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. 2019 Jul 6;16(13):2406.
doi: 10.3390/ijerph16132406.

Cultural Intelligence and Work-Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory

Guohua He  1   2 , Ran An  3   4 , Feng Zhang  1
Affiliations

Cultural Intelligence and Work-Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory

Guohua He et al. Int J Environ Res Public Health. .

Abstract

This study aims to explore the influence mechanism of cultural intelligence on work-family conflict for Chinese expatriates in cross-cultural non-profit organizations. Drawing on conservation of resources theory, this longitudinal study (six-month time lag) is the first to examine cultural intelligence as an antecedent of work-family conflict. The study also examines the mediating role of work engagement and the moderating role of leader-member exchange (LMX) in the cultural intelligence and work-family conflict relationship. The sample comprises 206 expatriate Chinese language teachers working at 45 Confucius Institutes in the US, Canada, and Russia. Results show that cultural intelligence not only reduces work-family conflict but also promotes expatriates' work engagement. The higher the work engagement, the higher the work-family conflict experienced by expatriates. LMX moderates not only the positive relationship between work engagement and work-family conflict but also the indirect effect of cultural intelligence on work-family conflict through work engagement. Thus, the indirect effect of cultural intelligence on work-family conflict through work engagement is stronger with low (compared to high) LMX. This study's findings provide implications for managers of cross-cultural non-profit organizations to better understand and solve expatriates' work-family conflict problem.

Keywords: Chinese expatriates; Confucius Institute; conservation of resources; cultural intelligence; work–family conflict.

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Conflict of interest statement

The authors declare no conflict of interest.

Figures

Figure 1
Figure 1
Theoretical model.
Figure 2
Figure 2
Interactive effects of work engagement and LMX on work–family conflict.
See this image and copyright information in PMC

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