A Study of Work-Life Quality Effectiveness on Job Engagement of Five-Star Hotels’ Employees

Document Type : Original Research

Authors

1 Associate Professor, Hospitality Management Department, the Higher Institute for the specific studies, El-Giza, Egypt

2 Lecturer, Hotel Management Department, the Higher Institute for Tourism and Hotels, Badr City, Cairo,

Abstract

This research examines the impact of Work-Life Quality (WLQ) effectiveness on employee job engagement in five-star hotels in Egypt. Because of the tremendously competitive and high-stress nature of the hospitality industry, it is becoming increasingly evident that WLQ is a vital component in maintaining employees and improving their engagement, affecting the level and quality of service offered to guests and the reputation of hotel chains.
The research examines WLQ effectiveness using five relevant areas: the WLQ working environment, job satisfaction, work-life balance, professional growth and development, and psychological well-being. Job engagement was measured through physical, cognitive, and emotional dimensions.
The problem of the research lies in answering the following main research question:
"What is the effectiveness of Work-Life Quality on job engagement among employees in five-star hotels?"
This research used a quantitative approach, with an online survey administered to employees in five-star hotels in Egypt. The response rate yielded 415 usable responses. The research showed that WLQ significantly and positively affects all dimensions of job engagement. The most impactful dimensions are the working environment and job satisfaction, followed by psychological well-being and work-life balance, while professional growth and development had a comparatively lower impact.
The regression analyses performed in this research found that WLQ accounts for a significant amount of the variation in job engagement, approximately 58.1% of the variance with a WLQ model. Furthermore, the results indicated that psychological well-being greatly influences physical engagement, whereas the working environment and job satisfaction primarily affect emotional and cognitive engagement.

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