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This study tested a cross-level moderated mediation model depicting the dynamism of individual resource loss through sickness presenteeism precipitated by long working hours and resource gain from group-level team support and the consequent effect on turnover intention over time. Employing a two-wave survey with 4 months in between, data were obtained from 294 nurses (37 teams) working in 12 hospitals across Taiwan. The hierarchical linear modeling analyses revealed that presenteeism partially mediated the effects of working long hours on later turnover intention. Moreover, group-level team support moderated the presenteeism-turnover linkage. Specifically, the damaging effect of working while ill on heightenedturnover intention was drastically attenuated for those with high team support. Our cross-level moderated mediation model has thus identified team support as a viable resource that can alleviate the damages of working in precarious conditions and help hospitals to retain nurses. We discussed the theoretical and managerial implications of our findings in the context of resource loss and gain, especially when stress and burnout are highly prevalent for the health care professions in the postpandemic era. [ABSTRACT FROM AUTHOR]

The aim of this research was to explore the impact of independent and interdependent self-construals on relations between work and family demands (workload and family conflict) and work/family conflict (WFC and FWC). Three hundred and ten Taiwanese employees were surveyed at two times (6 weeks apart) using structured questionnaires. For Taiwanese employees, workload was positively related to WFC (r = .39), whereas family conflict was positively related to FWC (r = .24). Furthermore, independent self-construal exacerbated the positive relation between workload and WFC (the interaction effect accounted for an additional 1.7% of variance in WFC), but buffered the positive relation between family conflict and FWC (the interaction effect accounted for an additional 2.6% of variance in FWC). However, interdependent self-construal did not have a moderating effect on either the workload-WFC or family conflict-FWC relation. It is recommended that culture as construed at the individual level needs to be studied in order to understand its intricate effects on individuals' perceptions of work and family demands and conflict. [ABSTRACT FROM AUTHOR]

The present study aims at examining the moderating effects of self-efficacy on the stressor-strain relationships among Chinese employees. A self-administered survey method was used to collect data from 310 full-time employees across all regions in Taiwan. We found that interpersonal conflict and lack of autonomy as stressors were associated negatively with job satisfaction. Job performance was found to be associated negatively with lack of autonomy, but positively with workload. Regarding moderating effects, self-efficacy exacerbated a negative impact of lack of autonomy on job satisfaction but buffered a negative impact of lack of autonomy on job performance. Thus, the present study for the first time revealed that self-efficacy functioned as a double-edged sword in the work stress context of a Confucian Chinese society, contrary to what may be inferred from Western theoretical perspectives. In addition, this study also examined job performance as a strain variable which has rarely been studied in work stress research. [ABSTRACT FROM AUTHOR]

The aim of this research was to explore relations between work/family demands, work flexibility, work/family conflict, and work-related outcomes in the cultural context of Chinese society, using a national probability sample. For Taiwanese employees, work demands were positively related to work/family conflict, whereas both work and family demands were positively related to family/work conflict. Work/family conflict was negatively related to job satisfaction and family/work conflict to organizational commitment. More importantly, the authors found that organizational policies and practices such as work flexibility could alleviate feelings of work interfering with family, further enhancing job satisfaction and organizational commitment. It is recommended that various family-friendly company policies be reformulated taking into account core cultural values such as individualism-collectivism. [ABSTRACT FROM AUTHOR]