交叉傳遞被定義為人際間的一種壓力傳遞過程。本研究的目的在於考察中國雙職工夫妻的交叉傳遞效應。具體而言，我將探討個體的工作-家庭關係（工作-家庭衝突與工作-家庭豐富）如何影響其配偶的結果變量（心理壓力，生活滿意度，婚姻滿意度，與工作滿意度）。本研究包括兩部分，研究一為問卷調查，研究二為深度訪談。本研究致力於回答三個研究問題：（1）交叉傳遞效應獨立於個體內效應而存在嗎？對象互依性模型分析顯示，妻子的工作-家庭豐富顯著預測丈夫的四個結果變量，丈夫的工作-家庭衝突與工作-家庭豐富顯著預測妻子的婚姻滿意度，交叉傳遞效應確實獨立於個體內效應而存在。（2）交叉傳遞的可能機制是什麼？我進行了三組探索。在A部分，通過考察一有影響力的交叉傳遞模型，我檢視了負性與正性的交叉傳遞機制。對於負性傳遞機制，我發現共同壓力源直接影響夫妻雙方的工作-家庭衝突，妻子的工作-家庭衝突直接影響丈夫的幸福感，而妻子所知覺到的下降的關係品質在丈夫的工作-家庭衝突與妻子的幸福感之間起到了中介的作用。對於正性傳遞機制，我發現共同壓力源僅顯著預測妻子的工作-家庭豐富。個體所知覺到的改善的關係品質在其配偶的工作-家庭豐富與個體的幸福感之間起到了中介的作用。在B部分，我發現妻子的觀點採擇能夠緩解丈夫的工作-家庭衝突對妻子心理壓力的影響，以及強化丈夫的工作-家庭豐富對妻子婚姻滿意度的影響，但該效應需要進一步驗證。在C部分，我發現個體的工作-家庭角色融合這一特質在其配偶的工作-家庭衝突（豐富）與個體的工作-家庭衝突（豐富）之間起到了部分中介的作用。（3）交叉傳遞過程有無性別化的傳遞模式？結果顯示交叉傳遞過程是一種雙向過程：由丈夫傳遞至妻子，以及由妻子傳遞至丈夫。但在特定情況下，傳遞路徑的強度可能不盡相同。訪談內容的分析加深了我們對交叉傳遞現象的理解。 / Crossover is defined as the interpersonal process that occurs when job stress or strain experienced by one person affects the level of strain of another person in the same social environment. The purpose of the present study is to examine the crossover effects in a sample of Chinese dual-earner couples. Specifically, I examined how one partner’s work-family interface (work-family conflict/WFC and work-family enrichment/WFE) might affect the other partner’s outcomes (psychological strain, life satisfaction, marital satisfaction, and job satisfaction). Altogether, two studies were conducted. Study 1 was a questionnaire survey, and Study 2 was a qualitative interview. Overall, the present study aims at answering three research questions: (1) Do crossover effects exist independent of within-individual effects? The Actor-Partner Interdependence Model (APIM) analysis showed that wives’ WFE emerged as a significant predictor of husbands’ four outcome variables in the expected direction. Husbands’ WFC and WFE were predictive of wives’ marital satisfaction. Results demonstrated that the crossover effects do exist independent of established within-individual effects. (2) What are the possible mechanisms of the crossover process? In this part, three sets of investigations were conducted. In Section A, I examined the mechanisms of both negative and positive crossover through testing an influential crossover model. For the mechanisms of negative crossover, I found that common stressors directly influenced both husbands’ and wives’ WFC. Wives’ WFC had a direct impact on husbands’ well-being, whereas the relationship between husbands’ WFC and wives’ well-being was mediated by wives’ perception of impaired relationship quality. For the mechanisms of positive crossover, I found that common stressors were a significant predictor of wives’ WFE, but not that of husbands’ WFE. Analysis highlights a strong indirect transfer from husbands’ WFE to wives’ well-being through wives’ perception of improved relationship quality, as well as from wives’ WFE to husbands’ well-being through husbands’ perception of improved relationship quality. In Section B, I further looked into the role of empathy in the direct crossover paths and found that wives’ perspective taking buffered the negative effect of husbands’ WFC on wives’ psychological strain, and strengthened the relationship between husbands’ WFE and wives’ marital satisfaction. To note, the interaction effects are not strong and may require further investigation. In Section C, I examined the role of personal attribute (i.e., work-family role integration) in the crossover process and found that wives’ work-family role integration partially mediated the relationship between husbands’ WFC and wives’ WFC, as well as between husbands’ WFE and wives’ WFE. Likewise, husbands’ work-family role integration partially mediated the relationship between wives’ WFC and husbands’ WFC, as well as between wives’ WFE and husbands’ WFE. (3) What are the gendered crossover patterns in Chinese dual-earner couples? Results from various research models suggested that the crossover process is a two-way phenomenon: from husbands to wives and vice versa. However, under specific circumstances, the two crossover paths might not be equally strong. Interview responses in Study 2 deepened our understanding of the crossover phenomenon. / Detailed summary in vernacular field only. / Liu, Huimin. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 129-144). / Abstract also in Chinese; appendix A in Chinese. / Chapter Chapter One: --- Literature Review --- p.1 / Work-Family Interface (WFI) --- p.2 / Recent Perspective on Work-Family Interface --- p.9 / The Present Study --- p.26 / Chapter Chapter Two: --- Questionnaire Survey (Study 1) --- p.28 / Research Methods --- p.28 / Research Question One --- p.35 / Hypotheses --- p.35 / Results --- p.37 / Research Question Two --- p.42 / Chapter Section A: --- Mechanisms of Crossover --- p.43 / Hypotheses --- p.43 / Results --- p.53 / Discussion --- p.63 / Chapter Section B: --- A Closer Look at the Role of Empathy --- p.70 / Hypotheses --- p.70 / Results --- p.72 / Discussion --- p.77 / Chapter Section C: --- Further Examination of Personal Attribute (WFRI) --- p.79 / Hypotheses --- p.79 / Results --- p.86 / Discussion --- p.91 / Chapter Chapter Three: --- Qualitative Interview (Study 2) --- p.95 / Purposes --- p.95 / Participants and Procedure --- p.96 / Data Analysis --- p.97 / Results --- p.98 / Discussion --- p.112 / Chapter Chapter Four: --- General Discussion --- p.117 / A Summary of Research Findings --- p.117 / Limitations and Future Directions --- p.122 / Contributions and Implications --- p.126 / References --- p.129 / Appendices --- p.145 / Chapter Appendix A. --- The Chinese version of the scales used in Study 1. --- p.145 / Chapter Appendix B. --- The coding schemes of the qualitative interview --- p.151

Keywords. Work-Family interface, Work interference to Family, Family interference to Work, Work withdrawal intention. / There is a rising preference among working women in China to "return home". The present study explored how the four aspects of Work-Family Interface including Work Enhancement to Family, Family Enhancement to Work, Work Interference to Family and Family Interference to Work affected the work withdrawal intention of young parents who were employees and who had at least one child under 6 years old. At the same time, we explored the antecedences to all facets of Work-Family Interface, which included work/family load, work/family support, work/family involvement, gender concepts as well as personality traits. Furthermore, we examined whether there were gender differences in work withdrawal intention, as well as in its pattern of relationship with the Work-Family Interface. Around 420 couples with diverse professional background from two cities of China, Shanghai and Jinan, completed the questionnaire. We also conducted in-depth interviews with five men and eight women from those two cities to understand the dynamics of these considerations. Results showed that women had a higher work withdrawal intention than men. Moreover women might have a stronger work withdrawal intention when they experienced more Family Interference to Work. Men, on the other hand, might have a higher intention to "return home" only when they confronted more Work Interference to Family. Additionally, we found that women scoring high on family load or traditional gender concepts reported higher Family Interference to Work, while men scoring high on work load or low on the personality scale of Family Orientation reported higher Work Interference to Family. Noting the limitations of the present study, we suggest further research on the relationship between work withdrawal intention and work withdrawal behavior for men and women across different age groups and across different cultures. / 陳雪飛. / 論文(哲學博士)--香港中文大學, 2007. / 參考文獻(p. 153-176). / Adviser: Fanny M. Cheung. / Source: Dissertation Abstracts International, Volume: 69-07, Section: A, page: 2906. / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in Chinese and English. / School code: 1307. / Lun wen (zhe xue bo shi)--Xianggang Zhong wen da xue, 2007. / Can kao wen xian (p. 153-176). / Chen Xuefei.

One of the many issues facing dual-career families today is work family conflict (WFC). WFC is a source of stress due to incompatible roles that conflict with each other in terms of ones time and energy. This study was done to develop a valid reliable measure of career and family responsibility in hopes of adequately determining the source of WFC. The key point was to look at real and ideal selves, in terms of work and family responsibilities.

The current study examines the relationship between organizational support and work-family/family-work conflict. This study hopes to add to the literature by looking at individual differences as a possible mediator in the relationship between various sources of support and conflict between work and family.

published_or_final_version / Social Work / Master / Master of Social Work

Dual careers and mobility have become a way of life in this society. With moving often comes a loss of job for one of the spouse, usually the wife. This pilot study examined the effects of 'captivity' (the inability of a wife to pursue a career because of a mobile spouse) on self-esteem. Through the use of a demographic questionnaire and the Rosenberg Self-esteem Scale, data was collected and correlations between mobility and self-esteem were derived. Results indicated that the self-esteem of a wife is affected by 'captivity'.

The large-scale entrance of women into the workforce over the past two decades has fundamentally changed the nature of work and family life. This trend has been associated with a constellation of emerging challenges and conflicts in balancing work and family spheres. Gutek, Searle, and Klepa (1991) developed two models for explaining work-family conflict. The Rational Model proposed that workfamily conflict is directly proportionate to the amount of time one spends in work and family activities. The Gender Role Model proposed that work-family conflict is moderated by gender role socialization, in that men are predicted to experience greater work-family conflict when family responsibilities interfere with their career, whereas women are predicted to experience greater conflict when their career interferes with their family responsibilities. To date, models of work-family conflict have been largely derived from White samples, and it has not been established that our models can be generalized across culture. Distinct cultural histories between Black and White women suggest potential differences in how work-family conflict is experienced across ethnicity.The purpose of this study was to test a measure of work-family conflict for invariance across ethnicity. Participants were 111 Black and 119 White, married, middle-income mothers with dependent children who worked outside of the home on a full-time basis. It was hypothesized that Gutek et al.'s (1991) measure of work-family conflict would demonstrate variance across ethnicity. The study further extended Gutek's research by hypothesizing that White women would experience greater work-family conflict when work interfered with family responsibilities than the reverse, and that Black women would be equally sensitive to interference with either domain. Results of a multi-sample confirmatory factor analysis failed to confirm the hypothesis of construct bias or the prediction that White women would be more sensitive to work interference with family life than the reverse. The results of this study supported the prediction that among Black women, there would be no differences in the relationship between family interference with work and work interference with family on total work-family conflict. Limitations of the present study and implications for future research were discussed. / Department of Counseling Psychology and Guidance Services

Thesis (Ph. D.)--University of Texas at Austin, 2008. / Vita. Includes bibliographical references.

Thesis (Ed. D.)--Virginia Polytechnic Institute and State University, 1990. / Vita. Abstract. Includes bibliographical references (leaves 142-158). Also available via the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1998. / Typescript. Vita. Includes bibliographical references (leaves 33-47). Also available on the Internet.