Posted: October 20th, 2022

Asian hospitality managers' work-life conflicts and enrichment A Comparative study of China and Vietnam

• Introduction and Background

1.1         Introduction

In a broad explanation, the authors such as Chan & Mackenzie (2013) and Birmele (2015) have suggested that the hospitality industry involves those organizations or institutions that provide foods or drinks and accommodation to people who are found away from their homes. More so, according to Chu (2014), the hospitality industry has seen an expeditious growth in recent times in many countries. For instance, the Forbes Travel Guide Star announced that by February, 2013, more than 76 five star hotels were reported to have been built around the world while another 226 four star hotels had been built around the world (cited in Chu, 2014). The growth in the number of hotels is attributed to the increase in the tourist volumes around the world (The World Luxury Index, 2013). These reports actually show that countries such as Canada, Hong Kong, USA and France have seen a 75.5% rise in the luxury hotels. Meanwhile, Birmele (2015) posits further that the growth in the hospitality industry has also been noted in the Asia-Pacific region. For example, China……….and Vietnam………In fact, Birmele (2015) agrees that with healthy economies rising in this region, the hospitality industry has grown tremendously with many tourists from all over the world seeking leisure in these countries. On the contrary, with an increased number of tourists, it is evident that hoteliers need to have to up their performance especially when dealing with different customers who have varied tastes, cultures and lifestyles (Carlson, Grzywacz, & Zivnuska, 2009). According to Carlson, Grzywacz, & Zivnuska (2009), the increased intensity of labour shows that hotel managers are faced with a challenge of addressing activities such as reception and entertainment of guests, visitors or the strangers. Birmele (2015) actually reckons that managers in these hotels need to ensure that each and every customer is satisfied with the services offered. For instance, Birmele (2015) posits that managers are faced with a challenge of checking on the customers while addressing specific areas in the hotels such as the restaurants, dinners or the amusement parks. As aforementioned, with such an array of activities, this is a labour intensive industry. The employees are thus required to exhibit skills in a knowledgeable way that will meet each of the customers’ needs. What’s more is that with such challenges, many employees have decided to leave their jobs, causing a gap of expert insufficiency in the industry. This catapults to unsatisfied customers.

1.2         The main Objective

The main objective of this paper is to determine and analyze the causes and consequences of Asian hospitality managers’ work-life conflicts (WLC) and then identify suitable work-life conflicts interventions, in particular enrichment (WLE), to neutralize those conflicts.

1.3         The Specific Objectives

1. To critically review the role-strain theory, and the theoretical frameworks of WLE, conservation of resources, selection, compensation and optimisation behaviours.
2. To explore the characteristics and nature of the global and Asian hospitality industry.
3. To determine and analyze the causes and consequences of work-life conflicts experience by Asian hospitality managers in China and Vietnam.
4. To identify and analyze work-life enrichment experienced by Asian hospitality managers in China and Vietnam.
5. To employ work-life enrichment to neutralise Chinese and Vietnamese hospitality managers’ work-life conflicts.
6. To provide recommendations to Chinese and Vietnamese hospitality managers other methods to neutralise work-life conflicts.
7. To provide recommendations to other stakeholders of the hospitality industries in China and Vietnam to address work-life conflicts.

1.3.1        Background of the study

Xiao & Cooke (2012) found out that the overall tourism sector is expected to increase by 50% by 2020. According to Xiao & Cooke (2012), these inherent growth in the tourism sector has overshadowed the conflicts that develope from in the Hospitality industry. With this growth, Xiao & Cooke (2012) said that the hospitality industry is in need of employees, hence, the industry has employed many workers with different cultural and social issues. However, based on the reports by the Kelly articles, (2015), WLC are developing in the Asian hospitality industry than seen before, with worklife family conflicts and cultural conflicts being the major conflicts. These conflicts are now seen to be affecting the hospitality industry in Asia. I agree that the hospitality industry in Asia is expanding. I also agree that this expansion has created more workers working in this industry. As such the demographics and behaviours of hospitality manpower in Asia is changing. But I cannot link the changing demographics/behaviours of Asian hospitality manpower with WLC. Is it because younger Asian hospitality workers want to have more free time than older workers Is it because of excessive hospitality labour turnover and qualified hospitality labour shortage that causes existing hospitality labour to work more

1.3.2        The Rationale (reason for the study)

In recent years, the hospitality industry in Asia has grown tremendously with the increased tourism sector (Ineson et al., 2014). For this reason, the workload in many of the players in the hotel industry has increased with many hotels and tourism companies looking to employ many workers as a result (Ineson et al., 2014). The employees come with different behaviours, different backgrounds amongst the many attributes in any workplace. With these, there is bound to be a relative issues that might occur that are related to conflicts that develope from the different views of these employees from family life conflicts to cultural conflicts (Furunes, 2005). For instance, many employees tend to get conflicts that develop from different abilities, skills, traditions, behaviour and attitudes towards the employers and the co-workers or even the work environment (Ryan, 2013; Xiao & Cooke, 2012). There is an increasing number of employees in the Asian hospitality industry. More so, the industry has seen tremendous growth in the recent years with many tourists making visits to places such as Singapore, India, China, Malaysia, Japan, Hongkong and Thailand. Places like Nepal has seen the hickers increase with a mission of climbing the Mt. Everest. This has contributed significantly to the growth of the hospitality industry. However, with increased visitors, the jobs are bound to increase and that the employees might seem to be overworked, engaging in the many conflicts that affect the employees. From family disputes, gender issues and cultural differences, many in the industry are falling into crisis. However, in some instances, some workers are bound to find conducive environments that help them work with ease with few issues that are related to work life conflicts. Therefore, for this study, it is significant for the researcher to determine the work reated conflicts and enrichment in the hospitality industry in Asia.

• Literature review

2.1.   Introduction

This chapter presents the literature presented by different authors concerning the study problem. This includes the different extracts from different authors on the literature material that is presented. More so, this chapter will address the various literature that will address the research objectives based on what different proponents think and have reported from the different researches they have conducted. Therefore, this chapter will address the worklife conflicts and worklife enrichment views made by different proponents, the common worklife conflicts, challenges that come with these conflicts and how different persons address the issues of worklife conflicts and enrichment.

2.2.   The role strain theory

According to the research material presented on the sociology theories by Biel & Thogersen (2006), the role strain theory seeks to address the issues that surround the difficulty that is felt when fulfilling the obligations in one role. Contrary to this, Giardini & Frese (2006) see the explanation on the role strain theory in a rather different manner. Based on Giardini & Frese (2006)’s view, the theory was developed by Tarcot Parsons to address the issues that come up to an individual worker’s life when the overall expectations go beyond what he/she can meet at a particular time. For instance, a mother is unable to attend to her child’s needs at home because she is extremely engaged at her much demanding managerial role at her company. However, Giardini & Frese (2006)’s example does not bring out exactly how the role strain theory is addressed in this case. Despite this view by the researchers, a further look at Giardini & Frese (2006)’s report, there is evidence that by referring to a mother’s obligation, Giardini & Frese (2006)’s example seems to address what happens when the role conflicts are put into consideration. Giardini & Frese (2006) say that when a mother is faced by the difficulty of just one role in the name of that obligation to her child alone, then the theory of the role strain is identified. With such a view, it is clear that the role strain theory seeks to address the difficulty that individuals feel in just one role. Meanwhile, according to Biel & Thogersen (2006), despite the different views on how the role strain theory develops in individuals, the overall idea of the theory, as suggested by Tarcot Parsons, is that it identifies the social roles as the unexpected patterns of behavior, the obligations, the beliefs of individuals and the privileges. The ides is also sustained by the arguments presented by Giardini & Frese (2006) on the work life in employees. Giardini & Frese (2006) affirm that the role strain theory addresses the occurrences that develop from the conflicting demands on employees on the same role. Albeit the contrasting views, these authors do agree that the role strain theory is a significant paradigm that does address the complexities of peoples’ lives.

2.3.   Conservation of resource theory

Several publications have appeared in recent times addressing the motivation of employees in different work stations (Hobfoll, 2012). However, while these articles seem to have created an overall perspective of the significance of employers looking into motivation for the success of their companies, few address the individual workers and how they strive to achieve different roles. Hobfoll (2012) is particularly good in assessing individual workers, their primary resources and their secondary resources. According to Hobfoll (2012), it is good to look at the conservation of resources theory. Hobfoll (2012)’s findings suggest that the conservation of resources theory seeks to address the motivation of individuals while refitting into the basic tenets that individuals work hard to obtain, retain, and foster and the resources they have in a project. While this is true, one limitation is that Hobfoll (2012)’s findings fail to suggest the resources that are being addressed in this case. Hobfoll (2012), fails to discuss in detail the resources that individuals need to look at in a project. Nonetheless, the resources can be identified in the reports presented by Gorgieriski & Hobfoll (2008) concerning the entities in a conservation of resources theory. According to Gorgieriski & Hobfoll (2008), the resources in this case are the entities that come with the intrinsic or the instrumental value to the individual workers. For instance, for a worker to meet various obligations such as being at work at the right time and at the same time be in the right position to attend to his/her child, one can get a good car. Moreover, Gorgieriski & Hobfoll (2008) say that while the intrinsic values are of significance, the employee needs to address conditions that come with these entities that add an instrumental value to the individual. Gorgieriski & Hobfoll (2008) see the condition as the parental role of the employee such as supporting his/her family. The authors posit that the theory tends to tell that individuals need to address the health, family and survival factors at home while working to achieve self esteem, self-efficacy and individual optimism. As an illustration, the employee having a home and a car helps him/her attend to work facts while trying to achieve the parental roles and supporting family. As a matter of fact, these views suggest that there are primary and secondary resources in any individual’s way of life, while working. Moreover, the reports identified in this case address the fact that the secondary resources are there to generally to protect the primary resources (Gorgieriski & Hobfoll, 2008).

2.4.   Work life conflicts

It is undoubtedly that from the many tourists have been noticed to be visiting the different places in Asia have contributed majorly on the growth of the hospitality industries in many of the countries in this region (Malik, Saif, Gomez, Khan & Hussain, 2010). Cities such as Bangkok, Beijing, have seen a rise in the visitors; prompting to an unprecedented rise in the hotels industry. Big hospitality companies such as Hotels clearly show a rise in the Asian hospitality industry (Malik, Saleem & Ahmad , 2010). However, it is noted from research surveys that with the rise in the industry, it has been viewed as one of the most labor intensive industries (Furunes & Mykletun, 2007). It is clearcut common knowledge to agree that the this comes with much demand for labor. In this instance, the workers in the industry are doing extra jobs to meet the exhobitant demands from the visitors. In quite a similar fashion, the researcher acknowledges that it is a labour intensive field. However, in any labour intensive institution, conflicts are bound to happen at any time (Furunes & Mykletun, 2007). With different types of workers, Redmond, Valiulis & Drew (2006) agree with Furunes & Mykletun (2007) that the conflicts might develop from different areas such as those related to morals, cultures, families and in-job human resource conflicts.

Additionally, while presenting the article on ‘ Worklife towards worklife conflicts’ Korjala (2012) said that with an improving world inmany areas, the world economy has seen the world getting more complex and even more competitive than before. Peshave & Gujarathi (2014b) presented that the growing population of tourists has seen many of the industries go an extra mile and employ individuals from different cultures around the world. More so, Carlson, Kacmar, Wayne & Grzywacz (2006) say that this has seen the employment of workers who are from different multi-cultural settings. While this is true, Evans & Vernon (2007) suggest further that different employees are bound to have conflicts that come from their different values and norms of the workers. Not every culture has similar norms and not even any of these cultures share similar values (Cleveland, O’Neil, Himelright, Harrison, Crouter & Drago, 2007). For instance, having a look at the different cultural religions, one notices the muslims, hindus, budhists, Christians among others as having different beliefs. The different workers have a particular way of life that include their ways of clothing, days of prayers and even what they can serve as food (Cleveland et al., 2007). On the contrary, as presented by De Cieri & Santos (2008), the cultural diversities have made many employees and many employers develop conflicts with each other, especially on days of worship and working hours. For instance, a muslim working for the entire Friday and a catholic going to work for on Sunday instead of taking time out for worship. This definitely causes friction with employers in many perspectives. On the other hand, Greenhaus & Powell (2006)’s reports pointed out that values based on desirable behaviours that describe different or even specific situations are evident in many of these industries. Similarly, Simon (2009) says that different cultures have different views on exactly what is right and wrong. In particular, Simon (2009) said that the moral values are common amongst the individuals in the industry. Such differences in cultural values seem to be a root cause of the cultural conflicts of the workers in this industry (Goodenough & Harris, 2006).

Carlson, Grzywacz & Zivnuska (2009) have presented literature that show that worklife conflicts might exist when pressure from work and family roles are incombatible. As an illustration, a young mother might be an employee in a hotel in a major city. Such a mother, with a young son needs to ensure that while ensuring that she works to the expectations of the employers, she needs to attend to each and every game that the son participates in at school. However, with an eminent means to cancel working hours and family time, the worker ends up conflicting with the employers while also hurting the son if she does not attend one sports day for her son (Brough, Biggs & Ryan, 2008). With this illustration in mind, the presentation by Brough, Biggs & Ryan (2008) seems to contend that a worker with such demand at work and at home will need to do as much as she/he does to satify the organization by meeting the targets and the family responsibilities. Moreover, Brough, Biggs & Ryan (2008) said that such a conflict is mostly focused on gender. Birmele (2015) disagrees with Brough et al., (2008) on the gender issue. According to Birmele (2015), Brough et al., (2008)’s report did not find a significant relationship between gender and worklife conflicts. However, Margaret (2009) further disagrees by suggesting that these isses that surround the family and worklife are manifested on both the mother and the fathers. According to Margaret (2009), in as much as each parent needs to meet the needs of the family, they also need to meet these needs by working to the employers’ expectations.

Based on the literature presented by Ferrell & Fraedrich (2014), one other area of worklife conflicts is the issues that develop from the human resource and the workers. According to Ferrell & Fraedrich (2014), it is quite common to find workers having conflicts with the employers. More so, proponents such as Ezzedeen & Ritchey (2009), Ross (2005) and Crompton & Lyonette (2006) have suggested that workers and the human resources of organizations have conflicts that vary from many professionals. According to Crompton & Lyonette (2006), there are employee who are visibly in direct contact with clients such as the cashier, dining, front desk or even concierge while others such as accountants and housekeepers might conflict at different angles of the industry. Contrarily, Chen, Powell & Greenhaus (2009) said that many worklife conflicts are majorly interpersonal with interdepartmental conflicts also a common issue. Looking at both Ross (2005) and Chen et al., (2009)’s contrasting presentations, the author can conclude that many of these worklife conflicts are interdepartmental. Evidence in support of this can be seen in Poulston (2008)’s reports. Poulston (2008)’s work showed clearly that different departmental employees in different departments will have many stifles. For instance, the kitchen staff in a big hotel and the dining room staff might be in conflict at different levels such as timely presentation of menus and orders and the client’s requirements in an order. Xiao & Cooke (2012) agree with Poulston (2008) that many of these departments generally develop cohorts or even cliques that result in disputes in any industry.

2.5.   Consequences of work life conflicts

Work-life balance has been described by Clark (2000) as “the satisfaction and good functioning at work and at home, with a minimum of role conflict” (p. 71). In addition, Greenblatt (2002) described work life balance as “the absence of unacceptable levels of conflict between work and non-work demands” (p. 179). Work-life conflicts which has been used synonymously with work life balance, is referred to as a “form of inter-role conflict in which the role pressures from work and family are mutually incompatible in some respect” (Kahn, Wolfe, Quinn, Snoek and Rosenthal, 1964).

In an online discussion dated February 12, 2014, Lisa Belken asks whether worklife balance is a luxury (Belkin, 2010). According to Belkin’s blog, professionals with average income of $ 140,000 a year to $ 320,000 in the USA work up to 70 hours a week. However, Belkin blogged further that workers with lower pay is bound to have many workrelated issues such as conflicts on benefits, jobs they do and working hours. Conversely, Flora (2010) said that conflicts with the individuals in any level of employment are bond to make individuals have issues at work. For instance, Flora (2010) said that conflicts for the different workers at any level make the different employees, whether managagers or lower employees to have unpredictable and exacerbating disadvantages such as the getting fired for misconduct or even missing a job to meet a certain need. On the other hand, Jeanette (2007) added that even with such disadvantages, the employee is going to have conflicts with his/her family too. For example, one might end up in a painful divorce or making irrational decisions that are tragic to a family member or a workmate.

Nevertheless, despite these conflicts, there is bound to be employees who can juggle around a job and family life or other areas without a problem (Gibson, Ivancevich, Donnelly & Konopaske, 2006). To emphasize this, Gibson, Ivancevich, Donnelly & Konopaske (2006) suggested the idea of creating a proper schedule that allows an employee to attend to family matters while also being available at work. To the author’s understanding, this helps create a logic of worklife enrichment.

2.6.   Work-life intervention

According to Ong & Jeyaraj (2014), work-life balance is generally having a really work-life harmony. For instance, a worker in an institution can plan to leave his work to make time for the family or stay late at work so as to finish a last minute project. Conversely, these authors suggest that this is not an easy thing for many employees. To emphasize this counter statement, Ong & Jeyaraj (2014) say that in actual sense, there are many people that fail in choosing the demands at work and that of personal lives. According to Ong and Jeyaraj, such people seem to have a problem with work-life harmony. The question that might be asked concerning these people is how they need to have a balance for personal and work-life (Ong & Jeyaraj, 2014). Having considered this, it is reasonable to look at the research material presented by Giardini & Frese (2006) on work-life conflicts intervention. Giardini & Frese (2006)’s literature suggests that having work-life conflict intervention is a very important factor for the employee facing these challenges. With this in mind, for work-life conflict intervention is very important as it results to work-life balance. However, Giardini & Frese (2006) further say that the idea of the work-life balance could be problem on its own. To demonstrate this, Giardini & Frese (2006) performed an online survey on 100 individuals by suggesting a typical work-life problem. In particular, Giardini & Frese (2006) asked individuals on the basis of taking time off to take care of a sick family member. The results showed that individuals who received a response from their managers with a work vs life approach had a high level of cognitive dissonance. Specifically, this group experienced a drop in creativity after the responses made to the work-life problem. On the other hand, individuals who got responses on work-life balance did not change in creativity. To emphasize further, individuals who wanted responses from managers on areas that address their needs apart from the work had dropped in their creativity. On the contrary, the individuals who got responses that address the balance at work did not reduce in their creativity. It is by and large that from these survey findings that it is a practical significance to organize adopting the practice of having work-life intervention. However, Giardini & Frese (2006) presented that the main shortcoming of these procedures is that when working on work-life intervention, methods of substantiating on the approaches used by managers are very significant. In actual sense, one area that needs further address is the methodology that the managers need to clearly substantiate if there are differences in the approaches to deal with the life in and out of the office. Furthermore, despite the issues of managers having to develop work-life balances, Giardini & Frese (2006) say that it is vital for the employer/firm to have a clear understanding of the balance that comes in work-life.

• Research methods

3.1         Introduction

This chapter describes the methodology the research will undertake when performing the study. In particular, this chapter will describe the techniques that the researcher will employ when collecting data for the study. Therefore, this chapter does explain the philosophical opinion of the study by addressing the reason for using the various methods to be employed for the study. This chapter addresses the approach to be used during the study, the sampling techniques, the methods that will be adopted to obtain the relevant ddata and the analysis thechniques for the study. Increasingly, the chapter shows the ethical considerations that will be put to light by the researcher when performing the study while addressing the anticipated limitations of the study and how the researcher plans to address them.

3.2         Research approach – Qualitative vs. Quantitative study

A mixed research methodology will be employed for the study. This will be in reference to the positivism and constructionism paradigms. According to Saunders, Lewis & Thornhill (2012), the paradigms used in a study are the beliefs that a concern nature of the reality under investigation. The positivism philosophy assumes that the reality of the issue under study exists independently while a constructionism philosophy suggests that the measure of a social phenomena is created by each observer. In particular, a constructionism philosophy shows that one can not presume what is being observed and interpreted in the same way. This suggests that one examines differences and nuances that the respondents project (Saunders, Lewis & Thornhill, 2012). By employing both the constructivism and positivism philosophies, I would be able to identify the consistency of responses from the quantitative studies and the different opinions and views on the issues from the qualitative studies. The qualitative research studies are subjective methods that researchers employ when collecting data from respondents. On the other hand, the quantitative studies are studies based on the measurement of the data collected from the study sample (Saunders et al., 2012). Therefore, with reference to this, for the qualitative studies, the I will be taking an in-depth understanding of the results obtained in a study while the quantitative studies will verify the results obtained from the study results. In this case, I will be finding out exactly what the respondents feel towards the purpose of the study. Moreover, I will ask questions that will allow the respondents to give explanations while driving at the point of concern for the researcher. On the other hand, quantitative studies will allow the respondents to provide a controlled response that enables the researcher to correlate to the coded systems that will be used. Therefore, the measurements will address the findings in a statistical system by use of means, median, standard deviation and percentages depending on the analysis technique used dring the study (Saunders et al., 2012). While some researchers tend to use the two study techniques differently, many use both techniques in a mixed methodology (Saunders et al., 2012). The advantage of this is that each of these study techniques address the limitations of each other concurrently (Saunders et al., 2012). This is through the use of interviews and questionnaires as described in the preciding sub-topic.

3.3         Research methods used- primary research methods – Interviews and questionnaires

To collect the data that will be used for the study, a primary research method will be used to obtain data directly from the respondents. This will be significant to collect primary data to identify the main variables for the study. In particular, I will do in-depth interviews on managers in the hotel industry in China and Vietnam. More so, I will develop questionnaires for the study where workers employed in these hotels will be selected for the study. A total of 768 workers will be presented with the questionnaires. 384 employees will be selected from China while another 384 employees will be selected from the Vietnamese industry. With an aim of getting a clear overview of exactly what workers feel or experience concerning worklife conflicts and worklife enrichment in the industry, the workers seem to be the ones with first hand experience that comes with the issues under study (Korjala, 2012). Using the Asian hotel managers will be significant as they are individuals with a clear overview of the trends that occur with the employees in general. The managers have the skills to identify the many worklife conflicts that happen in the industry (Korjala, 2012). The skills and integrity of the managers will be significant for the study when identifying the behaviours of the workers in the hotel industry. Therefore, a total of 60 managers from hotels in Vietnam and China will be used during the study. 30 managers will be selected from each country for the in-depth interviews. I will seek appointment with each manager in the selected hotels and make the visits to collect the information at the convenience of the respondents. The interviews will have both open-ended and closed-ended approach for the interview questions. This will be significant as I will collect information by letting respondents to freely respond to the questions provided. I will also collect data from the questionnaire by using a drop and pick methodology. The questionnaires will be presented to the departmental offices, from where the workers will pick them during their and return them. I will then collect the questionnaires from the departmental offices after a week.

3.4         Sampling method- Purposive sampling

For this study, I will use a purposive sampling technique to identify the sample to be used during the study. According to Korjala (2012), this technique enables the researcher to purposely target a group of people believed to have the most reliable information concerning the study. More so, Korjala (2012) that the purposive sampling technique has a particularly decicive power to select information rich cases in case of an in-depth analysis related to the central issues being studied. Therefore, I will purposely select the managers from the Vietnamese and Chinese hotels. Moreover, the I will purposely select 384 respondents from China and Vietnem for the questionnaires. This will be based on a 5% error margin assuming a target population of 1,000,000 given that Asia has a large population of those working in the hotel industry. Additionally, the researcher will select the 30 managers from these each of these countries with the best judgement possible.

3.5         Data analysis technique

To scrutinize the information acquired from the respondents, I will use a quick impressionist summary. Based on Saunders et al., (2012)’s reports, a quick impressionist summary involves summarizing the key findings of a research and noting down the frequent responses on the various answers that will be made during the interviews. The responses will then be put down in tables based on the variables addressed during the study. This will enable me to inteprete the findings made and make conclusions based on these findings made. A narrative report will then be written enriched with quotations from the key informants and respondents in the study. This will significantly explain the deductions made from the research findings. For the questionnaire results, as presented by Saunders et al., (2012), the results will be presented using tables and figures. This will enable the researchers to quantify the results obtained from the research and get to compare it to other researches and literatures presented by other authors (Saunders et al., 2012).

3.6         Validity and reliability- triangulation

To get the validity and reliability of the interviews, the researcher will perform a pilot study a month prior to the study. A total of 828 individuals will be used during the study. This will be divided into 60 individuals for the interviews and 768 individuals to be selected for the questionnaires. This is based on the arguemnt that a a third of each sample will help bring out desirable pleriminary results for the pilot study. The respondents will be allowed to address the major areas of the interviews and the questionnaires that need further clarification or change. This will help me get the valid instruments for the research while obtaining the reliable data during the research. The reason for this number of respondents was to allow the researcher get an overview of the final study. This will allow me to avoid the obvious consequences that come with costs, time, unnecessary questions besides addressing the mistakes that might show during the study.

3.7         Ethical considerations

To obtain the information form the managers, I will make sure that he fully explains the purpose of the study in advance. I will debrief the hotel managers on the study through letters that will address the main reason behind performing the study. More so, I will obtain a permit to perform the study at the convenience of the researchers. Furthermore, I will ensure that the respondents will voluntarily participate in the study. Additionally, I will ensure that the responses will be confidential at all times. No participant will be harmed or disadvantaged in this study. All collected data will be kept confidential and private. They will only be used for education purpose. Ethical protocol were observed during survey administration and it will follow the rules of the university.

3.8         Expected Limitations

When analysing work-life conflicts, I anticipate to encounter cross-cultural issues/dimensions. For example, power distance, feminity and masculinity. However, I will ensure that the respondents are provided with the information as to why the research is to be conducted. Additionally. I also anticipate to find hotel managers that are consistently busy and a hard time to get them at work. To avoid this, I will make appointments with these managers. More so, the researcher anticipates that the study will be performed without much problems that might develop from the study.

3.9         Conclusion

In summary, the author has identified that the research methods to be used for the study will be by use of interviews. Additionally, this chapter shows the purposive sampling as the sampling technique that will be used to address the research. The study will be performed on the consent of the hotel managers and after an explanation to them on the purpose of the study. A total of 828 respondents will be selected for the study. Furthermore, to test the validity and reliability of the research instruments, the researcher will perform a pilot study prior to the study. This will enable the researcher to address the various areas of the instruments that will need further clarification and rephrasing to allow better data collection.

 

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