CROSS-NATIONAL DIFFERENCES IN RELATIONSHIPS OF WORK DEMANDS, JOB SATISFACTION, AND TURNOVER INTENTIONS WITH WORK-FAMILY CONFLICT

By Paul E. Spector, Tammy D. Allen, S. Poelmans, L. Lapierre, Cary L. Cooper, M. O’driscoll, Juan I. Sanchez, N. Abarca, M. Alexandrova, Barbara Beham and 13 more. 2007

474 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/c5bc07b5e516653358b6d608f53f31f4e777890e

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Citations in the corpus

Work-to-Family Spillover Effects of Workplace Ostracism: The Role of Work-Home Segmentation Preferences (2013, unknown): “The measurement equivalent of this WFC scale has been well established across countries (Spector et al., 2007).”
A Cross-Cultural Examination of Subordinates' Perceptions of and Reactions to Abusive Supervision (2015, methodology): “Following procedures of other cross-cultural studies (e.g., Spector et al., 2004, 2007), culture was coded into a dummy variable.”
Family-supportive organization perceptions, multiple dimensions of work-family conflict and employee satisfaction (2008, methodology): “Also, Spector et al. (2007) found that WFC was more strongly related to job satisfaction and turnover intentions in individualistic than in collectivistic cultures.”
The Relationship between Work-Family Conflict and Job Satisfaction: A Structural Equation Modeling (SEM) Approach (2011, background): “Furthermore, the findings are consistent with the theory stating WFC affects job satisfaction more in collectivist societies than it does in individualistic societies (Spector et al., 2007).”
Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: a study across seven cultures (2014, background): “7 work-family conflict as an inevitable life experience to promote wealth and financial stability for the family (Aryee, Luk, Leung, & Lo, 1999; Spector et al., 2007).”
Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement (2013, methodology): “First, we noted the results of four independent assessments of samples of employees from these two countries conducted by Gelfand et al. (2004), Hofstede (2001), Oishi et al. (1999), and Spector et al. (2007).”
Commute time and subjective well-being in urban China (2016, methodology): “Lastly, recognizing that the Chinese way of dealing with any tradeoff between commuting and time to engage in these other activities may differ from Western methods (Spector et al., 2007; Spector et al., 2004), we are the first to use the life satisfaction approach to evaluate this tradeoff in China”
Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers (2014, background): “Some researchers have argued, for example, that differences between sample groups are beneficial in demonstrating the validity of theoretical frameworks across heterogeneous respondents (e.g. Spector et al. 2007; Brough et al. 2013), which was the approach adopted here.”
Cross cultrual differences on work-to-family conflict and role satisfaction: a Taiwanese-British comparison (2009, methodology): “…individualism/collectivism (I/C) as a general explanatory framework for cultural differences and found that nation (operationalized to represent I/C) moderated the relationship of work/family demands—WFC (Lu, Gilmour, Kao, & Huang, 2006; Spector et al., 2004, 2007; Yang, Chen, Choi, & Zhou, 2000).”
The relationship of social support with well-being outcomes via work–family conflict: Moderating effects of gender, dependants and nationality (2017, background): “Specifically, we hypothesize that: Hypothesis 3: Geographic region will moderate the mediated relationships between social support (from supervisor and family) and work–family interference (WFI and FWI) in predicting (a) psychological strain, (b) job satisfaction and (c) family satisfaction, such th”