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Examining the Moderating Effects of Work–Life Balance between Human Resource Practices and Intention to Stay

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  • Hsiao-Ping Chang

    (Department of Health Diet and Industry Management, Chung Shan Medical University, No. 110, Sec. 1, Jianguo N. Rd., Taichung City 40201, Taiwan
    Department of Medical Management, Chung Shan Medical University Hospital, No. 110, Sec. 1, Jianguo N. Rd., Taichung City 40201, Taiwan)

  • Chi-Ming Hsieh

    (International Bachelor Program of Agribusiness, National Chung Hsing University, 145 Xingda Rd., South Dist., Taichung City 40227, Taiwan)

  • Meei-Ying Lan

    (Department of Tourism and Leisure Management, Chung Chou University of Science and Technology, No. 6, Lane 2, Sec. 3, Shanjiao Rd., Yuanlin Township, Changhua County 510, Taiwan)

  • Han-Shen Chen

    (Department of Health Diet and Industry Management, Chung Shan Medical University, No. 110, Sec. 1, Jianguo N. Rd., Taichung City 40201, Taiwan
    Department of Medical Management, Chung Shan Medical University Hospital, No. 110, Sec. 1, Jianguo N. Rd., Taichung City 40201, Taiwan)

Abstract

Offering services to clients by staff is a major feature of the hotel industry. Therefore, maintaining high-quality and stable services is critical for hotels to stay competitive. As for hotel human resource management, how to effectively increase employee retention is crucial because it not only enhances organizational performance but also reduces personnel cost. In this study, the researchers used structural equation modeling to explore the relationship between job embeddedness, organizational commitment, and intention to stay in tourist hotel interns. Furthermore, work–life balance was used as the moderating variable between organizational commitment and intention to stay. The study subjects were interns who had completed between half and one year of an internship at a tourist hotel and were going to graduate from the school upon completing the internship. The results indicated that job embeddedness has a significant and positive effect on organizational commitment and intention to stay whereas organizational commitment mediates the relationships between job embeddedness and intention to stay. In addition, work–life balance moderates interns’ intention to stay. This study provides the hotel industry with useful management guidelines for retaining employees and improving competitiveness.

Suggested Citation

  • Hsiao-Ping Chang & Chi-Ming Hsieh & Meei-Ying Lan & Han-Shen Chen, 2019. "Examining the Moderating Effects of Work–Life Balance between Human Resource Practices and Intention to Stay," Sustainability, MDPI, vol. 11(17), pages 1-15, August.
    • Handle: RePEc:gam:jsusta:v:11:y:2019:i:17:p:4585-:d:260359
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    References listed on IDEAS

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    Cited by:

    1. DuckJung Shin & Jackson Enoh, 2020. "Availability and Use of Work–Life Balance Programs: Relationship with Organizational Profitability," Sustainability, MDPI, vol. 12(7), pages 1-12, April.
    2. Amaya Erro-Garcés & Begoña Urien & Giedrius Čyras & Vita Marytė Janušauskienė, 2022. "Telework in Baltic Countries during the Pandemic: Effects on Wellbeing, Job Satisfaction, and Work-Life Balance," Sustainability, MDPI, vol. 14(10), pages 1-15, May.
    3. Aram Eslamlou & Osman M. Karatepe & Mehmet Mithat Uner, 2021. "Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?," Sustainability, MDPI, vol. 13(9), pages 1-18, May.
    4. Magdalena Tutak & Jarosław Brodny & Małgorzata Dobrowolska, 2020. "Assessment of Work Conditions in a Production Enterprise—A Case Study," Sustainability, MDPI, vol. 12(13), pages 1-35, July.

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