Perceptions of work‐family conflict among married female professionals in Hong Kong
| Published date | 01 June 2003 |
| Date | 01 June 2003 |
| Pages | 376-390 |
| DOI | https://doi.org/10.1108/00483480310467679 |
| Author | Susanna Lo |
| Subject Matter | HR & organizational behaviour |
Perceptions of work-family
conflict among married female
professionals in Hong Kong
Susanna Lo
School of Business, Hong Kong Baptist University, Kowloon Tong,
Hong Kong
Keywords Work, Conflict, Women, Flexible working hours, Family life, Hong Kong
Abstract Married female professionals with children (n¼50) were interviewed to examine their
experience of work-family conflict and the human resources policies they would like to see
implemented at their workplace to assist them to balance their home and job demands. The results
revealed that the traditional nature of the Hong Kong family, compounded by long working hours,
had led to an exhausting lifestyle for almost all the female married professionals. When asked
about the HR practices that might be appropriate to help alleviate work-family conflict, the
overwhelming preference was “flexible hours” (n¼30). Given these findings, it is suggested that
changes in work patterns towards a flexible schedule would be beneficial for both employers and
employees.
Introduction
For Hong Kong, as elsewhere, the percentage of married women who
participate in the workforce is increasing. Employment statistics indicate that
the Hong Kong labor force grew by 22 percent from 2.8 million in 1991 to 3.4
million in 2001. The increase was much larger, in both absolute and relative
terms, for women than for men. For example, during this period, the labor force
participation of women increased by 39 percent compared with 12 percent for
men (Hong Kong By-Census, 2001).
Similarly, participation rates among married women continued to expand, so
that by 2001 over 50 percent had entered the workforce. There was change, as
well, in the types of jobs held by married women. Between 1991 and 2001,
female incumbents of positions classified as “manager” or “administrator”
grew from 50,390 to 92,614. In addition, the number of women who considered
themselves to be “professionals” rose from 30,815 in 1991 to 51,461 in 1996 and
to 65,485 in 2001 (Hong Kong By-census, 2001). Thus, not only do married
women appear to remain in the workforce in greater numbers, but a larger
percentage seems to be employed in higher level positions.
This trend roughly mirrors what is happening in North America and Europe
(Wallerstein, 2000; Dex and Joshi, 1999). The growth in the labor force
participation of married women with children has ignited considerable interest
in how they manage the often conflicting demands of work and family
(Greenhaus and Beutell, 1985; Kossek and Ozeki, 1998; Lewis and Cooper,
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PR
32,3
376
Received April 2002
Accepted September
2002
Personnel Review
Vol. 32 No. 3, 2003
pp. 376-390
qMCB UP Limited
0048-3486
DOI 10.1108/00483480310467679
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