The impact of work-family policies on employee performance in the tourism industry

Abstract

Purpose This study explores the influence of Work-family policies (WFP) existence and accessibility on employee performance within the tourism industry, emphasizing the mediating roles of specific WFP measures and the moderating impact of demanding work. Design/methodology/approach The research is based on data collected through questionnaires administered to 224 employees in the tourism industry and analysed using a structural equation modelling approach (PLS-SEM). Findings The findings confirm that WFP existence positively affects performance and is negatively related to accessibility, though the mediating effects of specific WFP measures vary significantly. Flexibility in working time and location emerge as pivotal mediators, while long leaves and support services do not show significant effects. Additionally, demanding work moderates key relationships, weakening the positive effects of WFP in high-demand environments. Practical implications Tourism organisations should enhance both WFP existence and accessibility, especially through flexible work arrangements related to working time and location. Addressing high work demands through improved workload management and organisational practices that facilitate the actual use of available policies can improve employee performance and organisational outcomes. Originality/value: The added value of this research lies in demonstrating that the impact of WFP depends on how employees perceive their accessibility and on the specific measures available, rather than on their mere existence. Crucially, it identifies that flexibility in working time and location is the primary driver of this improvement, whereas other measures, such as long-term leaves, do not show a significant impact in this specific high-pressure environment.