{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/87472"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/87472","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"The Relationships Between Work -Family Conflicts, Individual Cultural Orientation, Efficacy Beliefs and Work-Related Outcomes in China and United States","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.","abstract_html":"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.","abstract_has_math":false,"creators":["Wang, Peng"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Human Resources and Industrial Relations","degree_department":null,"school":null,"contributors":["Lawler, John"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-28T16:03:58Z","date_published":"2015-09-28T16:03:58Z","updated_at":"2026-07-22T22:26:30Z","subjects":["Business Administration, Management"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI3153454"],"render_values":[{"text":"(MiAaPQ)AAI3153454","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/87472","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Lawler, John"]},{"key":"dc:creator","label":"Author","values":["Wang, Peng"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-28T16:03:58Z","10000-01-01","2004"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Human Resources and Industrial Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Business Administration, Management"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/87472","(MiAaPQ)AAI3153454"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["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.","Made available in DSpace on 2015-09-28T16:03:58Z (GMT). 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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.","Made available in DSpace on 2015-09-28T16:03:58Z (GMT). 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