Department of Tourism Management, Kyonggi University, Seoul 033746, Korea.
Department of Foodservice and Culinary Management, Kyonggi University, Seoul 033746, Korea.
Int J Environ Res Public Health. 2020 Oct 24;17(21):7783. doi: 10.3390/ijerph17217783.
This study explored the relationship between job insecurity of employees and workaholism or work-family conflict in the hotel industry in Korea. To do this, four hypotheses were proposed. First, that job insecurity will have positive effects on workaholism. Second, that workaholism will have positive effects on work-family conflict. Third, that job insecurity will have positive effects on work-family conflict. Fourth, that through the mediation of workaholism, job insecurity will have positive effects on work-family conflict. Further, eligible respondents ( = 331; 217 male and 112 female) were recruited from four-star hotels or above located in Seoul, Incheon, and Gyeonggi Province and then evaluated for a self-administered questionnaire survey. Results showed that job insecurity had significant positive effects on workaholism, and workaholism had significant positive effects on work-family conflict and mediated the interaction between job insecurity and work-family conflict. Thus, it can be concluded that hotels should improve working conditions and propose solutions, such as the moderation of workload, for preventing their workers from workaholism. In particular, hotel business managers should minimize worker's job-insecurity-induced compulsive drive to work by devising strategies for minimizing their worker's workloads. They should also enable workers to perform their jobs autonomously.
本研究探讨了韩国酒店业员工工作不安全感与工作狂或工作-家庭冲突之间的关系。为此，提出了四个假设。首先，工作不安全感将对工作狂有积极影响。其次，工作狂将对工作-家庭冲突有积极影响。第三，工作不安全感将对工作-家庭冲突有积极影响。第四，通过工作狂的中介作用，工作不安全感将对工作-家庭冲突有积极影响。此外，从首尔、仁川和京畿道的四星级或以上酒店招募了合格的受访者（=331；217 名男性和 112 名女性），然后对他们进行了自我管理的问卷调查。结果表明，工作不安全感对工作狂有显著的积极影响，工作狂对工作-家庭冲突有显著的积极影响，并在工作不安全感和工作-家庭冲突之间的相互作用中起到了中介作用。因此，可以得出结论，酒店应该改善工作条件，并提出解决方案，如工作量的调节，以防止员工工作狂。特别是，酒店业务经理应该通过制定最小化员工工作量的策略，最大限度地减少员工因工作不安全感而产生的强迫性工作动力。他们还应该使工人能够自主地执行工作。
