Online from: 2008
Subject Area: Health Care Management/Healthcare
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|Title:||Working hours and personal preference among Taiwanese employees|
|Author(s):||Luo Lu, (Department of Business Administration, National Taiwan University, Taipei, Taiwan)|
|Citation:||Luo Lu, (2011) "Working hours and personal preference among Taiwanese employees", International Journal of Workplace Health Management, Vol. 4 Iss: 3, pp.244 - 256|
|Keywords:||Hours of work, Job satisfaction, Life satisfaction, Taiwan, Work-to-family conflict (WFC)|
|Article type:||Research paper|
|DOI:||10.1108/17538351111172608 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
|Acknowledgements:||The 2005 TSCS research was supported by a grant from the National Science Council, Taiwan, ROC, NSC94-2420-H-001-008-B1. In writing up this paper, the author was also supported by another grant NSC97-2410-H-002-201-MY3.|
Purpose – The aim of this research is to explore effects of hours of work and the role of personal preference on job satisfaction, work-to-family conflict (WFC) and overall life satisfaction among Taiwanese employees.
Design/methodology/approach – Data from a nationwide survey in Taiwan were used. A total of 1,122 full-time employees were surveyed using structured questionnaires.
Findings – It was found that working hours were negatively related to job satisfaction and overall life satisfaction, and positively related to WFC, after effects of demographical and job-related factors were partialled out. More importantly, it was found that the “fit” between preferred and actual hours of work had an effect upon the above strain variables. Specifically, people who had a fit between preferred and actual hours of work reported lower levels of WFC and higher overall life satisfaction, compared to those who had a misfit in working hours.
Research limitations/implications – Using single-item measures is a major limitation, though it is a common practice in large-scale social surveys due to constraints on length and time. However, these results have both theoretical and practical implications. It is recommended that both the actual and individual's preference for hours of work should be taken into consideration in any attempt to improve employees' quality of work and quality of life in general.
Originality/value – The use of a national representative sample is a major thrust of the present study. This study also fills the gap left by the scarcity of research on working hours and strain from a Chinese perspective.
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