《中美工作_家庭角色价值观与工作家庭冲突之跨文化研究_国佳.doc》由会员分享，可在线阅读，更多相关《中美工作_家庭角色价值观与工作家庭冲突之跨文化研究_国佳.doc（69页珍藏版）》请在taowenge.com淘文阁网|工程机械CAD图纸|机械工程制图|CAD装配图下载|SolidWorks_CaTia_CAD_UG_PROE_设计图分享下载上搜索。
1、 A CROSS-CULTURAL STUDY OF CHINESE AND AMERICAN WORK/FAMILY ROLE VALUES AND WORK-FAMILY CONFLICT A Thesis Submitted to Graduate School and College of English In Partial Fulfillment of Requirements for Degree of Master of Arts By Guo Jia Under Supervision of Professor Zhang Hongling Shanghai Internat
2、ional Studies University December 2008 声 明 本学位论文是我在导师的指导下取得的研究成果。在本学位论文 中，除了加以标红和致谢的部分外，不包含其他人已经发表或公布过 的研究成果，也不包含我为获得任何教育机构的学位或 学历而使用过 的材料。与我一同工作的同事对本学位论文做出的贡献均已在论文中 作了明确的明说。 学位论文作者签名： _ 签 名 曰 期 ： 年 月 ” 曰 学位论文使用授权声明 上海外国语大学有权保存学位论文的电子和纸质文档，可以借阅 或上网公开本学位论文的全部或部分内容，可以向有关部门或机构送 交并授权其保存、借阅或上网公布本学位论文的全部或
3、部分内容。对 于保密论文，按保密的有关规定和程序处理。 学位论文作者签名： 1% H 签名曰期：年 u 月 V曰 导师签名： 心 “ 签名日期： _年 月 2曰 Acknowledgements Completeness of this thesis is by no means a solo dance but a drama with efforts of many people. Standing on the stage to have the curtain call, what I am recalling is to whom I should deliver my thanks
4、. Professor Zhang Hongling, my advisor and friend, always stands behind and provides me with constant support and inspirations. Without her help and encouragement, my thesis wouldn抰 be so smoothly completed. Two and a half years of studying in SISU left me with a treasure of encouragement from such
5、a great tutor. My special thanks goes to Professor Steve J. Kulich, who was the guide for my sailing on the sea of IC. His strictness on academics and generosity to students deeply impressed me and set us a model of perseverance and dedication. It is with his great effort that students like us could
6、 be well informed by tremendous IC sources, and many resources including instruments adopted in my thesis were from the books he introduced. Other SISU Intercultural Institute faculty members, former IC majors and my beloved classmates and roommates are the persons I owe my thanks to. Michael H. Pro
7、sser and Cooper Wakefield, with their insightful classes, opened one after another mysterious windows of intercultural studies for me. Chi Ruobing抯 patience and warmhearted help made me feel at ease when I looked up materials in IC library. Zhang Rui, Shen Jie, Li Caixia, Zheng Sudan, Li Fang, Wang
8、Sisi, Liao Yuan, Wo Min and Wang Danying are the names I would like to mention here for they offered all kinds of help during my thesis writing. Fm especially grateful to Xu Wan, who generously offered me an access to e-library of Bangor University, from which plentiful key references for my thesis
9、were downloaded. Former classmates like Yang Wen, Ma Ningning and Zhang Xian; friends like Sun Xiaozheng and Bill Allen were very helpful in data collecting process. I also extend my appreciation to Doctor Zhou Yong, without whose statistical advices, the quantitative analysis in this thesis could n
10、ever have been done. Last but certainly not least, Fm greatly indebted to my beloved parents. Years of unceasingly care and love have always been my source of strength and energy. And my husband, who is the witness of how this 揹 rama?was being created and rehearsed and performed, dedicates his suppo
11、rt and understanding to my completing this thesis as well. Abstract An increasing interest in Work-Family Conflict (WFC) has been aroused among Western scholars due to the fast development of technology, women抯 involvement in work and， most importantly, a trend of globalization. Previous researches,
12、 however, have nearly been done within the Anglo countries (e.g. Canada, the US and U.K.) and few emic studies have been conducted in mainland China. In cross-cultural studies, cultures and values are always regarded as moderators to explain varieties of results. For this reason, the current study i
13、s focusing on the moderating effects for both Americans and Chinese in the work-family conflict issues and in an attempt to find out the convergence and divergence of WFC that people from both cultures may encounter. By translating and revising the existing Work/Family Role Value scale, Work-Family
14、Conflict scale and Job Satisfaction scale, the author designed and did a survey among employees in multinational enterprises and organizations in both countries. Results show that correlations between work-family conflict and work/family demands, work-family conflict and job/family satisfaction are
15、consistent with the previous findings; under the framework of Individualism/Collectivism, Americans are proved to be more inclined to experience WFC and FWC than the Chinese, which support the author hypothesis. The comparative study of role values and Work-Family Conflict between the two cultural g
16、roups also indicates that Americans tend to separate work from family life but the Chinese prefer to mix them up. More convergence and divergence between American and Chinese samples were analyzed by taking into account the cultural moderating elements such as family roles and work values. In the la
17、st chapter the thesis discusses the implications for future studies and proposes suggestions on balancing work-family relations, self-moderating strategies and family-friendly policies for Chinese companies. Key Words: Work-Family Conflict/Family-Work Conflict; Role Values; Individualism /Collectivi
18、sm; Cultural Moderator 随着全球化浪潮的推进，科学技术在生产领域的广泛应用，以及女性工作参与度 的提高， “ 工作家庭冲突 ” 受到越来越广泛的关注。以往大部分研究多在欧美国家（如 美国、加拿大、英国 ） 进行，中 国本土研究尚不多见 。但 由于东西方所处的文化环境 与固有价值观皆存在差异，因此，若将在西方背景下的研究结果应用于其他地区，就 要加入文化的调适。在工作家庭冲突研究中，这种调适作用究竟体现在哪几方面？中 美两国员工在工作家庭冲突问题上究竟有何差别？个人的工作 /家庭角色与工作家庭 冲突到底有怎样的联系？正是带着这样的疑问，本文作者从跨文化的角度对中美两国 的工
19、作家庭冲突进行了比较研究。 本文首先对西方心理学采用的工作 /家庭角色量表、工作家庭冲突量表等进行翻 译和修订，并以中美两国共计 80 名跨国公司、组织机构的员工 为对象展开实证调查。 研究从文化内部及文化间进行比较，分别论证了工作需要与工作家庭冲突、工作家庭 冲突与家庭满意度的相关性；工作 /家庭角色与工作家庭冲突的相关性；以及在个人 主义 /集体主义的框架下，中美两国在工作家庭冲突和角色价值观上所体现的差异。 部分实验结果与以往西方研究相一致，而另一部分则与现有结论相矛盾，这说明 工作家庭冲突理论既有普遍性，又在不同文化背景下呈现出特殊性。结果表明，中美 两国人群都符合工作家庭冲突与工作
20、/家庭需要呈正相关，与工作 /家庭满意度呈负相 关的假设。基于跨文化背景下的研究表明 ，个人主义影响下的美国受试者比集体主义 文化的中国受试者更多经历工作家庭冲突和家庭工作冲突。在比较角色价值观和工作 家庭冲突时，研究发现中美两国在二者的相关性上呈现出完全相反的结果，这与作者 提出的美国人将工作家庭一分为二，而中国人将工作家庭合二为一的假设相吻合。 本文通过将心理学层面的工作家庭冲突与跨文化学科的文化调适进行尝试性的 结合，对中美两国人群工作家庭冲突感知度的异同进行了初步探索，对个人如何平衡 工作与家庭关系，在冲突发生时如何进行自我调适，以及中国企业应采取何种福利政 策以减少员工工作家庭矛盾
21、、提高生产效率等提出相应建议。 关键词：工作家庭 /家庭工作冲突；角色价值观；个人主义 /集体主义；文化调适 Contents V Acknowledgements . i Abstract . iii 摘要 . iv Chapter One Introduction . 1 Chapter Two Literature Review . 3 2.1 2.2 2.3 Defining Work-Family Conflict . 3 2.1.3.1 2.1.3.2 2.1.3.3 Definitions of Work-Family Conflict . 3 2.1.3.4 2.1.3.5 2
22、.1.3.6 Typology of WFC . 4 2.1.3.7 2.1.3.8 2.1.3.9 Variables of WFC . 6 2.3.1 Antecedents of WFC?work and family demands . 7 2.4 2.5 2.6 WFC/FWC in cross-cultural context . 8 2.3.2.1 2.3.2.2 2.3.2.3 Individualism vs. Collectivism . 9 11.9 11.9 11.9 Reliability . 27 Chapter Four Results and Discussio
23、n . 29 3.3.1 . 3.3.2 . 3.3.3 . Results 29 4.1.1 4.1.2 4.1.3 Within-culture comparison . 29 4.1.4 4.1.5 4.1.6 Cross-cultural comparison . 31 4.1.7 4.1.8 4.1.9 Role values and WFC/FWC . 33 3.3.4 . 3.3.5 . 3.3.6 . Discussion35 1. 2. 3. Antecedents, outcomes and WFC/FWC . 35 4. 5. 6. Gender differences
24、in WFC/FWC . 36 7. 8. 9. Ind/Col dimension and WFC/FWC . 37 10. 11. 12. Role values/salience and WFC/FWC . 38 13. vi List of Figures and Tables Figure 1 Theoretical Framework of the Study . 8 Table 1 Directions of Work-Family Conflict . 5 Table 2 Demographic characteristics . 25 Table 3 Cronbach抯 al
25、pha efficient value of the WFC scale (Chinese and American Group) . 28 Table 4 Comparison of the scores of WIF, FIW, JS, FS categories between managers and non-managers (Chinese group) . 30 Table 5 Comparison of the scores of WIF, FIW, JS, FS categories between managers and non-managers (American gr
26、oup) . 30 Table 6 Comparison of the scores of WIF, FIW, JS, FS categories between parents and non-parents (Chinese group) . 31 Table 7 Comparison of the scores of WIF, FIW, JS, FS categories between parents and non-parents (American group) . 31 Table 8 General comparison of the WFC scale between two
27、 cultural groups (Chinese & American group) . 32 Table 9 Comparison of the scores of WIF, FIW, JS, FS categories between Males and Females (Chinese Group) . 33 Table 10 Comparison of the scores of WIF, FIW, JS, FS categories between Males and Females (American Group) . 33 Table 11 Descriptive statis
28、tics and correlations between variables (Chinese group) .34 Table 12 Descriptive statistics and correlations between variables (American group)34 Chapter One Introduction The past decade has steadily seen increasing interest in the impact that work-family issues have on employees, family members, an
29、d organizations. This rising interest in the nexus between work and family is not surprising because new technologies are placing increasing demands on many employees. For instance, employers have now the ability to reach employees 24 hours per day, 7 days per week. This ?4/7?access may distract emp
30、loyees?attention from family matters, and it can be expected that the more time a person spends on the job, the more conflict there is likely to be between work and family (Bruck, Allen, & Spector, 2002). It goes without saying that work-family issues are at least as important to organizational func
31、tioning as family functioning (Barnett and Shen, 1997). Employees today are more likely than ever to be concerned with how to balance their work and family lives. Competing demands, which arise between work and personal roles often result in conflict for employees. Research that examines work-family
32、 conflict has advanced over the last decade and has led to the development of theoretical models, empirical studies, and organizational sponsored work-family initiatives. Changes in the demographic make-up of the workforce have been the primary impetus for the increased focus on work and family issu
33、es. The entry of women, dual earner couples, and single parents in the workforce underlie some of the most significant trends (Parasuraman, and Greenhaus, 1997). Simultaneous to these changes, businesses are experiencing rapid changes. Increased global competition, focus on customer service, and tec
34、hnological advances contribute to stress for both employees and employers in this highly competitive business world (Parasuraman and Greenhaus, 1997). Most work-family research however, has been conducted in predominantly Anglo countries (e.g., Canada, U.K., and the US) and other western countries t
35、hat share similar cultural backgrounds and family structures. Work done elsewhere has been conducted mainly in Asia (see for example Aryee, Luk, Leung & Lo, 1999), and little of it is comparative, limiting the extent that we can draw conclusions about generalization of western findings. There are ve
36、ry a few published comparative work-family studies, among which a study by Yang, Chen, Choi, and Zhou (2000) has been well accepted and quoted by the successive scholars. The research done by Yang et al. (2000) presented a theoretical analysis suggesting that Americans and Chinese will view work and
37、 family differently, due in large part to differences in their individualism-collectivism (Ind /Col) values. Their research however, only examined the work/family demands interrelating to WFC. In this research, I would extend their thinking to predict that the degree of WFC and FWC people experience
38、 differ between individualist U.S. and collectivist China. The reason why I adopted Ind/Col as the core element of my theoretical framework is that it is a construct well researched in cross-cultural and cross-national studies. Under such framework, the specific cultural patterns are needed to be explored f