satisfaction and organizational commitment. It is recommended that various family-friendly company policies be reformulated taking into account core cultural values such as individualism-collectivism.
The aim of this research was to explore relations between work and family demands and resources, work-to-family confl ict (WFC), and work and family outcomes in a cross-cultural comparative context involving Taiwanese and British employees. Two-hundred and sixty-four Taiwanese employees and 137 British employees were surveyed using structured questionnaires. For both Taiwanese and British employees, work and family demands were positively related to WFC, whereas work resources were negatively related to WFC. Furthermore, WFC was negatively related to family satisfaction. More importantly, we found that nation moderated relationships between work resources and WFC, WFC and work, and family satisfaction. Specifi cally, work resources had a stronger protective effect for Taiwanese than British in reducing WFC, whereas WFC had a stronger detrimental effect on role satisfaction for British than Taiwanese. It is recommended that both culture-general and culture-specifi c effects should be taken into consideration in designing future WFC research and familyfriendly managerial practices.
The aim of this research was to explore relations between work/family demands, work flexibility, work/family conflict, and work-related outcomes in the cultural context of Chinese society, using a national probability sample. For Taiwanese employees, work demands were positively related to work/family conflict, whereas both work and family demands were positively related to family/work conflict. Work/family conflict was negatively related to job satisfaction and family/work conflict to organizational commitment. More importantly, the authors found that organizational policies and practices such as work flexibility could alleviate feelings of work interfering with family, further enhancing job satisfaction and organizational commitment. It is recommended that various family-friendly company policies be reformulated taking into account core cultural values such as individualism-collectivism.
The purpose of this study was to examine an integrated model of the work-family interface (WFI) linking work-family demands (workload and family conflict), resources (supervisory support and family support) and role satisfaction in a Chinese context. The four-factor structure of WFI comprises direction of influence (work to family vs family to work) and types of effect (work-family conflict vs work-family enrichment). A longitudinal design was used to collect data from 409 Chinese employees at three time points, separating measures of antecedents (T1), WFI (T2) and outcomes (T3) in time. The results based on structural equation modelling (SEM) reveal that: (1) the direction and types of effect were two underlying dimensions of the WFI, supporting the four-factor structure; (2) demands were more strongly related to conflict, while resources were more strongly related to enrichment; (3) work-family conflict and enrichment were related to role satisfaction, regardless of the direction of influence.
The previously proposed and tested bicultural self theory (Lu, 2007a; Lu & Yang, 2006) was further extended to mainland Chinese in the People's Republic of China, and potential subcultural differences across the Chinese strait were explored. Results indicated that mainland
Chinese generally endorsed various aspects of the individual-oriented self more strongly, but the two groups across the strait were not different in their overall endorsement of the social-oriented self. As social orientation is rooted in traditional Chinese conceptualization of the self and
the individual orientation is brought in with modern Western influences, this pattern of differentiation was understood in the context of both common heritage and differing phases of societal modernization in mainland China and Taiwan. In addition, a brief version (24 items) of the “Individual-
and Social-oriented Self” scale (ISS; Lu, 2007a, 2007b) was successfully constructed, and its reliability and validity mirrored its original full version of 40 items.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.