Testing an integrated model of the work-family interface in Chinese employees: A longitudinal study

Abstract

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.

Emotional Exhaustion and Job Satisfaction in Airport Security Officers – Work–Family Conflict as Mediator in the Job Demands–Resources Model

“…Although a number of job demands and job resources have been identified as determinants of WFC, workload and social support have emerged as the major antecedents in the sense that greater workload increases WFC and greater supervisor support reduces WFC ( Byron, 2005 ; Michel et al, 2011 ; Bowling et al, 2015 ). In the context of supervisor support, both supervisor work–family support ( Frye and Breaugh, 2004 ; Yildirim and Aycan, 2008 ; Lu et al, 2015 ) and more global ways of supervisor support (in the sense of emotional and/or instrumental support) ( Thompson et al, 2006 ; Karatepe and Kilic, 2007 ) have been shown to reduce WFC.…”

“…Evidence related to the indirect effect of supervisor support on job satisfaction is inconsistent. A great number of studies have revealed that supervisor support is related negatively to WFC, and that this, in turn, decreases job satisfaction ( Frye and Breaugh, 2004 ; Thompson et al, 2006 ; Karatepe and Kilic, 2007 ; Yildirim and Aycan, 2008 ; Cortese et al, 2010 ; Lu et al, 2015 ). However, recent empirical findings have revealed non-significant indirect effects ( Ito and Brotheridge, 2012 ; Odle-Dusseau et al, 2012 ).…”

The Mediating Role of Family-to-Work Conflict and Work-Family Balance in the Relationship between Family Support and Family Satisfaction: A Three Path Mediation Approach

“…It is also seen from past literature that the effect on family domain antecedents with various outcomes in the family domain has been generally neglected (Eby et al 2005). Most of the studies on WFC have been conducted in Western countries and are applicable to the western context (Eby et al 2005) and we know little about the WFC experiences in non-Western societies (Lu et al 2015). Such hypotheses have also been based on the Western life and work styles and are not applicable to the Indian context.…”

The role of work-family role integration in a job demands-resources model among Chinese secondary school teachers

“…In an influential review of work-family research in industrial organizational and organizational behaviour (IO/OB) journals, Eby, Casper, Lockwood, Bordeaux and Brinley (2005) commented that a lack of comprehensive theory building or model testing may contribute to the perception that 'WF research is light on theory and fractionalized' (Eby et al, 2005, p. 183). Yet emerging trends suggest that a demandsresources approach could be considered as a useful framework to examine the dynamic interdependencies between work and family lives Lu, Zhang, Kao & Cooper, 2014;ten Brummelhuis & Bakker, 2012;Voydanoff, 2004Voydanoff, , 2005. The strength of the demands-resources framework lies in that it is a parsimonious model, allowing a wide range of job demands and job resources to be differentially relevant in explaining the variance in outcome variables.…”