Family friendly work practices, organizational climate, and firm performance: A study of multinational corporations in Hong Kong HANG-YUE NGO 1 * , SHARON FOLEY 2 AND RAYMOND LOI 3 1 Department of Management, The Chinese University of Hong Kong, Shatin, N.T., Hong Kong 2 CEU Business School, Central European University, Budapest, Hungary 3 Department of Management and Marketing, University of Macau, Taipa, Macau Summary We developed and tested a conceptual model to examine the impact of family friendly work practices (FFWPs) at the organizational level. In our model, top management support for equal opportunities is considered an antecedent of FFWPs and positive organizational climate, and firm performance and employee turnover are considered outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of HR managers in multinational corporations (MNCs) in Hong Kong. The results showed that top management support for equal opportunities was positively related to a firm’s level of FFWPs and organizational climate. In addition, FFWPs were positively related to organizational climate. We further found that organizational climate acted as a mediator between FFWPs and firm-level outcomes. Copyright # 2009 John Wiley & Sons, Ltd. Introduction The work–family interface has been an issue for both employers and employees in the modern workplace. In Western countries, various family friendly work practices (FFWPs) have been introduced to help employees to achieve a good balance between their work and family lives (Davis & Kalleberg, 2006). Researchers have shown that such practices are able to attract and retain employees (Casper & Buffardi, 2004; Honeycutt & Rosen, 1997; Rau & Hyland, 2002), as well as improve employees’ job attitudes and work efficiency (Gannon, Norlan, & Robeson, 1983; Lobel, 1999; Rothausen, Gonzalez, Clarke, & O’Dell, 1998). However, mixed findings were reported regarding their effects on organizational performance (Batt & Valcour, 2003; Gottlieb, Kelloway, & Barham, 1998; Konrad & Mangel, 2000; Perry-Smith & Blum, 2000). More studies are needed to clarify the relationship between FFWPs and firm-level outcomes. Journal of Organizational Behavior J. Organiz. Behav. 30, 665–680 (2009) Published online in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/job.606 *Correspondence to: Hang-yue Ngo, Department of Management, The Chinese University of Hong Kong, Shatin, N.T., Hong Kong. E-mail: hyngo@baf.msmail.cuhk.edu.hk Copyright # 2009 John Wiley & Sons, Ltd. Received 13 September 2007 Revised 7 December 2008 Accepted 26 February 2009