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dc.contributor.authorChang, Ruby Yi-Juen_NZ
dc.date.accessioned2009-05-29T11:40:25Z
dc.date.available2009-07-30T09:51:50Z
dc.date.issued2009en_NZ
dc.identifier.citationChang, R. Y.-J. (2009). The relationship between work and non-work support and work-life balance in Taiwan (Thesis, Master of Social Sciences (MSocSc)). The University of Waikato, Hamilton, New Zealand. Retrieved from https://hdl.handle.net/10289/2789en
dc.identifier.urihttps://hdl.handle.net/10289/2789
dc.description.abstractThe aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined. Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.en_NZ
dc.format.mimetypeapplication/pdf
dc.language.isoen
dc.publisherThe University of Waikatoen_NZ
dc.rightsAll items in Research Commons are provided for private study and research purposes and are protected by copyright with all rights reserved unless otherwise indicated.
dc.subjectwork life balanceen_NZ
dc.subjectwork-to-life conflicten_NZ
dc.subjectlife-to-work conflicten_NZ
dc.subjectwork-to-life facilitationen_NZ
dc.subjectlife-to-work facilitationen_NZ
dc.subjectsupporten_NZ
dc.subjectorganizational commitmenten_NZ
dc.subjectpsychological wellbeingen_NZ
dc.subjectturnover intentionen_NZ
dc.titleThe relationship between work and non-work support and work-life balance in Taiwanen_NZ
dc.typeThesisen_NZ
thesis.degree.disciplineFaculty of Arts and Social Sciencesen_NZ
thesis.degree.grantorUniversity of Waikatoen_NZ
thesis.degree.levelMasters
thesis.degree.nameMaster of Social Sciences (MSocSc)en_NZ
uow.date.accession2009-05-29T11:40:25Zen_NZ
uow.date.available2009-07-30T09:51:50Zen_NZ
uow.identifier.adthttp://adt.waikato.ac.nz/public/adt-uow20090529.114025en_NZ
pubs.place-of-publicationHamilton, New Zealanden_NZ


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