WORK-FAMILY CONFLICT AND BURNOUT RELATIONSHIP: MODERATING ROLE OF PROCRASTINATION AND THE IMPLICATION OF COUNSELING INTERVENTION
Introduction
Employees in frontline service professions interact with clients on a regular basis and play a key role in delivering exceptional customer care to them.
To be successful in today’s market, organizations must be able to effectively manage these cross-border employees [6]. Workplace stressors for front-line workers include severe workloads and role stress; emotional dissonance; and antisocial work hours [20-21].
It is also challenging for them to balance their career and family responsibilities [28, 40]. The term “work-family conflict” refers to “interrole conflict in which the general needs of, time spent to, and strain caused by the workplace interfere with performing family-related tasks,” [29, p.401]. Front-line workers are particularly vulnerable to burnout, a psychological response to workplace pressures [23-24].
A model (see Figure 1) and eight hypotheses based on the COR theory [16] are developed and tested in this work against this backdrop. The two components of burnout (exhaustion and disengagement) are influenced by work-family conflict, which is represented in Figure 1 as a result of work overload. Work-family conflict is a full mediator between work overload and burnout aspects, according to our model.
Positive affectivity, in our model, acts as a buffer between job overload and work-family conflict, as well as between tiredness and disengagement caused by work-family conflict.
Our model incorporates age, gender, education, tenure in the organization, married status, and the number of children as control variables, which is in line with previous studies [e.g., 22, 25, 40]. A sample of full-time frontline hotel workers in Turkey is used to test our model’s predictions.
Relevant and important empirical research is needed in order to test this model. An issue is the lack of studies on the relationship between work-family conflict and emotional exhaustion/burnout [27, 36]. As a second key reason, our study responds to the recommendations for increasing our understanding of personality factors as moderators of work-family conflict’s harmful impacts on employment outcomes [11, 25, 35].
Positive affectivity has received less attention in previous investigations that used affectivity in this manner [22, 42]. In light of the shift in management research from “negative psychology” to “positive psychology,”
this is surprising. [42, 37]. We expect our findings to have practical consequences for practice in addition to filling up research gaps.
Our theories are laid out throughout the remainder of the text. Our empirical study’s technique and results are then discussed.
Finally, we discuss the findings’ ramifications and potential paths for future study.
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WORK-FAMILY CONFLICT AND BURNOUT RELATIONSHIP: MODERATING ROLE OF PROCRASTINATION AND THE IMPLICATION OF COUNSELING INTERVENTION
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