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Cornell Hospitality Quarterly
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Work-Family Conflict and Facilitation in the Hotel Industry

A Study in Nigeria

Osman M. Karatepe

School of Tourism and Hospitality Management at Eastern Mediterranean University, osman.karatepe@ emu.edu.tr

Alheri Bawa Magaji

Center for Women's Studies at Eastern Mediterranean University, sweetheri{at}yahoo.com

This study develops and tests a research model that investigates the impact of negative affectivity on the conflicting interactions of work and family, as well as facilitation between work and family roles. The study then examines the connection of these conflict and facilitation dimensions with affective commitment to the organization and turnover intentions. The study takes place in a formerly unexamined location, Abuja, Nigeria, where data were obtained from a sample of 102 frontline employees in two luxury hotels and one upscale property. The study found, in keeping with other studies, that negative affectivity intensifies work-family conflict and family-work conflict. As hypothesized, conflict between family and work roles reduces affective commitment to the organization, and work-family conflict exacerbates turnover intentions. The results further demonstrate that facilitation between work and family roles enhances affective commitment. Again in keeping with other studies, employees high in negative affectivity display higher turnover intentions, while those with less affective commitment tend to leave the organization.

Key Words: work-family conflict • work-family facilitation • frontline hotel employees • hotel human resources • Nigeria

Cornell Hospitality Quarterly, Vol. 49, No. 4, 395-412 (2008)
DOI: 10.1177/1938965508326282
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