Negative work-family/family-work spillover and well-being across Europe in the hospitality industry: The role of perceived supervisor support

Abstract

Employees in the fast-growing tourism sector must juggle work-family responsibilities with negative implications for well-being (Erden, & Bayazit, 2017). While the tourism literature highlights that general work-family conflict (or spillover) negatively affects well-being, there is scant literature distinguishing between the impact of negative work-family spillover, NWFS (i.e. when the direction is from work to the family domain) and negative family-work spillover, NFWS (i.e. when the direction is from the family to the work domain) on job well-being. There is also scant literature studying these two types of conflict differentiating both by gender and work status (part time and full time) and exploring the moderating role of perceived supervisor support. To fill this gap in the literature, we analyse a sub-sample of 1.494 from the most recent version of the European Working conditions Survey (6th EWCS-2015). We find a significant impact of perceived supervisor support on employee’s job well-being and provide empirical evidence of the existence of differences in the impact of work-family spillover, the role of perceived supervisor support and its moderating role on employees’ job well-being. These differences mainly respond to (i) work status (ii) conflict direction and (ii) gender.

This version is the accepted manuscript. The final version is available at: https://doi.org/10.1016/j.tmp.2018.01.006