The Relationships Between Work -Family Conflicts, Individual Cultural Orientation, Efficacy Beliefs and Work-Related Outcomes in China and United States
Wang, Peng
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https://hdl.handle.net/2142/87472
Description
Title
The Relationships Between Work -Family Conflicts, Individual Cultural Orientation, Efficacy Beliefs and Work-Related Outcomes in China and United States
Author(s)
Wang, Peng
Issue Date
2004
Doctoral Committee Chair(s)
Lawler, John
Department of Study
Human Resources and Industrial Relations
Discipline
Human Resources and Industrial Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Business Administration, Management
Language
eng
Abstract
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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