A STUDY IN BAOTOU CITY ON THE RELATIONSHIP BETWEEN HOTEL EMPLOYEES’ WORK-LIFE BALANCE, ORGANIZATIONAL COMMITMENT AND WORK PERFORMANCE
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Abstract
This quantitative research aimed to examine the relationships among work-life balance, organizational commitment, and work performance of hotel employees in Baotou City, People’s Republic of China, with organizational commitment serving as a mediating variable. Conservation of Resources Theory, Work-Family Border Theory, and Social Exchange Theory were used as the conceptual framework. The population comprised employees of four-star and higher hotels. Convenience sampling was used because a sampling frame could not be constructed, and the questionnaires were distributed across hotels of different sizes and across all departments to reduce bias. Of the 600 questionnaires distributed, 398 were analysed, a valid response rate of 66.33 percent. Most respondents were female, aged 21-25 years, with a bachelor’s degree. The instrument was an 81-item, five-point Likert scale questionnaire with Cronbach’s alpha coefficients ranging from 0.950 to 0.978, a KMO value of 0.932, and six extracted factors accounting for 70.733 percent of the cumulative variance. Data were analysed using descriptive statistics, correlation analysis, and structural equation modelling. The results revealed that work-life balance had a positive influence on work performance (β = 0.535) and on organizational commitment (β = 0.815). Organizational commitment influenced work performance (β = 0.466) and served as a partial mediator, with an indirect effect of 0.380 and a total effect of 0.915. In addition, person-organization fit (β = 0.888), boundary control (β = 0.789), and job resources (β = 0.626) had a positive influence on work-life balance. All coefficients were statistically significant at the .01 level. Hotel managers should therefore give first priority to person-organization fit and to supporting employees’ boundary control, in order to strengthen organizational commitment and work performance.
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