Search results

This study aims to investigate the indirect impact of work-to-family conflict (WFC) on job satisfaction and reparative behaviors toward family members through work-to-family guilt (WFG). In addition, it seeks to explore the moderating effect of intrinsic motivation on the relationship between WFC and WFG.

The authors conducted two studies. Study 1 used a scenario-based experiment to investigate the mediating effect of WFG. Study 2 examined all the proposed hypotheses via survey data.

Study 1 revealed that WFC had a negative effect on job satisfaction. Concurrently, it exerted a positive impact on reparative behavioral intentions toward family members through WFG. Subsequently, Study 2 demonstrated that intrinsic motivation moderated the relationship between WFC and guilt. Furthermore, it also moderated the indirect effect of WFC on job satisfaction through WFG. Moreover, a positive relationship between WFG and reparative behaviors existed only among nontraditional men.

This study enriches existing literature on WFG by clarifying its impact on reparative behaviors toward family members. Moreover, it contributes to the contingent view of the source attribution perspective by highlighting intrinsic motivation as a significant boundary condition in the source attribution process.

This chapter examines the impact of sectoral indebtedness on GDP in Czechia, initially a low-indebted small open economy in which debt dynamics are becoming a major concern. The impact of household debt, non-financial corporation debt and public debt is analysed with the use of local projections based on instrumental variable estimations. The results show a more pronounced influence of household debt compared to non-financial corporation and government debt. Initially, increasing household debt stimulates short-run economic activity, but in the medium run, it limits household consumption and negatively affects output. This negative impact gradually turns into a positive effect in the long run. Non-financial corporation debt has a negative short- to medium-run impact but can have a small positive effect in the long run due to the prevalence of tradable industries. Public debt initially has a short-run negative impact, but then gradually becomes positive. Overall, the findings have implications for macroeconomic policies and the importance of monitoring financial stability.

The overall goal of this chapter is twofold. First, the authors aim to identify indigenous phenomena that influence employee turnover and retention in the Chinese context. Second, the authors link these phenomena to the contextualization of job embeddedness theory. To achieve the goal, the authors begin by introducing three macro-level forces (i.e., political, economic, and cultural forces) in China that help scholars analyze contextual issues in turnover studies. The authors then provide findings in the literature research on employee retention studies published in Chinese academic journals. Next, the authors discuss six indigenous phenomena (i.e., hukou, community in China, migrant workers, state-owned companies, family benefit prioritization, and guanxi) under the three macro-level forces and offer exploratory propositions illustrating how these phenomena contribute to understanding employee retention in China. Finally, the authors offer suggestions on how contextualized turnover studies shall be conducted in China.

The purpose of this paper was to develop an indigenous understanding of work-family interface (WFI) that reflects the drastic changes and evolving social context in China over the past three decades and challenge the existing conceptualizations of WFI and identify societal impact of the changing nature of the WFI.

We conducted literature review, content and thematic analyses.

The core idea of prioritizing work for family (PWF) is that Chinese employees, especially Chinese male employees, tend to integrate work and family roles as well as deal with WFI issues at the family level. Thus, Chinese employees can be strongly committed to the family while simultaneously prioritizing work performance.

The proposed indigenous perspective of PWF may furnish a contextualized theory for future research. The proposed measurement approaches may help developing indigenous scales for the perspective of PWF for future empirical studies.

Although Chinese employees tend to be more tolerant of work-family conflict (WFC) than their Western counterparts, such tolerance may be combined with the expectation of long-term returns to their families. Managers may assist employees with career planning and realistic goal setting to compensate for their endurance of WFC.

As a cornerstone of the society, the family plays an important role in building a “harmonious society” promoted by the government. A perceived balance of work and family is a significant factor for family harmony. We bring to the attention of policy makers the changing nature of the Chinese employees' WFI. A corresponding policy may be formulated to help Chinese employees balance their lives.

We challenge the existing conceptualizations of WFI by proposing and elaborating a perspective of PWF for context-based conceptualization.

The purpose of this study is to examine how performance appraisal process is associated with organizational citizenship behavior, under the light of social exchange theory and impression management theory, using affective commitment as a mediator and rating‐reward linkage as a moderator.

Using a multi‐source sample (n=777), the authors examined the mediating role of affective commitment with structural equation modeling and Sobel tests, and the moderating role of rating‐reward linkage with ordinary least squares (OLS) regression models.

The relationship between performance appraisal process and organizational citizenship behavior was partially mediated by affective commitment, and perceived rating‐reward linkage strengthened the direct association between appraisal process and organizational citizenship behavior whereas it weakened the relationship between appraisal process and affective commitment.

The study adds to knowledge of how performance appraisal process relates to organizational citizenship behavior – through affective commitment. Further, the moderating role of rating‐reward linkage deepens understanding of the underlying motives of organizational citizenship behavior. The findings strengthen the valence of using social exchange theory to explain how performance appraisal process is associated with organizational citizenship behavior and suggest the value of incorporating impression management to supplement social exchange theory.

The purpose of this study is to examine the relationship between two forms of work‐family conflict – work‐family conflict and family‐work conflict – and individual consequences for Chinese managers.

Participants of this study were 264 managers from Mainland China. The authors tested their hypotheses with structural equation modeling.

Work‐family conflict was positively associated with emotional exhaustion. Family‐work conflict was negatively associated with life satisfaction and affective commitment, as well as positively related to turnover intentions. Contrary to the research with samples of workers from Western countries (e.g. the USA), the study found that work‐family conflict was positively associated with affective commitment and did not associate with turnover intentions for Chinese managers.

Using the perspective of the Chinese prioritizing work for family benefits, the authors are the first to provide a preliminary test of the generalizability of the source attribution and the cross‐domain models to Chinese managers. The paper's findings provide the preliminary evidence that the cross‐domain model works among the Chinese because of its cultural neutrality whereas the source attribution model cannot be used to predict the associations between work‐family conflict and work‐related consequences.

The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors, which can lead to expanded, robust organizational behavior and human resource management models and theories that transcend national boundaries.

This is a conceptual paper and does not employ research methods.

The results of studies included in this special issue suggest that researchers can identify elements unique to China in constructs such as psychological capital, work‐to‐family spillover, work‐family conflict, performance appraisal process, and expatriate interactions that further expand theory and research in organizational behavior.

The review of articles in the special issue suggests that managers in organizations in China may want to: develop individuals' psychological capital; train managers on the importance of eliminating abusive behaviors and developing employees' heartiness; adopt family friendly practices; employ performance appraisal process to encourage commitment and organizational citizenship behaviors; and train local country nationals on working with expatriates to enhance organizational effectiveness.

This review provides a unique perspective on employee behavior because it considers such behavior in a Chinese context.