This study aims to examine how organizational and family factors protect employees from depressive symptoms induced by work-family conflict. With a cross-sectional design, a total of 2184 Chinese employees from 76 departments completed measures of work-family conflict, organizational justice, family flexibility, and depressive symptoms. The results showed that work-family conflict including work-to-family conflict and family-to-work conflict was positively associated with depressive symptoms. In cross-level analysis, organizational justice climate weakened the adverse effect of work-family conflict on depressive symptoms and the buffering effects of procedural and distributive justice climate in the association between work-family conflict and depressive symptoms depended on family flexibility. Specifically, compared with employees with high family flexibility, procedural and distributive justice climate had a stronger buffering effect for employees with low family flexibility. These results indicate that organization and family could compensate each other to mitigate the effect of work-family conflict on employees' depressive symptoms. Cultivating justice climate in organization and enhancing family flexibility might be an effective way to reduce employees' depressive symptoms.

/pdf/work-family-conflict-and-depressive-symptoms-among-chinese-49ccnw6v4k.pdf

Work-Family Conflict and Depressive Symptoms Among Chinese Employees: Cross-Level Interaction of Organizational Justice Climate and Family Flexibility.

Internet use can be distinguished into different uses (e.g., leisure-related, learning-related), yet comprehensive studies on how different uses are associated with everyday parenting situations are still lacking. This study attempts to locate parental mediation within broader family contexts and simultaneously considers the relationships among general parenting style, media-specific parenting practices, and adolescents' amount and types of Internet use. Building on survey data collected from 1284 middle school students in China (mean age = 13, SD = 0.79, 48.60% girls), the Latent Profile Analysis identified three child-perceived profiles of general parenting style: slight-engaged, supportive, and rejecting-controller. The subsequent regressions suggested that adolescents with supportive parents reported lower levels of time spent online as well as leisure-related use; more restrictive parental mediation was associated with reduced leisure-related use while more active mediation was associated with more learning-related use. Notably, associations between parental use of active mediation and youth's amount of Internet use and leisure-related use varied based on parenting style profiles. Only for the supportive parenting profile, more use of active mediation was associated with decreased amount of Internet use as well as leisure-related use. These findings have implications on how parents can be more effective in guiding youth's Internet use. 

/pdf/parental-mediation-and-adolescents-internet-use-the-1laz4yzq.pdf

Parental Mediation and Adolescents’ Internet Use: The Moderating Role of Parenting Style

By using questionnaires and statistical hierarchical regression analyses,this study examined the relation-ship between job engagement and work-family conflict, and the moderating effect of perceived organizational support on job engagement and work-family conflict.All together 207 employees were recruited into this study.The result indicated that:1) job en- gagement has a remarkable negative predicative role on time-based conflict and behavior-based conflict; 2) the perceived organizational support indeed moderates the relationship between job engagement and behavior -based conflict.

The Moderating Effect of Perceived Organizational Support in Job Engagement and Work-Family Conflict

Objective:To explore an effective way to increase job satisfaction of nurses by clarifying correlation among work-family conflict,social support and job satisfaction.Methods:A convenience sampling method was used to select 480 nurses in three tertiary hospital of Tianjin.Work-family conflict Scale,social support scale and job satisfaction scale were used in this investigation.Results:The work-family conflict and job satisfaction were negatively correlated(P0.01).The social support and job satisfaction were positively correlated(P0.01).The social support played a partial adjustment function in the correlation between work-family conflict and job satisfaction.Conclusion:Nurse Managers and family members of nurses should give more support to them to ease work-family conflict and increase their job satisfaction.

Correlation analysis of work-family conflict,social support and job satisfaction of nurses

While there a number of measures to assess work-family conflict already exist, there are no well-validated measures exist for clinical use with Chinese parents. This study sought to validate a Chinese version of the work and family conflict scale (WAFCS), a brief 10-item scale developed for clinical and research use with parents. Relying on a sample of 447 Chinese parents in Hong Kong, this study examined the psychometric properties of the Chinese version of the WAFCS. Results showed that a two-factor model, similar to that of the original scale, fit the data well. The scale had concurrent and discriminant validity, while the scale's measurement invariance across gender and its internal consistency were also supported. Such robust psychometric properties suggest that the WAFCS is a promising tool that can be applied in a variety of research and clinical settings to examine work-family conflict experienced by Chinese parents.

Assessing Work-Family Conflict Experienced by Chinese Parents of Young Children: Validation of the Chinese Version of the Work and Family Conflict Scale.

With the rapid growth of China's economy, work-family conflict (WFC) level of Chinese employees might have changed over time. The present research performed a cross-temporal meta-analysis of 71 papers using the Work-Family Conflict Scale (WFCS) from three Chinese academic databases and three databases in English to investigate changes in Chinese employees' WFC (N = 23,635) during 2005-2016. Results showed that the WFC level of employees increased significantly by 0.77 standard deviations over the past 12 years. The increasing trend over time occurred among both male and female employees, which is slightly more salient among male employees. However, there was no significant gender difference in WFC scores. This study found that the increase in WFC scores among Chinese employees was associated with scores of six social indicators that might cause stress in workplace (the number of employees and number of college graduates) and stress in family (divorce rate, residents' consumption level, elderly dependency ratio, and family size) of 5 years before and the year of data collection, which indicates that social changes played an important role in changes of WFC. The explanations and implications of these changes are discussed.

/pdf/changes-in-work-family-conflict-of-chinese-employees-a-cross-hyzhdlzcii.pdf

Ziqiang Xin

Papers

Changes in Work-Family Conflict of Chinese Employees: A Cross-Temporal Meta-Analysis, 2005-2016.