Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination

Abstract

Surveying 6509 managers from 24 countries/geopolitical entities, we tested the process through which individualism-collectivism at the country level relates to employees' appraisals of and reactions to three types of work demands (i.e., work hours, workload, and organizational constraints). Our multilevel modeling results suggested that, while working the same number of hours, employees from individualistic countries reported a higher perceived workload than their counterparts in collectivistic countries. Furthermore, relationships of perceived workload and organizational constraints with job dissatisfaction and turnover intentions were stronger in individualistic than in collectivistic countries. Importantly, results of supplementary analyses suggested that the cultural value of individualism-collectivism moderated the mediation effect of perceived workload between work hours and both job dissatisfaction and turnover intentions. Our findings highlight the need to expand contemporary theories of work stress by applying multilevel approaches and incorporating crossnational differences in dimensions such as individualism-collectivism while studying how employees appraise and react to important work stressors.

Intervention studies on enhancing work well-being, reducing burnout, and improving recovery experiences among Hong Kong health care workers and teachers.

“…Yang et al (2012) emphasized the role of cultural values (i.e., individualism-collecdvism) in understanding occupational stress process. Our study found that Hong Kong health care employees and teachers in coUecdvisdc culture, like employees in Westem individualistic cultures, can also benefit from intervendon on reducing bumout and enhancing work well-being.…”

Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam

“…Before the analysis, we predicted that the relation between fatigue and OC may be stronger in more advanced areas as people are more individualistic and acquisitive requiring the balance of work and life. Actually, recent empirical cross-country research shows that employees from individualistic countries reported a higher perceived workload and higher turnover intentions than their counterparts in collectivistic countries while working the same number of hours (Yang et al, 2012). However, we could have considered differently, i.e., the relation might be stronger in less developed areas as laborers were less accustomed to the way of working in modern industries due to shorter period of industrialization and accordingly might be more sensitive to the stress which occurs in the process of adaptation to regularity and discipline (Kerr et al, 1960).…”

Organizational Commitment and Rewards in Vietnam, with Comparison between University Graduates and Others

“…On the other hand, 'others' normally work for substituting and may bear up under heavy workload. Actually, empirical cross-country research shows that employees from individualistic countries reported a higher perceived workload and higher turnover intentions than their counterparts in collectivistic countries while working the same number of hours (Yang, et al, 2012). This leads us to the following hypothesis:…”