A5059277238- Job Satisfaction and Organizational Behavior
- Employment and Welfare Studies
- Work-Family Balance Challenges
- Workplace Health and Well-being
- Workaholism, burnout, and well-being
- Psychological Well-being and Life Satisfaction
- Resilience and Mental Health
- Occupational Health and Safety Research
- Healthcare professionals’ stress and burnout
- Cultural Differences and Values
- Stress and Burnout Research
- Migration, Aging, and Tourism Studies
- Health disparities and outcomes
- Health and Well-being Studies
- Emotional Labor in Professions
- Optimism, Hope, and Well-being
- Emotional Intelligence and Performance
- Retirement, Disability, and Employment
- Gender Diversity and Inequality
- Workplace Spirituality and Leadership
- Risk and Safety Analysis
- Technology Adoption and User Behaviour
- Social and Intergroup Psychology
- Traffic and Road Safety
- Place Attachment and Urban Studies
Lingnan University
2010-2024
Australian National University
2014
Tokyo Keizai University
2013
Universidade de Santiago de Compostela
2013
Babeș-Bolyai University
2013
Zhejiang University
1999
University of Liverpool
1999
A study of work interference with family (WIF) among managers is described, contrasting four clusters countries, one which individualistic (Anglo) and three are collectivistic (Asia, East Europe, Latin America). Country cluster (Anglo vs. each the others) moderated relation demands strain‐based WIF, Anglo country having strongest relationships. some relationships WIF both job satisfaction turnover intentions, Anglos showing Cluster differences in domestic help were ruled out as possible...
Although transformational leadership (TL) is considered a kind of positive leadership, which can elevate followers in the long term, mechanism how TL influences employee well‐being remains relatively untouched area. Based on survey data collected from 745 employees People's Republic China (Beijing, n = 297; Hong Kong, 448), results revealed that employees' trust leader and self‐efficacy partially mediated influence job satisfaction, fully perceived work stress symptoms. Implications these...
Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly uncertain contexts. In this study, we investigated the interaction effect of job insecurity organizational on performance, examined mediating work engagement from perspective uncertainty management theory. We used 2-wave data (Study 1) a sample 140 Chinese employees 3-wave 2) 125 test our hypotheses. Study 1, found that when perceived low levels justice, was...
The work–life balance literature has recently identified the need for construct refinement. In response to these discussions, this research describes development and validation of a concise measure balance, based on individuals' subjective perceptions between their work other aspects lives. structure, reliability validity unidimensional, four-item was confirmed in four independent heterogeneous samples workers employed Australia New Zealand (N = 6983). Work–life negatively associated with...
The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes job satisfaction, turnover intentions, work‐to‐family conflict (WFC) across country clusters. We used individualism collectivism to explain differences in FWA Latin American, Anglo, Asian Managers from Anglo cluster were more likely report working organisations that offer compared managers other For managers, flextime was only had significant favorable relationships...
Flexible work arrangements ( FWAs ) are often written into company policies to demonstrate organisational sensitivity potentially difficult interfaces between employees' and non‐work domains. The current research investigated use of relationship engagement, with turnover intentions psychological strain also used as criterion variables for comparison purposes. A heterogeneous sample Australian employees (N = 823) responded two waves data collection separated by a 12‐month interval. It was...
Background. Stress‐related outcomes of job satisfaction and absenteeism among nurses should receive more attention in Hong Kong because is costly. Many nurses' complaints are due to organizational change privatization since the establishment Hospital Authority 1991. Organizational climate found be an antecedent dissatisfaction many studies western societies. Aim. To investigate role psychological distress on satisfaction; climate, nurses, while controlling for demographic variables. Methods....
Cette recherche examine les éléments occupationnels stressants et le bien‐être pour des occupations de nature manuelles intellectuelles, avec échantillons provenant la Chine Hong Kong instruments standards validés dans occidentale. Les résultats démontrent que jouent un rôle significatif détermination satisfaction au travail du physique mental. La fiabilité utilisés occidentale (incluant “Occupational Stress Indicator‐2”[ Williams & Cooper, 1996 ] questionnaire d’engagement...
This study investigated the direct and moderating effect of general self‐efficacy on relationship between stressors well‐being in Chinese societies. Survey data were collected from 386 306 employees Hong Kong Beijing, respectively. The results consistently showed that was positively related to mental physical well‐being. A series hierarchical regressions revealed moderated well‐being, yet did not moderate Results verified plays an important role employees’ collectivist society China. Cette...
This article reports two secondary intervention studies on stress management in Hong Kong adopting a positive psychology approach. The first study was conducted among health care workers to reduce burnout and enhance work well-being (job satisfaction, physical/psychological symptoms) emotions. A one-group pretest-posttest design adopted. One thousand thirty-four employees were recruited from hospitals participate 2-day training course held 17 separate classes. results obtained paired t tests...
The study provided validity evidence for a fourfold taxonomy of work-family balance that comprises direction influence (work to family vs. work) and types effect (work-family conflict facilitation). Data were collected from 189 employed parents in China. results obtained confirmatory factor analysis supported the factorial with Chinese sample. Child care responsibilities, working hours, monthly salary, organizational family-friendly policy positively related component balance; whereas new...
Although the direct effects of work–family enrichment on satisfaction are well-documented, previous theoretical predictions and empirical findings relationship have been inconsistent. Drawing social cognitive theory, current research examined how contributes to job family by exploring mediating mechanisms self-efficacy work–life balance. This study also empirically validated a new measure using interface nomological network. A heterogeneous sample Australian employees (N = 234) from four...
This study adopted social exchange theory to investigate whether work‐to‐family enrichment functioned as a mediator between work support (supervisor support, co‐worker and organisational support) job satisfaction among 543 employees in two cities C hina. A series of confirmatory factor analyses ( CFA ) supported 10‐item W ork S upport cale measuring supervisor support. Structural equation modelling SEM results showed that fully mediated the association with satisfaction. Based on multiple...
The impact of work–family conflict on well-being outcomes is well established, as the role social support in buffering perceptions conflict. What less understood how these relationships vary for different groups respondents. Using a two-wave longitudinal design with 12-month time lag and samples employees (total N = 2183) from Australia, New Zealand, China Hong Kong, present research investigated whether mediating between support, were moderated by gender, geographical region presence...
The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct interacting perceptions of job demands resources. JD-R has been tested primarily with small, cross-sectional, European samples. current research extends scholarly discussions by evaluating the full for prediction psychological strain work engagement, within a longitudinal design samples Australian Chinese employees ( N = 9404). resources (supervisor support colleague support)...
Purpose The purpose of this paper is to investigate the mediating roles work and family demands work-life balance on relationship between self-efficacy (to regulate life) engagement. Specifically, it seeks explain how influences employees’ thought patterns emotional reactions, which in turn enable them cope with demands, ultimately achieve Design/methodology/approach Structural equation modelling (SEM) survey data obtained from a heterogeneous sample 1,010 Australian employees used test...
The Satisfaction With Life Scale (SWLS) is a commonly used life satisfaction scale. Cross-cultural researchers use SWLS to compare mean scores of across countries. Despite the wide in cross-cultural studies, measurement invariance has rarely been investigated, and previous studies showed inconsistent findings. Therefore, we examined with samples collected from 26 To test invariance, utilized three techniques: (a) multigroup confirmatory factor analysis (MG-CFA), (b) multilevel (ML-CFA), (c)...