Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan.

Cooper, Cary L.; Lü, Liming; Kao, Shu‐Fang; Chang, Ting‐Ting; Wu, Hualong

doi:10.1037/1072-5245.15.1.1

Cited by 108 publications

(94 citation statements)

References 45 publications

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“…The significant relationships between work-family conflict and job satisfaction are consistent with the results reported by Bhuian et al [20,22,26] whereby individuals who reported higher intensities of workfamily conflict tended to experience lower levels of job satisfaction. Similar findings have also been reported by Namasivayam and Zhao [23,24,27] .…”

Section: Discussionsupporting

confidence: 90%

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The Mediating Effect of Work-Family Conflict on the Relationship Between Locus of Control and Job Satisfaction

Ngah¹,

Ahmad²,

Baba³

2009

J. of Social Sciences

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Problem statement: Based on the literature review, few studies have tested the mediating effect of work-family conflict on the relationship between locus of control and job satisfaction. Approach: This study tested a mediation model consisting of job satisfaction as the dependent variable, locus of control as the independent variable and work-family conflict as the mediator. Data were gathered from 159 single mother employees, aged 45 and below and having at least one child, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results: Results of correlation analysis revealed that locus of control was related to work-family conflict and job satisfaction and work-family conflict was related to job satisfaction. Results of a series of multiple regression analyses indicated that work-family conflict partially mediates the relationship between locus of control and job satisfaction. During the screening process of potential recruits, employers should take into consideration locus of control as one of the important dispositional characteristics of candidates. Employers should look into the possibility of designing training programmes to assist employees in taking more control of events in their work situations. Conclusion: Single mother employees who believe that they are in control of the events that happen in their lives seem to be more satisfied with their jobs and seem to experience less work-family conflict.

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Section: Discussionsupporting

confidence: 90%

“…Relationship between work-family conflict and job satisfaction: Many researchers have demonstrated a significant negative correlation between work-family conflict and job satisfaction [20][21][22][23][24][25][26] . Similarly, in a more recent study, Yildirim and Aycan [27] reported that work-family conflict decreased employees' job satisfaction.…”

Section: H2mentioning

confidence: 99%

The Mediating Effect of Work-Family Conflict on the Relationship Between Locus of Control and Job Satisfaction

Ngah¹,

Ahmad²,

Baba³

2009

J. of Social Sciences

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“…The significant direct relationships between workfamily conflict and job satisfaction are consistent with the results of previous research (Lu et al, 2008) whereby individuals who reported higher intensities of work-family conflict tended to experience lower levels of job satisfaction. Similar findings have also been reported by Namasivayam and Zhao (2007); Karatepe and Uludag (2007) and Yildirim and Aycan (2008).…”

Section: Discussionsupporting

confidence: 81%

“…Studies have shown that work-family conflict could directly decrease employees' job satisfaction (Karatepe and Uludag, 2007;Namasivayam and Zhao, 2007;Yildirim and Aycan, 2008;Lapierre et al, 2008;Lu et al, 2008). Employees experiencing work-family conflict, involving incompatible demands from work and family domains, would blame their organizations for depleting the time and energy they need for performing family roles and thus be less satisfied with their jobs.…”

Section: Introductionmentioning

confidence: 99%

Impact of Dispositional Factors and Work-Family Conflict on Job Satisfaction among Single Mother Employees

Ahmad¹

2011

American Journal of Applied Sciences

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Problem statement: Few studies have tested the indirect effects of dispositional factors including perfectionism and locus of control on job satisfaction through work-family conflict. Approach: This study examined the indirect effects of perfectionism and locus of control on job satisfaction through work-family conflict. The sample consisted of 159 single mother employees. Data were gathered using self-administered questionnaires. The data were analyzed using structural equation modeling procedure to determine if the hypothesized model fit the data. Results: The results showed that perfectionism and locus of control were significantly related to work-family conflict and that work-family conflict in turn was related to job satisfaction. The results support the indirect path between locus of control and job satisfaction through work-family conflict. The indirect path between maladaptive perfectionism and job satisfaction through work-family conflict was also supported. Conclusion: This study establishes the presence of indirect effects of maladaptive perfectionism and internal locus of control on job satisfaction through work-family conflict and verifies that maladaptive perfectionism and internal locus of control can result in work-family conflict which can consequently lead to a reduction in job satisfaction.

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“…Of the two, WFC may be especially critical. As Frone (2003) and a recent national survey of Taiwanese (Lu, Kao, Chang, Wu, & Cooper, 2008) revealed, individuals tend to experience more WFC than FWC. Thus, the present study focused specifically on WFC in comparing the results of two culturally dissimilar societies: Taiwan and the United Kingdom of Britain.…”

Section: Wfc: An Occupational Stress Perspectivementioning

confidence: 97%

Cross‐cultural differences on work‐to‐family conflict and role satisfaction: A Taiwanese‐British comparison

Cooper

Kao

et al. 2010

Human Resource Management

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The aim of this research was to explore relations between work and family demands and resources, work-to-family confl ict (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. Specifi cally, 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-specifi c effects should be taken into consideration in designing future WFC research and familyfriendly managerial practices.

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Work/family demands, work flexibility, work/family conflict, and their consequences at work: A national probability sample in Taiwan.

Abstract: satisfaction and organizational commitment. It is recommended that various family-friendly company policies be reformulated taking into account core cultural values such as individualism-collectivism.

Cited by 108 publications

References 45 publications

The Mediating Effect of Work-Family Conflict on the Relationship Between Locus of Control and Job Satisfaction

The Mediating Effect of Work-Family Conflict on the Relationship Between Locus of Control and Job Satisfaction

Impact of Dispositional Factors and Work-Family Conflict on Job Satisfaction among Single Mother Employees

Cross‐cultural differences on work‐to‐family conflict and role satisfaction: A Taiwanese‐British comparison

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