LAUSR

Work–life balance (WLB) is an important concern for all workers irrespective of their age, sex, education level, family structure, or occupation. This study analyzes WLB’s mediating effects and the ease of using WLB programs in the relationship between WLB organizational culture of hotels and turnover intention of its culinary staff. We conducted a survey featuring 320 culinary staff members at hotels in Incheon from 10 to 30 August 2020 and performed statistical analysis using 290 responses. We find that the company’s willingness for WLB, empathetic communication with colleagues, material support of colleagues for WLB, and the ease of using WLB programs in organizational culture had a positive impact on WLB. The company’s willingness for WLB, boss’s consideration for WLB, empathetic communication with colleagues, and material support of colleagues for WLB in organizational culture had a negative impact on turnover intention. The ease of using WLB programs had no indirect effect on the relationship between organizational culture and turnover intention. However, WLB had an indirect effect on the relationship between the four components except for the boss’s consideration for WLB and turnover intention. Hotel management should create an organizational culture that supports the WLB of culinary staff.