Title page for 944207007


[Back to Results | New Search]

Student Number 944207007
Author Yi-Hsien Wu(§d¶h½å)
Author's Email Address rhqy9358@yahoo.com.tw
Statistics This thesis had been viewed 1965 times. Download 11 times.
Department Graduate Institute of Human Resource Management
Year 2006
Semester 2
Degree Master
Type of Document Master's Thesis
Language English
Title Quality management practices, work family policy and work family conflict
Date of Defense 2007-07-04
Page Count 54
Keyword
  • quality management
  • work family conflict
  • work family policies
  • Abstract The work organizations have undergone a dramatic change which leads to some new forms of organizational work practices, such as total quality management, six sigma, and self-managing team. These new forms of practices may bring some competitive advantages and sustaining organizational performance. However, these work practices need employees to involve in work process and concentrate on problem-solving which may result in their work overload and increasing work stress. More and more researchers devoted their energy into exploring the negative effect of new forms of work practices on the increasing of employees¡¦ work demand. In addition, the increasing work demands may invoke the neglect of family responsibilities which lead to work family conflict.  However, research which has empirically documented the direct impact of quality management practices on employees¡¦ work family conflict is scant. Therefore, the aim of the paper tries to explore the direct effect of work family policies on work family conflict and the relationship between new forms of work practices and work family conflict and examine whether work family policies will moderate the relationship between the implications of new work practices and work family conflict.
      Survey data were obtained from 766 employees among 28 corporations in various industries. The results indicated that quality management practices could significant predict work family policies, however, work family policies did not show significant effect on work family conflict. The major finding suggested that the relationship between quality management practices and work family conflict could be moderated by work family policies. To conclude, this study explained that employees participate in quality management practices more frequently would cause their work family conflict. The importance of work family policies was confirmed that they could be used as a complementary between quality management practices and work family policies. However, the direct effect of work family policies on work family conflict was not supported.
    Table of Content I.Introduction¡@¡@¡@¡@¡@¡@¡@¡@¡@       1
    II.Literature review¡@¡@¡@¡@¡@¡@¡@¡@¡@       5
    i.Work/family conflict¡@¡@¡@        5
    ii.The change of work organization       9
    iii.The relationship between quality
         management practices and work family
         conflict                    13
    iv.Work family policies           18
    III.Method                    22
    i.Concept of framework           22
    ii.Data                    23
    iii.Measures                    25
    iv.Data analysis        ¡@       27
    IV.Results                    28
    V.Discussion               34
    i.Conclusions               34
    ii.Limitations               37
    iii.Suggestions of future research         39
    References                    41
    Appendix                        49
    Reference Adams, G. A., King, L. A., and King, D. W. 1996. Relationships of job and family involvement, family social support, and work-family conflict with job and life satisfaction. Journal of Applied Psychology, 81, 411-420.
    Allen, T.D. 2001. ¡§Family-supportive work environments: the role of organizational perceptions¡¨, Journal of Vocational Behaviour, 58: 414-35.
    Appelbaum, E., Bailey, T., Berg, P., and Kalleberg, AL. 2000. Manufacturing Advantage: Why High Performance Work Systems Pay Off. Ithaca, Cornell University / ILR Press.
    Anderson, S. E., Coffey, B. S., and Byerly R.T. 2002. Formal organizational initiatives and informal workplace practices: links to work-family conflict and job-related outcomes. Journal of Management, 28(6): 787- 810.
    Aryee, S. 1992. Antecedents and outcomes of work-family conflict among married professional women: Evidence from Singapore. Human Relations, 45, 813-837.
    Aryee, S., Luk, V., Leung, A. and Lo, S. (1999), ¡§Role stressors, interrole conflict, and well-being:the moderating influence of spousal support and coping behaviors among employed parents in Hong Kong¡¨, Journal of Vocational Behavior, 54: 259-78.
    Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., and Neuman, G. A. 1999. Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84, 496-513.
    Bartolome, F., and Evans, P. A. L. 1979. Professional lives versus private lives-.Shifting patterns of
    managerial commitment. Organizational Dynamics, 7(4): 3-29.
    Batt, Rosemary, and Monique Valeur. 2003. ¡§Human Resource Practices as Predictors of Work-Family Outcomes and Employee Turnover.¡¨ Industrial Relations 42(2):189¡V220.
    Blair-Loy, Mary. 2001. ¡§Cultural Constructions of Family Schemas: The Case of Female Finance Executives.¡¨ Gender and Society, 15:687-709.
    Blair-Loy, M. and Wharton, A.S. 2002. ¡§Employees¡¦ Use of Work-Family Policies and the Workplace Social Context.¡¨ Social Forces, 80(3):813¡V845.
    Blair-Loy, M. and Wharton, A. S. 2004. ¡¥Organizational Commitment and Constraints on Work-Family Policy Use: Corporate Flexibility Policies in a Global Firm¡¦, Sociological Perspectives, 47: 243¡V267.
    Bond, J. T, Galinsky, E., and Swanberg, J. E. 1998. The 1997 national study of the changing workforce. New York: Families and Work Institute.
    Brenner, M., Fairris, D. and Ruser, J. 2004.¡§¡¥Flexible¡¦ work practices and occupational safety and health: Exploring the relationship between cumulative trauma disorders andworkplace transformation¡¨, Industrial Relations, 43: 242-66.
    Bruce, W., and Reed, C. 1994. Preparing Supervisors for the Future Work Force: The Dual-Income Couple and the Work-Family Dichotomy. Public Administration Review, 54(1): 36-43.
    Burke, R.J., and Greenglass, E.R. 1987. Work and family. In C.L. Cooper and IT. Robertson (Eds.), International Review of Industrial and Organizational Psychology 1987 (273-320).Chichester, England; Wiley.
    Burke, R. J. 1988. Some antecedents and consequences of work- family conflict. Journal of Social Behavior and Personality, 3: 287-302.
    Cappelli, P. and Neumark, D. 2001. ¡§Do ¡¥High Performance¡¦ Work Practices Improve Establishment-Level Outcomes?¡¨ Industrial and Labor Relations Review, 54(4): 737-775.
    Chapman, N. J., Ingersoll-Dayton, B., and Neal, M. B. 1994. Balancing the multiple roles of work and caregiving for children, adults and elders. American Psychological Association.
    Clarkberg, M., and Moen, P. 2001. ¡§Understanding the Time-Squeeze: Married Couples¡¦ Preferred and Actual Work-Hour Strategies.¡¨ American Behavioral Scientist, 44(7): 1115¡V1136.
    Cooke, R., and Rousseau, D. 1984. ¡§Stress and Strain from Family Roles and Work-Role Expectations¡¨. Journal of Applied Psychology, 69: 252-260.
    Duxbury, L., Higgins, C., and Lee, C. 1994. Work-family conflict: a comparison by gender, family type, and perceived control. Journal of Family Issues, 15(3): 449-466.
    Duxbury L.E., Higgins C.A., and Mills S. 1992. After-hours telecommuting and work-family conflict: a comparative analysis. Information Systems Research, 3(2); 173¡V190.
    Eaton, S.C. 2003. ¡§If You Can Use Them: Flexibility Policies, Organizational Commitment, and Perceived Performance.¡¨ Industrial Relations 42:145¡V67.
    Families and Work Institute. 1998. The 1997 National Study of the Changing Workforce, executive summary. New York: Families and Work Institute.
    Ford Foundation. 1997. Relinking Life and Work: Toward a Better Future, executive summary. New York: Ford Foundation.
    Friedman, S. D., and Greenhaus, J. H. 2000. Work and family¡Xallies or enemies? What happens when business professionals confront life choices. New York: Oxford University Press.
    Frone, M. R., Russell, M. and Cooper, M. L. 1992. Antecedents and outcomes of work-family conflict:
    Testing a model of the work-family interface. Journal of Applied Psychology, 77(1): 65-75.
    Frone, M. R., Yardley, J., and Markel, K. S. 1997. Developing and testing an integative model of the work¡Vfamily interface. Journal of Vocational Behavior, 50: 145¡V167.
    Fried, M. 1998. Taking Time: Parental Leave Policy and Corporate Culture. Temple University Press.
    Frone, M. R., and Rice, R. W. 1987. Work-family conflict: The effect of job and family involvement. Journal of Occupational Behavior, 8: 45
    Fucini, J. and Fucini, S. 1990. Working for the Japanese: Inside Mazda¡¦s American Auto Plant. New York: Free Press.
    Galinsky, E., Bond, J. T., and Friedman, D. E. 1996. The role of employers in addressing theneeds of employed parents. Journal of Social Issues, 52: 111-136.
    Glass, J.L., and Fujimoto,T. 1995. ¡§Employer Characteristics and the Provision of Family Responsive
    Policies.¡¨ Work and Occupations, 22: 380-411.
    Glass, Jennifer L. and Sarah Beth Estes. 1997. ¡§The Family Responsive Workplace.¡¨ Annual Review of
    Sociology, 23: 289¡V313.
    Greenhaus, J., and Beutell, N. 1985. Sources of conflict between work and family roles. Academy of Management Review, 10: 76-88.
    Godard, J. 2001. High performance and the transformation of work? The implications of alternative work practices for the experience and outcomes of work. Industrial and Labor Relations Review, 54(4): 776-805.
    Godard, J. 2004. A critical assessment of the high-performance paradigm. British Journal of Industrial Relations, 42(2): 249¡V378.
    Goff, S. J., Mount, M. K., and Jamison, R. L. 1990. Employer supported childcare, work/family conflict
    and absenteeism: A field study. Personnel Psychology, 43: 793¡V809.
    Goodstein JD. 1994. Institutional pressures and strategic responsiveness: employer involvement in work¡Vfamily issues. Academy of Management Journal, 37(2): 350¡V382.
    Googins, B. K. 1997. Shared responsibility for managing work and family relationships: a community perspective. In S. Parasuraman, and J. H. Greenhaus (Eds.), Integrating work and family: challenges and choices for a changing world Westport, CT: Quorum. 220¡V231.
    Grant-Vallone, E.J. and Donaldson, S.I. 2001. Consequences of work-family conflict on employee wellbeing over time. Work & Stress, 15: 214¡V226.
    Grover, S. L., and K. J. Crooker. 1995. ¡§Who Appreciates Family-Responsive Human Resource Policies: The Impact of Family-Friendly Policies on the Organizational Attachment of Parents and Non-Parents.¡¨ Personnel Psychology,48: 271¡V288.
    Gutek, B. A., S. Searle, and L. Klepa. 1991. "Rational Versus Gender Role Explanations for Work-Family Conflict." Journal of Applied Psychology, 76(4): 560-568.
    Haar, J. M. 2004. Work-family conflict and turnover intention: Exploring the moderation effects of
    perceived work -family support. New Zealand Journal of Psychology, 33: 35-39.
    Hahn, G.J., Hil, W.J., Hoerl, R.W. & Zinkgraf, S.A. 1999. The impact of Six Sigma improvement¡Xa glimpse into the future of statistics, The American Statistician, 53(3): 208¡V215.
    Hammer, L.B, Allen, E., Grigsby, T.D.. 1997. Work¡Vfamily conflict in dual-earner couples:within-individual and crossover effects of work and family. Journal of Vocational Behavior, 50: 185¡V203.
    Higgins, C. A., Duxbury, L. E., and Irving, R. H. 1992. Work-family conflict in the dual-career family.
    Organizational Behavior and Human Decision Processes, 51: 51- 75.
    Hochschild, Arlie. 1997. The Time Bind. New York: Metropolitan Books.
    Hudson Institute. 1990. Workforce 2000¡XWork and Workers for the 21st Century. Washington, DC: U.S. Department of Labor.
    Ichniowski, C., Kochan, T.A., Levine, D., Olson, C. and Strauss, G. 1996. ¡¥What Works at Work: Overview and Assessment¡¦, Industrial Relations, 35(3): 299¡V333.
    Ichniowski, C., Shaw, K. and Prennushi, G. 1997. ¡¥The Effects of Human Resource Management Practices on Productivity¡¦, American Economic Review, 87(3): 291¡V313.
    Ingram, P., and Simons, T. 1995. Institutional and resource dependence determinants of responsiveness
    to work¡Vfamily issues. Academy of Management Journal, 38(5): 1466¡V1487.
    Jackson, P. and Martin, R. (1996), ¡§Impact of just-in-time on job content, employee attitudes and well being: a longitudinal study¡¨, Economics, 39(1): 1-16.
    Jacobs, J.A., and Gerson, K. 1997. ¡§The Endless Day or the Flexible Office? Working Hours, Work-Family Conflict, and Gender Equity in the Modern Workplace.¡¨ Report to the Alfred P. Sloan Foundation.
    Jacobs, J.A., and Gerson, K. 2004. The Time Divide: Work, Family, and Gender Inequality. Cambridge, MA: Harvard University Press.
    Kanungo, R.N. 1982. ¡§Measurement of job and work involvement¡¨, Journal of Applied Psychology, 67 : 341-9.
    Kahn, R. L., Wolfe, D., Quinn, R., Snoek, J. D. and Rosenthal, R. A. 1964. Organizational stress:
    Studies in role conflict and ambiguity. New York: Wiley.
    Kelly, Erin. 1999. ¡§Theorizing Corporate Family Policies: How Advocates Built the ¡¥Business Case¡¦ for¡¥Family-Friendly¡¦ Programs.¡¨ Research in the Sociology of Work, 7:1169¡V1202.
    Kelly, Erin and Alexandra Kalev. 2002. ¡§Flexible Formalization and Limited Legalization: Managing Flexible Work Arrangements in U.S. Organizations.¡¨Unpublished manuscript.
    Kirby, E.L. and Krone, K.J. 2002, ¡§¡¥The policy exists but you can¡¦t really use it¡¦: communication and
    the structuration of work-family policies¡¨, Journal of Applied Communication Research, 30 (1): 50-72.
    Konrad, A.M. and Mangel, R. 2000. The impact of work-life programs on firm productivity. Strategic Management Journal, 21(12): 1225-1237.
    Kossek, E. E., and V. Nichol. 1992. "The Effects of On-Site Child Care on Employee Attitudes and Performance." Personnel Psychology, 45:485-509.
    Kossek, E. E., and Ozeki, C. 1998. Work-family conflict, policies, and the job life satisfaction relationship: a review and directions for organizational behavior-human resource research. Journal of Applied Psychology, 83: 139-149.
    Kossek, E. E., Barber A., and Winters D. 1999. ¡§Using Flexible Schedules in the Managerial World: The Power of Peers.¡¨ Human Resource Management, 38:33¡V46.
    Lawler, E. E., and Hall, D. T. 1970. 'Relationship of job characteristics to job involvement, satisfaction,
    and intrinsic motivation', Journal of' Applied Psychology, 54: 305-312.
    Lewchuk, W., and Robertson, D. 1997. "Production without Empowerment: Work Reorganization from the Perspective of Motor Vehicle Workers." Capital and Class, 63: 37-63.
    Lobel S.A. 1999. Impacts of diversity and work-life initiatives in organizations. In Handbook of Gender and Work. Powell GN (ed.). Sage: Thousand Oaks, CA: 453¡V476.
    Lu, L., Gilmour, R., Kao, S.F., and Huang, M.T. 2006. A cross-cultural study of work/family demands, work/family conflict and wellbeing: the Taiwanese vs British. Career Development International, 11(1): 9-27
    Lu, L. and Lin, G.C. 2002. ¡§Work values and job adjustment¡¨, Research and Practice in Human Resources Management, 10: 79-87.
    MacEwen, K. E., and Barling, J. 1994. Daily consequences of work interference with family and family interference with work. Work & Stress, 8(3): 244-254.
    Martins, L. L., Eddleston, K. A., and Veiga, J. F. 2002. Moderators of the relationship between work¡Vfamily conflict and career satisfaction. Academy of Management Journal, 45(2): 399¡V409.
    McCampbell, A. S. 1996. "Benefits Achieved Through Alternative Work Schedules." HR Human Resource Planning, 19(31): 30-7.
    Mullarkey, S., Jackson, P. and Parker, S. (1994), ¡§Introducing JIT and product teams in a high involvement organization: impacts on job content and job related stress¡¨, in Platts, K., Gregory, M. and Neely, A. (Eds), Operations Strategy and Performance, Manufacturing Engineering Group, University of Cambridge, Cambridge, 189-194.
    Osterman P. 1995. Work/family programs and the employment relationship. Administrative Science Quarterly, 40: 681¡V702.
    Parker, M. and Slaughter, J. 1988. Choosing Sides: Unions and the Team Concept, Boston: South End Press.
    Parker, M., & Slaughter, J. 1994. Working smart. Detroit, MI: Labor Education and Research Project.
    Parker, S., and Sprigg, G. A. 1999. Minimizing strain and maximizing learning: The role of job demands, job control, and proactive personality. Joumal of Applied Psychology, 84: 925-939.
    Parasuraman, S., Purohit, Y.S., Godshalk, V.M. and Beutell, N.J. 1996. Work and family variables,
    entrepreneurial career success, and psychological will-being. Journal of Vocational Behavior, 48: 275-300.
    Parasuraman, S. and Simmers, C. 2001. Type of employment, work-family conflict and well-being: A comparative study. Journal of Organizational Behavior, 22: 551-568.
    Piotrkowski, C. S. 1979. Work and the family system. New York: Free Press.
    Perry-Smith, J. E., and Blum T. C. 2000. Work-family human resource bundles and perceived organizational performance. Academy of Management Journal, 43(6): 1107-1117.
    Pitt-Catsouphes, M., Swanberg, J.E., Bond, J.T. and Galinsky, E. 2004. ¡¥Work¡VLife Policies and Programs: Comparing the Responsiveness of Nonprofit and For-Profit Organizations¡¦, Nonprofit Management and Leadership, 14: 291¡V312.
    Pleck JH. 1977. The work-family role system. Social Problems, 24: 417-427.
    Pleck, J., Staines, G. and Lang, L. 1980. Conflicts between work and family life. Monthly Labour
    Review, 103(3): 29-32.
    Pratt, Michael G. 2003. ¡§Transforming Work-family Conflict into Commitment in Network Marketing Organizations¡¨, Academy of Management Journal, 46:395-410.
    Rinehart, J., Huxley, C., and Robertson, D. 1997. Just Another Car Factory? Lean Production and Its Discontents. Ithaca,N.Y.: Cornell University Press.
    Scandura, T.A. and Lankau, M.J. 1997. ¡§Relationships of gender, family responsibility and flexible work hours to organisational commitment and job satisfaction¡¨, Journal of Organisational Behaviour, 18: 377-391.
    Schor, Juliet. 1991. The Overworked American: The Unexpected Decline of Leisure. New York:
    Basic Books.
    The Daddy Trap: Special Report. 1998. Business Week, September 21: 56¡V64.
    Theorell, T., and Karasek, R. A. 1996. Current issues relating to psychosocial job strain and cardiovascular disease research. Joumal of Occupational Health Psychology, 1: 9-26.
    Tsai, F.S. 2003. The study of the relationship among work-family linkage, work-family conflict and job satisfaction. Unpublished master thesis, Institute of Human Resource Management, National Sun Yat-Sen University.
    Tsui A.S., Pearce J.L., Porter L.W., Tripoli A.M.. 1997. Alternative approaches to the employee¡Vorganization relationship: does investment in employees pay off? Academy of Management Journal, 40: 1089¡V1121.
    Thompson, C.A., Beauvais, L.L. and Lyness, K.S. 1999.When work-family benefits are not enough: the influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, 54: 392-415.
    Thomas, L. T., and Ganster, D. C. 1995. Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80: 6-15.
    White, M., Hill, S., McGovern, P., Mills, C., and Smeaton, D. 2003. High performance management practices, working hours and work-life balance. British Journal of Industrial Relations, 41(2): 175-195.
    Wood, S. 1999. ¡¥Human Resource Management and Performance¡¦, International Journal of Management Reviews, 1(4): 367¡V413.
    Voydanoff P. 1988. Work-role characteristics, family structure demands, and work-family conflict.
    Joumal of Marriage and the Family, 50: 749-761.
    Advisor
  • Nien-Chi, Liu(¼B©ÀµX)
  • Files
  • 944207007.pdf
  • disapprove authorization
    Date of Submission 2007-07-17

    [Back to Results | New Search]


    Browse | Search All Available ETDs

    If you have dissertation-related questions, please contact with the NCU library extension service section.
    Our service phone is (03)422-7151 Ext. 57407,E-mail is also welcomed.