Abstract
Using Geert Hofstede 's dimension of collectivism, which was developed in 1974, this study empirically examines the interactive effects of collectivism, family-friendly benefit offerings, and family-friendly benefit usage on three work-related outcomes: job satisfaction, turnover intentions, and work-family conflict in a sample of 120 working parents in Northern California. While not predicted, the study supports an interactive effect of collectivism and benefit offerings on job satisfaction, such that a lower level of family-friendly benefit offerings in a collectivist culture resulted in higher job satisfaction. No support, however, was found for the predicted interactive effects of collectivism and either family-friendly benefit offerings or usage on the work-related outcomes of turnover intentions and work-family conflict. Additionally, the interactive effect of family-family usage and collectivism on job satisfaction was not supported Theoretical and practical implications of the results, as well as directions for future research are discussed.