Humane orientation, work-family conflict, and positive spillover across cultures

Autor(en)

Barbara Beham, Ariane Ollier-Malaterre, Tammy D Allen, Andreas Baierl, Matilda Alexandrova, Artiawati, T Alexandra Beauregard, Vânia Sofia Carvalho, Maria José Chambel, Eunae Cho, Bruna Coden da Silva, Sarah Dawkins, Pablo I Escribano, Konjit Hailu Gudeta, Ting-Pang Huang, Ameeta Jaga, Dominique Kost, Anna Kurowska, Emmanuelle Leon, Suzan Lewis, Chang-Qin Lu, Angela Martin, Gabriele Morandin, Fabrizio Noboa, Shira Offer, Eugene Ohu, Pascale Peters, Ujvala Rajadhyaksha, Marcello Russo, Young Woo Sohn, Caroline Straub, Mia Tammelin, Leila Triki, Marloes L van Engen, Ronit Waismel-Manor

Abstrakt

Although cross-national work–family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work–family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work–family relationships in a broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Africa, Southern Asia). We focus on humane orientation (HO), an overlooked cultural dimension that is however central to the study of social support and higher in those regions. We explore its moderating effect on relationships between work and family social support, work–family conflict, and work–family positive spillover. Building on the congruence and compensation perspectives of fit theory, we test alternative hypotheses on a sample of 10,307 participants from 30 countries/territories.We find HO has mostly a compensatory role in the relationships between workplace support and work-to-family conflict. Specifically, supervisor and coworker supports were most strongly and negatively related to conflict in cultures in which support is most needed (i.e., lower HO cultures). Regarding positive spillover, HO has mostly an amplifying role. Coworker (but not supervisor) support was most strongly and positively related to work-to-family positive spillover in higherHO cultures, where providing social support at work is consistent with the societal practice of providing support to one another. Likewise, instrumental (but not emotional) family support was most strongly and positively related to family-to-work positive spillover in higher HO cultures.

Organisation(en)

Projekt: Familienforschung in Österreich

Externe Organisation(en)

Hochschule für Wirtschaft und Recht Berlin, Université de Montréal, University of South Florida, Russian Academy of Sciences, University of Surabaya, University of London, Universidade do Porto, National Chengchi University, Nortus, University of Tasmania, Universidad Adolfo Ibáñez, Addis Ababa University, Soochow University, University of Cape Town, BI Norwegian Business School, University of Warsaw, ESCP Europe Business School, Middlesex University, Peking University, Università di Bologna, Universidad San Francisco de Quito, Bar-Ilan University (BIU), Pan-Atlantic University, Nyenrode Business Universiteit, Governors State University, Berner Fachhochschule (BFH), University of Tampere, South Mediterranean University, Radboud University, Open University of Israel, Yonsei University

Journal

Journal of Applied Psychology

Band

108

Seiten

1573-1597

Anzahl der Seiten

25

ISSN

0021-9010

DOI

https://doi.org/10.1037/apl0001093

Publikationsdatum

06-2023

Peer-reviewed

Ja

ÖFOS 2012

509013 Sozialstatistik, 501015 Organisationspsychologie

Schlagwörter

ASJC Scopus Sachgebiete

Applied Psychology

Link zum Portal

https://ucrisportal.univie.ac.at/de/publications/d578511b-9370-4130-820c-230017d8090e