Skip to main content

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

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.

References

  1. Allen, N. J., & Meyer, J. P. 1990. The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63: 1–18.

    Google Scholar 

  2. Allen, T. D. 2001. Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behaviour, 58: 414–435.

    Article  Google Scholar 

  3. Ashforth, B. E., Kreiner, G. E., & Fugate, M. 2000. All in a day’s work: Boundaries and micro role transitions. Academy of Management Review, 25: 472–491.

    Article  Google Scholar 

  4. Baral, R., & Bhargava, S. 2010. Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes. Journal of Management Psychology, 25(3): 274–300.

    Google Scholar 

  5. Boswell, W. R., & Olson-Buchanan, J. B. 2007. The use of communication technologies after hours: The role of work attitudes and work-life conflict. Journal of Management, 33(4): 592–610.

    Article  Google Scholar 

  6. Cable, D. M., & Judge, T. A. 1997. Interviewers’ perceptions of person-organizational fit and organizational selection decisions. Journal of Applied Psychology, 82: 546–561.

    Article  Google Scholar 

  7. Chang, E. 1999. Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10): 1257–1278.

    Google Scholar 

  8. Chiu, C. K., & Ng, C. W. 1999. Women-friendly HRM and organizational commitment: A study among women and men of organizations in Hong Kong. Journal of Occupational and Organizational Psychology, 72: 485–502.

    Article  Google Scholar 

  9. Chiu, C. K., & Ng, C. W. 2001. The differential effects of work- and family-oriented women-friendly HRM on OC and OCB: The case for single female employees in Hong Kong. International Journal of Human Resource Management, 12(8): 1347–1364.

    Article  Google Scholar 

  10. Clark, S. C. 2000. Work/family border theory: A new theory of work/family balance. Human Relations, 53: 747–770.

    Article  Google Scholar 

  11. Eby, L. T., Casper, W. J., Lockwood, A., Bordeaux, C., & Brinley, A. 2005. Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). Journal of Vocational Behaviour, 66: 124–197.

    Google Scholar 

  12. Edwards, J. R., & Rothbard, N. P. 1999. Work and family stress and well-being: An examination of person-environment fit in the work and family domains. Organizational Behaviour Human Decision Processes, 77: 85–129.

    Article  Google Scholar 

  13. Edwards, J. R., & Rothbard, N. P. 2000. Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25: 178–199.

    Article  Google Scholar 

  14. Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. 1990. Perceived organizational support and employee diligence, commitment and innovation. Journal of Applied Psychology, 75: 51–59.

    Article  Google Scholar 

  15. Greenhaus, J. H., & Beutell, S. J. 1985. Sources of conflict between work and family roles. Academy of Management Review, 10(1): 76–88.

    Article  Google Scholar 

  16. Grover, S. L., & Crooker, K. J. 1995. Who appreciates family-responsive human resource policies: The impact of family-friendly policies on the organizational attachment of parents and non-parents. Personnel Psychology, 48: 271–288.

    Article  Google Scholar 

  17. Heider, F. 1958. The psychology of interpersonal relations. New York: Wiley.

    Book  Google Scholar 

  18. Hyman, J., Baldry, C., Scholarios, D., & Bunzel, D. 2003. Work-life imbalance in call centres and software development. British Journal of Industrial Relations, 41(2): 215–239.

    Article  Google Scholar 

  19. Nippert-Eng, C. 1996. Home and work: negotiating boundaries through everyday life. Chicago: University of Chicago Press.

    Google Scholar 

  20. Olson-Buchanan, J. B., & Boswell, W. R. 2006. Blurring boundaries: Correlates of integration and segmentation between work and nonwork. Journal of Vocational Behaviour, 68: 432–445.

    Article  Google Scholar 

  21. Perlow, L. A. 1995. Putting the work back into work/family. Group and Organizational Management, 20: 227–239.

    Article  Google Scholar 

  22. Perlow, L. A. 1998. Boundary control: The social ordering of work and family time in a high-tech corporation. Administrative Science Quarterly, 43: 328–357.

    Article  Google Scholar 

  23. Rothbard, N. P. 2001. Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46: 655–684.

    Article  Google Scholar 

  24. Rothbard, N. P., Phillips, K. W., & Dumas, T. L. 2005. Managing multiple roles: Work-family policies and individuals’ desires for segmentation. Organization Science, 16(3): 243–258.

    Article  Google Scholar 

  25. Thompson, C. A., Beauvais, L. L., & Lyness, K. S. 1999. When work-family benefits are not enough: The influence of work-family culture on benefit utilisation, organizational attachment, and work-family conflict. Journal of Vocational Behaviour, 54: 392–415.

    Article  Google Scholar 

  26. Winkel, D. E., & Clayton, R. W. 2009. Transitioning between work and family roles as a function of boundary flexibility and role salience. Journal of Vocational Behaviour, doi: 10.1016/j.jvb.2009.10.011.

  27. Xu, D. X. 2003. The antecedents and consequences of work values on work attitude for the different generations—A study of high technology industries in Taiwan. Unpublished dissertation, National Central University, Taiwan, China

    Google Scholar 

Download references

Author information

Affiliations

Authors

Corresponding author

Correspondence to Ting Wu.

Rights and permissions

Reprints and Permissions

About this article

Cite this article

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

Download citation

Keywords

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