Women’s Risk-Taking Behaviour during COVID-19 Pandemic: Will Work–Family Enrichment and Work Satisfaction Prevent Turnover Intention?

I Gusti Ayu Manuati Dewi (), Ismi Rajiani, I Gede Riana, Ni Made Dwi Puspitawati, Muafi Muafi and I Gede Rihayana
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I Gusti Ayu Manuati Dewi: Department of Management, Universitas Udayana, Jl. Raya Kampus Unud, Jimbaran 80361, Indonesia
Ismi Rajiani: Department of Social Studies, Lambung Mangkurat University, Jl. Hasan Basri Banjarmasin, Banjarmasin 70123, Indonesia
I Gede Riana: Department of Management, Universitas Udayana, Jl. Raya Kampus Unud, Jimbaran 80361, Indonesia
Ni Made Dwi Puspitawati: Department of Management, Universitas Mahasaraswati, Jl. Kamboja, Kota Denpasar 80233, Indonesia
Muafi Muafi: Department of Management, Universitas Islam Indonesia, Jl. Kaliurang, Yogyakarta 55584, Indonesia
I Gede Rihayana: Department of Management, Universitas Mahasaraswati, Jl. Kamboja, Kota Denpasar 80233, Indonesia

Administrative Sciences, 2023, vol. 13, issue 3, 1-12

Abstract: The COVID-19 pandemic has impacted all employment conditions as working during the pandemic is a risk to employees’ health. This study investigates women’s intentions to leave their job during times of crisis. However, opportunities for job selection were quite limited, and there are better ways to deal with job insecurity than leaving an organisation. The questionnaires were tested on valid data from 593 female employees of four-star hotels, and structural equation modelling (SEM) was employed. Cultural characteristics and the macroenvironment in Indonesian society cause different practices for women to achieve work–family enrichment, job satisfaction, and turnover intention than in developed Western cultures. Female employees will not be inclined to leave their job even though they are not satisfied. Moreover, work–family enrichment has an essential role in enhancing work satisfaction because it can improve women’s quality of life. Work–family enrichment was also found to reduce the intention of women to leave an organisation. However, work–family enrichment has a more substantial influence on intensifying work satisfaction than on deflating the choice to quit during a crisis. Therefore, the research findings revealed that work–family enrichment is essential in improving work satisfaction, increasing employees’ likelihood of remaining in the organisation. This study contributes to filling the research gap within work–family enrichment by digging into the practical lessons of women’s work behaviour in the service sector, specifically in the hotel industry.

Keywords: work satisfaction; turnover intention; work–family enrichment; hospitality industry; Indonesia (search for similar items in EconPapers)
JEL-codes: L M M0 M1 M10 M11 M12 M14 M15 M16 (search for similar items in EconPapers)
Date: 2023
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