호텔종사자 기혼여성의 일-가정 갈등 그리고 가정-일 갈등이 직무불안, 직무소진, 직무지속의지에 미치는 영향 연구: 정서사건 이론을 중심으로

초록

This study applies Affective Events Theory (AET) to analyze the effects of work-family conflict and family-work conflict experienced by married female hotel employees on job insecurity, job burnout, and job retention intention. A survey was conducted among married female hotel employees, and data from 271 valid responses were analyzed using Structural Equation Modeling (SEM). The results indicate that, first, both work-family conflict and family-work conflict have a significant positive (+) effect on job insecurity. Second, neither type of conflict has a significant effect on job burnout, suggesting that while work-family conflict elicits emotional responses during job performance, it may not directly lead to burnout. Third, job insecurity has a significant positive (+) effect on job burnout. Fourth, job insecurity does not have a significant effect on job retention intention, implying that employees may continue working despite experiencing job insecurity due to practical considerations. Fifth, job burnout has a significant negative (−) effect on job retention intention, and sixth, family-work conflict negatively (−) affects job retention intention. Additionally, the mediating effects of job insecurity and job burnout were confirmed in the relationship between work-family conflict and job retention intention. This study empirically examines the impact of role conflict on emotional responses, job attitudes, and job retention intention among married female employees in the hotel industry. Furthermore, it suggests practical implications for hotel organizations, including the implementation of job refresh programs, in-house counseling services, and the expansion of flexible work arrangements to enhance workforce management effectiveness.

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