Supportive organizations, work–family enrichment, and job burnout in low and high humane orientation cultures
The present study draws on the work–family and cross-national management literature to examine the relationships between Family-Supportive Organizational Perceptions (FSOP), work–family enrichment, and job burnout across five countries with different cultural backgrounds: Malaysia, New Zealand, Fran...
| Autores: | , , , |
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| Tipo de recurso: | artículo |
| Fecha de publicación: | 2019 |
| País: | España |
| Institución: | Universitat Politècnica de Catalunya (UPC) |
| Repositorio: | UPCommons. Portal del coneixement obert de la UPC |
| Idioma: | inglés |
| OAI Identifier: | oai:upcommons.upc.edu:2117/171049 |
| Acceso en línea: | https://hdl.handle.net/2117/171049 https://dx.doi.org/10.1111/apps.12217 |
| Access Level: | acceso abierto |
| Palabra clave: | Work-life balance -- Spain Work-life balance -- New Zealand Work-life balance -- France Work-life balance -- Italy Work-life balance -- Malaysia Work-family enrichment Family supportive organizational perceptions Burnout Cross-national studies Humane orientation GLOBE Conciliació de la vida personal i laboral -- Espanya Conciliació de la vida personal i laboral -- Nova Zelanda Conciliació de la vida personal i laboral -- França Conciliació de la vida personal i laboral -- Itàlia Conciliació de la vida personal i laboral -- Malàisia Àrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humans |
| Sumario: | The present study draws on the work–family and cross-national management literature to examine the relationships between Family-Supportive Organizational Perceptions (FSOP), work–family enrichment, and job burnout across five countries with different cultural backgrounds: Malaysia, New Zealand, France, Italy, and Spain. Using a combined sample of 980 employees, we find support for a partial mediation model in which FSOP is positively associated with work–family enrichment, which in turn is negatively related to job burnout. Given our focus on support, we test the moderating role of the cultural value humane orientation, that is, the extent to which a society values altruism, kindness, and compassion. The five countries in our sample offer variation in their country-level scores as determined by the GLOBE study (House et al., 2004). We found that individuals from cultures that scored higher in “as is” humane orientation (i.e., scores for actual practices) experienced lower job burnout when FSOP increased. This pattern was reversed when considering “should be” humane orientation (i.e., scores for ideal values). The implications for the work–family and the cross-national management literature, and for practice, are discussed. |
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