Table 3.
Results from multilevel models predicting job satisfaction.
| Model 1 | Model 2 | Model 3 | |
|---|---|---|---|
| B (SE) | B (SE) | B (SE) | |
| Fixed Effects | |||
| Intercept | 3.55 (0.08)*** | 3.58 (0.08)*** | 3.59 (0.08)*** |
| COVARIATES | |||
| Age | 0.01 (0.00) | 0.00 (0.00) | 0.00 (0.00) |
| Gender, men (vs. women) | −0.22 (0.08)** | −0.28 (0.08)*** | −0.28 (0.08)*** |
| Number of children | 0.05 (0.05) | 0.03 (0.05) | 0.03 (0.05) |
| Living with young children age ≤ 7 (vs. no) | −0.21 (0.15) | −0.14 (0.14) | −0.15 (0.14) |
| Partner employment | |||
| Partner unemployed (vs. single) | 0.23 (0.15) | 0.28 (0.14)* | 0.27 (0.14)† |
| Partner employed (vs. single) | 0.04 (0.09) | 0.07 (0.09) | 0.06 (0.09) |
| Negative affect | −0.48 (0.07)*** | −0.36 (0.07)*** | −0.35 (0.07)*** |
| JOB DEMANDS | |||
| Individual-level | −0.37 (0.08)*** | −0.27 (0.08)** | −0.27 (0.08)** |
| SUPERVISOR'S TRANSFORMATIONAL LEADERSHIP | |||
| Individual-level | 0.50 (0.05)*** | 0.43 (0.05)*** | 0.43 (0.05)*** |
| Organization-level | 0.71 (0.16)*** | 0.52 (0.18)** | 0.52 (0.19)** |
| NEGATIVE WORK-TO-FAMILY SPILLOVER (NWFS) | |||
| Individual-level | −0.22 (0.06)*** | −0.21 (0.06)*** | |
| Organization-level | −0.25 (0.20) | −0.26 (0.20) | |
| POSITIVE WORK-TO-FAMILY SPILLOVER (PWFS) | |||
| Individual-level | 0.25 (0.05)*** | 0.25 (0.05)*** | |
| Organization-level | 0.41 (0.22)† | 0.40 (0.22)† | |
| INTERACTIONS BETWEEN INDIVIDUAL-LEVEL NWFS AND ORGANIZATION-LEVEL PWFS/NWFS | |||
| Individual NWFS × Organization PWFS | 0.44 (0.21)* | ||
| Individual NWFS × Organization NWFS | −0.03 (0.20) | ||
| Random Effects | |||
| Organization-level variance | 0.034 (0.02)† | 0.030 (0.02)† | 0.030 (0.02)† |
| Individual-level variance | 0.784 (0.05)*** | 0.727 (0.05)*** | 0.723 (0.05)*** |
| Pseudo R2 | 0.366 | 0.419 | 0.424 |
N = 571 hotel managers from 41 hotels; For categorical predictors, reference group (coded as 0) is in parenthesis.
†
p < 0.10,
*
p < 0.05,
**
p < 0.01,
***
p < 0.001.