Cross-Cultural Differences in Work-to-Family Conflict and Role Satisfaction: A Taiwanese-British Comparison
work-to-family confl ict (WFC), work constraints, family responsi-bility, supervisory support, family help, work satisfaction, family satisfaction
Digital Object Identifier (DOI)
The aim of this research was to explore relations between work and family demands and resources, work‐to‐family conflict (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. Specifically, 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‐specific effects should be taken into consideration in designing future WFC research and familyfriendly managerial practices.
Was this content written or created while at USF?
Citation / Publisher Attribution
Human Resource Management, v. 49, issue 1, p. 67-85
Scholar Commons Citation
Lu, L.; Cooper, C. L.; Kao, S. F.; Allen, T. D.; Lapierre, L. M.; O'Driscoll, M.; Poelmans, S. A.; Sanchez, J. I.; and Spector, P. E., "Cross-Cultural Differences in Work-to-Family Conflict and Role Satisfaction: A Taiwanese-British Comparison" (2010). Psychology Faculty Publications. 731.