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Family supportive culture, work-life segmentation and employee’s organizational attachment: The case of high-tech industry in Taiwan

Frontiers of Business Research in China volume 5, pages 79–95 (2011)Cite this article

Abstract

This study examines the relationship among family supportive culture, organizational attachment, and work-life segmentation in high-tech service industry in Taiwan, China. Using survey data from 369 professionals, this study shows that family supportive culture has significant influence on organizational attachment, namely, affective commitment. Results indicate that individuals’ work-life segmentation has a significant negative effect on organizational attachment. Meanwhile, our results further apply employees’ segmentation between work and life as a moderator to investigating the impact of individual’s perceptions of family supportive culture and values on a sense of attachment toward organizations. The result illustrates that work-life segmentation does not moderate the relationship between supportive family culture and employees’ organizational attachment. Findings from this research provide insights into the influence of organizational family supportive culture and how it may further encourage employees’ organizational attachment in high-tech industry in Taiwan.

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Author information

Affiliations

  1. Institute of Human Resource Management, National Sun Yat-sen University (Taiwan), Kaohsiung, China

    Ting Wu & Jingfeng Uen

  2. Graduate Institute of Human Resource Development, National Hsinchu University of Education (Taiwan), Hsinchu, China

    Suling Wu

  3. Microsoft Taiwan Corporation, Taipei, China

    Tzujung Chang

Authors
  1. Ting Wu
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  2. Jingfeng Uen
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  3. Suling Wu
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  4. Tzujung Chang
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Correspondence to Ting Wu.

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Wu, T., Uen, J., Wu, S. et al. Family supportive culture, work-life segmentation and employee’s organizational attachment: The case of high-tech industry in Taiwan. Front. Bus. Res. China 5, 79–95 (2011). https://doi.org/10.1007/s11782-011-0122-7

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Keywords

  • family supportive culture
  • work-life segmentation
  • organizational attachment