Spillover Between Work and Personal Life for Lodging Managers

Abstract

The hospitality and tourism industry is characterized by long and erratic work hours. Many jobs are unsuitable for working at home. The unique features of the lodging industry and the demands of lodging managers' jobs often have interfered with the personal lives and marital relationships of these managers. The situation may even lead to a decision to leave the specific occupation or the industry permanently. The primary goal of this research was to investigate the perspectives of Taiwan hotel managers' regarding work-personal life balance and its relationship to various demographic variables, such as gender, marital status, etc. Results indicate that very few of Taiwanese managers had difficulty balancing work and personal lives. Indeed, the majority of these managers reported their perception of success in balancing work and personal life as from neutral to very successful. No statistically significant differences were found between female and male managers in terms of perceived difficulty or success in work and personal life balance. Neither was there a significant difference among married or single female/male managers. Results also suggested that work interfered with personal life more frequently than personal life did with work.

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Spillover Between Work and Personal Life for
Lodging Managers
Yu-Chin (Jerrie) Hsieh , Thomas Pearson , Han-Cheng Chang & Jin Feng Uen
To cite this article: Yu-Chin (Jerrie) Hsieh , Thomas Pearson , Han-Cheng Chang & Jin Feng
Uen (2005) Spillover Between Work and Personal Life for Lodging Managers, Journal of Human
Resources in Hospitality & Tourism, 3:2, 61-83, DOI: 10.1300/J171v03n02_03
To link to this article: https://doi.org/10.1300/J171v03n02_03
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Spillover Between Work and Personal Life
for Lodging Managers
Yu-Chin (Jerrie) Hsieh
Thomas Pearson
Han-Cheng Chang
Jin Feng Uen
ABSTRACT. The hospitality and tourism industry is characterized by
long and erratic work hours. Many jobs are unsuitable for working at
home. The unique features of the lodging industry and the demands of
lodging managers’ jobs often have interfered with the personal lives and
marital relationships of these managers. The situation may even lead to a
decision to leave the specific occupation or the industry permanently. The
primary goal of this research was to investigate the perspectives of Taiwan
hotel managers’ regarding work-personal life balance and its relationship
to various demographic variables, such as gender, marital status, etc. Re-
sults indicate that very few of Taiwanese managers had difficulty balanc-
ing work and personal lives. Indeed, the majority of these managers
reported their perception of success in balancing work and personal life as
Yu-Chin (Jerrie) Hsieh, PhD, is Assistant Professor, Department of Recreation,
Parks, and Tourism, University of North Carolina-Greensboro.
Thomas Pearson, PhD, is Professor, Department of Hospitality and Tourism Man-
agement, Purdue University (E-mail: pearsont@purdue.edu).
Han-Cheng Chang is Masters Student, Institute of Human Resource Management,
National Sun Yat Sen University, Taiwan (E-mail: han@mail.nkhc.edu.tw).
Jin Feng Uen, PhD, is Associate Professor, Institute of Human Resource Manage-
ment, National Sun Yat Sen University, Taiwan (E-mail: uen@mail.nsysu.edu.tw).
Address correspondence to: Yu-Chin (Jerrie) Hsieh, Department of Recreation,
Parks, and Tourism, University of North Carolina-Greensboro, P.O. Box 26170,
Greensboro, NC 27402 (E-mail: y_hsieh@uncg.edu).
Journal of Human Resources in Hospitality & Tourism, Vol. 3(2) 2004
http://www.haworthpress.com/web/JHRHT
2004 by The Haworth Press, Inc. All rights reserved.
Digital Object Identifier: 10.1300/J171v03n02_03 61

from neutral to very successful. No statistically significant differences
were found between female and male managers in terms of perceived dif-
ficulty or success in work and personal life balance. Neither was there a
significant difference among married or single female/male managers.
Results also suggested that work interfered with personal life more fre-
quently than personal life did with work. [Article copies available for a fee
from The Haworth Document Delivery Service: 1-800-HAWORTH. E-mail ad-
dress: <docdelivery@haworthpress.com> Website: <http://www.HaworthPress.
com> © 2004 by The Haworth Press, Inc. All rights reserved.]
KEYWORDS. Managers, spillover, conflict, work and life balance
INTRODUCTION
The lodging industry is an extremely challenging one, featuring a very
fast-paced environment dealing regularly with demanding guests. The
career requires long working hours, with many jobs being unsuitable for
work home. The middle managers in the lodging industry are typically re-
quired to supervise employees, handle paperwork, and attend to customer
needs. The hospitality creed that states that managers must be available to
respond to guest needs and criticisms precludes scheduling these individ-
ual tasks into separate blocks of work at scheduled times (Sarabahksh,
Carson, & Lindgren, 1989). The stress and time devoted to the job are
both huge. In the U.S., many managers do not have much time for them-
selves or their families; some even change careers to other industries to
seek a balance between work and personal life. It seems the unique fea-
tures of the lodging industry and the demands of lodging managers’ jobs
have interfered with their social lives and marital relationships to the
point that a large number of managers remain single or are divorced. This
situation often leads to a decision to leave that specific occupation or the
industry permanently. Management turnover has thus been a chronic
problem in the hospitality industry which has been of increasing concern
as the pool of available qualified employees shrinks.
Many societal and demographic changes have taken place in the cur-
rent workplace over the last couple decades which have had great impacts
on the lodging industry. These changes include the increasing numbers of
women in the workplace. A study by Diaz and Umbreit (1995) indicated
that 41% of hospitality managers were now women. As compared with
men, women are more associated with domestic responsibility. For in-
62 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

stance, to accommodate parenting and domestic obligations, women of-
ten favor jobs with built-in flexibility. Moreover, based on a report by the
U.S. Department of Labor (1999), the structure of the American family
has shifted to include an increasing number of dual-career and single par-
ent households. The numbers of individuals thus dealing with the prob-
lems of balancing both a work and family life is on the rise.
Change in societal values is another pressure that presents a new
challenge to the lodging industry. In 1990, a survey found that 41% of
Americans rated leisure time as their highest priority, even higher than
their job satisfactions. Only 36% of the respondents rated their job as
the most important priority in their lives (Nelson-Horchler, 1991). Un-
like their baby-boomer parents for whom work took precedence over
leisure and family, Generation X’ers will put a premium on quality of
life (Report, 1999). In other words, the new generation managers are
more concerned about their non-work life.
Research regarding work and non-work conflict has been conducted
in a number of professions, but very few of the studies have focused on
jobs at hotels. Little is known about the work-personal life balance of
lodging managers and the nature of their work and personal life conflict.
The main purpose of this study is to investigate lodging managers’ per-
ceptions on how successful they are balancing work and personal life.
Also, building on past efforts, the study examines both the form and di-
rection of work and non-work pressures. In addition, the study exam-
ines the relationships between various demographic variables to see if
any of these are related to work and personal life balance in the lodging
industry.
LITERATURE REVIEW
Work/Family Conflict
Early research regarding work and life balance focused on work and
family conflicts (Burke, 1988; Kahn, Wolfe, Quinn, & Snoek, 1964;
Kanter, 1977; Kopelman, Greenhaus, & Connolly, 1983). Work and
family conflict has been defined as a form of inter-role conflict where
pressures from both domains are often incompatible in some respects
(Greenhaus & Beutell, 1985). Because of conflicting demands and the
difficulty in performing each different role successfully, multiple roles
can lead to personal conflict (Grandey & Cropanzano, 1999)
Hsieh et al. 63

Negative Consequences of Work/Family Conflict
The problem of balancing work and personal life arises from an in-
compatibility between the actual roles, especially when family roles are
included. Work and family life represent two major domains of adult
life. While conflict is a normal part of life, an increase in the level of
work/family conflict has been linked to negative consequences for both
work and non-work domains. For example, family-to-work conflict was
found to be positively related to job stress and depression, although
work-to-family conflict did not predict either depression or family dis-
tress (Grandey & Cropanzano, 1999). Kossek and Ozeki’s (1998)
meta-analysis reported that work/family outcomes are related to job sat-
isfaction and life satisfaction. Allen et al. (2000a) reported that higher
levels of work/family conflict are associated with decreased job satis-
faction, decreased career satisfaction, decreased organizational com-
mitment, increased absenteeism and turnover intention, and decreased
job performance. Work and family conflict was found to be signifi-
cantly related to non-work related outcomes, such as dissatisfaction
with marriage, life, leisure, and family. Some stress-related outcomes,
such as general psychological strain, somatic and physical complaints,
depression, substance abuse, burnout, work-related stress, and fam-
ily-related stress were also significantly associated with work/family
conflict (Adams, King, & King, 1996; Allen et al., 2000a; Allen, Herst,
Bruck, & Sutton, 2000b; Boles & Babin, 1996; Burke, 1988; Frone &
Russell, 1992; Greenhaus & Beutell, 1985; Netemeyer, Boles, &
McMurrian, 1996). Therefore, work/ family conflict has become a
growing topic of interest among researchers due to its implications for
both organizations and employees (Allen et al., 2000a).
Antecedents of Work/Family Conflict
In addition to outcomes of work-family conflict, researchers further
examined the antecedents of work and family conflict (Frone & Russell,
1992; Frone, Russell, & Cooper, 1997; Grandey & Cropanzano, 1999;
Greenhaus & Beutell, 1985), including the following: number of chil-
dren, control and autonomy, coping strategies, cultural background,
gender, job type and job characteristics, multiple roles, role ambiguity,
conflict, overload, role expectations and perceptions, social and organi-
zational support, spouse support and time spent on family responsibili-
ties.
64 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

Work and Family Interaction
Among the many models used to explain the relationships between
work and family, the widely used spillover model denotes the extent to
which participation in one domain (e.g., work) impacts participation in
another domain (e.g., family). The spillover model proposed that what
occurs at work corresponds to what occurs in life outside of work
(Staines, 1980). It indicates that what happens at work “spills over” and
affects non-work life, and also that personal life events can spill over
and affect work. Spillover has been conceptualized both positively and
negatively (Grzywacz, Almeida, & McDonald, 2002). Positive spill-
over refers to enhancement that results from one domain affecting an-
other domain; for example, the happiness at work would lead to
happiness at home. Negative spillover refers to conflict between work
and non-work and is most frequently characterized by various types of
conflict or interference; for example, when work is boring or monoto-
nous, workers become “lazy,” which in turn leads to unwillingness to
do things at home or with family members (Zedeck, 1992).
Frone et al. (1992) expanded the work/family conflict research by
empirically demonstrating that work/family interface is bi-directional,
meaning work interferes with family, and family interferes with work.
Conflict can originate in the work place and then interfere with the per-
sonal life (WIF), or conflict can originate in the personal life and inter-
fere with work (PIW). Moreover, Frone et al.’s study (1992) of the
prevalence of work-family conflict revealed that both genders reported
work-to-family conflict experiences nearly three times more often than
family to work. Williams and Alliger’s research had identical findings
(Williams & Alliger, 1994). Eagle et al. (1997) also found that work to
family conflict was significantly more prevalent than family to work.
Forms of Work/Family Conflict
Researchers have found that work/family conflict can take a number
of different forms. One of the most common typologies is proposed by
Geenhaus and Beutell (1985), who recognized three forms of conflict:
time-based, strain-based, and behavior-based. Time-based conflict oc-
curs when time spent in one role leads to difficulty in fulfilling another
role. Strain-based conflict occurs when strain experienced in one role
intrudes into or interferes with the other role. Behavior-based conflict is
exhibited when certain behaviors are inappropriately transferred from
one role to the other role.
Hsieh et al. 65

Fisher (2001) incorporated the theory of conservation of resources
and suggested including energy as one of the inter-role conflict sources.
According to this theory, stress is a reaction to an environment in which
one is threatened by a potential loss in resources, experiences and actual
resource loss, or fails to gain expected resources (Hobfoll, 1988, 1989).
Resources are supplies that can help or support an individual, and can be
conceptualized into four distinct categories of energies, including time,
knowledge, and physical energy. This latter category includes particu-
larly salient resources with regard to meeting the multiple demands of
work and non-work life (Fisher & Hemingway, 2000).
Demographics and the Work/Family Conflict
Another area of focus has been on demographic factors such as gender,
marital status, and number of children (Greenhaus, Collins, Singh, &
Parasuraman, 1997; Gutek, Searle, & Klepa, 1991), and the number of
hours worked per week (Frone, Yardley, & Markel, 1997; Gutek et al.,
1991). The presence of children and the ages of the children in the family
were significantly related to work and family conflict (Carlson, 1999;
Grandey & Cropanzano, 1999); however, women have not always re-
ported more conflict than men. The findings were, thus, not consistent.
Some researchers reported no evidence of significant gender difference in
work and family interface and conflict levels (Eagle et al., 1997; Kinnunen
& Mauno, 1998; Yang, Chen, Choi, & Zou, 2000). Other researchers found
females had greater interferences from family to work than males because
of home life responsibilities; and alternatively, men would have greater in-
ferences from work to family because of strong work allegiance (Duxury,
Higgins & Lee, 1994; Hammer, Allen, & Grigsby, 1997; Pleck, 1979).
Many researchers have noted that time commitments and expectations, as
well as actual number of hours spent working, were significantly related to
work interference with family and family interference with work (Duxbury,
Higgins, & Lee, 1994; Greenhaus & Beutell, 1985; Gutek et al., 1991).
Frone et al. (1992) found that job stressors predicted work-to-family con-
flict, and family stressors predicted family-to-work conflict. Based on a
survey among university professors, Grandey and Cropanzano (1999)
found that age and tenure predicted work-to-family conflict and younger
individuals reported more work-to-family conflict.
Work and Personal Life Balance
The majority of the studies focused on “family” in the domain of
non-work. The term work/life balance gained popularity from its use in
66 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

trade journal articles. Messmer (1999), in a trade journal called “Busi-
ness Credit,” highlighted work/life balance as a tool that organizations
can use to attract quality job candidates. He recommended that employ-
ers accommodate a “healthy work and life balance” because “employ-
ees are interested in making their careers compatible with what is
important in their personal lives” (Messer, 1999; Messmer, 1999). No
one wants a career that promises inadequate time with family and
friends. Casner-Lotto and Hickey (1999) indicated recent shifts in em-
ployee values such as workers exhibiting an increased desire for a
higher quality of life. They found that in the past few years, employees
have reported that they want more time to do volunteer work, pursue
hobbies, and take part in leisure activities. Additionally, the same re-
searchers reported that workers want more time to spend with family,
and fewer employees seemed willing to sacrifice family or personal
time in order to advance their careers (Casner-Lotto & Hickey, 1999).
Hill and his colleagues (1998) first published their findings on work
and life balance in an empirical research journal. They investigated the
influence of work and work/life balances within a virtual office envi-
ronment. The results showed that a virtual office was more supportive
of a work and life balance. Compared to work and family conflicts, the
term of work and life balance holds promise for a more inclusive ap-
proach to the study of work versus non-work conflicts.
Work and Family Conflict Study in the Lodging Industry
Few empirical studies on work/non-work conflict have been done in the
lodging industry. Namasivayanm and Mount (2003) studied the relation-
ship of work-family conflict and work-conflict to job satisfaction on 555
employees at seven hotels in South Texas. They suggested that work-to-
family conflict issues were related to lower job satisfaction, while fam-
ily-to-work conflict issues were related to higher job satisfaction. Work
was revealed as a release from family conflict issues (Namasivayam &
Mount, 2003).
RESEARCH PROPOSITIONS
Expanding previous studies, this study incorporates the positive
spillover between work and non-work domains into the model and fur-
ther tests those relationships with the perceptions of balance and demo-
graphic variables. Based on the literature review, several propositions
were proposed:
Hsieh et al. 67

Proposition 1: Most lodging managers will encounter difficulty in
balancing work and personal life.
Proposition 2: Most lodging managers will perceive low success
in balancing work and personal life.
Proposition 3: Lodging managers will perceive more negative
spillover from work to personal life (WIP) than from personal life
to work (PIW).
Proposition 4: Lodging managers will perceive more positive
spillover from personal life to work (PEW) than from work to per-
sonal life (WEP).
Proposition 5: A higher level of work and personal life interfer-
ence (negative spillover) perceived by lodging managers would be
associated with greater work/personal life balance difficulty.
Proposition 6: A higher level of interference (negative spillover)
between work and personal lives perceived by lodging managers
would be associated with less success in work and personal life
balance.
Proposition 7: A higher level of enhancement (positive spillover)
between work and personal lives perceived by lodging managers
would be associated with less balance difficulty.
Proposition 8: A higher level of enhancement (positive spillover)
between work and personal lives perceived by lodging managers
would be associated with greater success in work and personal life
balance.
METHODOLOGY
Sample
Data for this study were collected at 63 international tourism hotels in
Taiwan. The respondents were employees who are holding top or mid-
dle-level managerial positions: General Manager, Director, Resident
Manager/Assistant Manager, Front Office Manager/Assistant Manager,
68 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

Reservation Manager/Assistant Manager, Controller/Assistant Control-
ler, Executive Housekeeper/Assistant Executive Housekeeper, Chief En-
gineer, Sales and Marketing Manager, Catering Manager/Assistant
Manager, Security Manager/Assistant Manager, Personnel Manager/As-
sistant Manager, Food and Beverage Manager/Assistant Manager, Exec-
utive Chef, Sous Chef, Banquet Chef, Executive Steward, Restaurant
Manager/Assistant Manager. Before the survey was conducted, the re-
searchers contacted the human resources departments at the target hotels
to seek their support in providing the name list of their middle-level man-
agers. Unfortunately, for reasons of privacy the majority of the hotels
were not able to provide the information and their heavy workload made
it impossible for them to assist in distributing the questionnaire. Hence, a
snowballing sampling method was adopted to complete survey. The re-
searchers contacted acquaintances at the target hotels and asked them to
identify other middle-level managers for the sample, then asked those
new persons participating in the sample to identify additional mid-
dle-level managers to identify additional persons, etc. Participants were
asked to mail the completed questionnaires directly to the researchers
within one week, using a preaddressed, stamped envelope. A total of 670
questionnaires were distributed and 354 questionnaires were returned, of
which 305 were usable.
Measurement
Data was collected using a 39-item survey instrument. The first part
of the survey included 22 question items regarding lodging managers’
work and personal life balance. The second part of the survey consisted
of 17 demographic questions. All of the items in the first part were
adopted from the Measure of Work/Life Tension recommended by the
Virtual Think Tank Panel (MacDermid et al., 2000) which consisted of
distinguished work-family researchers. All of these questions selected
by the panel were originally from the previous work and family conflict
research and have been tested repeatedly with acceptable reliability and
validity. Modifications to the wording of several items were made, so
that the questions would fit into the broader view of the balance of work
and personal life in the current study. The revised questionnaire was de-
signed to be a multidimensional measurement that captured the bi-di-
rectional and positive and negative spillovers of work and personal life
interaction by measuring the degree to which respondents’ jobs inter-
fere with their personal life (WIP), the degree to which their personal
life interferes with their jobs (PIW), the degree to which their jobs en-
Hsieh et al. 69

hance their personal life (WEP), and the extent to which their personal
life enhances their job (PEW). Respondents were asked to indicate, us-
ing a five-point Likert scale, the extent to which they agreed or dis-
agreed with a number of statements (1 = strongly disagree, 5 = strongly
agree). Four statements were used to measure the levels of work inter-
ference with personal life. Each pinpointed the sources of conflict iden-
tified by researchers. For example: (a) The amount of time my job took
up made it difficult to fulfill personal goals (time-based conflict); (b) I
was preoccupied with my work while I was not at work (strain-based
conflict); (c) Because of my job, I didn’t have the energy to do things
with my family or other important people in my life (energy-based con-
flict); (d) My job made me behave in ways that are unacceptable at
home (behavior-based conflict). The four items were added and aver-
aged to represent the degree to which work intruded into personal life. A
higher score indicated a higher level of interference. The next four state-
ments with the same four dimensions were used to measure the interfer-
ence of personal life upon work. With regard to the positive spillover
between work and personal life, another five statements were used to
measure the level that work enhanced personal life based on time,
strain, energy, behavior and support. Examples of this question set were
(a) My work provided enough time to attend to my personal responsibil-
ities (time-based positive spillover); (b) Because of my job, I was in a
better mood at home (strain-based positive spillover); (c) My job gave
me energy to do things with my family or other important people in my
life (energy-based positive spillover); (d) Skills I used on my job helped
me deal with personal and practical issues at home (behavior-based pos-
itive spillover); (e)Talking with someone at work helped me deal with
problems at home (support-based spillover). Another five statements
based on the same five dimensions of positive spillover were used to
measure the levels of enhancement of personal life to work. Thus, the
overall work interference with personal life (WIP), personal life inter-
ference with work (PIW), work enhancement of personal life (WEP),
and personal life enhancement of work(PEW) variables determined by
averaging their respective items for each and scoring the answers, so
that a high score indicated higher levels of each type of interference or
enhancement.
Managers’ perceptions of the balance between work and personal life
were measured by two items; “How easy or difficult is it for you to bal-
ance the demands of your work and your personal life?” (based on a
5-point scale from 1 = very difficult to 5 = very easy), and “All in all,
how successful do you feel in balancing your work and personal life?”
70 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

(based on a 5 point scale from 1 = very unsuccessful to 5 = very success-
ful).
Demographic variables included respondent’s gender, age, educa-
tion, tenure with present hotel, and tenure in current position, annual
salary, marital status, presence of children under 18, presence of elders
in family environment, presence of ill, special care dependents, hours
spent on work per week, and hours spent on non-work activities, such as
household chores, child/elder care, community activities, self-develop-
ment, and personal relaxation.
Since the survey was conduced in Taiwan, the survey was translated
into Chinese. A panel consisting of three language experts was formed
to evaluate the accuracy of the translation. Discrepancies were resolved
by agreement of all three panel experts. The version was then pretested
before the final version was distributed. Reliability for the adjusted in-
strument was established with coefficient alpha with satisfactory scale
reliabilities ranging from .69 to .81.
Data Analysis
T-tests were conducted to examine the difference between positive
and negative spillover factors. Zero order correlations were computed
to examine the general relationships among the study variables. Multi-
ple regression analysis was administered to investigate the relationships
between spillover factors and perceived balance difficulty and success.
Analysis of variance (ANOVA) was used to determine if there were
any statistically significant differences among single male managers,
married male managers, single female managers, and married female
managers with regard to their perceptions of the relative difficulty and
success of balancing work and personal life. ANOVA was also em-
ployed to see whether these four groups of managers reported any dif-
ferences in positive and negative spillover between work and personal
life, as well as their time spent on work and non-work activities.
RESULTS
Of the 345 returned questionnaires, 305 were usable and were in-
cluded in the study results. Approximately 61% of the respondents were
males; 38% were females. The average age of the respondents was 52. 5
years (SD = 7.74); 5.7% were 39 years old and under, 31% were 40-49;
40% were 50-59, and 23% were 60 years old and over. Thirty-five per-
Hsieh et al. 71

cent of the respondents had college experience. The proportion of those
receiving income of more than NT$70,000 annually was 11.7%, while
61% were between NT$40,000 and NT$70,000. Respondents’ average
employment tenure with their present hotels was 9.8 years (SD = 8.06)
and the average numbers of years in their present job was 4.0 years (SD =
1.05). Sixty-four percent of the respondents were married or living as
married, and 76% of these married respondents reported that their
spouse was also employed. Approximately 52% of the respondents had
at least one child under 18 living in their home and more than half of the
respondents (68%) lived with their parents or other relatives. Only a
very small percentage of the respondents (13.5%) were responsible for
ill/special care dependents.
The average workweek during the high seasons was 59.56 hours
(SD = 11.44), and 52.75 hours per week (SD = 12.17) during low sea-
sons. On the average, the respondents also spent about five hours per
week on house chores (SD = 5.22), 7.66 hours per week on children/el-
der care (SD = 9.84), 1.0 hour per week on community activities (SD =
2.49), 5.94 hours per week on self-development (SD = 5.06), and 6.46
hours per week on personal relaxation (SD = 5.62).
Perceived Difficulty/Success in Balancing Work and Personal Life
Descriptive statistics revealed that the majority of the respondents
(49%) felt neutral about the difficulty of maintaining work and life bal-
ance. Only 17% of the respondents had difficulty with work-life balance
and 27% felt it was easy for them to balance work and life. Proposition 1
was not supported.
When asked about how successful they were in balancing work and
personal/family life, overall 51% of the respondents felt neutral , 27%
of them felt they were successful in balancing work and life, while 16%
felt they were not successful. Proposition 2 was not supported.
Spillover Between Work and Personal Life
The respective items of WIP, PIW, WEP, and PWE were averaged
and the scores were used to represent the levels of each type of interfer-
ence or enhancement. The mean was 3.25 for WIP, 1.9 for PIW, 3.01 for
WEP, and 3.65 for PEW.
T-tests (see Table 1) indicated that respondents reported more inter-
ference from work to personal life than from personal life to work.
Work interfered with personal life more than it enhanced personal life.
72 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

Personal life enhanced work more than it interfered with work. In terms
of positive spillover, the respondents reported that the enhancement of
personal life through work was more than from work to personal life.
Proposition 3 and 4 were supported.
Tension Source Comparison
One sample t-test was conducted to examine which conflict source
contributed more to the interference of work upon personal life. The re-
sults of the t-test showed that “strain” was reported as having the stron-
gest effect on intervening in work and personal life (See Table 2). Work
interfered with personal life more by producing strain upon personal
life, followed by effects on time, energy and behavior. As shown in Ta-
ble 3, the results of the t-test on the interference variables from personal
life to work indicated that there were statistically significant differences
among these variables, and strain-based conflict from personal life had
the highest interference on work (Mean = 2.21). Based on the scale 2 =
disagree, the means of the strain-based conflict and other interference
variables were all below 2.5, indicating that the respondents did not
consider any of these four variables as interfering with their work.
With regard to positive spillover between work and personal life, the
work behavior-based variable was found to have more impact on enhanc-
ing personal life, followed by colleagues’ support and energy (See Table
4). Support from family was found to have a stronger impact on enhanc-
ing work, followed by behavior, energy, and strain (See Table 5).
The Relationships Between Spillover and Perceived Balance
Difficulty/Success
As shown in Table 6, either positive spillover (work enhancement of
personal life, and personal life enhancement of work) or negative
spillover (work interference with personal life, personal life interfer-
Hsieh et al. 73
TABLE 1. Interference and Enhancement Between Work and Personal Life
Mean SD T p-value
WIP 3.25 .707 79.84 .00
PIW 1.90 .694 47.38 .00
WEP 3.01 .588 90.87 .00
PEW 3.65 .597 106.06 .00
*p < .05

ence with work) were significantly correlated with managers’ percep-
tions of difficulty in balancing their work and personal life. These
spillover variables (WIP, PIW, WEP, PEW) were also significantly cor-
related with managers’ perceptions of success in balancing work and
personal life. Negative spillover variables (WIP, PIW) had negative re-
lationships with the perceived balance difficulty and success. Positive
spillover variables (WEP, PEW) had positive relationships with per-
ceived balance difficulty. Therefore, proposition 5, 6, 7, and 8 were sup-
ported. Multiple regression analysis was then conducted to see the
74 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM
TABLE 2. Work Interference with Personal Life (WIP)
WIP Questions Mean SD T p-value
Time-based conflict 3.53 1.03 59.78 .00
Strain-based conflict 3.60 .98 64.46 .00
Energy-based conflict 3.36 .96 61.15 .00
Behavior-based conflict 2.51 .96 45.53 .00
*P < .05
TABLE 3. Personal Life Interference with Work (PIW)
PIW Questions Mean SD T p-value
Time-based conflict 1.94 .933 36.20 .00
Strain-based conflict 2.21 .913 42.22 .00
Energy-based conflict 1.75 .828 36.76 .00
Behavior-based conflict 1.70 .810 36.46 .00
*P < .05
TABLE 4. Work Enhancement of Personal Life (WEP)
WEP Questions Mean SD T p-value
Time-based enhancement 2.54 .96 46.00 .00
Strain-based enhancement 3.09 .86 62.60 .00
Energy-based enhancement 3.14 .89 61.26 .00
Behavior-based enhancement 3.57 .83 74.88 .00
Support-based enhancement 3.16 .83 66.18 .00
*p < .05

predictability of these variables on perceived difficulty and success in
balancing work and personal life. Results of multiple regressions analy-
sis showed that those spillover variables could explain 32% of the vari-
ability on perceived difficulty in balancing work and personal life.
Among the spillover variables, only work interference with personal
life and personal life enhancing work were found to contribute signifi-
cantly to the perceived difficulty. The spillover variables could explain
30% of the variability on the perceived success of work and personal
life balance. Three spillover variables were found to be statistically sig-
nificant: work interference with personal life, work’s enhancement of
personal life, and personal life’s enhancement of work.
Relationships Among Demographic Variables and Perceptions
of Difficulty and Success
Gender. The average mean of perceived success in balancing work
and personal life was 3.06 for female managers, and 3.12 for male man-
Hsieh et al. 75
TABLE 5. Personal Life Enhancement of Work (PEW)
PEW Questions Mean SD T p-value
Time-based enhancement 3.22 .83 67.21 .00
Strain-based enhancement 3.46 .83 72.78 .00
Energy-based enhancement 3.86 .84 80.43 .00
Behavior-based enhancement 3.65 .84 76.05 .00
Support-based enhancement 4.03 .77 91.78 .00
*p < .05
TABLE 6. The Correlations
WIF FIW WEF FEW Difficulty Success
WIF 1
FIW .104 1
WEF ⫺.328** ⫺.039 1
FEW ⫺.147* ⫺.178** .430** 1
Difficulty ⫺.465** ⫺.151* .348** .367** 1
Success ⫺.422** ⫺.162** .370** .365** .769** 1
**p < .01, *p < .05

agers. Both the levels of perceived difficulty in balancing work and per-
sonal life tended to skew to “easy” (= 4). However, no significant differ-
ences in perceived difficulty were found between female and male
managers (P = .203). The average of perceived success in balancing
work and personal life was 3.09 for females and 3.15 for males, which
was close to 3 (3 = “neutral” on the scale). No significant differences in
perceived success were found between female and male managers (P =
.134). With regard to the positive and negative spillover from work to
personal life or from personal life to work, female managers and male
managers perceived equal levels of interference and enhancement of
work and non-work domains. Male managers were found to spend more
time on community activities (1.3 hours/week vs. 0.6 hours/week) and
self-development (6.4 hours vs. 5.2 hours) than female managers per
week. No significant differences in time spent on work, house chores,
children/elder care were found between female and male managers.
Marital Status. The results of ANOVA indicated that there were no
significant differences in managers’ perceptions on levels of balance
difficulty or balance success among the four groups (single male man-
agers, married male managers, single female managers, and married fe-
male managers). These four groups also had no significant differences
in their perceived levels of interference between work and personal life,
as well as enhancement between work and personal life. The only sig-
nificant differences identified were in the amount of time spent on
house chores, children/elder care, self-development, and personal re-
laxation. Married female managers were found to spend more time on
house chores (7.4 hours/week), followed by single male managers (5.2
hours/week), married male managers (4.7 hours/week), and single fe-
male managers (3.9 hours/week). In terms of time spent on children/el-
der care, married female managers spent 13.3 hours/week, 4 times more
than single female managers (3.4 hours/week). Single male managers
were found to spend more time (7.1 hours/week) on self-development
than the other three groups, while married female managers spent the
least time (4.2 hours/week) on self-development. In terms of time spent
on personal relaxation, single male managers (9.1 hours/week) and sin-
gle female managers (7 hours/week) spent more time than the other two
groups. Married female managers spent the least amount of time on per-
sonal relaxation (5.4 hours/week).
Demographic variables that were significantly related to perceived
difficulty and success included “tenure with present hotel,” “hours spent
on self-development,” and “hours spent on personal relaxation.”
76 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

In terms of positive and negative spillover variables, tenure with
present hotel was found to be positively correlated with WEP. The lon-
ger the managers stayed with the present hotel, the more they perceived
the enhancement of work to their personal lives. The number of el-
der/relatives living at home and hours spent on children/elder care were
found to be significant related to the level of enhancement from per-
sonal life (PEW). These relationships were all positive.
Other demographic variables, such as education, tenure on current
position, presence of children under 18 living at home, presence of
ill/special care dependents, weekly work hours during high or low sea-
sons, and hours spent on children/elder care, had no significant relation-
ships to the perceived balance of difficulty or success, neither to
positive/negative spillover variables.
DISCUSSION AND CONCLUSION
This study found that very few of the respondents (17%) had diffi-
culty balancing their work and personal lives, even though the data indi-
cated that they agreed that work interfered with their personal lives
(Mean = 3.53). In addition, about 49% of the respondents felt neutral
about the difficulty of maintaining work and personal life balance.
There are some possible explanations for that view. First, these respon-
dents may have good coping skills, so they can deal with work interfer-
ence with their personal lives. Secondly, these respondents may have
supports from their environment to assist them in lessening work inter-
ference. Third, unlike many American workers, Asian people tend to
consider work as the primary focus of their lives. Hofstede (1980) found
that Western individualist societies value family and personal time
more strongly than do Eastern collectivist societies. Shenkar and Ronen
(1987) also found that Asian managers assigned low importance to fam-
ily and personal time. Schein (1984) proposed that Eastern societies
give greater priority to work than Western societies. Eastern societies
do not put too much emphasis or too much thought on their personal
lives. Therefore, sacrificing those personal lives to accomplish their
work is acceptable. Eastern individuals’ values regarding work and per-
sonal life may explain why the majority of the respondents in this study
did not perceive any difficulty regarding the balance of work and per-
sonal life. It is possible that Taiwanese lodging managers may have
greater tolerances for interference of work responsibilities on family re-
sponsibilities.
Hsieh et al. 77

With regard to these Taiwanese lodging managers’ perception of
success, more than half of the respondents reported a neutral view
(51%); 27% reported perception from successful to very successful, and
only 16% reported unsuccessful to very unsuccessful. Even working in
such a challenging industry as the lodging industry, the majority of the
respondents felt they were successful in balancing work and personal
life. This result suggested that middle managers had the capabilities to
manage multiple role conflict. Considering the high proportion of re-
spondents reporting neutral perceptions, it was suspected that maybe
these respondents were reluctant to disclose their opinions or they were
actually not so sure if they were successful or not in balancing their
work and personal lives. What deserves our attention was that respon-
dents might not be successful in work and personal life balance but they
simply did not want to admit that fact. In order to avoid judgment, they
tended to choose neutral as their answer.
Overall, the perception of personal life interference with work was
lower than work interference with personal life. This finding was con-
sistent with previous studies and suggested that work interfered with
personal life more frequently than personal life interfered with work
(Aryee, Luk, Leung, & Lo, 1999; Eagle et al., 1997; Frone & Russell,
1992; Yang et al., 2000). Perhaps because respondents put more priori-
ties on work and tried not to let their personal lives to intrude on their
work. In addition, no significant relationship was found between the
hours spent on work and the perceived balance of difficulty and success.
This finding could be a result of the common concept that in Chinese so-
cieties, work’s purpose is seen as being the welfare of the family
(Redding & Wong, 1986). Redding indicated that the Chinese strive to
bring honor and prosperity to their families through their work. Accord-
ing to this family-based work ethic, extra work after official hours or on
weekends is a self-sacrifice that is made for the benefit of the family.
Such self-sacrificial, long-term orientation and activity legitimizes and
even encourages the assumption of extra work responsibilities and as-
signments. These, although temporarily disruptive to family life, are al-
ways expected to bring future benefits.
The majority of the respondents lived with their parents. Chinese par-
ents often help their adult and married children with household chores
and child rearing. The significant positive relationship that occurred be-
tween the presence of elder/relatives living at home and the level of en-
hancement on work further proved our point. Instead of increasing the
family responsibilities of the respondents or a perception of more re-
sponsibilities, these elder/relatives living at home turned into a positive
78 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

support factor for the respondents and enhanced the respondents’ work.
The respondents may have an advantage in coping with the conflict be-
tween work and personal life. Therefore, they perceived less difficulty
and more success in balancing both work and personal life.
This study found no significant differences between females and
males in terms of the perceived balance of difficulty and success. Nei-
ther was there a significant difference among married or single fe-
male/male managers. These respondents perceived similar levels of
interference and enhancement between work and personal life. This
finding revealed that today women are becoming more involved in
work outside the home and men are more likely to be involved in de-
manding family roles.
The tenure at the present hotel was found to have significant connec-
tions to the perceived difficulty and success regarding work and per-
sonal life balance. The longer the tenure, the easier and more successful
the respondents felt in balancing their work and personal lives. This
finding implied that the higher the level of work and personal life bal-
ance a worker perceived, the less intention he or she had to quit their
jobs. The lodging industry has suffered from a high turnover rate for
many years. The costs associated with such turnover are hard to approx-
imate. Hogan reports estimations of the cost of an individual case of
turnover in the hospitality industry as $17,000-$20,000 for a manager
(Hogan, 1992). No matter how much the cost of a high turnover rate, it
is believed that these costs have severe impact on the industry’s profit-
ability. The finding suggests that hotel companies can more easily retain
their employees by helping them balance their work and personal lives.
No gender differences were found in terms of WIP, PIW,WEP, PEW.
The study revealed that with the greater participation of women in to-
day’s workforce and the increasing numbers of single parents and dual
career family, the expectations of roles of males and females have
changed. Men are not the only breadwinners of the family, and they are
expected to share family responsibilities with females. Women are be-
coming more involved in work outside the home, and men are correspond-
ingly more likely to be involved in demanding family roles (Baruch &
Barnett, 1986; Frone & Rice, 1987). This point was supported by the
finding that female and male respondents in this study communicated
no significant differences in the amount of time spent on house chores
and children/elder care. It may appear that the dynamic interaction be-
tween work and personal life may operate similarly among men and
women today.
Hsieh et al. 79

IMPLICATIONS AND LIMITATIONS
Although this research contributed to increasing the understanding of
lodging managers’ perspectives in terms of work and personal life bal-
ance by examining the interaction between work and non-work do-
mains, there remain several limitations:
First, the data was collected by through snowballing sampling, a
non-probability sampling technique. That technique affected the valida-
tion of the test due to the non-randomly chosen samples and also limited
the generalization of the results.
Second, the research used a self-report questionnaire. The respondents
were asked to check off appropriate positions that best reflected their feel-
ings; however, people seemed more concerned about giving an “appro-
priate” or a “desirable” answer (Petty & Cacioppo, 1981) It’s possible the
respondents were sensitive about such questions as “ How successful are
you in balancing work and personal life?” and were reluctant to select a
true answer even though the study was anonymous. Therefore, the results
could be biased and not really reflect lodging managers’ perceptions of
work and personal life balance. Further research by using a forced scale
without providing any neutral ranking may improve the accuracy of the
data. In addition, integrating qualitative methods, such as in-depth inter-
views to future study will certainly generate more information which
could be useful to explore the balance issues.
In terms of the interaction between work and personal lives, work
was perceived more as a negative spillover on personal life, while per-
sonal life was perceived more as a positive spillover on work. It was sur-
prising to discover that even though work was perceived to intrude into
their personal lives to a certain extent, the majority of the Taiwanese
lodging managers did not acknowledge finding it difficult to balance
their work and personal lives; and only a few considered themselves un-
successful with work and personal life balance. It is possible that these
managers had more control of their jobs due to their managerial posi-
tions and thus perceived less difficulty balancing work and personal
life. Another explanation is that Asian employees have higher toler-
ances of work interference with personal life, and have more resources
present and accepted in their environment to cope with the conflict.
Therefore, they did not perceive it difficult to find a balance between
work and personal life. Another possibility might be that due to Asian
culture and values, these Taiwanese lodging managers may not consider
it important to seek a balance between work and personal life. Further
research is needed to uncover all the factors and to realize how lodging
80 JOURNAL OF HUMAN RESOURCES IN HOSPITALITY & TOURISM

managers manage to balance the inter-role conflict they have indicated.
It is also recommended to further investigate whether different strate-
gies are needed to reduce exposure to interferences and to increase en-
hancement between work and personal life. It would be wise to
duplicate the study on operations level employees who do not have a lot
of control in their job so as to understand their perspectives of work and
personal life balance for a comparison.
This research indicates that culture has a strong influence on percep-
tions of work and personal life balance. Further study to compare lodging
managers’ work/personal life perceptions across cultures will contribute
to both theory development and theory testing and add to the body of
knowledge regarding the work and personal life balance issues.
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