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 (Taiwan, 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 Baby Boomers 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 (China) 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 Luo Lu and Cary Cooper - 9781783475094 Downloaded from Elgar Online at 09/25/2021 02:11:05PM via free access 316 Handbook of research on work–life balance in Asia 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 Luo Lu and Cary Cooper - 9781783475094 Downloaded from Elgar Online at 09/25/2021 02:11:05PM via free access Index ­317 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 Luo Lu and Cary Cooper - 9781783475094 Downloaded from Elgar Online at 09/25/2021 02:11:05PM via free access 318 Handbook of research on work–life balance in Asia 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 generation 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