Cross-National Work–Life Research

Cross-cultural work and family research: A review of the literature

Western countries have put the mental health recovery approach into practice since the 80 s, and other cultures have started to adopt it into their services. However, the cross-cultural application of the recovery approach has to be addressed, and individualistic-collectivistic values often take center stage in the debate. While people with individualistic value orientations place importance on personal goals, people with collectivistic value orientations see themselves and their goals as an inseparable part of a family or community. However such a simplistic view on the two values may polarize the differences rather than appreciate the intricacies and heterogeneity within and across people and cultures. This brief paper outlines how these two value paradigms may help and hinder recovery on a practical level. The present paper offers a framework for providing culturally responsive mental health service that adequately engages service users and families, thereby generating more dialogues on the topic.

/pdf/applying-a-mental-health-recovery-approach-for-people-from-z32e0w7v0i.pdf

Applying a Mental Health Recovery Approach for People from Diverse Backgrounds: The Case of Collectivism and Individualism Paradigms

Aim This meta-analytic review aimed to synthesize and analyse studies that explored the relationship between nurses' work-family conflicts and turnover intentions Design This meta-analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist Data sources A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work-family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases Review methods Studies on the relationship between work-family conflict and turnover intention were summarized Results An overall effect size of r = 28 (N = 5781, 95% CI [023-033]) was obtained, indicating a moderate, positive and significant relationship between work-family conflict and turnover intention The moderator analysis showed that individualism and long-term orientation accounted for 90% of effect size heterogeneity of work-family conflict and turnover intention relationship Conclusion Exploring the correlation between work-family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage National culture, particularly individualism and long-term orientation, were found to play a significant moderator role in this relationship Cultures that are highly individualistic and have a long-term orientation have a diminishing effect on the relationship between work-family conflict and turnover intention Impact Work-family conflict and turnover intention are significantly correlated factors regardless of the studies' cultural characteristics examined in this study Policymakers and managers should consider this finding and develop strategies that provide a balance-oriented work design to prevent nurse shortage

Relationship between work–family conflict and turnover intention in nurses: A meta‐analytic review

Work-to-family conflict and family-to-work conflict have been widely investigated as antecedents of well-being in various employee groups. However, these studies have largely been performed in Western countries, and only a few studies have investigated the phenomenon using both Western and non-Western samples. The present study contributes to the literature by investigating work–family conflict experiences of social workers in Australia and India. More specifically, it explores the impact of work-to-family conflict and family-to-work conflict on well-being and the mediating role of family satisfaction in this relationship. Our findings reveal the direct negative effects of work-to-family conflict on well-being and family satisfaction in both groups and of family-to-work conflict on well-being of Indian social workers. There is evidence that family satisfaction mediates work–family conflict and well-being relationships in both samples. We discuss the theoretical and practical implications of the findings for HRM policies in social service agencies of both countries.

Work–family conflict, family satisfaction and employee well‐being: a comparative study of Australian and Indian social workers

In this study, we examine the role of cultural variations conceptualized in terms of vertical and horizontal individualism and collectivism in the prediction of work–family conflict in four distinc...

Fran Brew

Papers

Work–family conflict in four national contexts: A closer look at the role of individualism–collectivism