1. A Multi-Country Integrative Model of Work-Family Conflict
A presentation at the meeting of the Community, Work, and Family Conference
Malmo, Sweden
May 20, 2015

2. Multi-National Research Team
Zeynep Aycan, Koç University, Turkey Karen Korabik, University of Guelph, Canada Donna S. Lero, University of Guelph, Canada Roya Ayman, Illinois Institute of Technology, USA Anne Bardoel, Monash University, Australia Tripti Pande Desai, New Delhi Institute of Management, India Anat Drach-Zahavy, University of Haifa, Israel Leslie B. Hammer, Portland State University, USA Ting-Pang Huang, Soochow University, Taiwan Artiawadi Marwadi, University of Surabaya, Indonesia Steven Poelmans, EADA Business School, Spain Ujvala Rajadhyaksha, St. Mary’s College, USA Anit Somech, University of Haifa, Israel Zhang Li, Harbin Institute of Technology, Harbin, China

3. Project 3535
Collaborative multi-method investigation of the work-family (W-F) interface
10 countries: Australia, Canada, China, India, Indonesia, Israel, Spain, Taiwan, Turkey, and US
Examined how culture affects the relationships between W-F conflict and W-F positive spillover and their antecedents and outcomes in the work and family domains
Also looked at a variety of moderating factors (e.g., gender, social support, coping, W-F guilt, organizational policies)
This presentation focuses only on the emic and etic survey findings regarding W-F conflict

4. Method
Sample consisted of 2,830 employed parents and was stratified for gender and job level (managerial/nonmanagerial)
Measures
Work and family overload (Peterson et al., 1995)
W-F conflict: time- and strain-based WIF and FIW (Carlson, Kacmar, & Williams, 2000)
Turnover intent (Camman, Firchman, Jenkins, & Klesh, 1979)
Family satisfaction adapted from Hackman and Oldman’s (1975) job satisfaction measure with additional items regarding satisfaction with the spouse, parent, and marital roles added by the research team
Life satisfaction (Diener, Emmons, Larsen, & Griffin, 1985)
All measures had measurement equivalence/invariance for culture at the metric level

5. Conceptual Model Tested with SEM Work Overload Turnover Intent WIF
Family
WIF
FIW
Turnover
Intent
Satisfac-tion
Life + - _

6. Test of Baseline Model
Hypothesized relationships derived from recent meta-analytic findings (e.g., Byron, 2005; Ford et al., 2007; Michel et al., 2009; Shockley & Singla, 2011)
Both within-domain and cross-domain relationships tested
Fit of baseline model using the data from all 10 countries was very good: χ2 (140) = , p< .001; CFI = .98; TLI = .94; RMSEA = .02.
All path coefficients were significant and in the expected direction except for that between WIF and family satisfaction which was nonsignificant.

7. Country Classification
Countries selected based on cultural characteristics of individualism-collectivism and gender traditionalism/egalitarianism
These account for most of the variance in W-F conflict and its relationships with antecedents & consequences (e.g., Aycan, 2008; Powell et al., 2009; Yang et al., 2012).
Countries classified into three groups based on previous research findings (e.g., Hofstede, 1990; House et al., 2004)
We empirically verified this by conducting a cluster analysis
The 3 groups were:
I/E (individualistic/egalitarian) = Australia, Canada, Spain, & US
C/T (collectivistic/ traditional) = China, India, Indonesia, & Turkey
MC-MT (moderate collectivist/moderate traditional) = Israel & Taiwan

8. Results
Stronger relationships for I/E than C/T countries for paths from:
work overload to WIF
WIF to turnover intention
family overload to family satisfaction
Stronger relationships for C/T than for I/E countries for paths from:
family overload to FIW
family overload to WIF
FIW to turnover intention
FIW reduced family satisfaction to a greater extent in I/E and C/T countries, compared to MC-MT countries

9. The paths with the maximum level of cross-cultural differences were:
Negative relationship between WIF and family satisfaction for all countries except China and India where it was positive.
Work overload more highly related to FIW in India and China than for the rest of the countries.
The positive association between family & life satisfaction was the only ‘universal’ finding
The paths with the maximum level of cross-cultural differences were:
work overload to turnover intention
turnover intention to life satisfaction
Within-domain effects were stronger than cross-domain effects:
family overload stronger predictor of FIW than WIF
FIW stronger predictor of turnover intention than WIF
work overload stronger predictor of WIF than FIW
only exception- FIW stronger predictor of family satisfaction than WIF

10. Conclusion
To our knowledge, this is the first time an integrative model with within- and cross-domain effects was tested with such a large and diverse sample
Work overload was more strongly associated with WIF and turnover intention in IE cultures, whereas family overload was more strongly associated with W-F conflict and turnover intention in CT cultures
This is congruent with previous findings that the relationship between work demands and WIF is stronger in individualistic than collectivistic cultures (Lu, Gilmour, Kao, & Huang, 2006; Spector et al., 2004, 2007)

11. Thank you !!! For more information about Project 3535, please visit our website: