The influence of employees' parents on work-life balance in Taiwan

Journal of Occupational Health Psychology, 2009

The study provided validity evidence for a fourfold taxonomy of work-family balance that comprises direction of influence (work to family vs. family to work) and types of effect (work-family conflict vs. work-family facilitation). Data were collected from 189 employed parents in China. The results obtained from a confirmatory factor analysis supported the factorial validity of the fourfold taxonomy of work-family balance with a Chinese sample. Child care responsibilities, working hours, monthly salary, and organizational familyfriendly policy were positively related to the conflict component of work-family balance; whereas new parental experience, spouse support, family-friendly supervisors and coworkers had significant positive effects on the facilitation component of work-family balance. In comparison with the inconsistent effects of work-family conflict, work to family facilitation had consistent positive effects on work and life attitudes. The implications of findings in relation to China and other countries are discussed in the paper.

International Journal of Stress Management, 2009

The aim of this research was to explore relations between work resources (supervisory support and organizational family supportive values), work-tofamily conflict (WFC), and work-and nonwork-related outcomes in a crosscultural comparative context involving Taiwanese and British employees. The 25 authors surveyed 264 Taiwanese employees and 137 British employees using structured questionnaires. For both Taiwanese and British employees, work resources were found to be negatively related to WFC but positively related to work satisfaction. WFC was negatively related to work and/or family satisfaction. More important, the authors found that nation moderated the relationship between supervisory support and WFC: Supervisory support had a stronger protective effect for Taiwanese than British employees. It is thus recommended that, in addition to introducing various family-friendly policies, companies should be more active in cultivating a family-supportive organizational culture and mobilizing managers to act as supporters of family life, especially in societies sanctioning collectivistic values and large power distance.

Journal of European Industrial Training, 2007

Purpose -The purpose of this article is to explore the impact of life cycle stage, specifically parenting stage, on work-family conflict among working parents to determine whether discernible differences are evident among those individuals at the early stage of their parenting cycle compared with those with older children. Design/methodology/approach -An explorative study was undertaken among parents employed within the Irish hotel sector. The questionnaire was distributed to 22 hotels and 76 individuals who reported having children responded. A number of measures were used to assess the impact which a number of factors, namely job stress, job involvement, managerial support and colleague support, may have on working parents' work-life conflict. Correlation and regression analysis are performed to test the hypotheses proposed. Findings -The research findings provide initial support for the possibility that the factors influencing work-family conflict differ for each of the parenting groups analysed. For all parents with dependent children it was found that job involvement, job stress and colleague support all have predictive powers in terms of explaining the antecedents of work-family conflict.

International Journal of Environmental Research and Public Health, 2021

Based on the gender role orientation perspective, this study extends the resource depletion mechanism that links role demands to family interference with work by testing the moderating effects of gender and gender role orientation (egalitarian vs. traditional) on the relationships. Analysis of the data from 251 employees in Taiwan revealed two significant three-way interactive effects. Specifically, for men, the positive relationship between work demands and family-to-work conflict (FWC) was stronger for egalitarian than traditional individuals. For women, the positive relationship between family demands and FWC was stronger for egalitarian than traditional individuals. We also found a significant two-way interactive effect; that is, within the egalitarian group, the positive relationship between work demands and FWC was stronger for women than men. Our findings, thus, suggest both within-gender and between-gender variations in the links between work-to-family demands and conflict, ...

2016

The field of work-family interface research is focused mainly on the issue of role conflict that results from active participation in both, work and family area. Conflict between work and family is defined as a negative interference in the direction from work domain to the family domain (work interferes with family) and in the opposite direction (family interferes with work) and results from 1. (lack of) time, 2. strain, 3. (inadequate) behavior patterns. The current research included 45 couples, which were married or in a relationship where both, the male and female are employed and nurturing at least one child in age between three and twelve years. Subjectively perceived negative aspects of linking work and family roles were examined through structured interviews. As content analysis of responses indicates, the most perceived negative consequence of work-family interface is time-based conflict. Employed parents also perceive the transfer of strain and negative affects between doma...

Journal of Social Issues, 1996

This paper examines life on and off the job for a nationally representative sample of 2958 wage and salaried workers, comparing the situations of parent and nonparent employees within the sample. Although parent and nonparent employees were found to be quite similar in most respects, some notable direrences were revealed-in the value they place on different benefits and workplace policies; in the extent of the sacrifices they have made in their familyfpersonal lives for the sake of their jobs or careers, and vice versa; and in the time they have available off the job for themselves and with their spouses afrer completing household chores and fulfilling child care responsibilities. In addition, parent employees exhibited significantly poorer quality of life outcomes than nonparents-higher levels of conflict between work and familylpersonal life, more stress, and less effective coping. Analyses designed to identify the workplace conditions under which employed parents fared better found that parents had better outcomes (less conflict, less stress, and better coping) when they had jobs with greater autonomy, more schedule control, fewer demands, and greater security. Parents also fared better when they had more supportive workplaces-more supportive supervisors, more supportive workplace cultures, and opportunities for job advancement that were not inhibited by gender or race. In contrast, access to policies,

Sociologia, problemas e práticas, 2007

With women entering the workforce in ever greater numbers in the past few decades, and with the associated rise in the number of dual-income households, interest has grown in arrangements that allow employees to combine work and family duties—or, viewed more ...

Human Resource Management, 2010

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.

KOTLER, Philip -Administração de Marketing -10ª Edição, 7ª reimpressão -Tradução Bazán Tecnologia e Lingüística; revisão técnica Arão Sapiro. São Paulo: Prentice Hall, 2000.

1. Pengertian Bimbingan Menurut Abu Ahmadi (1991: 1), bahwa bimbingan adalah bantuan yang diberikan kepada individu (peserta didik) agar dengan potensi yang dimiliki mampu mengembangkan diri secara optimal dengan jalan memahami diri, memahami lingkungan, mengatasi hambatan guna menentukan rencana masa depan yang lebih baik. Hal senada juga dikemukakan oleh Prayitno dan Erman Amti (2004: 99), Bimbingan adalah proses pemberian bantuan yang dilakukan oleh orang yang ahli kepada seseorang atau beberapa orang individu, baik anak-anak, remaja, atau orang dewasa; agar orang yang dibimbing dapat mengembangkan kemampuan dirinya sendiri dan mandiri dengan memanfaatkan kekuatan individu dan sarana yang ada dan dapat dikembangkan berdasarkan norma-norma yang berlaku. 2. Pengertian Belajar Berdasarkan para ahli, belajar merupakan suatu proses perubahan perilaku atau pribadi seseorang berdasarkan praktik atau pengalaman tertentu. Secara visual perubahan prilaku atau pribadi tersebut pada prinsipnya dapat digambarkan sebagai berikut: Perubahan itu mungkin merupakan suatu penemuan informasi atau penguasaan suatu keterampilan yang telah ada, seperti kasus Y pada gambar diatas (Hilgard,1948:4). Mungkin pula bersifat penambahan atau perkayaan dari informasi atau pengetahuan atau keterampilan yang telah ada, seperti kasus Y pada gambar di atas. Adapun beberapa pengertian belajar diantaranya sebagai berikut: 1. Belajar merupakan perubahan fungsional, pendapat ini dikemukakan oleh penganut paham teori daya () yang lebih luas lagi termasuk kedalam paham natifisme. Paham ini berpendirian bahwa jiwa manusia itu terdiri atas Prilaku/pribadi sesudah belajar (post-learning) Prilaku/pribadi sebelum belajar (pre-learning) X = 0 Pengalaman, praktik, latihan (learning experiences)