Effects of individualism-collectivism on perceptions and outcomes of work family conflict: A cross-cultural perspective

The purpose of this study was to investigate the work and family relationship with special attention to cross-cultural variations. The study focused on employees' perceptions of work-family conflict and personal and organizational outcomes in terms of employee well-being, work effectiveness and job commitment as a function of both individuals' personal beliefs and prevailing cultural norms of individualism-collectivism.; Based on recent research and theorizing, it is argued that work-family conflict is culturally linked. To test this argument, the study investigated (1) how work and family stressors are related to work-family conflict; (2) how these stressors are related to personal and organizational outcomes; (3) how they affect work-family conflict and are moderated by the degree of consistency between, on the one hand, individual beliefs in individualism-collectivism and, on the other hand, prevailing cultural norms; and (4) whether work-family conflict and its impact on personal and organizational outcomes are similarly moderated in two culturally distinct societies. Specific hypotheses were tested using data developed by surveying working people in varied job categories in four American and four Chinese organizations.; Results of data analyses were consistent with the hypotheses. Regardless of culture, work-family conflict was bidirectional in nature: work interfered with family life, and vice versa. Culture was an important predictor of work-family conflict and outcomes, both moderating the magnitude of multiple role pressures on individual employees' time and energy, and influencing their cognitions of the conflict origin. On average, American respondents perceived more global work-family conflict, and Chinese respondents perceived more work interference with family.; Four types of collectivism were differentiated: multifaceted, organizational hierarchical, workplace horizonal, and general workplace values. American respondents scored higher on both multifaceted and hierarchical collectivism than did Chinese respondents; whereas Chinese respondents were higher than their American counterparts on horizontal collectivism. These value differences showed both main and person-culture interaction effects on work-family interfaces, in addition to variance explained by work/family situations and individual biographical differences (such as gender and age). Cultural values were not, per se, beneficial or harmful, but rather, were contingent upon prevailing cultural norms. Person-culture "fit" was found to be beneficial to both individual employees and organizations. Accordingly, suggestions are made for family supportive policies and programs, cultural training, and international human resource management generally.; Findings from the study bear on work-family adjustments in culturally distinct societies. Differences and variations between Americans and Chinese on individualism-collectivism values suggest that comparisons of the two peoples can shed light on important issues in the work-family area. To the extent that individualist-collectivist tendencies vary both across and among individual persons, findings from the study also contribute to an understanding of the effects on work-family relationships of interactions among individual normative beliefs and predominant cultural values.