CROSS-CULTURAL DIFFERENCES ON WORK-TO-FAMILY CONFLICT AND ROLE SATISFACTION: A TAIWANESE-BRITISH COMPARISON

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > journal & Dissertation > Item 987654321/51654

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/51654

Title:	CROSS-CULTURAL DIFFERENCES ON WORK-TO-FAMILY CONFLICT AND ROLE SATISFACTION: A TAIWANESE-BRITISH COMPARISON
Authors:	Lu,L;Cooper,CL;Kao,SF;Chang,TT;Allen,TD;Lapierre,LM;Driscoll,MP;Poelmans,SAY;Sanchez,JI;Spector,PE
Contributors:	人力資源管理研究所
Date:	2010
Issue Date:	2012-03-27 19:01:36 (UTC+8)
Publisher:	國立中央大學
Abstract:	The aim of this research was to explore relations between work and family demands and resources, work-to-family conflict (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. Specifically, 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-specific effects should be taken into consideration in designing future WFC research and family-friendly managerial practices. (C) 2010 Wiley Periodicals, Inc.
Relation:	HUMAN RESOURCE MANAGEMENT
Appears in Collections:	[Graduate Institute of Human Resource Management ] journal & Dissertation

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