Abstract

There is a lack of research on the work experiences of employees working within the recreation and leisure industry. The current study used a structural model approach to examine key concepts of workaholism, burnout, work–family interface, and coping strategies within the context of recreational employees. The study’s sample consisted of 466 campus recreation employees. Results show a positive, direct relationship between respondents’ workaholism and burnout. Results also show that the positive relationship between workaholism and burnout was significantly, partially (serial) mediated by work–family/family–work conflict and emotion-based coping strategies, but was non-significant by work–family/family–work conflict and task-focused strategies. This suggests our participants became dependent on emotion-focused coping strategies due to their work obligations and dedication to the job. Findings also suggest that employees within the recreation field are less likely to feel the negative associations of burnout from family–work conflict as compared to work–family conflict. This study advances previous findings by illustrating specific coping strategies and their impact on the relationship between workaholism and burnout. Results from the current study illustrate those employees who engage in emotion-coping strategies may experience higher levels of burnout as compared to those who utilize task-based coping strategies.

摘要

缺乏对在娱乐和休闲行业工作的员工的工作经历的研究。当前的研究使用结构模型方法来检查娱乐性员工背景下的工作狂、倦怠、工作-家庭界面和应对策略的关键概念。该研究的样本包括 466 名校园娱乐员工。结果显示受访者的工作狂和倦怠之间存在积极的直接关系。结果还表明，工作狂和职业倦怠之间的正相关显着、部分（连续）由工作-家庭/家庭-工作冲突和基于情绪的应对策略介导，但工作-家庭/家庭-工作冲突和基于情绪的应对策略不显着。以任务为中心的策略。这表明我们的参与者由于他们的工作义务和对工作的奉献精神而变得依赖以情感为中心的应对策略。研究结果还表明，与工作 - 家庭冲突相比，娱乐领域的员工不太可能感受到家庭 - 工作冲突带来的倦怠的负面关联。这项研究通过说明特定的应对策略及其对工作狂和倦怠之间关系的影响来推进先前的发现。当前研究的结果表明，与使用基于任务的应对策略的员工相比，采用情绪应对策略的员工可能会经历更高程度的倦怠。研究结果还表明，与工作 - 家庭冲突相比，娱乐领域的员工不太可能感受到家庭 - 工作冲突带来的倦怠的负面关联。这项研究通过说明特定的应对策略及其对工作狂和倦怠之间关系的影响来推进先前的发现。当前研究的结果表明，与使用基于任务的应对策略的员工相比，采用情绪应对策略的员工可能会经历更高程度的倦怠。研究结果还表明，与工作 - 家庭冲突相比，娱乐领域的员工不太可能感受到家庭 - 工作冲突带来的倦怠的负面关联。这项研究通过说明特定的应对策略及其对工作狂和倦怠之间关系的影响来推进先前的发现。当前研究的结果表明，与使用基于任务的应对策略的员工相比，采用情绪应对策略的员工可能会经历更高程度的倦怠。