本研究旨在探讨工作家庭交互作用与匹配领域的变量之间的关系，即，工作家庭交互作用与一开始引发它的领域中的两个结果变量(满意度和绩效)之间的关系。本研究共有三个研究问题:(1)这种匹配领域的关系是否能推广到中国样本中? (2)工作家庭交互作用和满意度/绩效之间，到底谁是因谁是果? (3)在这个过程中，情绪是否有中介作用? 研究一在一个教师群体中采用横断面研究，并发现在控制了交互领域(即工作家庭交互作用的被影响的领域)的作用之后，匹配领域的关系在满意度上仍然显著，但是在绩效这个因变量上不显著。研究二在一个以孩子家长组成的样本中采用一个周期为两周的日记法以及间隔时间为一周的跨时间的数据进行交互验证，并发现是匹配领域中的满意度导致了工作家庭交互作用，而不是反过来。并且发现对于绩效来说，只有交互领域的关系是显著的，并且在这个关系中，绩效是果而不是因。对于情绪的作用，研究结果并不一致。基于以上结果，对研究意义、不足和展望进行了讨论。 / This study focused on the matching-domain relationship in work-family interface (WFI), i.e., the relationship between WFI and two outcome variables of satisfaction and performance in the originating domain. There were three research questions:(1) whether such relationship could be generalized in Chinese samples;(2) what was the causal relationship between the variables; and (3) whether emotions could mediate such relationship. Study 1 was a cross-sectional research conducted with Chinese teacher. We found that after controlling the cross-domain (i.e., the receiving domain) relationship, the matching-domain effect of WFI was still significant on satisfaction but not on performance. Study 2 consisted of a two-week daily diary data and a one-week interval cross-time data on a group of Chinese parents. It cross-validated that it was the matching-domain satisfaction caused WFI but not the reversed. Also, we found that performance was only significant in the cross-domain relationship and WFI was the cause rather than the result in this relationship. Finding on the role of emotions on the aforesaid relationship was inconsistent. Implications, limitations and future directions were discussed based on the above findings. / Detailed summary in vernacular field only. / Cao, Hui. / "November 2011." / Thesis (Ph.D.)--Chinese University of Hong Kong, 2012. / Includes bibliographical references (leaves 112-123). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese; appendixes in Chinese. / Acknowledgements --- p.IV / Table of Contents --- p.V / List of Tables --- p.VII / List of Figures --- p.IX / English Abstract --- p.II / Chinese Abstract --- p.III / Chapter Chapter 1 --- Literature Review --- p.1 / Concept of work-family interface --- p.2 / Summary on the concept of work-family interface --- p.10 / Framework of Work-family Interface --- p.15 / Chapter Chapter 2 --- The Present Study --- p.23 / Research question 1: the phenomenon of matching-domain relationship between WFI and outcome variables --- p.23 / Hypotheses on the phenomenon of matching-domain hypothesis in Chinese sample --- p.29 / Research question 2: the causal relationship between WFI and matching-domain satisfaction/performance --- p.30 / Hypotheses on the causal relationship between WFI and matching-domain satisfaction/performance --- p.35 / Research question 3: the mediation effect of emotion --- p.36 / Design of the present study --- p.38 / Chapter Chapter 3 --- Study 1: Cross-Sectional Study --- p.41 / Method --- p.42 / Results --- p.46 / Discussion --- p.56 / Chapter Chapter 4 --- Study 2: Daily Diary Study --- p.61 / Methods --- p.61 / Results --- p.73 / Discussion --- p.94 / Chapter Chapter 5 --- General Discussion --- p.100 / Summary of the Results --- p.100 / Implications --- p.103 / Limitations --- p.106 / Future directions --- p.108 / References --- p.112 / Chapter Appendix 1 --- The Chinese Version of Work-family Interface Scale used in Study I and Posttest of Study 2 --- p.124 / Chapter Appendix 2 --- The Chinese Version of Work Satisfaction Scale, Family Satisfaction Scale, Work performance Scale, and Family Performance Scale used in Study 1 and Posttets of Study 2 --- p.125

"December 2003." / Thesis (Ed.D.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (p. 441-475). / 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 Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Abstracts in English and Chinese.

by Au Ka Bo, Ruby, Chak Hau Yee. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 75-79). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / PREFACE --- p.vi / ACKNOWLEDGMENT --- p.vii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- LITERATURE REVIEW --- p.6 / Chapter III. --- METHODOLOGY --- p.18 / Research Design --- p.18 / Conceptualization --- p.19 / Hypotheses on Work Family Conflict --- p.21 / Hypotheses on the Impacts on Family Friendly Policy --- p.22 / Hypotheses on the Availability and Usage of Family Friendly Policy --- p.24 / Questionnaire Design --- p.25 / Chapter IV. --- RESULTS AND FINDINGS --- p.28 / Respondents' Profile and Descriptive Statistics --- p.28 / Multivariate Analysis --- p.33 / Results --- p.33 / Findings on Work Family Conflict --- p.33 / Findings on Availability and Usage of Family Friendly Policy --- p.45 / Other Findings --- p.50 / Chapter V. --- DISCUSSION --- p.57 / Summary of Findings --- p.57 / Recommendations --- p.61 / Who Are Responsible to Provide Family Friendly Policy? --- p.61 / Who Are the Target Users? --- p.62 / What Kinds of Family Friendly Policy Are Needed to Provide? --- p.62 / How to Provide Family Friendly Policy? --- p.64 / Chapter VI. --- CONCLUSION --- p.67 / APPENDIX --- p.70 / BIBLIOGRAPHY --- p.75

Thesis (M.Sc.)--Saint Mary's University, 2008. / Includes abstract and appendices.. Supervisor: Arla L. Day. Includes bibliographical references (leaves 68-82).

Young women today are anticipating involvement in both career and family. The competing demands of family and work often result in work-family conflict. A survey was administered to 124 female college students exploring the importance they place on work and family roles, the expectations they have for combining these roles, and their attitudes toward planning for multiple roles. Identity theory provides a foundation for understanding the choices women make regarding their anticipated participation in work and family roles. The results suggest that although college women are expecting to have demanding careers and involved family lives, they are not planning realistically in order to facilitate the combining of career and family roles with a minimum of conflict.

published_or_final_version / Asian Studies / Master / Master of Arts

The purpose of this study was to determine the relationship between female counselors’ work-family conflict and their demographic (i.e., ethnicity, age, educational level, and annual household income), occupational (i.e., ethnicity, age, educational level, and annual household income), and family (i.e., marital/partner status; number of children at home under the age of 18; age of youngest child; care of elderly, ill, or disabled family members; source of support; and support) characteristics. Super’s (1990) Life-Space Life-Span theory provided a framework to understand female counselors’ engagement in multiple roles in work and family and the conflict that can result in two directions: work interfering with family (WIF), and family interfering with work (FIW) (Frone, Russell, & Cooper, 1992). Female counselors were contacted through electronic email communication in which they received a link to access the online survey that totaled 51 questions. Female counselors from the state of Louisiana and Alabama participated in the survey for a sample size of 266. Pearson’s correlation indicated significant relationships for WIF and the following variables: (a) annual household income, (b) hours per week spent in employment, (c) counseling license, (d) workplace flexibility, (e) autonomy, (f) marital/partner status, and (g) source of support. For FIW, significant relationships were found for the following variables: (a) autonomy; (b) number of children at home under the age of 18; (c) age of the youngest child; (d) care of elderly, ill, or disabled family members; (e) hours per week spent in home chores and errands; and (f) support. Autonomy and hours per week spent in employment significantly predicted female counselors’ WIF scores. Autonomy; age of the youngest child; care of elderly, ill, or disabled family members; and support predicted female counselors’ FIW scores.

Scholars have characterized as “extreme” the intersection of work and family in military service (MacDermid Wadsworth & Southwell, 2011) and periods of deployment involve further stress for partners of military members (e.g. Not having enough personal time, having too many responsibilities at home, changing marital roles, and parenting hassles) that may make managing both work and family life more difficult (Chandra et al., 2011). Research with partners of deployed service members has focused primarily on mental health (Donoho et al., 2018; Mansfield et al., 2010) as well as parenting and household responsibilities (Chandra et al., 2011), but less is known about partners’ employment related outcomes. In the current study, both role strain and role enhancement processes were tested over time in a sample of employed partners of deployed Army National Guard Members (GMs) and a comparison group composed of partners of non-deploying GMs. In accordance with theories of work-family conflict (Greenhaus & Beutell, 1985) and resource drain theory (Rothbard, 2001), a model utilizing two waves of data was tested; household challenges experienced by at-home partners were hypothesized to be related to more negative family-to-work spillover, and ultimately associated with less job engagement and more depressive symptoms. In addition theories of work-family facilitation (Grzywacz & Butler, 2005) and work-family enrichment (Greenhaus & Powell, 2006) were utilized to test whether family strengths (e.g. effective family functioning and military spouse role satisfaction) in the face of deployment were associated with positive FTW spillover, and ultimately with more job engagement and fewer depressive symptoms. Results revealed that household challenges were related to more negative family-to-work spillover, more depressive symptoms, and less job engagement. Effective family functioning was related to more positive FTW spillover, which was related to more job engagement. Results were consistent across the deploying and non-deploying group with the following exception: in the deploying group only, negative FTW spillover was associated with more depressive symptoms. The current study has implications for the field of work and family research, employers, and military family service providers. First, the current study provided evidence of cross-domain work-family conflict and work-family enrichment in a sample of partners of National Guard members. Second, the study highlighted numerous consequences for employees facing significant household challenges. The role of household challenges in employees’ lives may have implications for how employers should structure workplace culture and the employee supports they offer. Finally, only partners of deployed GMs experienced more depressive symptoms associated with negative FTW conflict. Military family service providers may use that information to better serve partners of deploying service members who are at risk of mental health concerns during deployment.

The present research study investigated the relationships between perceptions of justice in the work and home environments and work-family balance. For purposes of this study, justice perceptions in the workplace were explored in terms of the work-family support policies, practices, and procedures provided by organisations to assist their employees in balancing their work and family demands. Similarly, justice perceptions in the home environments were explored in terms of the family-work support arrangements provided by individuals’ home environments in order to assist them in balancing their family and work demands. As the scales used to measure justice perceptions were modified versions of the original Organisational Justice Scale (Judge & Colquitt, 2004), a pilot study was conducted in order to assess their internal validity and reliability. The pilot study sample consisted of 44 South African working parents who fit the requirements of the sample (between the ages of 25 and 50, in a relationship, and had at least one child for whom they were responsible). Factor analyses and Cronbach Alpha estimates suggested the modified scales were suitable for use in the main study. The sample for the main study consisted of 213 working parents obtained from various organisations who met the criteria for participation (between the ages of 25 and 50, in a relationship, and had at least one child for whom they were responsible). The modified justice scales, as well as the Work-Family Conflict Scale (Carlson, Kacmar, & Williams, 2000) and Work-Family Enrichment Scale (Carlson, Kacmar, Wayne, & Grzywacz, 2006), were used to assess the variables of interest. Additional factor analyses and reliabilities conducted for both modified justice scales in the main study supported a four factor structure for both scales. Descriptive statistics established that participants experienced average amounts of perceived distributive, procedural, and informational justice and a slightly higher amount of interpersonal justice in both environments. Participants in the study also reported experiencing average amounts of work-family conflict and slightly higher amounts of work-family facilitation. With regard to the relationships between justice perceptions and work-family balance, the results indicated that participants who perceived their work-family policies, practices and procedures in their organisations and their family-work policies in their home as more just experienced less conflict and increased enrichment between the two domains. The current study also explored whether perceived organisational justice, perceived home justice, work-family conflict, and work-family enrichment differed based on the level of support provided in the work and home environments. Results indicated that differences in the amount of support provided by organisations created differences in employees’ perceptions of procedural, interpersonal, and overall organisational justice; but not in perceptions of distributive and informational organisational justice. In addition, the amount of workplace support provided by organisations did create differences in overall levels of experienced work-family balance. Support in the home environment did create differences in levels of perceived home justice but did not create differences in levels of work-family balance experienced by participants. Overall, the study was successful in modifying and validating the Perceptions of Justice Scales, in stressing the importance of these perceptions regarding support provided to working parents in both their work and home environments, and in exploring the relationships between these justice perceptions and work-family balance.

Research indicates that supportive supervision, particularly work-family specific supervision, is key to reducing employees' work-family conflict (Allen, 2001; Eby et al., 2005; Thomas & Ganster, 1995). However, little research has examined the factors that contribute to supervisors' willingness or ability to provide this support. This study examined how supervisor job stress and perceptions of work-family climate influenced employee ratings of Family-Supportive Supervisor Behaviors (FSSB) using previously-collected data from a mid-western grocery chain. It was hypothesized that supervisor job stressors would impact FSSB, supervisor perception of work-family climate would impact FSSB, and the interaction of stressors and climate would impact FSSB. None of the hypotheses were supported. Potential explanations and directions for future research are discussed.