can mediate the effects of workload, supervisor support, family support and organizational support in terms of reconciling work and family.» (p. 1779)

Questions/Hypothèses :
The authors formulate the following hypotheses: «H1. The [WFC] mediates the relationship between workload and job stress. […] H2. The [FWC] mediates the relationship between workload and job stress. […] H3. The [WFC] mediates the relationship between supervisor support and job stress. […] H4. The [FWC] mediates the relationship between supervisor support and job stress. […] H5. The [WFC] mediates the relationship between family support and job stress. […] H6. The [FWC] mediates the relationship between family support and job stress. […] H7. The [WFC] mediates the relationship between organizational support in terms of reconciling work and family and job stress. […] H8. The [FWC] mediates the relationship between organizational support for reconciling work and family and job stress.» (p. 1784-1787)

2. Méthode

Échantillon/Matériau :
«The study was conducted in the hospitality industry in the province of Quebec (Canada). [...] We have collected 258 responses. Our sample consists of 37.2 per cent management personnel (96 respondents), 35.7 per cent frontline staff (92 respondents) and 27.1 per cent supervisors or intermediary jobs (70 respondents). Of these 258 persons, 185 work in hotel chains and 73 in small hostels, motels or autonomous hotels. There are 148 women and 110 men, which is perfectly representative of the industry, 57 per cent (59 per cent in industry).» (p. 1787)

Instruments :
Questionnaire

Type de traitement des données :
Analyse statistique

3. Résumé

«The findings indicate that our model fits the data and all hypotheses except H6 (related to the indirect effect of family support on job stress via FWC) were validated. Specifically, a higher workload increases WFC and FWC, resulting in stress at work. Social support, both generic and specific to work and family, decreases WFC and FWC and in turn job stress. Organizational support for reconciling work and family life is more significant than generic supervisor support. Family support reduces WFC but not FWC and in turn job stress. Implementation of family-friendly practices and culture thus appear vital for employers in the hospitality industry to attract and retain employees and to obtain a better performance and high quality of service.» (p. 1796)