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 di...
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https://www.riss.kr/link?id=O112515862
2020년
-
0269-994X
1464-0597
SSCI;SCOPUS
학술저널
1215-1247 [※수록면이 p5 이하이면, Review, Columns, Editor's Note, Abstract 등일 경우가 있습니다.]
0
상세조회0
다운로드다국어 초록 (Multilingual Abstract)
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 di...
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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