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Abstract
An issue which has recently come to the fore in studies conducted among hospitality industry employees is the effect of negative work-home interference on the turnover of highly educated employees. This article examines the role of organizational culture with regard to negative work-home interference. The study was conducted among 418 respondents from the hospitality industry and non-hospitality industries. The results show that the experienced organizational culture, expressed as the number of hours worked overtime, the availability of work-home arrangements, and a supportive culture, was different for hospitality and non-hospitality employees. In addition, the results show that overtime, lack of support with work-home arrangements, and the absence of an experienced clan culture contribute to negative work-home interference. The results give an indication as to what hospitality organizations can do to minimize negative work-home interference and employee turnover.