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Identifying the Unmet Needs in Family-Friendly Policy: Surveying Formal and Informal Support on Work-Life Conflict in Hong Kong

Author

Listed:
  • Lina Vyas

    (The Education University of Hong Kong)

  • Francis Cheung

    (Lingnan University)

  • Kee Lee Chou

    (The Education University of Hong Kong)

Abstract

Organizations utilize various options to help employees reduce work-life conflict, from formal family-friendly benefits to non-institutionalized measures. Although these forms of organizational support are beneficial in theory, few studies examine the circumstances under which these options could become useful to employees in Asian corporate culture. This study explores how formal and informal supports affect employees’ work-life conflict across companies in Hong Kong. Using a repeated cross-sectional survey with longitudinal design, we find that different combinations of family-friendly policies affirm higher levels of control over working time. However, having control over working time shows little effect as the moderator in reducing work-life conflict, whereas the presence of a supportive supervisor is more important in this scenario. These findings suggest that provision and uptake of family-friendly policies should be coupled with supportive supervisors to create an informative corporate culture and wider social conducts at the workplace, when addressing employee work-life conflict. The findings of the study offer companies in Hong Kong some unique insight into the effectiveness of formal and informal family-friendly practices in fostering a family-supportive work environment. The findings of the study also impact policy debates in Hong Kong by offering concrete recommendations for restructuring the present family-friendly policies and the work environment, and to improve the work-family conflict of Hong Kong employees.

Suggested Citation

  • Lina Vyas & Francis Cheung & Kee Lee Chou, 2024. "Identifying the Unmet Needs in Family-Friendly Policy: Surveying Formal and Informal Support on Work-Life Conflict in Hong Kong," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 19(1), pages 43-66, February.
    • Handle: RePEc:spr:ariqol:v:19:y:2024:i:1:d:10.1007_s11482-023-10230-8
    DOI: 10.1007/s11482-023-10230-8
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    References listed on IDEAS

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    1. Helen H. Yu, 2019. "Work-Life Balance: An Exploratory Analysis of Family-Friendly Policies for Reducing Turnover Intentions Among Women in U.S. Federal Law Enforcement," International Journal of Public Administration, Taylor & Francis Journals, vol. 42(4), pages 345-357, March.
    2. Ilhami Yucel & Muhammed Sabri Şirin & Murat Baş, 2021. "The mediating effect of work engagement on the relationship between work–family conflict and turnover intention and moderated mediating role of supervisor support during global pandemic," International Journal of Productivity and Performance Management, Emerald Group Publishing Limited, vol. 72(3), pages 577-598, July.
    3. Frances McGinnity & Emma Calvert, 2009. "Work-Life Conflict and Social Inequality in Western Europe," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 93(3), pages 489-508, September.
    4. James Gerard Caillier, 2017. "Do Work-Life Benefits Enhance the Work Attitudes of Employees? Findings from a Panel Study," Public Organization Review, Springer, vol. 17(3), pages 393-408, September.
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