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The relationships between work-famil...

Wang, Peng.

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The relationships between work-family conflicts, individual cultural orientation, efficacy beliefs and work-related outcomes in China and United States.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The relationships between work-family conflicts, individual cultural orientation, efficacy beliefs and work-related outcomes in China and United States./
Author:	Wang, Peng.
Description:	152 p.
Notes:	Source: Dissertation Abstracts International, Volume: 65-11, Section: A, page: 4365.
Contained By:	Dissertation Abstracts International65-11A.
Subject:	Sociology, Industrial and Labor Relations. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3153454
ISBN:	0496140728

The relationships between work-family conflicts, individual cultural orientation, efficacy beliefs and work-related outcomes in China and United States.
Wang, Peng.

The relationships between work-family conflicts, individual cultural orientation, efficacy beliefs and work-related outcomes in China and United States. - 152 p.

Source: Dissertation Abstracts International, Volume: 65-11, Section: A, page: 4365.

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2004.

Previous research on work-family conflict has mainly focused on the influence of the conflict on work-related outcomes in North American Samples. Relatively few studies have systematically examined whether work-family conflict affects individuals in developing economies in the similar way as it does in North America. As opposite to the effort to demonstrate the impacts of work-family conflict, limited research has revealed the processes by how work-family conflict affects individuals. Using a field survey of 440 employees from banking and financial sectors in US and China, I examined the moderating effects of work-related self-efficacy and collective efficacy on the relationships between work-interfering-with-family, family-interfering-with-work, work-related attitudes, and organizational withdrawal intentions. Hierarchical moderated multiple regressions and graphical probing of the interactions revealed that task-related efficacy beliefs were better moderated the effects of work-interfering-with-family, but not family-interfering-with-work, on outcome variables. Individuals' cultural-related orientation, namely, allocentrism and idiocentrism, did not moderate the effect of the interactive terms of efficacy and work-family conflicts on outcome variables. Measures of goodness-of-fit for the measurement model using Analysis of Moment Structure (AMOS) maximum likelihood estimation procedure indicated a satisfactory fit to the data and supported the equivalence of the constructs across countries. Chow test furthered revealed no significant cross-national differences in observed relationships, except that work-interfering-with-family had more negative effect on commitment among American samples whereas family-interfering-with-work had more negative effect among Chinese respondents. Further T-test revealed that family-interfering-with-work was more positively associated with work withdrawal perceptions than work-interfering-with-family. However, work-interfering-with-family was not significantly different from family-interfering-with-work regarding its relationship with job withdrawal intentions. The implications of these findings for future research on work-family conflict are discussed.

ISBN: 0496140728Subjects--Topical Terms:

1017858
Sociology, Industrial and Labor Relations.

The relationships between work-family conflicts, individual cultural orientation, efficacy beliefs and work-related outcomes in China and United States.
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245 1 4 $a The relationships between work-family conflicts, individual cultural orientation, efficacy beliefs and work-related outcomes in China and United States.
300 $a 152 p.
500 $a Source: Dissertation Abstracts International, Volume: 65-11, Section: A, page: 4365.
500 $a Adviser: John L. Lawler.
502 $a Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2004.
520 $a Previous research on work-family conflict has mainly focused on the influence of the conflict on work-related outcomes in North American Samples. Relatively few studies have systematically examined whether work-family conflict affects individuals in developing economies in the similar way as it does in North America. As opposite to the effort to demonstrate the impacts of work-family conflict, limited research has revealed the processes by how work-family conflict affects individuals. Using a field survey of 440 employees from banking and financial sectors in US and China, I examined the moderating effects of work-related self-efficacy and collective efficacy on the relationships between work-interfering-with-family, family-interfering-with-work, work-related attitudes, and organizational withdrawal intentions. Hierarchical moderated multiple regressions and graphical probing of the interactions revealed that task-related efficacy beliefs were better moderated the effects of work-interfering-with-family, but not family-interfering-with-work, on outcome variables. Individuals' cultural-related orientation, namely, allocentrism and idiocentrism, did not moderate the effect of the interactive terms of efficacy and work-family conflicts on outcome variables. Measures of goodness-of-fit for the measurement model using Analysis of Moment Structure (AMOS) maximum likelihood estimation procedure indicated a satisfactory fit to the data and supported the equivalence of the constructs across countries. Chow test furthered revealed no significant cross-national differences in observed relationships, except that work-interfering-with-family had more negative effect on commitment among American samples whereas family-interfering-with-work had more negative effect among Chinese respondents. Further T-test revealed that family-interfering-with-work was more positively associated with work withdrawal perceptions than work-interfering-with-family. However, work-interfering-with-family was not significantly different from family-interfering-with-work regarding its relationship with job withdrawal intentions. The implications of these findings for future research on work-family conflict are discussed.
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