Society and Demographic Transition › Marriage and Family
劉玉琼、馬麗莊、尹寶珊、賴樂嫣。（2012）。《香港全職人士的工作與家庭平衡》。香港：研究專論第224號，香港中文大學香港亞太研究所。Lau, Y. K., Ma, J. L. C., Wan, P. S., & Lai, L. Y. (2012). The Work-family balance of Hong Kong full-time workers. Hong Kong: Occasional Paper No. 224, Hong Kong Institute of Asia-Pacific Studies, The Chinese University of Hong Kong. (In Chinese)
Hong Kong Work-family Balance
在香港，有關工作與家庭互動的研究大部分聚焦於工作與家庭之間的衝突，工作與家庭互動的另一重要面向 — 工作與家庭之間的互相促進，雖然在西方愈來愈受重視，在香港卻備受忽略。為填補有關的知識空隙，我們進行了一項隨機抽樣的電話調查，以探討香港全職人士的工作與家庭之間互相衝突和互相促進的情況，以及上述互動在個人及家庭層面的影響。
Past research on the work-family interface in Hong Kong has focused on the issue of work-family conflict. Despite growing attention on the positive dimension of the work-family interface in the West, the mutual facilitation between work and family has been overlooked in local studies. In view of this gap in the field, a random sample telephone survey was conducted to explore the work-family conflict and work-family facilitation of Hong Kong full-time workers, and their impact at the individual and family levels.
The results showed that balance in the use of time was important. Longer working hours and shorter resting times were associated with a higher level of work-family conflict. Women faced more serious work-family conflict than men, and those who were older experienced less work-family conflict and more work-family facilitation. The level of work-family facilitation for middle-income families was higher than for low-income families. A regression analysis revealed the differential effects of work-family conflict and work-family facilitation on individual well-being and family functioning. Work-family conflict exerted a negative effect on satisfaction with family leisure activities, individual mental health, and family functioning. In contrast, work-family facilitation contributed to a higher level of satisfaction with family leisure activities, and better individual mental health and family functioning.
There is a need for the government to enforce a family-friendly policy in the workplace. A culture of sharing domestic work among family members should also be encouraged, including the equal sharing of domestic work between husband and wife, and the sharing of household chores by the children. In the long run, more flexible gender roles should be promoted through public education. Employers should create a working environment that is more conducive to the development of employees. A clear career development process and career path are particularly important to the younger generation.