A cross‐cultural test of the work‐family interface in 48 countries

By E. Jeffrey Hill, Chongming Yang, A. J. Hawkins, M. Ferris. 2004

271 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6b09abd18b1261a7093041435a29392f147d347f

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Citations in the corpus

Putting work and family experiences in context: Differences by family life stage (2010, methodology): “…factors are explored as predictors of conflict in the work– family interface, and conflict is explored as a predictor of work, individual, and family outcomes using a previously validated cross-cultural model of the work–family interface (Aryee et al., 1999; Frone et al., 1992; Hill et al., 2004).”
An empirical study of the selected consequences of frontline employees’ work–family conflict and family–work conflict (2006, unknown): “JSTRESS was measured using 6 items from House and Rizzo (1972). JSTRESS was elicited on 5-point scales ranging from ‘‘5 1⁄4 strongly agree’’ to ‘‘1 1⁄4 strongly disagree’’.”
CROSS-NATIONAL DIFFERENCES IN RELATIONSHIPS OF WORK DEMANDS, JOB SATISFACTION, AND TURNOVER INTENTIONS WITH WORK-FAMILY CONFLICT (2007, methodology): “First, Hill et al. (2004) noted in their discussion that the strong corporate culture of IBM may have diminished the effect of the local culture in terms of WFC.”
Measuring the learning organization culture, organizational commitment and job satisfaction in the Lebanese banking sector (2009, background): “Research on the moderating effect of individualism and collectivism on the relationships between workplace learning and performance outcomes have provided inconsistent findings (Hill et al. 2004; Spector et al. 2004; Yang 2005).”
Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: a study across seven cultures (2014, background): “WLB has considerable implications for people all around the world (Hill et al., 2004; Lyness & Judiesch, 2014).”
Gender and the Work-Family Interface: Exploring Differences Across the Family Life Course (2010, methodology): “It is also crucial to acknowledge that the data came from only one corporation, and IBM employees tend to be more highly educated, have higher salaries, and have more experience with computer technology than the general population (Hill et al., 2004).”