Abstract
Purpose – This study examines the ongoing debate regarding the impact of two forms of work-family conflict (WFC)—family interference with work (FIW) and work interference with family (WIF)—on significant outcomes. It also investigates the relationship between FIW, WIF, and turnover intentions (TI).
Design/methodology/approach – Two contrasting paradigms were tested: cross-domain versus source attribution, using data from 200 executive chefs across the USA, Canada, and the United Kingdom.
Findings – Structural equation modelling results indicated that WIF (supported by the source attribution perspective) had a significant positive association with executive chefs’ TI, whereas FIW (as suggested by the cross-domain approach) did not. Furthermore, perceived organisational support was found to partially mediate the relationship between WIF and TI.
Practical implications – The findings indicate that organisational support initiatives should clearly communicate to executive chefs that the restaurant values their well-being and appreciates their contributions.
Originality/value – By integrating insights from source attribution and organisational support literature, we enhance our understanding of the relationship between WFC and chefs’ turnover intentions. Moreover, we provide first time evidence from the distinctive occupational context of executive chefs.