Comparisons of organizational constraints and their relations to strains in China and the United States.

Abstract

Organizational constraints is an important source of job stress. To study the relations between organizational constraints and four indices of job strains in cross-cultural work settings, both self-report and coworker-report data were collected from university employees in two culturally dissimilar countries: China and the United States. As predicted, U.S. university employees reported more interpersonal constraints than did their Chinese counterparts. No country difference was found for job context constraints. Both self-report and coworker-report data revealed significant correlations between organizational constraints and job strains in both countries. Country moderated the relations between interpersonal constraints and negative emotions/job satisfaction/voluntary lateness, with stronger correlations in the United States than in China. Country also moderated the relations between job context constraints and all four indicators of job strains, indicating that U.S. university employees were more sensitive to workplace constraints than were their Chinese counterparts. Suggestions are provided for future research and practice applications.