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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 |
Doctoral Committee Chair(s): | Lawler, John |
Department / Program: | Human Resources and Industrial Relations |
Discipline: | Human Resources and Industrial Relations |
Degree Granting Institution: | University of Illinois at Urbana-Champaign |
Degree: | Ph.D. |
Genre: | Dissertation |
Subject(s): | Business Administration, Management |
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. |
Issue Date: | 2004 |
Type: | Text |
Language: | English |
Description: | 152 p. Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2004. |
URI: | http://hdl.handle.net/2142/87472 |
Other Identifier(s): | (MiAaPQ)AAI3153454 |
Date Available in IDEALS: | 2015-09-28 |
Date Deposited: | 2004 |
This item appears in the following Collection(s)
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Dissertations and Theses - Labor and Employment Relations
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Graduate Dissertations and Theses at Illinois
Graduate Theses and Dissertations at Illinois