Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Multi-disciplinary Studies | en_US |
| dc.contributor | Department of Management | en_US |
| dc.creator | Au-Yeung, Mei-ling Kelvey | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/3844 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | Family-friendly policies/programs : influence on work-family conflict and organizational commitment | en_US |
| dcterms.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". | en_US |
| dcterms.extent | viii, 90 leaves : ill. ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2000 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.Sc. | en_US |
| dcterms.LCSH | Work and family -- China -- Hong Kong | en_US |
| dcterms.LCSH | Organizational commitment -- China -- Hong Kong | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b15689001.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 3.07 MB | Adobe PDF | View/Open |
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