Utilization of family-friendly policies in Hong Kong

Vyas, Lina; Lee, Siu Yau; Chou, Kee Lee

doi:10.1080/09585192.2016.1138498

Cited by 27 publications

(20 citation statements)

References 57 publications

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“…Although both societies share the long tradition of Chinese culture, they differ greatly in their current social, political, and economic conditions. Hong Kong is well known for its stressful working environment and long working hours (Vyas, Lee, & Chou, 2017). To ensure the family's financial security, the majority of fathers in Hong Kong work full-time, and it is not uncommon for them to work overtime (Chou & Cheung, 2013;Chung, Pang, Lee, & Li, 2012).…”

Section: Introductionmentioning

confidence: 99%

The experience of first‐time Hong Kong Chinese fatherhood: A qualitative exploratory study

Ngai

Lam²

2020

Nursing & Health Sciences

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The father's involvement in childrearing can positively influence health outcomes not only for the man himself but also for his partner and their children. However, the experience of first‐time fatherhood is limited in Chinese communities. The aim of this study is to explore men's experience of first‐time fatherhood and coping in Hong Kong. An exploratory qualitative design was used. A purposive sample of 44 first‐time Chinese fathers who had participated in a couple‐based cognitive‐behavioral intervention for postnatal depression were recruited for telephone interviews at 1–3 months postpartum. Data were collected by a semistructured interview guide and analyzed using thematic analysis. The process involved in men's transition to first‐time fatherhood reveals four major themes: changes in daily life, new paternal roles and responsibilities, availability of resources to enhance adaptation, and coping strategies. The findings have implications for health care professionals and policy‐makers in the provision of comprehensive perinatal care and family‐friendly policies to aid men's transition to first‐time fatherhood in Chinese communities.

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Section: Introductionmentioning

confidence: 99%

The experience of first‐time Hong Kong Chinese fatherhood: A qualitative exploratory study

Ngai

Lam²

2020

Nursing & Health Sciences

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“…In recent years, organizations have promoted the balance between work and personal life and have implemented organizational practices related to this same balance. The concept of "familyfriendly organizations" (Wood & Menezes, 2010) stands out, as well as the family-friendly practices (e.g., Vyas et al, 2017;Doran et al, 2019;Feeney & Stritch, 2019), arising from the concomitant performance of Work and Family roles in an organizational context. Considering the importance equally attached to other activities, translated in the present study by the Leisure role and the satisfaction level obtained with the Leisure activities, another highlight is for the implementation of other types of practices.…”

Section: Discussionmentioning

confidence: 99%

Role salience and satisfaction in working adults: a contribution to the individuals’ well-being

Lima¹,

Gaspar²

2021

REOP

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A study about role salience in the counselling and career management context with an adult sample revealed the tendency for the individuals to place more importance in other roles beyond those they tend to spend more time and energy with: work and family. The aim of this research is to present more results that confirm this trend, in different organizational contexts, and also the satisfaction with the occupational, family and leisure life roles. The study samples included working adults, ranging from 60 to 116 participants, and the instruments used were the Salience Inventory and the Life Roles Satisfaction Scale. The results corroborate the referred trend and reveal higher levels of satisfaction with other activities than with the occupational one, and correlations between role salience and satisfaction with the life roles. Therefore, it should be considered strategic by the organizations to implement policies aiming to facilitate the balance between the different roles played by their employees. Noteworthy are the interventions in counselling and career management and the increasingly frequent use of remote work. Some considerations are made on the importance of helping individuals to deal with their levels of satisfaction and well-being in the current competitive, unpredictable and unknown labour market. RESUMENCon base en un estudio sobre la relevancia de los roles con una muestra de adultos que solicitaron ayuda en el contexto de asesoramiento y gestión de carrera, se encontró una tendencia a dar más y más importancia a los roles que no sean los que generalmente los individuos tienden a gastar más de su tiempo y energía: el trabajo y la familia. Este estudio tiene como objetivo presentar más resultados que confirmen esta tendencia, en diferentes contextos organizacionales, y también la satisfacción obtenida con los roles de vida profesional, familiar y de ocio. Las muestras en estudio incluyeron adultos trabajadores, cuyos totales oscilaron entre 60 y 116 participantes, y los instrumentos utilizados fueron el Inventario de Saliencia de Actividades y la Escala de Satisfacción con los Roles Vitales. Los resultados corroboran la tendencia mencionada y revelan mayores niveles de satisfacción con otras actividades que la profesional, y correlaciones entre la relevancia de los roles y la satisfacción con los roles de vida. Por consiguiente, debe considerarse estratégico que las organizaciones implementen medidas destinadas a facilitar el equilibrio entre los diferentes roles desempeñados por sus trabajadores. Cabe destacar las intervenciones en asesoramiento y gestión de la carrera y el uso cada vez más frecuente del trabajo remoto. Se hacen algunas consideraciones sobre la importancia de ayudar los individuos a lidiar con sus niveles de satisfacción y bienestar en el actual mercado laboral competitivo, impredecible y desconocido.

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“…Thus, organizations are encouraged to employ family-friendly management policies (W. Chen et al, 2016; Vyas, Lee, & Chou, 2016) to help enhance employees’ family support and therefore reduce their work cynicism. For example, managerial policies, such as allocating feasible workloads, avoiding excessive overtime work, and providing reasonable vacations, can allow employees to have sufficient time with their family to receive family support (Kusluvan, Kusluvan, Ilhan, & Buyruk, 2010), which will help employees experience lower levels of work cynicism.…”

Section: Discussionmentioning

confidence: 99%

How Family Support Influences Work Cynicism and Employee Silence: The Moderating Role of Gender

Zhang

et al. 2018

Cornell Hospitality Quarterly

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In organizational silence research, the antecedents and mechanisms of employee silence in the employees’ nonwork context have attracted growing interest. This study considers how family support influences employee silence and its boundary effect. By drawing on spillover theory, we propose and examine a moderated mediation model that explores the mediating role of work cynicism and the moderating role of gender. Based on a three-wave sampling design from 332 hotel employees and their supervisors, the results of multigroup-Structural Equation Modeling (SEM) analysis supported our model and suggested that family support impacted employee silence by decreasing work cynicism; furthermore, both this mediation effect and the relationship between work cynicism and employee silence were moderated by gender in the hospitality industry. The theoretical and practical implications of these findings and suggestions for future research are discussed.

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Utilization of family-friendly policies in Hong Kong

Cited by 27 publications

References 57 publications

The experience of first‐time Hong Kong Chinese fatherhood: A qualitative exploratory study

The experience of first‐time Hong Kong Chinese fatherhood: A qualitative exploratory study

Role salience and satisfaction in working adults: a contribution to the individuals’ well-being

How Family Support Influences Work Cynicism and Employee Silence: The Moderating Role of Gender

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