................................................? its psychology . so don't its difficult its just understanding.

1. The effect of psychological capital on conflicts in the
work–family interface, turnover and absence
intentions
Article: - 4
Course:- Tour 501
Lecturer:- Prof. Dr. Huseyin Arasli
Submitted by:
Walid Eltagore 145025
Danish Naveed 15500059

2. Title of the Article
The effect of psychological capital on conflicts in the
work–family interface, turnover and absence intentions
Osman M. Karatepe & Georgiana Karadas
International Journal of Hospitality Management 43
(2014) 132–143
Journal homepage:
www.elsevier.com/locate/ijhosman

3. Content
• Key Concepts
• What is the Study for?
• The purpose of the study
• Contributions of the study
• Context of Study
• Theory of Study
• The model and its hypothesis
• Methodology and sample of the study
• Design of the Survey
• Results
• Discussion of Findings
• Implications for managers.
• Future Study Recommendations

4. Key Concepts
• Psychological capitalis defined as “an individual’s positive
psychological state of development and is characterized by:
• Having confidence (self-efficacy) to take on and put in the
necessary effort to succeed at challenging tasks;
• Making a positive attribution (optimism) about succeeding now
and in the future.
• Persevering toward goals and, when necessary, redirecting paths
to goals (hope) in order to succeed;.
• When beset by problems and adversity, sustaining and bouncing
back and even beyond (resiliency) to attain success” (Luthans et
al., 2007,p. 3).

5. Key concept
• Work-family conflict ; occurs when there are incompatible demands
between the work and family roles of an individual that makes
participation in both roles more difficult. Accordingly,
the conflict takes place at the work–life interface.
• Family-work conflict; occurs when there are incompatible demands
between the work and family roles of an individual that makes
participation in both roles more difficult.
• Turnover; is the percentage of employees in a workforce that leave
during a certain period of time usually a fiscal or calendar year
• Absence intentions; Habitual absence from work, thought to reflect
employee demoralization or dissatisfaction.
• Hotel employees

6. Research Model

7. What is this Study for?
• study is that Psy Cap is a personal resource that exerts a
significant negative effect on work–family conflict and
family–work conflict.

8. Purpose of the Study
• The purpose of this study is to test a research model that investigates that
impact of psychological capital on work-family conflict, family-work
conflict, turnover and absenteeism intention.
• And also examine the effect of two direction of conflict on these employees
outcomes .

9. Contributions of the Study (con’t)
• The study contributes to study in five important ways
• First according to COR theory is personnel characterize that enable
individual to cope stress. Surprisingly very little known about the
relatioship between PhyCap and work family issue.
• Given that turnover is still a significant problem in the hospitality industry,
it is important to understand whether employees with specific personal
resources remain in the organization.
• Non-attendance behavior in the workplace, absenteeism results in costs for
companies
• The results of this study will yield useful implications regarding the
acquisition and retention of talented employees as well as management of
work and family roles.

10. Contributions of the Study
• result of past meta analytic study indicate that there are only two study that
have assessed the effect of work-family conflict on absenteeism
• Conservation of resource (COR) theory and also congruence theory
supports that PhyCap is linked to turnover and absence through work
family-conflict/family-work conflict
• Another key contribution of this study is that frontline hotel employees
who are high in PsyCap display low levels of turnover and absence
intentions.
• This study also contributes to exciting knowledge base by assessing the
affect of work-family and family-work simultaneously on turnover and
absence intention

11. Context of the Study
• Research was conducted in two cities of Romania in Sibiu and Bucharest
• The management of one five-star hotel and one four-star hotel in Sibiu and
four four-star and three five-star hotels in Bucharest agreed to participate
in this study.
• Human resource managers coordinated to data collection process .
• There was a record of 13 five star and four star international chain hotels
registered with the Ministry. 3 five star and 4 fourstar agreed to participate
• 285 Time I questionnaires distributed, 282 were received. (99%)

12. Theory of Study
• Conservation of recourses theory; An integrated model of stress that
encompasses several stress theories. According to the model, individuals
seek to acquire and maintain resources, including objects (e.g., homes,
clothes, food), personal characteristics (e.g., self-esteem), conditions (e.g.,
being married or living with someone provides social support, more
financial security), and energies (e.g., time, money, and knowledge). Stress
occurs when there is a loss of resources, or a threat of loss… which in turn
leads to job dissatisfaction, anxiety, and thoughts about quitting one's job."
(Thompson citing Hobfoll 1989).
• Congruence theory :a person to achieve self-actualization they must be in a state
of congruence. This means that self-actualization occurs when a person's “ideal self”
(i.e. who they would like to be) is congruent with their actual behaviour (self-image).

13. Model & It’s Hypotheses

14. Hypothesis
• Hypothesis One (H1): Psychological capital is negatively related to (a) work–
family conflict and(b) family–work conflict.
• Hypothesis two (H2): Psychological capital is negatively related to (a) turnover
and (b) absence intentions.
• Hypothesis three (H3): Work–family conflict is positively related to (a)
turnover and(b) absence intentions.
• Hypothesis Four (H4):Family–work conflict is positively related to (a) turnover
and(b) absence intentions.
• Hypothesis Five (H5): Work–family conflict partially mediates the effect of
Psychological Capital on (a) turnover and (b) absence intentions.
• Hypothesis Six (H6): Family–work conflict partially mediates the effect of
Psychological Capital on (a) turnover and (b) absence intentions.

15. Methodology & Sampling
• This study employed stratified sampling technique. Front line hotel
employees were target.
• In addition, employees were informed that participation was voluntary but
encouraged and that each hotel management fully endorsed participation.
• Each questionnaire included information about anonymity and
confidentiality.

16. Methodology & Sampling
• Respondents on this survey were 5 star/4star hotel frontline employees
• Research was conducted with time lag of two weeks and in three waves.
• Data regarding frontline employees and their work-family conflict, family-
work conflict, turnover and absence intention.

17. Design of the Survey
• Time I questionnaire consisted of self efficacy, hope, optimism and
resilience
• Time II questionnaire included the work-family conflict, family-work
conflict measure.
• Time III questionnaire consisted of the turnover and absence intention
measure.
• 285 Time I questionnaires distributed, 282 were received. (99%)

18. Research Questions
• PsyCap - 24 Items obtained from Luthans et al. (2007). Each of the
indicators of PsyCap was measured with six items.
• The work–family interface- Ten items taken from Netemeyer et al. (1996)
were used to measure work–family conflict and family–work conflict. each
included five items.
• Turnover intentions - A three item scale taken from Singh et al. (1996) was
used to measure turnover intentions.
• Absence intentions - were measured using three items from Baba and
Harris (1989).

19. Data analysis
• The current study used two steps to asses both the measure and structural
model.
• In the first step all measures were subjected to confirmatory factor analysis
for assessing the measurement model in terms of convergent and
discriminant validity as well as internal consistency reliability.
• In the second step the relationships in the structural model were tested
using structural equation modelling. before this average items scores of
self efficacy, hope, resilience, and optimism.

20. Demographic Result

21. Results of Hypothesis

22. Result of model comparison
.Table 3
Results of model comparisons.
Models 2 df 2
df RMSEA SRMR IFI CFI Model comparison
1. Partially mediated model (Hypothesizedmodel) 438.04 205 – – .064 .041 .95 .95 –
PsyCap→ WFC, FWC, TI, ABI
WFC → TI, ABI
FWC → TI, ABI
2. Alternativemodel (no mediation) 479.19 207 41.15 2 .068 .140 .94 .94 2 and 1
PsyCap→ TI, ABI
WFC → TI, ABI
FWC → TI, ABI
3. Alternative model (fullmediation) 522.31 207 84.27 2 .074 .092 .94 .94 3 and 1

23. Results
• The result reveled that work–family conflict does not significantly
influence turnover and absence intentions. This may be because they
may not be able to find alternative employment
• The results suggest that Psy Cap is significant and relevant in
frontline service jobs in the hotel industry, because it reduces work–
family conflict, family–work conflict, and turnover and absence
intentions.

24. Discussion of Findings (con’t)
• the current study develops and tests a research model to address the
question of whether PsyCap is linked to turnover and absence intentions
through work–family conflict and family–work conflict
• Consistent with the tenets of conservation of resource theory
(COR)(Hobfoll, 2002),self-efficacy, hope, optimism, and resilience as the
indicators of PsyCap jointly mitigate frontline hotel employees’ conflicts in
the work–family interface.

25. Discussion of Findings
• This finding is also in agreement with the precepts of congruence theory
that Psy Cap is a third variable dually influencing employees’ perceptions
of work–family conflict and family–work conflict.
• Contrary to what is hypothesized in this study, work–family conflict does
not significantly influence turnover and absence intentions. This may be
because they may not be able to find alternative employment
• The results suggest that Psy Cap is significant and relevant in frontline
service jobs in the hotel industry, because it reduces work–family conflict,
family–work conflict, and turnover and absence intentions

26. Implications for Managers
• Management should Select staff which have high PsyCap for frontline
employees.
• Management should establish and maintain family supportive work
environment
• Management can create a climate where employees feel regarded as a
strategic partner and have a planned career path and job challenges in the
organization.
• Management of hotels should arrange a specific training programme that
focus on the cost of turnover and absenteeism. And ask for their feedback.

27. Limitations of the Study
• Collected data with a time lag of two weeks in three waves and second time
collection in observation of managers Such time-lagged designs delineate
some evidence about causality.
• Though the researcher had given information to managers to distribute the
questionnaires to a wide array of employees in frontline service jobs, this
have created a selection bias.
• The researchers also found Little literature with regard to psycap among
frontline employees.

28. Future Study
• In future obtaining data via longer period of time in three waves would be
more useful.
• Receive company record regarding employees actually absence from work
• In future different critical antecedents and outcome can be identified