Index

Aaltio, I. 307 Betz, N. E. 38 absenteeism 139, 182, 187–8, 201–2, Beutell, N. J. 101, 121, 139, 141 220 Bevan, S. 188 absorption 62 Billing, T. K. 117 Act of Gender Equality in birth rates 166, 252, 254–5, 257, 263–4, Employment (, 2002) 256, 265, 279, 280–81 258 Black Mountain survey (2005) 189 activist (stress response category) 246 ‘brain drain’ 161 aging populations 161 Brauchli, R. 46 Aiken, L. S. 147 Breevaart, K. 73 Allen, T. D. 79, 119 British United Provident Association Amstad, F. T. 119 188 annual leave (Employment Act broaden-and-build theory 90–91 condition, Malaysia) 209, 213 Brough, P. 295–6, 297, 301, 302 annualized hours 186 bureaucratic structures 169 ANOVA (Analysis Of Variance) tests 43–4 ‘cafeteria programs’ 261, 262, 265 APIM (Actor–Partner Canada 184 Interdependence Model) 83, 84–5, career adaptability 50–51 86, 91–2 career barriers ASSET (psychological well–being and career development 36, 307 scale) 123 coping strategies 38–41, 56 Australia 184, 296–9, 300, 301–3, 308, and gender 35–41, 56–7, 307 310 grounded theory methodology Austria 184 36–7 avoidant (stress response category) 246 hierarchical model of 36–8 Aycan, Z. 118 and work–family conflict 35–41 career commitment 50 157, 161–2, 163, 169, career development 170, 173, 175 and career barriers 36, 307 background/environment (career and Chinese dual-earner couples barrier category) 37 103, 104, 105, 109 Baek, J. A. 239, 242 and coping strategies 38 Bakker, A. B. 14, 68, 71, 73, 81–2, 89 and gender-role attitudes 140–41, Barnett, R. C. 51–2, 87 144 Bayer, U. V. 309 and generational differences 159, behavior based dilemmas (role conflict 162, 163, 169, 171, 175 theory) 101 and global trends 55–6 behaviour-based demands 295 Carlson, D. S. 90, 120 Beijing () 103, 109, 143, 151 Cascio, W. F. 187 bereavement leave 186 ‘casual employees’ 212 Berkowsky, R. W. 308, 310 ‘celebration of a birth’ program Better Life Index 236 (SoftBank Mobile) 263–4

315

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CEPS (Chinese Electronic Periodical welfare provision 100 Services) 11 work–family conflict study method Chan, K. W. 189 143 Chan, Y. C. 189 work–life balance measurement Chang, Y. Y. 22, 46, 47, 50 296–9, 300, 301–3, 310 Chen, W. Q. 301 work-to-home interference study Chen, Z. 144 and Chinese work value 118, Cheung, F. M. 85–6 119–22, 123–4, 125–33 childcare and job performance 119, 123, Japanese work–life balance practices 125–6, 127–30, 132–3 251–2, 253, 257–8, 260, 261–2, limitations of 132 264 measures 123–4 Korean work–life balance practices method 122–4 237–8, 244, 283–4 participants 122–3 Malaysian work–life balance propensity for WHI in China practices 218–20, 223–7 116–17 Singaporean work–life balance and resources theories 118–19 policies 276–7 results 124–7, 128 Taiwanese work–life balance and strain 119, 120, 121, 122, 123, practices 258–60, 267, 268 125–9, 130, 132–3 Childcare Act (Malaysia, 1984) 219 and workplace preferences 170–71 Childcare and Family Care Leave Act ‘Chinese bicultural self’ 16–18, 25–6 (Japan, 1999) 252 Chinese Career Barriers Inventory 35 Childcare Leave Act (Japan, 1992) 251 Chinese cultural values ‘Children, Childrearing Vision’ (Japan, Chinese work value 118, 119–22, 2010) 254 123–4, 125–33 China and collectivism 22, 27, 41, 99, 103, changes in employment relationship 117, 120, 121, 124, 304, 306 99–101 and crossover effects 86, 87 changing managerial attitudes in and rise of industry in China 304–5 305–7, 310 and Taiwanese WFI study 10–11, 15, childcare provision 102–3 16–19, 20, 24–6, 28–9 commercialisation of Chinese and work–family conflict 99 society 100–101 Chinese Values Survey (1988) 118, 121 and crossover research 77, 78, 82–9, Choi, S. C. 239, 242 94 Chuang, S. 144 cultural values see Chinese cultural Chung, H. 36 values clarifying role values (individual coping dual-earner couples study 99, 100, strategy) 48–9 102–12 CMV (common-method variance) 143 and early childrearing experience collectivism 102–12 and Chinese cultural values 22, 27, and family coping strategies 47 41, 99, 103, 117, 120, 121, 124, and gender role attitudes 141 304, 306 generational categories 163–5 and cross-cultural research 26, 93–4 and individual coping strategies 50 and crossover effects 93–4 internet use 307–8 and cultural dimension framework maternity leave provision 102, 108–9 15, 93, 131 proliferation of technology 307–8 and extended family 88 rise of industry in 303–5 and generational differences 162

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and Japanese culture 64 251–2, 253, 257–60, 261–2, 264, and job satisfaction 302 267–8 and Korean culture 272, 285–6 and crossover effects 93–4 and ‘moderator’ role of culture 23–5 Japanese work–life balance policies/ common stressor mechanisms 82 practices 251–4, 260–65, 267–8 CommonWealth (magazine) 256 Korean work–life balance communication channels/styles 176 interventions 272, 279–87, 288, Community Business survey (2014) 189 289–90 community service leave (SoftBank Singaporean work–life balance Mobile) 264 interventions 272, 274–9, 286–8, ‘company is not our home’ (blog 289–90 article) 100 Taiwanese work–family interference compassionate leave 186 study 10, 15–16, 19–20, 23–5, ‘components’ approach 160 25, 26 ‘composite self’ 19 Taiwanese work–life balance compressed work schedules 185 policies/practices 254–6, 265–8 ‘conditional’ authority 176 and work–life balance measurement confirmatory factor analysis (CFA) 296–303, 310 124, 144, 145–9, 298, 299, 300 and work-to-home interference Confucianism 117–18, 120, 130–31 and Chinese work value 118, 120, crossover effects 121, 124 and APIM model 83, 84–5, 86, 91–2 and Cultural Revolution 10 broaden-and-build theory 90–91 and governmental work–life Chinese research 77, 78, 82–9, 94 interventions 272–3 cross-cultural comparative approach and Japanese work–life balance 93–4 policies 252 defining 77 and rise of industry in China 304 and empathy 86–7 and Taiwanese WFI study 16–18, 20, and extended family 88 24, 29 and family orientation 83–4 Cooke, F. L. 305, 307 and family–work enrichment 79, coping strategies 84, 93 and career barriers 38–41, 56 future research directions 89–94 Chinese dual-earner couples 99, 104, and gender 77, 82–3, 84–6, 87–8 107–9 and household chores 83, 87, 93 family resources 47–8, 57 and life satisfaction 79, 83, 87, 90 individual resources 48–51, 57 and marital satisfaction 82–3, 85–6, research agenda 54–6 90 and work–family strength 51–4 mechanisms of crossover 80–82 workplace resources 45–6, 57 qualitative research methods 92–3 COR (conservation of resources) rural research 89 theory 118–19, 129 and social support 81, 83, 84, 90 Cordes, C. L. 139 and social undermining 81–2, 90 ‘couple cohesion’ 22 and spillover effects 79–80, 83, 84–5, CPF (Central Provident Fund) 274, 89–91 275 and spillover–crossover model 83, Cronbach’s alpha measurement 123, 89–91 124, 125, 298 and stress 77, 79–83, 85, 87–8, 90–91 cross-cultural comparative approach Western research perspectives 77–82, childcare leave in Japan and Taiwan 94

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and work engagement 81 Employees Social Security Act and work–family conflict 78–9, 81, (Malaysia, 1969) 208 83, 84, 85, 93 Employment (Part-Time) Regulations and work–family enrichment 78, 79, (Malaysia, 2010) 211–12 80, 85–6, 89–91 Employment Act (Malaysia, 1955) and work–family interface 78–9, 80, 208–12, 213–14, 220, 226 83–6, 88, 93 Employment Act (Singapore, 1968) CSR (Corporate Social Responsibility) 275–6 256, 263, 264–5 Employment Insurance Act (Taiwan, cultural dimension framework 2002) 259 (Hofstede) 15–16 EOI (export-oriented industrialization) cultural psychological approach 14–15 207–8 Cultural Revolution (China) 10 Equal Development scale 144 Cultural Revolution Equal Employment Opportunity Act (China) 164, 165, 171 (Korea, 2001) 279, 280, 282 ‘culture construct’ 117 Equal Employment Opportunity ‘Customer is king’ culture (Korea) 243 and Support for Work–Family CWV (Chinese work value) 118, Reconciliation Act (Korea, 2007) 119–22, 123–4, 125–33 282 Equal Opportunity Commission 191 Daikin (appliance maker) 265 E-R (effort-recovery) model 11, 23 dedication 62 Excellence in Corporate Social definitions of work–life balance Responsibility (CSR) Awards 159–60, 295–6 System 256 Demerouti, E. 14, 81, 89 expansion-enhancement perspective 78 democracy 10, 167 expressionist (stress response category) Denmark 228, 230 245–6 Department of Social Welfare extended family 27, 88, 102–3, 106, (Malaysia) 219, 220 108, 109, 111, 302 Department of Trade and Industry ‘extra-hours’ 2, 9, 29 (UK) 184 extrinsic work values 158–9 depersonalization 139–40, 141–2, 144–9, 150 family care leave 186 direct crossover mechanism 82 ‘family collectivist’ institution 22 ‘direct empathy’ 80 family days (SoftBank Mobile) 264 ‘disposable assets’, employees as 1, 5 family-friendly policies/organizations Dougherty, D. W. 139 and Chinese dual-earner couples 108–9, 112 EAPs (Employee Assistance Programs) and Chinese WHI study 131 28, 184, 187, 194–6, 198 and Employee Assistance Programs early childrearing experience 102–12 184, 187, 194–6, 198 ‘Eighth Grade’ (Taiwanese family-friendly employment policies generational category) 166, 167–8, and practices see FEPPs 172 family leave benefits 184, 186, 195 emotional exhaustion 138, 139–40, and gender role attitudes 151 141–2, 144–7, 150, 306 Hong Kong FEPP study emotional labour 242–3, 245 availability of FEPPs 189–90 empathy 68, 71, 81, 86–7 defining FEPPs 183 Employees Provident Fund Act discussion of survey results 201–2 (Malaysia, 1951) 208 employee survey 195–201

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employer survey 193–5, 196 and family satisfaction 199–200, 201, family level implications 203 202 FEPP research 191–201 and flexible working arrangements individual level implications 203–4 184, 185, 189 organizational level implications and gender 188–9, 191, 198–9, 202 203 implementation costs 189 societal level implications 203 international prevalence of 184 theoretical framework 192–3 and job performance 201, 202 utilization of FEPPs 190–91 and job satisfaction 188, 199–200, and work–family interface 181–3, 201, 202 203–4 and personal resources 202 international prevalence of FEPPs research on Hong Kong FEPPs 184 191–201 and Japanese work–life balance utilization of 190–91 practices 260–65 and work demands and resources and Korean work–life balance 201–2 practices 237–9, 240–42, 284–5, and work–family conflict 188 286–7 fertility rates Malaysian work–life balance Japan 251, 252, 254, 256, 257, 260, practices 215–22, 228 267 promotion of 2, 9 Korea 237, 239 and Singaporean work–life balance Singapore 275, 276–7, 286 policies 277–9, 286–7 Taiwan 255, 260 and Taiwanese work–family FFI (Family-Friendliness Index) 284–5 interference study 21–2, 26 ‘Fifth Grade’ (Taiwanese generational and Taiwanese work–life balance category) 165–7, 171 practices 256, 265–7 Finland 228 and workplace coping strategies Fitzgerald, L. F. 38 45–6 fleXChallenge programme (Malaysia) family leave policies 184, 186, 195, 210, 217, 218 220, 221 flexible working arrangements Family Matters! committee (Singapore) and Chinese dual-earner couples 277 108–9, 112 family primacy 14, 18–20, 28 and Chinese WHI study 131 family resources for coping strategies and FEPPs 184, 185, 189 47–8, 57 and gender role attitudes 151 family satisfaction 71–2,199–200, 201, and generational differences 162 202, 298, 300, 301, 303 and Japanese work–life balance Fang, I. 306 practices 265 Farh, J. L. 131 and job satisfaction 5 fatigue 309–10 and Korean work–life balance Fear, J. 309, 310 practices 237, 282, 285 ‘feel good’ factor 5 and Malaysian work–life balance FEPPs (family-friendly employment practices 210, 211, 216–18, policies and practices) 223–7, 229 availability in Hong Kong 189–90 and productivity 5 benefits of 187–9, 194, 197, 202 and Singaporean work–life balance and business performance 187–8 policies 277–9, 287–8 defining 183 and stress 5 and family leave benefits 184, 186, 195 and Taiwanese WFI study 22

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and technology 5 and governmental work–life and trust 5 interventions 273, 279 and workplace coping strategies and individual coping strategies 48–9 45–6 and Japanese family structure 64 flexplace policies 216, 217 and Japanese work–life balance flexWorkLife.my programme policies 251–2, 260, 267 (Malaysia) 216, 217, 219, 221–2, and job demands 66 231 and Korean work–life balance Folkman, S. 119–20, 121–2 practices 236–7, 238, 243–4, four-factor taxonomy 10 245, 279, 289 Fredrickson, B. L. 90–91 and Malaysian work–life balance Frenkel, S. J. 304 practices 209–10, 211–12, Friendly Workplace Award (Taiwan) 214–15, 220–22, 226–8, 229–31 267 and male breadwinner model 1, 83, Frone, M. R. 101 181, 191, 212, 222, 251, 271, FSOP (family-supportive 273, 279 organizational perceptions) 45 and perspective taking 71 FTWCS (Family-to-Work Conflict and psychological distress 68–70 Scale) 41, 42 role attitudes see gender role FWC (family–work conflict) attitudes and career barriers 40 and Taiwanese work–life balance and crossover effects 79, 84, 93 policies 254–6, 258, 260, 265, and gender 20–21 267 path model of 41–5 and traditional family values 2 research agenda 54–6 and workaholism 68–70 and spillover–crossover model 65 and work–family conflict 41–5, 54, and Taiwanese WFI study 12–13, 56, 182–3 20–23, 28 and work–family strength 53 and workaholism 68 and workplace coping strategies 46 gender role attitudes Gao, S.F. 46 and career development 140–41, gender 144 and career barriers 35–41, 56–7, defining 140 307 and depersonalization 139–40, and changes in employment 141–2, 144–9, 150 relationship 99–100 and emotional exhaustion 138, and changing managerial attitudes in 139–40, 141–2, 144–7, 150 China 307, 310 measuring 144 and Chinese dual-earner couples and reduced personal 100, 104, 105–7, 109–10 accomplishment 139–40, 141–2, and crossover effects 77, 82–3, 84–6, 144–5, 147–9 87–8 and work–family conflict 137–8, and definitions of work–life balance 140–42, 144, 145–50, 151–2 295 General Employer Action Plan (Japan) and early childrearing experience 258 104–7, 110–11 general environment (work values and family coping strategies 47–8 antecedent) 168 and family satisfaction 72 157, 162, 163, 173, and family–work conflict 20–21 175–6, 177 and FEPPs 188–9, 191, 198–9, 202 Generation Y (Millennial generation)

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121, 157, 162, 163, 169, 170, in Korea 272, 279–87, 288, 289–90 175–6, 177 recommendations 288–9 generational cohort theory 170 in Singapore 272, 274–9, 286–8, generational diversity 169–70, 172–3 289–90 generational differences gradual retirement 185 and career development 159, 162, Granrose, C. 307 163, 169, 171, 175 Greenhaus, J. H. 51, 101, 121, 139, 141, Chinese generational categories 150 163–5, 305–6 grounded theory 36–7 conflict between 173, Grzywacz, J. G. 53 176 Gu, Q. 305–6 defining generations 161 Guangzhou (China) 143, 151 facilitating generational integration Gutek, B. A. 40 175–7 and generational cohort theory 170 Hammer, L. B. 27 and generational diversity 169–70, Han, J. S. 238 172–3 Harman single-factor test 143 generation types 157, 161–3 HDB (Housing and Development and human resource management Board) 275 175–7 health and safety 1 and job satisfaction 170 heavy work investment and life satisfaction 170 and family satisfaction 71–2 and organizational learning and future research 73 innovation 174 and Japanese family structure 64–5 and organizational socialization and job demands 66–7 173–4 and job performance 61, 63, 65 outcomes of intergenerational issues spillover–crossover model 65–7, 73 172–4 and work engagement 62–3, 68, practical implications of 71–2, 73 intergenerational issues 174–8 and workaholism 61–2, 63, 67–70, and supportive organizational 71–2, 73 cultures 177–8 hierarchical regression analysis 46, Taiwanese generational categories 145–6 165–8 Higgins, C. 102 and technology 162–3, 167, 172, Hill, E. J. 52 175–6 Ho, M. Y. 83, 84 and work–life balance 157–8, 160, Hofstede, G. 15, 16, 120 168–78 Hole, D. 306–7 and work values 157–8, 162–3, Holland, J. L. 36 168–78 home-based work 185, 195, 196, 197–9, Germany 184 216, 217 Gilboa, S. 129 Hong Kong globalization 1, 2, 55–6, 271 FEPP study GM (Global Materialist) generation availability of FEPPs 189–90 164–5 defining FEPPs 183 Goh, E. C. L. 111 discussion of survey results 201–2 governmental work–life interventions employee survey 195–201 271 employer survey 193–5, 196 and Confucianism 272–3 family level implications 203 and gender 273 FEPP research 191–201

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individual level implications 203–4 intrinsic work values 158–9 organizational level implications ‘iron rice bowl’ 100 203 ITU (International societal level implications 203 Telecommunications Union) theoretical framework 192–3 307–8 utilization of FEPPs 190–91 IWAF (Informal Work and work–family interface 181–3, Accommodations to Family) 41, 203–4 42, 44 proliferation of technology 308 shifts in work and family structures James, A. 230 181 Japan and Taiwanese WFI study 10 birth rates 252, 257, 263–4 work–life balance measurement childcare leave policies 251–2, 253, 296–7, 299, 302–3, 310 257–8, 260, 261–2, 264 ‘hostile marital interactions’ 81 and family coping strategies 47–8 housework 21, 24, 53, 83, 87, 93, 100, family structure in 64–5 104, 105, 108, 109, 110, 237, 245 fertility rates 251, 252, 254, 256, 257, Huang, H. J. 123–4 260, 267 Huang, H. Q. 47 and heavy work investment 63–73 Huang, J. 307 working conditions in 64 human resource management work–life balance policies/practices and FEPPs 193 251–4, 260–65, 267–8 and generational differences 170, Jaw, B. S. 46 175–7 JD-R (job demands-resources) model and Malaysian work–life balance 14, 23 practices 208, 217, 229 Jiang, J. 140 and organizational development JILPT (Japan Institute for Labour policies 278, 286–7 Policy and Training) 251, 252 and Singaporean work–life balance job burnout policies and depersonalization 139–40, and value of human resources 4, 141–2, 144–9, 150 112 defining 139 and work–family conflict 150–51 and emotional exhaustion 138, Hyde, J. S. 51–2, 87 139–40, 141–2, 144–7, 150 measuring 144–5 I/C (individualism and collectivism) and reduced personal dimension 15–16, 93 accomplishment 139–40, 141–2, identifying training needs/learning 144–5, 147–9 styles 176–7 and work–family conflict 137, Imhoff, A. R. 38 138–40, 142, 144–50, 151–2 indirect crossover mechanism 82 job demands 14, 23, 66–7, 89, 300, individual resources for coping job performance strategies 48–51, 57 and ‘Chinese bicultural self’ 17 individualism 15, 19, 24–6, 93–4, 117, and Chinese WHI study 119, 123, 120, 131, 162, 164–5, 302 125–6, 127–30, 132–3 Industrial Relations Act (Malaysia, and crossover effects 90 1967) 208 and definitions of work–life balance Industrial Revolution mark II 1 295 Internet 162, 167, 172, 307–8 and family–work strength 52 intersectionality approach 231 and FEPPs 201, 202

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and heavy work investment 61, 63, Kossek, E. E. 9, 117, 139, 229 65 Kubota, K. 63 and work–family conflict 22, 46 ‘KURUMIN MARK’ (Japan) 258 job satisfaction and definitions of work–life balance Labor Standards Act (Korea, 2003) 295 282–3 and FEPPs 188, 199–200, 201, 202 Labour Standards Law (Taiwan, 1984) and flexible working arrangements 5 255 and generational differences 170 Lai, G. 89 and Korean work–life balance Lapierre, L. M. 301 practices 239, 242 Lasikiewicz, N. 309–10 and work–family conflict 22–3, 25, Lau, S. K. 84 46, 50, 139, 140, 182 Law for Improvement of Working and work–life balance measurement Time Arrangements (Japan, 2013) 298, 300, 301, 302–3 252 job sharing 184–5, 195 Law for Measures to Support the Development of the Next Kacmar, K. M. 120 Generation (Japan, 2003) 258, Kalliath, T. 295–6, 301 263 ‘Kangaroo-room shiodome’ (Shiseido Lazarus, R. 119–20, 121–2 cosmetics) 261, 262 leadership 17, 175, 176 Kaohsiung County (Taiwan) 265–6, leave bank 186 267 leave policies (Malaysian work–life Kashy, D. A. 91–2 balance practices) 220–22, 223–7, Kenny, D. A. 91–2 229, 230 Kim, H. W. 237 Lee, M. W. 238 Kim, J. H. 243 Leung, L. 308 Kitayama, S. 15, 16, 17 Li, C. 140 KMTTH (Kaohsiung Municipal Ta- Li, M. 308 Tung Hospital) 267 Li, Y. X. 47 Korea life-cycle stages 102, 110 barriers to work–life interventions life satisfaction 285–6, 287, 288 and coping strategies 47, 50, 52 collectivistic culture 285–6 and crossover effects 79, 83, 87, 90 ‘Customer is king’ culture 243 and generational differences 170 family care responsibility policies and heavy work investment 63 283–4 and WFC path model 44–5 fertility rates 237, 239 and work–family conflict 139 governmental work–life Likert scale 144 interventions 272, 279–867, 288, Lin, H. F. 48 289–90 Liu, H. M. 85–6, 90, 91 key work–life balance legislation Lu, C. Q. 122 279–82 Lu, J. J. 122 long working hours 2, 236–7 Lu, J.F. 10 organizational development policies Lu, L. 10, 16, 17, 19, 22, 24, 46, 47, 50, 284–5, 286–7 49, 93, 94, 302–3 work conditions policies 282–3 work–life balance policies/practices Machung, A. 140–41 236–44 McNall, L. A. 52 Korean Women Managers study 238 Magee, C. A. 52

Luo Lu and Cary Cooper - 9781783475094 Downloaded from Elgar Online at 09/25/2021 02:11:05PM via free access 324 Handbook of research on work–life balance in Asia making plans in advance (individual ‘men outside, women inside’ model coping strategy) 48–9 138, 141 making use of supportive systems mental health 41, 46, 51–2, 222, 236, (individual coping strategy) 245–6, 304, 311 48–9 mentoring 13, 151, 171, 177 Malaysia Mescher, S. 227 availability and utilization of work– MHLW (Ministry of Health, Labour life balance policies 222–31 and Welfare) 251, 252, 254, 257, childcare policies 218–20, 223–7 258, 265 demographic makeup 207 Millennial generation (China) 164–5, and Employment Act (1955) 208–12, 171 213–14, 220, 226 Millennial generation (Generation export-oriented industrialization Y) 121, 157, 162, 163, 169, 170, 207–8 175–6, 177 ‘family-friendly’ policies 215–22, minimum wage (Employment Act 228 condition, Malaysia) 209, 213 and flexible working arrangements Ministry of Gender Equality & Family 210, 211, 216–18, 223–7, 229 (Korea) 239 gender roles and work–life balance Ministry of Human Resources 209–10, 211–12, 214–15, (Malaysia) 208, 217 220–22, 226–8, 229–30, 231 Ministry of Labour (Malaysia) 208 leave policies 220–22, 223–7, 229, Ministry of Women, Family and 230 Community Development and New Economic Policy 207 (Malaysia) 216 male breadwinner model 1, 83, 181, modifying work roles (individual 191, 212, 222, 251, 271, 273, 279 coping strategy) 48–9 marital satisfaction 82–3, 85–6, 90 MOE (Ministry of Education) 283 Marks, N. F. 53 MOEL (Ministry of Employment and Markus, H. R. 15, 16, 17 Labor) 283 Maslach, C. 139 MOGEF (Ministry of Gender maternity leave Equality and Family) 283 in China 102, 108–9 MOHW (Ministry of Health and and Hong Kong FEPPs 186 Welfare) 283 and Korean work–life balance MOM (Ministry of Manpower) 277, practices 237–8, 240–42, 244, 278 283–4 Moretti, C. 308 and Malaysian work–life balance MR (Modern Realists) 164 practices 210, 213, 220–21, 226–7, 228, 230 National Blue Ocean Strategy and Singaporean work–life balance (Malaysia, 2012) 216 practices 276 National Child Policy (Malaysia, 2009) and Taiwanese work–life balance 216 practices 255, 258–9, 267, 268 National Child Protection Policy MCDS (Ministry of Community (Malaysia, 2009) 216 Development and Sports) 274, National Family Policy (Malaysia, 277, 278 2010) 216 meaning of work and family 14, 15, 16, National Policy for Women (Malaysia, 18–19, 24, 28, 49 1989) 216 measuring work–life balance 296–303, National Social Policy (Malaysia, 2003) 310 216

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NEP (New Economic Policy) 207, 208 see also maternity leave; paternity Netemeyer, R. G. 144 leave New Population Policy (Singapore, part-time plus 185 1987) 276 part-time work (Employment Act New Zealand 296–7, 299, 310 condition, Malaysia) 210, 214 Next-Generation Childrearing Action party political family policies 214–15 Plan (Japan) 258 paternity leave Nielson, C. 306 and Hong Kong FEPPs 186 Nieva, V. F. 40 and Japanese work–life balance Noor, N. 121 practices 257 NTUC (National Trade Union and Korean work–life balance Congress) 277 practices 240–42, 244, 283–4 and Malaysian work–life balance Occupational Health and Safety Act practices 210, 214, 220–21, (Malaysia, 1994) 208 230 O’Driscoll, M. 301 and Singaporean work–life balance OECD (Organisation for Economic practices 276 Co-operation and Development) ‘peach’ generation (Taiwan) 171 236, 237, 274 PEC (Public Education Committee on Office of Personnel Management (US) Family) 277 184 Peetz, D. 304 one-child policy (China) 103, 110, permanent part-time employment 304–5, 306, 307 185 open-door policies (China) 164 personal resources 202 organic structures 169 personal/psychological (career barrier ‘organizational career cultures’ 226 category) 37 organizational learning and innovation perspective taking 68, 71, 81, 86 174 PGIS (Personal Growth Initiative organizational socialization 173–4 Scale) 41, 42 organizational structure characteristics Phillips, D. R. 184 (work values antecedent) 169 Phillips, S. D. 38 OSI-2 (Occupational Stress physical coping strategies 38, 40 Indicator-2) 123 physical strain 119, 122, 123, 125–7, ‘overall appraisal’ approach 160 129, 130, 132–3 Oyserman, D. 15 ‘polluted time’ 309, 311 Özbilgin, M. F. 231 ‘post-80’ cohort (China) 305–6 Ozeki, C. 139 Powell, G. N. 51, 118, 131 ‘productivist welfare capitalism’ 273 Pan, W. 306 PsychInfo (database) 11 parental leave psychological coping strategies 38, 40 and Japanese work–life balance psychological distress 67–70 practices 253, 257, 260 psychological strain 119, 122, 123, and Korean work–life balance 125–9, 130, 132–3, 298, 300, 301, practices 240–42, 244, 283–4 303 and Malaysian work–life balance Public Works Department (Malaysia) practices 220–21, 227, 230 217 and Singaporean work–life balance practices 276 ‘recognition and respect’ 176 and Taiwanese work–life balance reduced personal accomplishment practices 258, 259–60 139–40, 141–2, 144–5, 147–9

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Reese, C. E. 141 sick leave (Employment Act condition, reframing (individual coping strategy) Malaysia) 209, 213 48–9 Singapore regret 107, 110, 111 barriers to work–life interventions regularized working hours 1 287–8 Regulations Concerning the Labor family formation and procreation Projection of Female Staff and policies 276–7 Workers (China, 1988) 102 fertility rates 275, 276–7, 286 ‘relatedness to others’ 15 governmental work–life resource allocation (work values interventions 272, 274–9, 286–8, antecedent) 168–9 289–90 ‘resource reservoir’ 85 increased working hours 2 resources theories 11, 14, 21–2, 25, organizational development policies 118–19 277–9, 286–7 role ambiguity 139–40 social polices 274–5 role conflict 101, 139–40, 149 threats to growth 275 role overload 139 work condition policies 275–6 role salience 16, 24, 121, 295, 296 Sinyi Realty Inc. (Taiwan) 266–7 Rose, E. 309 Siu, O. L. 10, 123, 184 Rosso, B. D. 16 ‘Sixth/Seventh Grade’ (Taiwanese Ruskin, John 1 generational category) 166, 167, 171–2 sabbaticals 186 smartphones 307–9, 310 scarcity hypothesis 11, 78 SMEs (small and medium-sized Schaufeli, W. B. 62 enterprises) 194, 203, 287–9, 290 Schwartz, S. J. 15–16 SNEF (Singapore National Employers Scott, K. S. 62 Federation) 277 See, A. A. Q. 309–10 SOC (selection, optimization, ‘self view’ 15–19, 49–50 compensation) theory 28 SEMs (structural equation models) social interactive coping strategies 38, 298 40 ‘sense of duty to group’ 15 social media 167 Service Circular Number 4 (Malaysia, Social Reform generation (China) 164, 2007) 219 165 Service Circular Number 14 (Malaysia, social support 2010) 221 and career barriers 36, 37–8 Service Circular Number 15 (Malaysia, and coping strategies 38, 39–40 2007) 221 and crossover effects 81, 83, 84, 90 Service Circular Number 29 (Malaysia, and definitions of work–life balance 2009) 221 295 Seventh Malaysia Plan (1996–2000) and heavy work investment 66–7 208 and work–family conflict 151 sexual harassment (Employment Act social undermining 66–7, 81–2, 90 condition, Malaysia) 214 social/interpersonal (career barrier SFFF (Singapore Family Friendly category) 37 Firm) 277, 278 SOEs (state-owned enterprises) 304, Shanghai (China) 143, 151 305 Shenzhen (China) 103, 109 SoftBank Mobile (telecommunications Shimazu, A. 66, 67 company) 263–4 Shiseido (cosmetics company) 261–3 Song, Z. 82, 85, 87

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Sonnentag, S. 309 SWLS (Satisfaction with Life Scale) South Korea see Korea 41, 42 Spade, J. Z. 141 special leave 186 tailor-made mentoring programs 177 Spector, P. E. 23, 120, 123, 301, 302 City (Taiwan) 265–7 spillover effects 79–80, 83, 84–5, Taiwan 89–91 birth rates 166, 254–5 spillover–crossover model 65–7, 73, 83, and career barriers 35, 36–8 89–91 childcare leave policies 258–60, 267, spiritual and religious coping strategies 268 38, 40 and crossover research 93 spousal support 22, 27, 47 democratization of 10, 167 staggered working hours 216 and family coping strategies 47 Stanat, M. 306 fertility rates 255, 260 Stivens, M. 215 generational categories 165–8, 171–2 ‘Stop at Two’ campaign (Singapore) increased working hours 2, 9 276 and individual coping strategies 49 strain based dilemmas (role conflict work–family interference study 9–10 theory) 101 and ‘Chinese bicultural self’ ‘strawberry’ generation (Taiwan) 167, 16–18, 25–6 171 and Chinese cultural values 10–11, stress 15, 16–19, 20, 24–6, 28–9 and coping strategies 47, 52 and Confucianism 16–18, 20, 24, and crossover effects 77, 79–83, 85, 29 87–8, 90–91 couple-level analysis 27 and flexible working arrangements 5 cross-cultural research 10, 15–16, increase amongst Asian employees 2 19–20, 23–5, 25, 26 and job burnout 139–40 cultural psychological approach and Korean work–life balance 14–15 practices 236, 237, 239, 242–6 culture as ‘definer’ 16–23 and spillover–crossover model 65–6 culture as ‘moderator’ 23–5 stress response types 245–6 and family primacy 14, 18–20, 28 and Taiwanese WFI study 11, 14, and family-friendly policies 21–2, 21–3, 24, 25, 26–9 26 and work–family conflict 182 and family–work conflict 12–13, and Working Families study 2 20–23, 28 and work–life balance measurement and flexible working arrangements 301, 302–3 22 and work-to-home interference 116, future research direction 25–7 119, 121–2, 123, 125–9, 130 and job demands–resources model stress management assistance programs 14 131 and meaning of work and family structural equation modelling 66, 71, 14, 15, 16, 18, 24, 28 124 research articles 11, 12–13 Sun, J. Y. 307 resources theories 11, 14, 21–2, Sun, L. 306 25 supportive organizational cultures and spousal support 22, 27 177–8 Taiwan – WFI study – and stress Swanson, J. L. 36, 40–41 11, 14, 27–9 Sweden 228, 230 and work primacy 14, 19–20, 28

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and work–family conflict 11, ‘valuing personal independence’ 15 12–13, 18, 19–25, 26–7, 28 vigor 62 and work–family strength 52–3 Vinokur, A. 80, 82, 90 work–life balance policies/practices voluntary reduced work time/hours 185 254–6, 265–8 volunteer activity leave (SoftBank and workplace coping strategies 46 Mobile) 264 ‘Taiwan Economic Miracle’ 167 TalentCorp (Malaysia) 216, 217 Wang, G. 307 Tang, H. Y. 50 Wang, H. 49, 304–5 Taras, V. 117 Wang, P. 117 task analysis approach 53–4 Wang, Q. 308 technology Wang, Y. 41, 43 and flexible working arrangements Wang, Y. C. 49, 50, 52, 53 5 ‘Wednesday is Family Day’ program and generational differences 162–3, (Korea) 284 167, 172, 175–6 Well-Being Company Award (Taiwan) and work–life boundaries 159, 266 307–11 West, S. G. 147 teleworking 184–5, 216, 217, 257, 309 Westman, M. 65–6, 80, 82, 90 Terkel, Studs 5 WFC (work–family conflict) term-time working 185 and career adaptability 50–51 TFR (Total Fertility Rate) 275, 276–7, and career barriers 35–41 286 and Chinese cultural values 99 Tien, H. S. 35, 36, 41, 43, 50 coping strategies 45–54, 57 time-based demands 295 and crossover effects 78–9, 81, 83, time-based dilemmas (role conflict 84, 85, 93 theory) 101 defining 65, 78, 139 Tipping, L. M. 48 and depersonalization 139–40, Tokar, D. M. 36, 40–41 141–2, 144–9, 150 trade unions 1, 208, 239, 254, 274, and early childrearing experience 277 101–2 Traditional Female Responsibility scale and emotional exhaustion 138, 144 139–40, 141–2, 144–7, 150 Traditional Male Responsibility scale and FEPPs 188 144 and gender 137–8, 140–42, 144, TriCom (Tripartite Committee on 145–50, 151–2, 182–3 Work–Life Strategy) 277, 278, and job burnout 137, 138–40, 142, 279, 288 144–50, 151–2 trust 5 and job performance 22, 46 turnover intentions 298, 300, 301, 303 and job satisfaction 22–3, 25, 46, 50, TWIN (Tokyo Work–Family 139, 140, 182 INterface) study 67–71 and Korean work–life balance ‘two-day weekend’ policy (Taiwan) 172 practices 243–4 and life-cycle stages 102 UK (United Kingdom) 93, 184 and life satisfaction 139 unions 1, 208, 239, 254, 274, 277 Malaysian work–life balance ‘unquestioned’ authority 176 practices 210–11 USA (United States of America) 184 measuring 42, 144 ‘utilitarian familism’ 84 path model of 41–5 and reduced personal

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accomplishment 139–40, 141–2, Taiwan – WFI study – and stress 144–5, 147–9 11, 14, 27–9 research agenda 54–6 and work primacy 14, 19–20, and role pressures 137–8 28 and salience of work and family 121 and work–family conflict 11, and social support 151 12–13, 18, 19–25, 26–7, 28 and spillover–crossover model 65, Western focus of studies 2, 9 66–7 see also WHI and stress 182 WFS (work–family strength) 51–4 and Taiwanese WFI study 11, 12–13, WHI (work-to-home interference) 18, 19–25, 26–7, 28 Chinese study and workaholism 68, 71 and Chinese work value 118, and work–family strength 51–4 119–22, 123–4, 125–33 and work-to-home interference see and job performance 119, 123, WHI 125–6, 127–30, 132–3 WFE (work–family enrichment) 78, 79, limitations of 132 80, 85–6, 89–91 measures 123–4 WFI (work–family interference) method 122–4 increased Asian studies 2–3 participants 122–3 and role pressures 137 propensity for WHI in China Taiwanese study 9–10 116–17 and ‘Chinese bicultural self’ and resources theories 118–19 16–18, 25–6 results 124–7, 128 and Chinese cultural values 10–11, and strain 119, 120, 121, 122, 123, 15, 16–19, 20, 24–6, 28–9 125–9, 130, 132–3 and Confucianism 16–18, 20, 24, cross-cultural studies 117–18, 120, 29 130–31 couple-level analysis 27 defining 116 cross-cultural research 10, 15–16, Malaysian work–life balance 19–20, 23–5, 25, 26 practices 210–11 cultural psychological approach see also WFI 14–15 WLEA (Work–Life Excellence Award) culture as ‘definer’ 16–23 278–9, 288 culture as ‘moderator’ 23–5 women’s employment (Employment and family-friendly policies 21–2, Act condition, Malaysia) 209–10, 26 213 and family primacy 14, 18–20, 28 Woo, J. M. 243 and family–work conflict 12–13, workaholism 20–23, 28 contrast with work engagement and flexible working arrangements 62–3, 71–2 22 defining 61–2 future research direction 25–7 and gender 68–70 and job demands-resources model and heavy work investment 61–2, 63, 14 67–70, 71–2, 73 and meaning of work and family and psychological distress 67–70 14, 15, 16, 18, 24, 28 and work–family conflict 68, 71 research articles 11, 12–13 work demands 12–13, 20–22, 93, 122, resources theories 11, 14, 21–2, 130, 192, 200–201 25 work engagement 10, 62–3, 68, 71–2, and spousal support 22, 27 73, 81

Luo Lu and Cary Cooper - 9781783475094 Downloaded from Elgar Online at 09/25/2021 02:11:05PM via free access 330 Handbook of research on work–life balance in Asia work hours (Employment Act outcomes of intergenerational issues condition, Malaysia) 209, 213 172–4 Working (book) 5 practical implications of Working Families study (2005) 1–2, 5 intergenerational issues Working Mother (magazine) 187 174–8 Working Women’s Welfare Law (Japan, Taiwanese generational categories 1972) 251 165–8 Work–Life Balance Charter (Japan, see also CWV (Chinese work value) 2007) 254 WoW! (Work–Life Works!) Fund work–life boundaries 159, 172, 173, 278 211, 307–11 WTFCS (Work-to-Family Conflict Work–Life Grant (Singapore) 278, 287, Scale) 41, 42 289 Wu, C. L. 53 Work–Life Unit (Singapore) 277 Wuhan (China) 103, 109 work–non-work arrangements 2, 9 Workplace Panel Survey (Korea) 237 Xi’an (China) 143 workplace resources for coping Xiao, Y. 305, 307 strategies 45–6, 57 Xu, A. Q. 100 work primacy 14, 19–20, 28 work resources 13, 22, 200–1 Yang, N. 99–100 work values Yardley, J. K. 101 antecedents affecting 168–9 Ye, W. L. 100 Chinese generational differences Yoo, G. S. 237–8 163–5 Yoon, S. L. 243 defining 158–9 Young, C. E. 187 and generational cohort theory 170 generational differences 157–8, Zhang, M. 83, 87 162–3, 168–78 Zijlstra, F. R. H. 309

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