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Culture at Work in a Global Firm: A Cross-National Study of Work-Life Balance
Amy S. Wharton and Mary Blair-Loy
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Department of Sociology
Washington State University
Abstract
National context and culture mediate the effects of work demands and family obligations
on workers’ experience of work-family conflict. We study work-family conflict among
professional bankers in three different countries, who all work in one division of one
firm. Due to differences in national context and culture, Hong Kong based workers are
less likely than United States employees to believe that family responsibilities will hurt
their careers. Yet because Chinese society values family so highly, Hong Kong workers
are more likely to perceive that work conflicts with their family and personal lives.
Scholars, business people, and the public throughout the industrialized world are
increasingly concerned about workers’ struggles to juggle work and family obligations
(Haas, Hwang, and Russell, 2000; Parcel & Cornfield, 2000; O’Reilly & Fagan, 1998;
Blossfeld & Hakim, 1997; Lewis, Izraeli, & Hootsmans, 1992). Though balancing work
and family is an issue for all kinds of workers, highly-educated professionals and
managers face particular challenges. Managers and professionals have seen increased
working hours over the past 25 years (Jacobs and Gerson forthcoming). Employers
demand that they demonstrate commitment by making work the central focus of their
lives (Blair-Loy 2003; Kanter, 1977; Schor, 1991; Fried, 1998). Moreover, increased
competition and declining job security linked to globalization may be contributing to long
hours for managers and professionals throughout the industrialized world (Frenkel,
Korczynski, Shire, & Tam, 1999.) These aspects of managerial and professional work
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Both authors contributed equally to this paper. Department of Sociology, Washington State University,
P.O. Box 644020, Pullman, WA 99164-4020. Amy Wharton: 360-546-9617,
## email not listed ##
. Mary
Blair-Loy: 509-335-4701,
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