Family-friendly policies/programs : influence on work-family conflict and organizational commitment

Pao Yue-kong Library Electronic Theses Database

Family-friendly policies/programs : influence on work-family conflict and organizational commitment

 

Author: Au-Yeung, Mei-ling Kelvey
Title: Family-friendly policies/programs : influence on work-family conflict and organizational commitment
Year: 2000
Subject: Work and family -- China -- Hong Kong
Organizational commitment -- China -- Hong Kong
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: viii, 90 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1568900
URI: http://theses.lib.polyu.edu.hk/handle/200/3844
Abstract: This study aims at examining the influence of family-friendly policies / programs (FFPs) on work-family conflict and organizational commitment of working people in Hong Kong. The findings showed that FFPs were not prevalently practised by organizations. Compared with multinational firms, local firms offered lesser FFPs. The most common type of FFPs in Hong Kong is time-off policies. This reflects that employers are much aware of time-based conflict faced by employees against other forms of conflict. Also, results showed that Hong Kong working people experienced higher work->family conflict (WFC) than family->work conflict (FWC). As predicted, FFPs positively related to perceived organizational support (POS) of employees that in turn positively affected their affective commitment (AC) towards their organizations but not continuance commitment (CC). Unexpectedly, FFPs had no direct effect on both types of work-family conflict (WFC and FWC) experienced by employees. However such relationship was altered to positive for FWC when employees used more FFPs. The study result revealed that the moderating effect of supervisor support on the relationships between FFPs and POS, WFC and FWC were not substantiated. Instead, supervisor support was found to be a predictor of POS and FWC. In view of above, organizational leaders and human resource practitioners should make every practicable effort to drive the engineer towards a family-friendly workplace. Changing attitude of management to admit employees having other non-work obligations and managing work-family conflict is a shared responsibility of employees and employers, expanding the scope of benefits to other types of users, setting up flexible career path to encourage FFPs' utilization, understanding the needs of employees and measuring performance based on quality and result are crucial steps to enhance the workplace's family-friendliness. Most importantly is to broaden the conceptualization of family-friendly as a "strategic business cocern".

Files in this item

Files Size Format
b15689001.pdf 3.140Mb PDF
Copyright Undertaking
As a bona fide Library user, I declare that:
  1. I will abide by the rules and legal ordinances governing copyright regarding the use of the Database.
  2. I will use the Database for the purpose of my research or private study only and not for circulation or further reproduction or any other purpose.
  3. I agree to indemnify and hold the University harmless from and against any loss, damage, cost, liability or expenses arising from copyright infringement or unauthorized usage.
By downloading any item(s) listed above, you acknowledge that you have read and understood the copyright undertaking as stated above, and agree to be bound by all of its terms.

     

Quick Search

Browse

More Information