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Cross-Cultural Work-Family Interfaces:
Work-Family Conflict -- China and Mexico
Sophorn CheamDebbie LeungHuiYi Hung
Lillian RamosCatherine Xu
Presented by :
Cross-Cultural Work-Family Interfaces: - Work-Family Conflict
Outline:
• Definition of Work-Family Conflict
• Causes of Work Family Conflict
• Work-Family Policies
• Approaching Differences
• Concerns Rise from Differences
Work-Family Conflict Defined
Work and family demands become imbalanced
Differences & conflict of dual breadwinners & traditional family roles
Identity Theory -- Burke, 1996; Thoits, 1991
• Women: professional life vs. traditional role
Job stressors, job involvement leads to job distress and depression
Countries Comparison
Countriesper capita
GNP
Pop. Growth
Rate
Type of Economy
Family Culture
Mexico 5,070 1.2-1.4% ServicePatriarchal
authoritarian
China 840 0.7% ManufacturingUtiliarianistic
familism
Source: The Macro-environment and Work-Family Conflict: Development of a Cross Culture Comparative Framework
Mexico
Traditional family- “patriarchal-authoritarian,” – meaning that family is important & father has domination
over entire family.
Females role is at home. • When the requirement to have the woman become a mother
and employee increases the stress because it’s not a cultural norm to have women work.
Low per capita GNP, depends on a service related economy, relatively high population growth rate creates largest amount of strain on families.
China
Chinese tradition is “utilitarianistic familism,” • which is a tendency to place family interests above
those of the individual.
Work role is a means to an end, the end is the family’s financial security
Low per capita GNP, country depends on manufacturing related economy, largest population can be an indication of economic strain on families.
Causes of Work-Family Conflict & Family-Work Conflict
Time devoted to one role makes it difficult to participate in another role
WIF: Higher the position, greater the responsibilities • This would lead to more time away from the family
FIW: Chores and family commitments would intrude on time needed to successfully complete tasks on the job
The bottom line: STRESS
Work Interfering with Family (WIF)
Driven by the MNE’s need for the almighty “buck” and the ever-present threat of being called back prematurely
Expatriate would feel pressure to put the time in at work.
Family Interfering with Work (FIW)
Being away from the familiar scenes of home and friends
Family members need more support to help them through the “critical part” of adjustment.
Health Concerns
Several studies have linked these two types of conflicts with:
• Increased occurrence of hypertension, alcoholism, depression, psychological illness and
• A general dissatisfaction with life
Resulting in high turnover, absenteeism, low morale and poor performance.
In the War of Work-Family Balance…
Retention strategies used by the best U.S. corporations:
• Money
Unfortunately, there’s something that money cannot buy!!
A Better Solution….
Family-friendly benefits:
• Impact of job stress on family life and health
• Influence employees’ decisions to stay or leave
Why is Family-Friendly Policy Important?
Full-time employees work longer on average than 20 years ago
51% of families with children have 2 working parents, which is a 54% increase since 1977 (Abram, 2004).
What do the U.S. Firms Do Now?
CISCOOn-site store, dry cleaning service, a fitness center.
Merck & Co.4 on-site childcare centers in New Jersey and Pennsylvania with capacity of 900 children.
S.C. JohnsonSpent 4.5 million in 2003 to expend its SC Johnson’s Childcare Learning Center.
Source: http://scjohnson.com
Are Working-mothers the Biggest Winner?
Not true !!
• X-generation working dads spend 3.5 hours a day with their kids
• 70% of working men would take pay cut to spend more time with family
• Almost 50% would turn down a promotion if family time will be less.
(Families & Work Institute, 2002)
Work-Family Conflict: - A Business Issue
The concept of both work and family have different significance and importance in different countries/cultures
Presence of family-supportive governmental policies moderate relationships between: • Demands, Resources, and Work-Family Conflicts
Companies have been developing family-friendly policies and practices • To alleviate tensions between these central life domains.
What Leads to Differences in Approaching Work-Family Conflict?
“Work-Family Conflict is based on a fairly simple theoretical perspective of role theory • Where conflicting demands coming from the two central
roles in our life lead to strain.”
Job dissatisfaction is associated with WFC
Work resources: organizational & supervisor support relate to less WFC
Approaching Work-Family Conflict Differently
Looking cross-nationally there are large discrepancies in the usefulness of specific practices of policies.
Childcare centers appeal to a large amount of people in the US
Whereas, in Mexico childcare centers are less relevant and critical
Explaining the Variance Between Different Cultures
China: Life satisfaction of
Chinese employees is influenced primarily by Work-Family conflict
Chinese people assign priority to work over family
U.S. & Mexico: American and Mexican
employees are influenced primarily by Family-Work Conflict
Americans and Mexicans prioritize family over work
Explaining the Variance Between Different Cultures (cont.)
Employees and families in China and Mexico view working long hours differently than American employees and families.
Differences are due to:
• The existence of more family ties in China and Mexico, which allow people in the two countries to focus more on work.
Legal Issues
U.S. China Mexico
Workweek 40 hours 44 hours 48 hours
Overtime
•Normally 150% of
regular paid
•Varies
•150% normally
•200% on day off
•300% on holidays
•Double normal rate
Holidays
•Not required,
•Agreement
•4 festivals
•7 days,
•2 weeks paid Christmas
bonus
Concerns Risen From Differences Among Countries
Childcare support
U.S. China Mexico
Babysitters, parents
Grandparents Mothers
PreschoolsFormal
preschool system
Fewer childcare centers available
Concerns Risen From Differences Among Countries
U.S. China & Mexico
Bring work home Stay at office
Overtime work pattern:
Reasons:
Technological constraint
Show effort of bringing propriety to family
Conclusion
Work-Family Conflict:
• Affect expatriate decision
• Related to cultural perception
• Benefit from organizational and social support
Questions?
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