Labor Market Work and Home Care's Unpaid Caregivers: A Systematic Review of Labor Force Participation Rates, Predictors of Labor Market Withdrawal, and Hours of Work

PubMed Central

Lilly, Meredith B; Laporte, Audrey; Coyte, Peter C

2007-01-01

As people continue to age and receive complex health care services at home, concern has arisen about the availability of family caregivers and their ability to combine employment with caregiving. This article evaluates the international research on unpaid caregivers and their labor market choices, highlighting three conclusions: first, caregivers in general are equally as likely to be in the labor force as noncaregivers; second, caregivers are more likely to work fewer hours in the labor market than noncaregivers, particularly if their caring commitments are heavy; and finally, only those heavily involved in caregiving are significantly more likely to withdraw from the labor market than noncaregivers. Policy recommendations are targeting greater access to formal care for “intensive” caregivers and developing workplace policies for employed caregivers. PMID:18070333

Retaining nurses in their employing hospitals and in the profession: effects of job preference, unpaid overtime, importance of earnings and stress.

PubMed

Zeytinoglu, Isik Urla; Denton, Margaret; Davies, Sharon; Baumann, Andrea; Blythe, Jennifer; Boos, Linda

2006-11-01

The purpose of this paper is to examine the effects of job preference, unpaid overtime, importance of earnings, and stress in retaining nurses in their employing hospitals and in the profession. Data come from our survey of 1396 nurses employed in three teaching hospitals in Southern Ontario, Canada. Data are analyzed first for all nurses, then separately for full-time, part-time, and casual nurses. Results show that the key to understanding the effects of these variables may be to pay attention to the work status of nurses. With regards to retaining nurses in their hospitals, working in their preferred type of job is important, particularly for part-time nurses. Working unpaid and longer than agreed hours is also a factor for increasing the likelihood of part-time nurses to leave the profession. All nurses are less inclined to leave as the importance of their earnings for the family increases, but it is particularly important for part-time nurses. Stress is an ongoing concern for retaining nurses in their hospitals and within the profession. We suggest managers and policy makers pay attention to employing nurses in jobs they prefer, decrease unpaid overtime, and consider the importance of earnings for them and their families in developing policies and programs to retain nurses. More importantly, stress levels should be lowered to retain nurses.

Work, Aging, and Risks to Family Life: The Case of Australia.

PubMed

Biggs, Simon; Carr, Ashley; Haapala, Irja

2015-09-01

The relationship between work and family is considered with an emphasis on policy solutions. Australian policy is a case example in the context of international trends. A mismatch between policy initiatives and familial and personal priorities constitutes a new social risk associated with demographic and sociocultural development. Contemporary trends, both nationally and internationally, evidence solutions to the “problem of demographic aging” by adopting a form of economic instrumentalism. This restricts legitimate age identities to those associated with work and work-related activity. When applied to family life, such a focus runs the risk of reducing policy interest in intergenerational engagement to unpaid care roles, while personal development and age-related life priorities are ignored. The need for cultural adaptation to population aging is becoming accepted in policy debate and is considered here as an effective response to the personal, social, and economic risks of population aging and associated impacts on family life.

Shared Work, Valued Care: New Norms for Organizing Market Work and Unpaid Care Work.

ERIC Educational Resources Information Center

Appelbaum, Eileen; Bailey, Thomas; Berg, Peter; Kalleberg, Arne L.

Until the 1970s, social norms dictated that women provided care for their families and men were employed for pay. The rapid increase in paid work for women has resulted in an untenable model of work and care in which all employees are assumed to be unencumbered with family responsibilities and women who care for their families are dismissed as…

The Distribution of Family Oriented Benefits.

ERIC Educational Resources Information Center

EBRI Issue Brief, 1992

1992-01-01

This issue of a monthly newsletter is devoted to an overview of employee benefits that assist families, including child care, extended unpaid personal leave, and flexible work options. Findings are discussed from a recent study analyzing the distribution of two of those family benefits (child care assistance and flexible work practices) among…

Unpaid Child Support: The Abuse of American Values.

ERIC Educational Resources Information Center

Kobayashi, Futoshi

Noting that fewer than half the single mothers in the United States receive complete and regular child support payments, this paper discusses reasons for unpaid child support, examines whether stricter enforcement of child support obligations will help solve the overall problem, and proposes another option for solving the problem of unpaid child…

Women and work: a ten year retrospective.

PubMed

MacRae, Nancy

2005-01-01

A look back, after a decade, at the issues surrounding women and work. Work options, childcare and family concerns, the glass ceiling, sexual harassment, women entrepreneurs, race and poverty, unpaid work, and women with disabilities are discussed.

Who cares and how much? The imputed economic contribution to the Canadian healthcare system of middle-aged and older unpaid caregivers providing care to the elderly.

PubMed

Hollander, Marcus J; Liu, Guiping; Chappell, Neena L

2009-01-01

Canadians provide significant amounts of unpaid care to elderly family members and friends with long-term health problems. While some information is available on the nature of the tasks unpaid caregivers perform, and the amounts of time they spend on these tasks, the contribution of unpaid caregivers is often hidden. (It is recognized that some caregiving may be for short periods of time or may entail matters better described as "help" or "assistance," such as providing transportation. However, we use caregiving to cover the full range of unpaid care provided from some basic help to personal care.) Aggregate estimates of the market costs to replace the unpaid care provided are important to governments for policy development as they provide a means to situate the contributions of unpaid caregivers within Canada's healthcare system. The purpose of this study was to obtain an assessment of the imputed costs of replacing the unpaid care provided by Canadians to the elderly. (Imputed costs is used to refer to costs that would be incurred if the care provided by an unpaid caregiver was, instead, provided by a paid caregiver, on a direct hour-for-hour substitution basis.) The economic value of unpaid care as understood in this study is defined as the cost to replace the services provided by unpaid caregivers at rates for paid care providers.

Racial-ethnic variations in paid and unpaid caregiving: Findings among persons with traumatic spinal cord injury.

PubMed

Walker, Elizabeth A; Cao, Yue; Edles, Philip A; Acuna, Joshua; Sligh-Conway, Cassandra; Krause, James S

2015-10-01

The effects of race-ethnicity on the use of paid and unpaid caregivers for those with spinal cord injury (SCI) have received little attention in the literature. Compare the amount of paid and unpaid caregiver hours received and sources of caregiving between non-Hispanic White and non-Hispanic Black participants with SCI, controlling for demographic, injury-related, and economic variables. Participants were identified from a large specialty hospital. Self-report data were collected by mail. Five aspects of caregiving were assessed: (a) paid assistance hours, (b) satisfaction with care, (c) unpaid assistance hours, (d) sources of informal care, and (e) evaluation of whether needs were met. Whites were more satisfied with paid care. Approximately 43.4% of Whites received informal care from their spouse every day, 14.7% higher than Blacks. Blacks were more likely to receive informal care from other family members, friends, church, and others. When controlling for gender, injury severity, chronological age, and years post injury, Blacks reported 1.50 more paid assistance hours (95% CI, 0.31-2.68 hours) and 1.83 less unpaid assistance hours than Whites (95% CI, 0.25-3.41 hours). Differences diminished and were not statistically significant after adding marital status and income into regression models. The results did not provide strong evidence of racial disparities regarding caregiver assistance for those with SCI. Level of income appears to be directly related to satisfaction of quality caregiving and the use of paid versus unpaid care for those living with SCI. Copyright © 2015 Elsevier Inc. All rights reserved.

Work-family conflicts and self-reported work ability: cross-sectional findings in women with chronic musculoskeletal disorders.

PubMed

Bethge, Matthias; Borngräber, Yvonne

2015-03-18

Under conditions of gender-specific division of paid employment and unpaid childcare and housework, rising employment of women increases the likelihood that they will be faced with work-family conflicts. As recent research indicates, such conflicts might also contribute to musculoskeletal disorders. However, research in patient samples is needed to clarify how important these conflicts are for relevant health-related measures of functioning (e.g., work ability). We therefore examined, in a sample of women with chronic musculoskeletal disorders, the indirect and direct associations between the indicators of work-family conflicts and self-reported work ability as well as whether the direct effects remained significant after adjustment for covariates. A cross-sectional questionnaire-based study was conducted. Participants were recruited from five rehabilitation centers. Work-family conflicts were assessed by four scales referring to time- and strain-based work interference with family (WIF) and family interference with work (FIW). Self-reported work ability was measured by the Work Ability Index. A confirmatory factor analysis was performed to approve the anticipated four-factor structure of the work-family conflict measure. Direct and indirect associations between work-family conflict indicators and self-reported work ability were examined by path model analysis. Multivariate regression models were performed to calculate adjusted estimators of the direct effects of strain-based WIF and FIW on work ability. The study included 351 employed women. The confirmatory factor analysis provided support for the anticipated four-factor structure of the work-family conflict measure. The path model analysis identified direct effects of both strain-based scales on self-reported work ability. The time-based scales were indirectly associated with work ability via the strain-based scales. Adjusted regression analyses showed that a five-point increase in strain-based WIF or FIW was

Women's Work Pathways Across the Life Course.

PubMed

Damaske, Sarah; Frech, Adrianne

2016-04-01

Despite numerous changes in women's employment in the latter half of the twentieth century, women's employment continues to be uneven and stalled. Drawing from data on women's weekly work hours in the National Longitudinal Survey of Youth (NLSY79), we identify significant inequality in women's labor force experiences across adulthood. We find two pathways of stable full-time work for women, three pathways of part-time employment, and a pathway of unpaid labor. A majority of women follow one of the two full-time work pathways, while fewer than 10% follow a pathway of unpaid labor. Our findings provide evidence of the lasting influence of work-family conflict and early socioeconomic advantages and disadvantages on women's work pathways. Indeed, race, poverty, educational attainment, and early family characteristics significantly shaped women's work careers. Work-family opportunities and constraints also were related to women's work hours, as were a woman's gendered beliefs and expectations. We conclude that women's employment pathways are a product of both their resources and changing social environment as well as individual agency. Significantly, we point to social stratification, gender ideologies, and work-family constraints, all working in concert, as key explanations for how women are "tracked" onto work pathways from an early age.

Postpartum depressive symptoms and the combined load of paid and unpaid work: a longitudinal analysis.

PubMed

Dagher, Rada K; McGovern, Patricia M; Dowd, Bryan E; Lundberg, Ulf

2011-10-01

To investigate the effects of total workload and other work-related factors on postpartum depression in the first 6 months after childbirth, utilizing a hybrid model of health and workforce participation. We utilized data from the Maternal Postpartum Health Study collected in 2001 from a prospective cohort of 817 employed women who delivered in three community hospitals in Minnesota. Interviewers collected data at enrollment and 5 weeks, 11 weeks, and 6 months after childbirth. The Edinburgh Postnatal Depression Scale measured postpartum depression. Independent variables included total workload (paid and unpaid work), job flexibility, supervisor and coworker support, available social support, job satisfaction, infant sleep problems, infant irritable temperament, and breastfeeding. Total average daily workload increased from 14.4 h (6.8 h of paid work; 7.1% working at 5 weeks postpartum) to 15.0 h (7.9 h of paid work; 87% working at 6 months postpartum) over the 6 months. Fixed effects regression analyses showed worse depression scores were associated with higher total workload, lower job flexibility, lower social support, an infant with sleep problems, and breastfeeding. Working mothers of reproductive years may find the study results valuable as they consider merging their work and parenting roles after childbirth. Future studies should examine the specific mechanisms through which total workload affects postpartum depressive symptoms.

Negotiating the boundary between paid and unpaid hospice workers: a qualitative study of how hospice volunteers understand their work.

PubMed

Field-Richards, Sarah E; Arthur, Antony

2012-12-01

To explore the nurse-volunteer relationship in a day hospice. Underpinned by an interpretive approach, face-to-face semistructured interviews were conducted with 12 day hospice volunteers. The nature and dynamics of the relationship between nursing staff and volunteers within the day hospice were characterized by increasing formality and changes in the division of labor, which challenged smooth working relationships. Volunteers see their role as becoming increasingly formalized partly as a response to increasing administrative demands on hospice nurses. The willingness of volunteers to take on new roles is variable. For volunteers to feel secure and valued and working relationships to remain strong, the process of how boundaries between paid and unpaid workers are negotiated needs to be transparent.

7 CFR 1962.7 - Securing unpaid balances on unsecured loans.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 14 2010-01-01 2009-01-01 true Securing unpaid balances on unsecured loans. 1962.7 Section 1962.7 Agriculture Regulations of the Department of Agriculture (Continued) RURAL HOUSING SERVICE... Security § 1962.7 Securing unpaid balances on unsecured loans. The County Supervisor will take a lien on a...

7 CFR 1962.7 - Securing unpaid balances on unsecured loans.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 7 Agriculture 14 2011-01-01 2011-01-01 false Securing unpaid balances on unsecured loans. 1962.7 Section 1962.7 Agriculture Regulations of the Department of Agriculture (Continued) RURAL HOUSING SERVICE... Security § 1962.7 Securing unpaid balances on unsecured loans. The County Supervisor will take a lien on a...

Paid and Unpaid Online Recruitment for Health Interventions in Young Adults.

PubMed

Musiat, Peter; Winsall, Megan; Orlowski, Simone; Antezana, Gaston; Schrader, Geoffrey; Battersby, Malcolm; Bidargaddi, Niranjan

2016-12-01

There is a growing need to identify new and innovative approaches to recruit representative samples of young adults in health intervention research. The current study used a data set of screening information from an online well-being intervention trial of young adults, to investigate cost-effectiveness of different recruitment strategies and whether the clinical and demographic characteristics of participants differed depending on paid or unpaid online recruitment sources. Data were collected from 334 18- to 25-year-old Australians. The study was advertised through a variety of paid and unpaid online recruitment channels (e.g., Google, Facebook, Twitter, YouTube, recruitment agency), with response rates to different recruitment channels tracked using unique Web links. Well-being of participants was measured using the Mental Health Continuum Short Form. Analyses consisted of independent t tests and χ 2 tests. Overall, unpaid recruitment channels had a considerably higher yield than paid recruitment channels. Of paid recruitment channels, a recruitment agency and paid Facebook advertisements attracted the largest number of individuals. This study also found differences between paid and unpaid online recruitment channels with regard to the well-being and mood of participants. Although the success of online recruitment channels is likely subject to a complex interplay between the number of exposures, the targeted sample, the wording, and placement of the advertisement, as well as study characteristics, our study demonstrated that unpaid recruitment channels are more effective than paid channels and that paid and unpaid channels may result in samples with different characteristics. Copyright © 2016 Society for Adolescent Health and Medicine. All rights reserved.

Applying the effort-reward imbalance model to household and family work: a population-based study of German mothers

PubMed Central

2012-01-01

Background This paper reports on results of a newly developed questionnaire for the assessment of effort-reward imbalance (ERI) in unpaid household and family work. Methods: Using a cross-sectional population-based survey of German mothers (n = 3129) the dimensional structure of the theoretical ERI model was validated by means of Confirmatory Factor Analysis (CFA). Analyses of Variance were computed to examine relationships between ERI and social factors and health outcomes. Results CFA revealed good psychometric properties indicating that the subscale 'effort' is based on one latent factor and the subscale 'reward' is composed of four dimensions: 'intrinsic value of family and household work', 'societal esteem', 'recognition from the partner', and 'affection from the child(ren)'. About 19.3% of mothers perceived lack of reciprocity and 23.8% showed high rates of overcommitment in terms of inability to withdraw from household and family obligations. Socially disadvantaged mothers were at higher risk of ERI, in particular with respect to the perception of low societal esteem. Gender inequality in the division of household and family work and work-family conflict accounted most for ERI in household and family work. Analogous to ERI in paid work we could demonstrate that ERI affects self-rated health, somatic complaints, mental health and, to some extent, hypertension. Conclusions The newly developed questionnaire demonstrates satisfied validity and promising results for extending the ERI model to household and family work. PMID:22221851

Women’s Work Pathways Across the Life Course1

PubMed Central

Damaske, Sarah; Frech, Adrianne

2016-01-01

Despite numerous changes in women’s employment in the latter half of the 20th century, women’s employment continues to be uneven and stalled. Drawing from data on women’s weekly work hours in the National Longitudinal Survey of Youth (NLSY79), we identify significant inequality in women’s labor force experiences across adulthood. We find two pathways of stable fulltime work for women, three pathways of part-time employment, and a pathway of unpaid labor. A majority of women follow one of the two fulltime work pathways, while fewer than 10 percent follow a pathway of unpaid labor. Our findings provide evidence of the lasting influence of work-family conflict and early socio-economic advantages and disadvantages on women’s work pathways. Indeed, race, poverty, educational attainment, and early family characteristics significantly shaped women’s work careers. Work-family opportunities and constraints also were related to women’s work hours, as were a woman’s gendered beliefs and expectations. We conclude that women’s employment pathways are a product of both their resources and changing social environment as well as individual agency. Significantly, we point to social stratification, gender ideologies, and work-family constraints, working in concert, as key explanations for how women are “tracked” onto work pathways from an early age. PMID:27001314

The magnitude, share and determinants of unpaid care costs for home-based palliative care service provision in Toronto, Canada.

PubMed

Chai, Huamin; Guerriere, Denise N; Zagorski, Brandon; Coyte, Peter C

2014-01-01

With increasing emphasis on the provision of home-based palliative care in Canada, economic evaluation is warranted, given its tremendous demands on family caregivers. Despite this, very little is known about the economic outcomes associated with home-based unpaid care-giving at the end of life. The aims of this study were to (i) assess the magnitude and share of unpaid care costs in total healthcare costs for home-based palliative care patients, from a societal perspective and (ii) examine the sociodemographic and clinical factors that account for variations in this share. One hundred and sixty-nine caregivers of patients with a malignant neoplasm were interviewed from time of referral to a home-based palliative care programme provided by the Temmy Latner Centre for Palliative Care at Mount Sinai Hospital, Toronto, Canada, until death. Information regarding palliative care resource utilisation and costs, time devoted to care-giving and sociodemographic and clinical characteristics was collected between July 2005 and September 2007. Over the last 12 months of life, the average monthly cost was $14 924 (2011 CDN$) per patient. Unpaid care-giving costs were the largest component - $11 334, accounting for 77% of total palliative care expenses, followed by public costs ($3211; 21%) and out-of-pocket expenditures ($379; 2%). In all cost categories, monthly costs increased exponentially with proximity to death. Seemingly unrelated regression estimation suggested that the share of unpaid care costs of total costs was driven by patients' and caregivers' sociodemographic characteristics. Results suggest that overwhelming the proportion of palliative care costs is unpaid care-giving. This share of costs requires urgent attention to identify interventions aimed at alleviating the heavy financial burden and to ultimately ensure the viability of home-based palliative care in future. © 2013 John Wiley & Sons Ltd.

A Preventive Law Approach to the Family and Medical Leave Act of 1993.

ERIC Educational Resources Information Center

Miles, Albert S.

The Family and Medical Leave Act (FMLA) of 1993 was passed to promote a healthier balance between work and family responsibilities. It allows covered employers to grant up to 12 weeks of unpaid leave to eligible workers for: (1) the birth, adoption, or foster-care assumption of a child; (2) the "serious health condition" of a spouse,…

[Effort-Reward Imbalance in Household and Family Work--Analysing the Psychometric Properties among Fathers of Underage Children].

PubMed

Sperlich, Stefanie; Barre, Felix; Otto, Friederike

2016-02-01

Recently, the concept of effort-reward imbalance (ERI) developed by Siegrist had been applied to unpaid household and family work (ERI-HF). Evidence suggests that the imbalance between effort spent and reward received in family and domestic labor is associated with poor mental and physical health. However, so far, the adopted questionnaire ERI-HF was exclusively used among women in childcare responsibility. This paper reports on the application of the model to men in childcare responsibility using data from a clinical sample of fathers in rehabilitation clinics (N=415). Analogous to the original version, ERI-HF is divided into 2 components: (i) dysbalance of effort and reward, and (ii) overcommitment. For both components, confirmatory factor analyses revealed good to satisfactory properties. Overall, 13.4% of men in childcare responsibility showed a dysbalance between high effort and low reward of household and family work. High levels of effort were more frequently reported than high levels of low reward. With percentages ranging between 24.3 and 59.6%, a significant proportion of fathers reported difficulties to withdraw from household and family work obligations. Analyses of construct validity revealed significant associations between ERI and socio-demographic factors (number of children, employment status, single fatherhood, work-family-conflict) as well as subjective health. Taken together, our findings suggest that the instrument is applicable to men in childcare responsibility. © Georg Thieme Verlag KG Stuttgart · New York.

34 CFR 685.216 - Unpaid refund discharge.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false Unpaid refund discharge. 685.216 Section 685.216 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION WILLIAM D. FORD FEDERAL DIRECT LOAN PROGRAM Borrower Provisions § 685.216...

Health outcomes of unpaid care workers in low-income and middle-income countries: a protocol for a systematic review

PubMed Central

Magaña, Irene; Martínez, Pablo; Loyola, María-Soledad

2018-01-01

Introduction The literature on health outcomes of unpaid care work has included studies coming from high-income countries, and has reported gender inequalities that make caregiving women more vulnerable to physical and mental health problems. The impact of unpaid care work on the health of those living in low-income and middle-income countries, where women’s autonomy is more limited, is unknown. Methods and analysis We will conduct a systematic review of observational studies on health outcomes according to unpaid caregiving status and sex of people living in low-income and middle-income countries. Cumulative Index to Nursing and Allied Health Literature, PubMed and Scientific Electronic Library Online Citation Index will be searched for reports in English or Spanish with published results from inception to 1 June 2017. We expect the studies to have recruited individuals in low-income and middle-income countries, including exposed and non-exposed groups to participation in unpaid care to members if their households or community reporting either physical and/or mental health problems, self-reported health-related quality of life, self-care skills/behaviours or use of any healthcare services in the participants. Data extraction, the assessment of risk of bias and confounding, and qualitative synthesis will be carried out by two independent reviewers with the assistance of a third party. Dissemination Results are expected to be published in peer-reviewed journals from the field of health and gender, or health and inequality. PROSPERO registration number CRD42017071785. PMID:29362257

Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap.

PubMed

Vecchio, Nerina; Scuffham, Paul A; Hilton, Michael F; Whiteford, Harvey A

2013-02-25

In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder-Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap.

Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap

PubMed Central

2013-01-01

Background In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Methods Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder–Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. Results The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Conclusions Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap. PMID:23433245

Feminist Recenterings of Knowledge: Unpaid Work for Capital--Women's Domesticity Reexamined.

ERIC Educational Resources Information Center

Glazer, Nona Y.

Industrial capitalism has encroached on household production and women's family work. In a series of interviews with women in 1979, the importance of women's activities outside the household, yet within the infrastructures on which they relied for carrying on housework and child care, became evident. The concept of work would be expanded to…

Health outcomes of unpaid care workers in low-income and middle-income countries: a protocol for a systematic review.

PubMed

Magaña, Irene; Martínez, Pablo; Loyola, María-Soledad

2018-01-23

The literature on health outcomes of unpaid care work has included studies coming from high-income countries, and has reported gender inequalities that make caregiving women more vulnerable to physical and mental health problems. The impact of unpaid care work on the health of those living in low-income and middle-income countries, where women's autonomy is more limited, is unknown. We will conduct a systematic review of observational studies on health outcomes according to unpaid caregiving status and sex of people living in low-income and middle-income countries. Cumulative Index to Nursing and Allied Health Literature, PubMed and Scientific Electronic Library Online Citation Index will be searched for reports in English or Spanish with published results from inception to 1 June 2017. We expect the studies to have recruited individuals in low-income and middle-income countries, including exposed and non-exposed groups to participation in unpaid care to members if their households or community reporting either physical and/or mental health problems, self-reported health-related quality of life, self-care skills/behaviours or use of any healthcare services in the participants. Data extraction, the assessment of risk of bias and confounding, and qualitative synthesis will be carried out by two independent reviewers with the assistance of a third party. Results are expected to be published in peer-reviewed journals from the field of health and gender, or health and inequality. CRD42017071785. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Extended family caring for children orphaned by AIDS: balancing essential work and caregiving in a high HIV prevalence nations.

PubMed

Heymann, J; Earle, A; Rajaraman, D; Miller, C; Bogen, K

2007-03-01

While over 90 per cent of the 15 million children who have been orphaned by HIV/AIDS are cared for by family members, there is little information about whether adults can meet orphans' essential caregiving needs while working to economically survive. Using a survey we conducted in Botswana of 1033 working adults, we analyse the experience of adults who are caring for orphans. Over one-third of working adults were caring for orphans and many with few financial resources: 82% were living on household incomes below US$10 purchasing power parity adjusted per person per day. Because of their caregiving responsibilities, they were less able to supplement income with overtime, weekend, evening, or night work. At the same time caregiving responsibilities meant orphan caregivers spent fewer hours caring for their own children and other family members. Nearly half of orphan caregivers had difficulties meeting their children's needs, and nearly 75% weren't able to meet with children's teachers. Pay loss at work compounded the problems: One-quarter of orphan caregivers reported having to take unpaid leave to meet sick childcare needs and nearly half reported being absent from work for children's routine health care. This paper makes clear that if families are to provide adequate care for orphans while economically surviving there needs to be increases in social supports and improvements in working conditions.

46 CFR 545.2 - Interpretation of Shipping Act of 1984-Unpaid ocean freight charges.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 46 Shipping 9 2012-10-01 2012-10-01 false Interpretation of Shipping Act of 1984-Unpaid ocean freight charges. 545.2 Section 545.2 Shipping FEDERAL MARITIME COMMISSION REGULATIONS AFFECTING OCEAN... Act of 1984—Unpaid ocean freight charges. Section 10(a)(1) of the Shipping Act of 1984 (46 U.S.C...

46 CFR 545.2 - Interpretation of Shipping Act of 1984-Unpaid ocean freight charges.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 46 Shipping 9 2014-10-01 2014-10-01 false Interpretation of Shipping Act of 1984-Unpaid ocean freight charges. 545.2 Section 545.2 Shipping FEDERAL MARITIME COMMISSION REGULATIONS AFFECTING OCEAN... Act of 1984—Unpaid ocean freight charges. Section 10(a)(1) of the Shipping Act of 1984 (46 U.S.C...

46 CFR 545.2 - Interpretation of Shipping Act of 1984-Unpaid ocean freight charges.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 46 Shipping 9 2010-10-01 2010-10-01 false Interpretation of Shipping Act of 1984-Unpaid ocean freight charges. 545.2 Section 545.2 Shipping FEDERAL MARITIME COMMISSION REGULATIONS AFFECTING OCEAN... Act of 1984—Unpaid ocean freight charges. Section 10(a)(1) of the Shipping Act of 1984 (46 U.S.C...

46 CFR 545.2 - Interpretation of Shipping Act of 1984-Unpaid ocean freight charges.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 46 Shipping 9 2013-10-01 2013-10-01 false Interpretation of Shipping Act of 1984-Unpaid ocean freight charges. 545.2 Section 545.2 Shipping FEDERAL MARITIME COMMISSION REGULATIONS AFFECTING OCEAN... Act of 1984—Unpaid ocean freight charges. Section 10(a)(1) of the Shipping Act of 1984 (46 U.S.C...

46 CFR 545.2 - Interpretation of Shipping Act of 1984-Unpaid ocean freight charges.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 46 Shipping 9 2011-10-01 2011-10-01 false Interpretation of Shipping Act of 1984-Unpaid ocean freight charges. 545.2 Section 545.2 Shipping FEDERAL MARITIME COMMISSION REGULATIONS AFFECTING OCEAN... Act of 1984—Unpaid ocean freight charges. Section 10(a)(1) of the Shipping Act of 1984 (46 U.S.C...

Rethinking work and family policy: the making and taking of parental leave in Australia.

PubMed

Baird, M; Litwin, A S

2005-10-01

Despite the continued increase in female participation rates, Australia remains one of only two developed nations in the world without a paid maternity leave scheme. While research interest and public policy debate about paid maternity leave entitlements continues, little is known about the actual utilization of the 52 weeks unpaid parental leave that is currently available to all employees. Moreover, research and policy debate on the availability and provision of paid paternity leave has only just begun. This paper argues that, given the gendered nature of employee entitlements, it is time to re-evaluate all aspects of parental leave policy in Australia. Using unique data from a national survey of Australian employees, the paper provides a statistical analysis of the use of unpaid parental leave and the availability of paid maternity leave. The paper models the availability of paid maternity leave to Australian employees as a function of demographic and organizational characteristics, including annual income, union status, and establishment size. A parallel analysis of the likelihood that an individual has used the unpaid parental leave provision is also provided. The results show that the existing unpaid parental leave provision is rarely used and that the current availability of paid maternity leave is inequitable. The paper discusses the conceptual and policy implications of these results and concludes that a re-thinking of parental leave policy in Australia is essential if gender inequities at work and in society are to be addressed.

Work Role Characteristics, Family Structure Demands, and Work/Family Conflict.

ERIC Educational Resources Information Center

Voydanoff, Patricia

1988-01-01

Examined relationships between work role characteristics, family structure demands, and work/family conflict, using data from 757 married men and 270 married women. Found that amount and scheduling of work time, job demands, and presence of children in home were related to work/family conflict. Work role characteristics and family structure…

Impact of employee benefits on families with children with autism spectrum disorders.

PubMed

Gnanasekaran, Sangeeth; Choueiri, Roula; Neumeyer, Ann; Ajari, Ogheneochuko; Shui, Amy; Kuhlthau, Karen

2016-07-01

The objectives of this study are to evaluate the employee benefits parents of children with autism spectrum disorders have, how benefits are used, work change, and job satisfaction. We conducted a cross-sectional mailed survey study of 435 families with children with autism spectrum disorders residing in the United States. We received 161 surveys for a response rate of 37%. Families reported using the following benefits: 39% paid family leave, 19% unpaid family leave, 91% flexible work arrangements, and 86% telecommuting. Of respondents, 43% reported stopping work, cutting down on hours worked, or changing jobs because of their child's condition. Having paid family leave was a positive predictor for job satisfaction. Parents of children with autism spectrum disorders have an interest and need for alternative work arrangements. © The Author(s) 2015.

76 FR 65545 - Notice of Revision of Standard Form 1152: Unpaid Compensation of Deceased Civilian Employee

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-21

... OFFICE OF PERSONNEL MANAGEMENT Notice of Revision of Standard Form 1152: Unpaid Compensation of Deceased Civilian Employee AGENCY: U.S. Office of Personnel Management. ACTION: Notice of revision. SUMMARY: The U.S. Office of Personnel Management (OPM) has revised Standard Form (SF) 1152, Unpaid Compensation...

The relationship among work-family conflict and enhancement, organizational work-family culture, and work outcomes for older working women.

PubMed

Gordon, Judith R; Whelan-Berry, Karen S; Hamilton, Elizabeth A

2007-10-01

This article examines the relationship among work-family conflict and enhancement, organizational work-family culture, and four work outcomes for 489 working women over the age of 50. Survey results from two U.S. health care organizations and one U.S. financial services organization indicate that older working women experience differing amounts of work-to-family conflict, family-to-work conflict, work-to-family enhancement, and family-to-work enhancement. Hypotheses relating organizational work-family culture to work-family conflict and enhancement were partially supported, and hypotheses relating conflict and enhancement to four work outcomes were partially supported. Work-to-family conflict and work-to-family enhancement partially mediate the relationship between organizational work-family culture and selected work outcomes. Implications for theory and practice, limitations of this study, and directions for future research are also presented.

Work-family conflicts and work performance.

PubMed

Roth, Lawrence; David, Emily M

2009-08-01

Prior research indicates that work-family conflict interferes with family far more than it interferes with work. Conservation of resources provides a possible explanation: when shifting resources from family is no longer sufficient to maintain satisfactory work performance, then workers must acquire additional resources or reduce investments in work. One source of such additional resources could be high performance peers in the work group. The performance of workers with resource-rich peers may be less adversely affected by work-family conflict. In this study, 136 employees of a wholesale distribution firm (61% women, 62% minority) working in groups of 7 to 11 in manual labor and low-level administrative jobs rated their own work-to-family conflict. Their supervisors rated workers' performance. Hierarchical regression analysis indicated that work-to-family conflict increasingly adversely affected job performance as work group performance decreased. Hence, work group performance may be an important moderator of the effects of work-family conflict.

Work, Family, and Mental Health: Testing Different Models of Work-Family Fit.

ERIC Educational Resources Information Center

Grzywacz, Joseph G.; Bass, Brenda L.

2003-01-01

Using family resilience theory, this study examined the effects of work-family conflict and work-family facilitation on mental health among working adults to gain a better understanding of work-family fit. Results suggest that family to work facilitation is a family protective factor that offsets and buffers the deleterious effects of work-family…

Work-Family Facilitation and Conflict, Working Fathers and Mothers, Work-Family Stressors and Support

ERIC Educational Resources Information Center

Hill, E. Jeffrey

2005-01-01

Work-family research frequently focuses on the conflict experienced by working mothers. Using data from the National Study of the Changing Workforce (N = 1,314), this study also examined work-family facilitation and working fathers. Ecological systems, family stress, family resilience, and sex role theories were used to organize the data and…

Unpaid hospital bills: evidence from Florida.

PubMed

Campbell, E S

1992-01-01

Most of what we know about the population generating uncompensated care is inferred from data on the uninsured population. The use of insurance status as an indicator for potential charity patients is justifiable considering the lack of alternative information. This study directly examines uncompensated hospital care using a unique data set generated from a special survey conducted in Florida. A selection model estimated using these data explains who is likely to default on their bill and what amount will be left unpaid. The results provide a clearer picture of the uncompensated hospital care problem.

Family Problems on the Job: Responding to the Needs of Employees with Family Responsibilities. Some Discussion Notes.

ERIC Educational Resources Information Center

Vanier Inst. of the Family, Ottawa (Ontario).

Recent statistics on the Canadian family suggest that, for many families, family life is now characterized by exhaustion, deprivation, older members, and the provision of support services by agencies rather than by unpaid women. Stress, in particular, is an effect of heavy burdens and a cause of new ones. But families cannot be adequately…

Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network*

PubMed Central

Kelly, Erin L.; Moen, Phyllis; Oakes, J. Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D.; Hammer, Leslie; Kossek, Ellen; King, Rosalind Berkowitz; Hanson, Ginger; Mierzwa, Frank; Casper, Lynne

2013-01-01

Schedule control and supervisor support for family and personal life are work resources that may help employees manage the work-family interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (a) training supervisors on the value of demonstrating support for employees’ personal lives and (b) prompting employees to reconsider when and where they work. We find statistically significant, though modest, improvements in employees’ work-family conflict and family time adequacy and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brings greater benefits to employees more vulnerable to work-family conflict. This study advances our understanding of the impact of social structures on individual lives by investigating deliberate organizational changes and their effects on work resources and the work-family interface with a rigorous design. PMID:25349460

Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network*

PubMed

Kelly, Erin L; Moen, Phyllis; Oakes, J Michael; Fan, Wen; Okechukwu, Cassandra; Davis, Kelly D; Hammer, Leslie; Kossek, Ellen; King, Rosalind Berkowitz; Hanson, Ginger; Mierzwa, Frank; Casper, Lynne

2014-06-01

Schedule control and supervisor support for family and personal life are work resources that may help employees manage the work-family interface. However, existing data and designs have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (a) training supervisors on the value of demonstrating support for employees' personal lives and (b) prompting employees to reconsider when and where they work. We find statistically significant, though modest, improvements in employees' work-family conflict and family time adequacy and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brings greater benefits to employees more vulnerable to work-family conflict. This study advances our understanding of the impact of social structures on individual lives by investigating deliberate organizational changes and their effects on work resources and the work-family interface with a rigorous design.

Work Cultures and Work/Family Balance.

ERIC Educational Resources Information Center

Clark, Sue Campbell

2001-01-01

For 179 workers with family responsibilities, flexibility of work was associated with job satisfaction and family well-being, flexible work schedules were not. Supportive supervision was associated only with increased employee citizenship and did not increase work-family balance of those at risk. Family-friendly culture did not appear to benefit…

Work hours and work-family conflict: the double-edged sword of involvement in work and family.

PubMed

Matthews, Russell A; Swody, Cathleen A; Barnes-Farrell, Janet L

2012-08-01

In this study, we examine the role of work hours in a model that incorporates involvement in both work and family with experiences of work-family conflict and subjective well-being. Self-report data were collected from 383 full-time employees and analysed using structural equation modelling techniques. Results demonstrate that role salience was positively related to behavioural involvement with work and with family. In turn, behavioural family involvement was negatively related to work hours and family-to-work conflict, while behavioural work involvement was positively related to work hours. Behavioural family involvement was also positively related to life satisfaction. Finally, both family-to-work conflict and end-of-workday strain were negatively related to life satisfaction. Our results provide insight into unexpected problems that might arise when employees place overly high importance on work and work long hours. This study serves as a foundation for researchers to examine the interplay of time spent with work and family with other aspects of the work-family interface. Copyright © 2011 John Wiley & Sons, Ltd.

Work, family, and gender: elements for a theory of work-family balance.

PubMed

Cantera, Leonor M; Cubells, Ma Eugenia; Martínez, Luz Ma; Blanch, Josep M

2009-11-01

Over last century, work was not only a means of economic survival, but also a very strong factor of psychological structuring and of organization of personal, family, and everyday life. The new world of work provides new challenges to the balance of work and family life. A questionnaire was administered to a sample of 453 people with the aim of analyzing the relation between variables such as family burdens and domestic responsibilities, and the appraisal of work and family, values involved in work-family balance. The results of this study show that, in the present economic and cultural context, assuming family burdens and domestic responsibilities increases the positive appraisal of work and family, both in men and women. This has theoretical and practical implications concerning the challenge of work-family balance.

The Real-World Problem of Care Coordination: A Longitudinal Qualitative Study with Patients Living with Advanced Progressive Illness and Their Unpaid Caregivers

PubMed Central

Daveson, Barbara A.; Harding, Richard; Shipman, Cathy; Mason, Bruce L.; Epiphaniou, Eleni; Higginson, Irene J.; Ellis-Smith, Clare; Henson, Lesley; Munday, Dan; Nanton, Veronica; Dale, Jeremy R.; Boyd, Kirsty; Worth, Allison; Barclay, Stephen; Donaldson, Anne; Murray, Scott

2014-01-01

Objectives To develop a model of care coordination for patients living with advanced progressive illness and their unpaid caregivers, and to understand their perspective regarding care coordination. Design A prospective longitudinal, multi-perspective qualitative study involving a case-study approach. Methods Serial in-depth interviews were conducted, transcribed verbatim and then analyzed through open and axial coding in order to construct categories for three cases (sites). This was followed by continued thematic analysis to identify underlying conceptual coherence across all cases in order to produce one coherent care coordination model. Participants Fifty-six purposively sampled patients and 27 case-linked unpaid caregivers. Settings Three cases from contrasting primary, secondary and tertiary settings within Britain. Results Coordination is a deliberate cross-cutting action that involves high-quality, caring and well-informed staff, patients and unpaid caregivers who must work in partnership together across health and social care settings. For coordination to occur, it must be adequately resourced with efficient systems and services that communicate. Patients and unpaid caregivers contribute substantially to the coordination of their care, which is sometimes volunteered at a personal cost to them. Coordination is facilitated through flexible and patient-centered care, characterized by accurate and timely information communicated in a way that considers patients’ and caregivers’ needs, preferences, circumstances and abilities. Conclusions Within the midst of advanced progressive illness, coordination is a shared and complex intervention involving relational, structural and information components. Our study is one of the first to extensively examine patients’ and caregivers’ views about coordination, thus aiding conceptual fidelity. These findings can be used to help avoid oversimplifying a real-world problem, such as care coordination. Avoiding

The real-world problem of care coordination: a longitudinal qualitative study with patients living with advanced progressive illness and their unpaid caregivers.

PubMed

Daveson, Barbara A; Harding, Richard; Shipman, Cathy; Mason, Bruce L; Epiphaniou, Eleni; Higginson, Irene J; Ellis-Smith, Clare; Henson, Lesley; Munday, Dan; Nanton, Veronica; Dale, Jeremy R; Boyd, Kirsty; Worth, Allison; Barclay, Stephen; Donaldson, Anne; Murray, Scott

2014-01-01

To develop a model of care coordination for patients living with advanced progressive illness and their unpaid caregivers, and to understand their perspective regarding care coordination. A prospective longitudinal, multi-perspective qualitative study involving a case-study approach. Serial in-depth interviews were conducted, transcribed verbatim and then analyzed through open and axial coding in order to construct categories for three cases (sites). This was followed by continued thematic analysis to identify underlying conceptual coherence across all cases in order to produce one coherent care coordination model. Fifty-six purposively sampled patients and 27 case-linked unpaid caregivers. Three cases from contrasting primary, secondary and tertiary settings within Britain. Coordination is a deliberate cross-cutting action that involves high-quality, caring and well-informed staff, patients and unpaid caregivers who must work in partnership together across health and social care settings. For coordination to occur, it must be adequately resourced with efficient systems and services that communicate. Patients and unpaid caregivers contribute substantially to the coordination of their care, which is sometimes volunteered at a personal cost to them. Coordination is facilitated through flexible and patient-centered care, characterized by accurate and timely information communicated in a way that considers patients' and caregivers' needs, preferences, circumstances and abilities. Within the midst of advanced progressive illness, coordination is a shared and complex intervention involving relational, structural and information components. Our study is one of the first to extensively examine patients' and caregivers' views about coordination, thus aiding conceptual fidelity. These findings can be used to help avoid oversimplifying a real-world problem, such as care coordination. Avoiding oversimplification can help with the development, evaluation and implementation of

Work-family balance after childbirth: the association between employer-offered leave characteristics and maternity leave duration.

PubMed

Guendelman, Sylvia; Goodman, Julia; Kharrazi, Martin; Lahiff, Maureen

2014-01-01

Early return to work after childbirth has been increasing among working mothers in the US. We assessed the relationship between access to employer-offered maternity leave (EOML) (both paid and unpaid) and uptake and duration of maternity leave following childbirth in a socio-economically diverse sample of full-time working women. We focus on California, a state that has long provided more generous maternity leave benefits than those offered by federal maternity leave policies through the State Disability Insurance program. The sample included 691 mothers who gave birth in Southern California in 2002-2003. Using weighted logistic regression, we examined the EOML-maternity leave duration relationship, controlling for whether the leave was paid, as well as other occupational, personality and health-related covariates. Compared with mothers who were offered more than 12 weeks of maternity leave, mothers with <6 weeks of EOML and those offered 6-12 weeks had five times higher odds of returning to work within 12 weeks; those offered no leave had six times higher odds of an early return. These relationships were similar after controlling for whether the leave was paid and after controlling for other occupational and health characteristics. Access to and duration of employer-offered maternity leave significantly determine timing of return to work following childbirth, potentially affecting work-family balance. Policy makers should recognize the pivotal role of employers in offering job security during and after maternity leave and consider widening the eligibility criteria of the Family and Medical Leave Act.

The experiences of working carers of older people regarding access to a web-based family care support network offered by a municipality.

PubMed

Andersson, Stefan; Erlingsson, Christen; Magnusson, Lennart; Hanson, Elizabeth

2017-09-01

Policy makers in Sweden and other European Member States pay increasing attention as to how best support working carers; carers juggling providing unpaid family care for older family members while performing paid work. Exploring perceived benefits and challenges with web-based information and communication technologies as a means of supporting working carers' in their caregiving role, this paper draws on findings from a qualitative study. The study aimed to describe working carers' experiences of having access to the web-based family care support network 'A good place' (AGP) provided by the municipality to support those caring for an older family member. Content analysis of interviews with nine working carers revealed three themes: A support hub, connections to peers, personnel and knowledge; Experiencing ICT support as relevant in changing life circumstances; and Upholding one's personal firewall. Findings indicate that the web-based family care support network AGP is an accessible, complementary means of support. Utilising support while balancing caregiving, work obligations and responsibilities was made easier with access to AGP; enabling working carers to access information, psychosocial support and learning opportunities. In particular, it provided channels for carers to share experiences with others, to be informed, and to gain insights into medical and care issues. This reinforced working carers' sense of competence, helping them meet caregiving demands and see positive aspects in their situation. Carers' low levels of digital skills and anxieties about using computer-based support were barriers to utilising web-based support and could lead to deprioritising of this support. However, to help carers overcome these barriers and to better match web-based support to working carers' preferences and situations, web-based support must be introduced in a timely manner and must more accurately meet each working carer's unique caregiving needs. © 2016 Nordic College

Trainee Teachers in Unpaid Teaching Posts: Volunteering, Risk and Vulnerability

ERIC Educational Resources Information Center

Thompson, Ron; Russell, Lisa

2017-01-01

This paper explores the experiences and perceptions of a little-known category of in-service trainee teachers in the Further Education (FE) and Skills sector in England: those who meet the practical teaching requirements of their course mainly through unpaid teaching as "volunteers." The paper reports findings from mixed-methods research…

Work-family fit: the impact of emergency medical services work on the family system.

PubMed

Roth, Sheila Gillespie; Moore, Crystal Dea

2009-01-01

The stress associated with a career in emergency medical services (EMS) can impact the work-family fit and function of the family system for EMS personnel. Little research has been conducted on how the demands associated with a career in EMS influences family life. Objective. To describe salient EMS work factors that can impact the family system. Twelve family members (11 spouses and one parent) of EMS workers were interviewed using a semistructured qualitative interview guide that explored issues related to their family members' work that could impact the quality of family life. Using a phenomenological approach, transcribed interview data were examined for themes that illuminated factors that influence work-family fit. Data analysis revealed that shift work impacts numerous aspects of family life, including marital and parental roles, leisure and social opportunities, and home schedules and rhythms. Furthermore, families coped with challenges associated with their loved one's EMS work through negotiating role responsibilities, developing their own interests, giving their family member "space," and providing support by listening and helping the EMS worker process his or her reactions to difficult work. In addition, family members reported concern over their EMS worker's physical safety. Implications from the data are discussed vis-a-vis the work-family fit and family systems models. Education, communication, support systems, and individual interests are key ways to promote a healthy work-family fit.

Work Demands and Work-to-Family and Family-to-Work Conflict: Direct and Indirect Relationships

ERIC Educational Resources Information Center

Voydanoff, Patricia

2005-01-01

This article uses a demands-and-resources approach to examine relationships between three types of work demands and work-to-family and family-to-work conflict: time-based demands, strain-based demands, and boundary-spanning demands. The analysis is based on data from 2,155 employed adults living with a family member who were interviewed for the…

Across the continuum of satisfaction with work-family balance: Work hours, flexibility-fit, and work-family culture.

PubMed

McNamara, Tay K; Pitt-Catsouphes, Marcie; Matz-Costa, Christina; Brown, Melissa; Valcour, Monique

2013-03-01

This study investigated the association between hours worked per week and satisfaction with work-family balance, using data from a 2007-2008 survey of employees nested within organizations. We tested hypotheses informed by the resource drain and resources-and-demands perspectives using quantile regression. We found that the negative association between hours worked per week and satisfaction with work-family balance was significantly stronger at the 25th percentile, as compared to at the 75th percentile, of satisfaction with work-family balance. Further, there was some evidence that perceived flexibility-fit (i.e., the fit between worker needs and flexible work options available) and supportive work-family culture attenuated the relationship between hours worked and satisfaction with work-family balance. The results suggest that analyses focusing on the average relationship between long work hours (such as those using ordinary least squares regression) and satisfaction with work-family balance may underestimate the importance of long work hours for workers with lower satisfaction levels. Copyright © 2012 Elsevier Inc. All rights reserved.

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family Supportive Supervisor Behaviors

PubMed Central

Hammer, Leslie B.; Kossek, Ellen E.; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2010-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisory training and self-monitoring intervention designed to increase supervisors' use of family supportive supervisor behaviors. Pre- and post-intervention surveys were completed, nine months apart, by 239 employees at six intervention (N = 117) and six control (N = 122) grocery store sites. Thirty-nine supervisors in the six intervention sites received the training consisting of one hour of self-paced computer-based training, one hour of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to support on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, while negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed. PMID:20853943

The Role of Identity and Work-Family Support in Work-Family Enrichment and Its Work-Related Consequences

ERIC Educational Resources Information Center

Wayne, Julie Holliday; Randel, Amy E.; Stevens, Jaclyn

2006-01-01

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and…

Family Leave: It's the Law.

ERIC Educational Resources Information Center

Arnold, Jean B.

1993-01-01

The Family and Medical Leave Act (FMLA) gives employees the right to take up to 12 weeks of unpaid leave a year for medical or family reasons. Provides key provisions of FMLA as they apply to schools and advises districts to consult school attorneys to help ensure compliance with the act and with the interim regulations issued last summer. (MLF)

Protecting the health of employees caring for family members with special health care needs.

PubMed

Earle, Alison; Heymann, Jody

2011-07-01

Over half of American workers are holding a paid job while also providing unpaid assistance and support to a family member. Research shows that family members who provide care to children or adults with special health care needs are themselves at risk of physical and mental health problems. Yet, little research has explored how the work environment mediates the effects of caregiving on caregivers' mental and physical health. With a sample of 2455 currently employed U.S. adults from the Work, Family, Community Nexus (WFCN) survey, a random-digit dial, nationally representative survey of Americans aged 18-69, we examine whether paid leave and flexibility policies mediate the relationship between caregiving and health. In Ordinary Least Squares regression models, we find that paid leave to address family members' health was associated with better mental health status as measured by the 5-item Mental Health Inventory and paid sick leave with better physical health status as measured by self-rated overall health status. A supportive supervisor was also associated with improvements in mental and physical health. For both men and women, paid leave and a supervisor's support offset some or all of the negative effects of caregiving, but for women, the buffering effects of working conditions are slightly larger. Enhancing the unpaid leave guaranteed in the U.S. Family and Medical Leave Act so that it is paid and passing national paid sick days legislation will help ensure that employed caregivers can retain their jobs, receive needed income, and meet their own mental and physical health needs. Copyright © 2011 Elsevier Ltd. All rights reserved.

The relationship between work arrangements and work-family conflict.

PubMed

Higgins, Christopher; Duxbury, Linda; Julien, Mark

2014-01-01

A review of the literature determined that our understanding of the efficacy of flexible work arrangements (FWA) in reducing work-family conflict remains inconclusive. To shed light on this issue by examining the relationship between work-to-family conflict, in which work interferes with family (WFC), family-to-work conflict, in which family interferes with work (FWC), and four work arrangements: the traditional 9-5 schedule, compressed work weeks (CWWs) flextime, and telework. Hypotheses were tested on a sample of 16,145 employees with dependent care responsibilities. MANCOVA analysis was used with work arrangement as the independent variable and work interferes with family (WFC) and family interferes with work (FWC) as dependent variables. Work demands, non-work demands, income, job type and gender were entered into the analysis as covariates. The more flexible work arrangements such as flextime and telework were associated with higher levels of WFC than were fixed 9-to 5 and CWW schedules. Employees who teleworked reported higher FWC than their counterparts working a traditional 9-to-5 schedule particularly when work demands were high. The removal of both temporal and physical boundaries separating work and family domains results in higher levels of work-family interference in both directions. The results from this study suggest that policy makers and practitioners who are interested in improving employee well-being can reduce work-family conflict, and by extension improve employee mental health, by focusing on the effective use of traditional and CWW schedules rather than by implementing flextime and telework arrangements.

Family Care Responsibilities and Employment: Exploring the Impact of Type of Family Care on Work-Family and Family-Work Conflict

ERIC Educational Resources Information Center

Stewart, Lisa M.

2013-01-01

This study compared work-family and family-work conflict for employed family caregivers with disability-related care responsibilities in contrast to employed family caregivers with typical care responsibilities. Using data from the 2002 National Study of the Changing Workforce, a population-based survey of the U.S. workforce, formal and informal…

Valuing the work of unpaid community health workers and exploring the incentives to volunteering in rural Africa.

PubMed

Kasteng, Frida; Settumba, Stella; Källander, Karin; Vassall, Anna

2016-03-01

Community health worker (CHW) programmes are currently being scaled-up in sub-Saharan Africa to improve access to healthcare. CHWs are often volunteers; from an economic perspective, this raises considerations whether reliance on an unpaid workforce is sustainable and how to appropriately cost and value the work of CHWs. Both these questions can be informed by an understanding of CHWs' workload, their opportunity costs of time and the perceived benefits of being a CHW. However, to date few studies have fully explored the methodological challenges in valuing CHW time. We examined the costs and benefits of volunteering in a sample of 45 CHWs providing integrated community case management of common childhood illnesses in rural Uganda in February 2012 using different methods. We assessed the value of CHW time using the minimum public sector salary rate and a CHW-elicited replacement wage, as well as the opportunity cost of time based on CHW-estimated annual income and alternative work opportunities, respectively. Reported monthly CHW workload, a median of 19.3 h (range 2.5-57), was valued at USD 6.9 (range 0.9-20.4) per month from the perspective of the healthcare system (applicable replacement wage) and at a median of USD 4.1 (range 0.4-169) from the perspective of the CHWs (individual opportunity cost of time). In a discrete choice experiment on preferred work characteristics, remuneration and community appreciation dominated. We find that volunteering CHWs value the opportunity to make a social contribution, but the decision to volunteer is also influenced by anticipated future rewards. Care must be taken by those costing and designing CHW programmes to acknowledge the opportunity cost of CHWs at the margin and over the long term. Failure to properly consider these issues may lead to cost estimations below the amount necessary to scale up and sustain programmes. © The Author 2015. Published by Oxford University Press in association with The London School of

Valuing the work of unpaid community health workers and exploring the incentives to volunteering in rural Africa

PubMed Central

Kasteng, Frida; Settumba, Stella; Källander, Karin; Vassall, Anna

2016-01-01

Community health worker (CHW) programmes are currently being scaled-up in sub-Saharan Africa to improve access to healthcare. CHWs are often volunteers; from an economic perspective, this raises considerations whether reliance on an unpaid workforce is sustainable and how to appropriately cost and value the work of CHWs. Both these questions can be informed by an understanding of CHWs’ workload, their opportunity costs of time and the perceived benefits of being a CHW. However, to date few studies have fully explored the methodological challenges in valuing CHW time. We examined the costs and benefits of volunteering in a sample of 45 CHWs providing integrated community case management of common childhood illnesses in rural Uganda in February 2012 using different methods. We assessed the value of CHW time using the minimum public sector salary rate and a CHW-elicited replacement wage, as well as the opportunity cost of time based on CHW-estimated annual income and alternative work opportunities, respectively. Reported monthly CHW workload, a median of 19.3 h (range 2.5–57), was valued at USD 6.9 (range 0.9–20.4) per month from the perspective of the healthcare system (applicable replacement wage) and at a median of USD 4.1 (range 0.4–169) from the perspective of the CHWs (individual opportunity cost of time). In a discrete choice experiment on preferred work characteristics, remuneration and community appreciation dominated. We find that volunteering CHWs value the opportunity to make a social contribution, but the decision to volunteer is also influenced by anticipated future rewards. Care must be taken by those costing and designing CHW programmes to acknowledge the opportunity cost of CHWs at the margin and over the long term. Failure to properly consider these issues may lead to cost estimations below the amount necessary to scale up and sustain programmes. PMID:26001813

A Bright Side to the Work-Family Interface: Husbands' Support as a Resource in Double-and-Triple-Duty Caregiving Wives' Work Lives.

PubMed

DePasquale, Nicole; Polenick, Courtney A; Davis, Kelly D; Berkman, Lisa F; Cabot, Thomas D

2017-06-16

This study examined how women who combine long-term care employment with unpaid, informal caregiving roles for children (double-duty-child caregivers), older adults (double-duty-elder caregivers), and both children and older adults (triple-duty caregivers) differed from their workplace-only caregiving counterparts on workplace factors related to job retention (i.e., job satisfaction and turnover intentions) and performance (i.e., perceived obligation to work while sick and emotional exhaustion). The moderating effects of perceived spouse support were also examined. Regression analyses were conducted on survey data from 546 married, heterosexual women employed in U.S.-based nursing homes. Compared to workplace-only caregivers, double-duty-elder and triple-duty caregivers reported more emotional exhaustion. Double-duty-child caregivers reported lower turnover intentions and both double-and-triple-duty caregivers felt less obligated to work while sick when perceiving greater support from husbands. Results indicate that double-and-triple-duty caregiving women's job retention and obligation to work while sick may depend on perceived spouse support, highlighting the important role husbands play in their wives' professional lives. Findings also lend support to the emerging literature on marriage-to-work positive spillover, and suggest that long-term care organizations should target marital relationships in family-friendly initiatives to retain and engage double-and-triple-duty caregiving employees. © The Author 2017. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Work and Family. Special Focus.

ERIC Educational Resources Information Center

Goetz, Kathy, Ed.

1992-01-01

This newsletter issue focuses on issues concerning families with both parents employed outside the home and describes several employer programs designed to help employees balance their work and family life. The newsletter includes the following articles: (1) "Work and Family: 1992"; (2) "Levi Strauss and Co.--A Work/Family Program…

Types of work-family interface: well-being correlates of negative and positive spillover between work and family.

PubMed

Kinnunen, Ulla; Feldt, Taru; Geurts, Sabine; Pulkkinen, Lea

2006-04-01

The aim of the present study was to test the structure of the work-family interface measure, which was intended to take into account both the positive and negative spillover between work and family demands in both directions. In addition, the links among the types of work-family spillover and the subjects' general and domain-specific well-being were examined. The sample (n = 202) consisted of Finnish employees, aged 42, who had a spouse/partner. Confirmatory factor analyses indicated that a four-factor model, including negative work-to-family spillover, negative family-to-work spillover, positive work-to-family spillover, and positive family-to-work spillover, was superior compared to the other factor models examined. Path analysis showed, as hypothesized, that the negative work-to-family spillover was most strongly related to low well-being at work (job exhaustion) and next strongly to low general well-being (psychological distress), whereas the negative family-to-work spillover was associated with low well-being in the domain of family (marital dissatisfaction). Positive work-to-family spillover was positively related both to well-being at work and general well-being. Inconsistent with our expectations, positive family-to-work spillover was not directly related to any of the well-being indicators examined.

The Working Family.

ERIC Educational Resources Information Center

Boethius, Monica

1984-01-01

The working family is today by far the most common family type in Sweden. However, just over 50 percent of the children of working parents have access to day care. Because Swedish income tax policy is based on the concept that all adults will support themselves and does not take into account the number of persons supported on an income, one parent…

Work time, work interference with family, and psychological distress.

PubMed

Major, Virginia Smith; Klein, Katherine J; Ehrhart, Mark G

2002-06-01

Despite public concern about time pressures experienced by working parents, few scholars have explicitly examined the effects of work time on work-family conflict. The authors developed and tested a model of the predictors of work time and the relationships between time, work interference with family (WIF). and psychological distress. Survey data came from 513 employees in a Fortune 500 company. As predicted, several work and family characteristics were significantly related to work time. In addition, work time was significantly, positively related to WIF, which in turn was significantly, negatively related to distress. The results suggest that work time fully or partially mediates the effects of many work and family characteristics on WIF.

Work-family conflict, work- and family-role salience, and women's well-being.

PubMed

Noor, Noraini M

2004-08-01

The author considered both the direct effect and the moderator effect of role salience in the stress-strain relationship. In contrast to previous studies that have examined the effects of salience on well-being within specific social roles, the present study focused on the work-family interface. From a sample of 147 employed English women with children, the present results of the regression analyses showed that both effects are possible, depending on the outcome measures used. The author observed a direct effect of role salience in the prediction of job satisfaction; work salience was positively related to job satisfaction, over and above the main-effect terms of work-interfering-with-family (WIF) conflict and family-interfering-with-work (FIW) conflict. In contrast, the author found a moderator effect of role salience and conflict for symptoms of psychological distress. However, contrary to predictions, the author found that work salience exacerbated the negative impact of WIF conflict, rather than FIW conflict, on well-being. The author discussed these results in relation to the literature on work-family conflict, role salience, and the issue of stress-strain specificity.

Does Work Experience Actually Work?

ERIC Educational Resources Information Center

Field, John

2012-01-01

As unemployment levels rise, so education and training move into the policy spotlight. For the government, this is a very uncomfortable place to be right now. A number of large companies have withdrawn from the flagship Work Programme--under which jobseekers are invited to take up unpaid work placements of between two and eight weeks--amid…

Nurses' work demands and work-family conflict: a questionnaire survey.

PubMed

Yildirim, Dilek; Aycan, Zeynep

2008-09-01

Work-family conflict is a type of interrole conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressures arising from excessive workload and time pressures. Literature suggests that work demands such as number of hours worked, workload, shift work are positively associated with work-family conflict, which, in turn is related to poor mental health and negative organizational attitudes. The role of social support has been an issue of debate in the literature. This study examined social support both as a moderator and a main effect in the relationship among work demands, work-to-family conflict, and satisfaction with job and life. This study examined the extent to which work demands (i.e., work overload, irregular work schedules, long hours of work, and overtime work) were related to work-to-family conflict as well as life and job satisfaction of nurses in Turkey. The role of supervisory support in the relationship among work demands, work-to-family conflict, and satisfaction with job and life was also investigated. The sample was comprised of 243 participants: 106 academic nurses (43.6%) and 137 clinical nurses (56.4%). All of the respondents were female. The research instrument was a questionnaire comprising nine parts. The variables were measured under four categories: work demands, work support (i.e., supervisory support), work-to-family conflict and its outcomes (i.e., life and job satisfaction). The structural equation modeling results showed that work overload and irregular work schedules were the significant predictors of work-to-family conflict and that work-to-family conflict was associated with lower job and life satisfaction. Moderated multiple regression analyses showed that social support from the supervisor did not moderate the relationships among work demands, work-to-family conflict, and satisfaction with job and life. Exploratory

Work-family conflict and retirement preferences.

PubMed

Raymo, James M; Sweeney, Megan M

2006-05-01

This study investigates relationships between retirement preferences and perceived levels of work-family conflict. Using the large sample of 52-54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work-family conflict, evaluated the extent to which work-family conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between work-family conflict and preferring retirement. Work-family conflict was positively related to preferences for both full and partial retirement. Yet work-family conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association. Our analyses provide the first direct evidence of the role played by work-family conflict in the early stages of the retirement process, although we were not able to identify the sources of conflict underlying this relationship. Identifying the sources of this conflict and the psychological mechanisms linking work-family conflict to retirement preferences is an important task for future researchers.

Coping with family-to-work conflict: the role of informal work accommodations to family.

PubMed

Behson, Scott J

2002-10-01

The purposes of this study are to (a) construct and validate a scale measuring informal work accommodations to family (IWAF), (b) test the moderating effect of IWAF on the relationship between family-to-work conflict and work stress, and (c) examine the relationships between IWAF and a set of relevant antecedents and coping constructs. Two survey-based nonexperiments are used to accomplish these goals. Results indicate that (a) the IWAF scale is reliable, content valid, and meaningfully correlated to work-family and coping constructs; (b) more frequent use of IWAF attenuates the positive relationship between family-to-work conflict and stress; and (c) IWAF, along with organizational policies and climates, may be important for workplace stress management. Implications for research and practice are discussed.

Creating flexible work arrangements through idiosyncratic deals.

PubMed

Hornung, Severin; Rousseau, Denise M; Glaser, Jürgen

2008-05-01

A survey of 887 employees in a German government agency assessed the antecedents and consequences of idiosyncratic arrangements individual workers negotiated with their supervisors. Work arrangements promoting the individualization of employment conditions, such as part-time work and telecommuting, were positively related to the negotiation of idiosyncratic deals ("i-deals"). Worker personal initiative also had a positive effect on i-deal negotiation. Two types of i-deals were studied: flexibility in hours of work and developmental opportunities. Flexibility i-deals were negatively related and developmental i-deals positively related to work-family conflict and working unpaid overtime. Developmental i-deals were also positively related to increased performance expectations and affective organizational commitment, while flexibility i-deals were unrelated to either. PsycINFO Database Record (c) 2008 APA, all rights reserved.

Work-family conflict and enrichment in nurses: between job demands, perceived organisational support and work-family backlash.

PubMed

Ghislieri, Chiara; Gatti, Paola; Molino, Monica; Cortese, Claudio G

2017-01-01

This study investigated how work relationships (perceived organisational support, supervisor and co-worker work-family backlash) and job demands (workload, emotional dissonance) can interact with work-family conflict and work-family enrichment. Despite the extensive literature on the work-family interface, few studies on the nursing profession have considered the role of job demands and work relationships, focusing on both the positive and negative side of the work-family interface. The study involved a sample of 500 nurses working in an Italian hospital. Hierarchical multiple regression analyses were used to test hypotheses. Analyses showed that work-family conflict has a positive relationship with job demands and supervisor backlash, and a negative relationship with perceived organisational support. Work-family enrichment was found to have a negative relationship with job demands and a positive relationship with perceived organisational support. No significant relationships were found between work-family enrichment and both backlash dimensions. The study confirmed the importance of promoting a balance between job demands and resources in order to create favourable conditions for work-family enrichment and to prevent work-family conflict. The findings suggest that it may be advisable for health-care organisations to invest in measures at individual, team and organisational levels, specifically in training and counselling for nurses and supervisors. © 2016 John Wiley & Sons Ltd.

Work family conflict in its relations to perceived working situation and work engagement.

PubMed

Mache, Stefanie; Bernburg, Monika; Groneberg, David A; Klapp, Burghard F; Danzer, Gerhard

2016-02-15

These days physicians' work is characterized by an increase in economic demands, pressure and challenges in establishing a balance between work and family life. The current study investigates the relationship between physicians' job demands and resources, perceived job stress, work-family conflict, work engagement and job satisfaction. 564 clinicians specialising in different medical fields participated in the cross-sectional study. Self-administered questionnaires, including the COPSOQ and the UWES- Scale were administered. Our results illustrated significant relationships between physicians' work engagement and their job satisfaction as well as between job stress and work family conflict. Moreover, perceived job stress moderated the effect of high job demands on work family conflict. In addition, significant gender differences have been found in perceived stress levels, work family conflict and work engagement. This study proves and verified associations between work engagement, work-family conflict, job demands and resources that may influence employees' satisfaction. Implications for both working physicians and hospital management are given.

Teachers' Occupation-Specific Work-Family Conflict

ERIC Educational Resources Information Center

Cinamon, Rachel Gali; Rich, Yisrael; Westman, Mina

2007-01-01

To expand work-family conflict (WFC) research to specific occupations, this study investigated how work and family generic and occupation-specific stressors and support variables related to family interfering with work (F [right arrow] W) and work interfering with family (W [right arrow] F) among 230 Israeli high school teachers. Further expanding…

Development of the Work-Family Interface Scale.

ERIC Educational Resources Information Center

Curbow, Barbara; McDonnell, Karen; Spratt, Kai; Griffin, Joan; Agnew, Jacqueline

2003-01-01

Developed and tested a 20-item measure of work-family interface with child care providers. Confirmed five factors: general overload, conflict of family to work, spillover of family to work, spillover of work to family, and conflict of work to family. Regression lines for low, medium, and high levels of work-family interface indicated that high…

A Comparative Test of Work-Family Conflict Models and Critical Examination of Work-Family Linkages

ERIC Educational Resources Information Center

Michel, Jesse S.; Mitchelson, Jacqueline K.; Kotrba, Lindsey M.; LeBreton, James M.; Baltes, Boris B.

2009-01-01

This paper is a comprehensive meta-analysis of over 20 years of work-family conflict research. A series of path analyses were conducted to compare and contrast existing work-family conflict models, as well as a new model we developed which integrates and synthesizes current work-family theory and research. This new model accounted for 40% of the…

Organizational work-family resources as predictors of job performance and attitudes: the process of work-family conflict and enrichment.

PubMed

Odle-Dusseau, Heather N; Britt, Thomas W; Greene-Shortridge, Tiffany M

2012-01-01

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.

Work-family conflict and sleep disturbance: the Malaysian working women study

PubMed Central

AAZAMI, Sanaz; MOZAFARI, Mosayeb; SHAMSUDDIN, Khadijah; AKMAL, Syaqirah

2015-01-01

This study aimed at assessing effect of the four dimensions of work-family conflicts (strain and time-based work interference into family and family interference into work) on sleep disturbance in Malaysian working women. This cross-sectional study was conducted among 325 Malaysian married working women. Multiple-stage simple random sampling method was used to recruit women from public service departments of Malaysia. Self-administrated questionnaires were used to measure the study variables and data were analyzed using SPSS version 21. We found that high level of the four dimensions of work-family conflicts significantly increase sleep disturbance. Our analyses also revealed an age-dependent effect of the work-family conflict on sleep disturbance. Women in their 20 to 30 yr old suffer from sleep disturbance due to high level of time-based and strain-based work-interference into family. However, the quality of sleep among women aged 30–39 were affected by strain-based family-interference into work. Finally, women older than 40 yr had significantly disturbed sleep due to strain-based work-interference into family as well as time-based family interference into work. Our findings showed that sleep quality of working women might be disturbed by experiencing high level of work-family conflict. However, the effects of inter-role conflicts on sleep varied among different age groups. PMID:26423332

Work-family conflict and sleep disturbance: the Malaysian working women study.

PubMed

Aazami, Sanaz; Mozafari, Mosayeb; Shamsuddin, Khadijah; Akmal, Syaqirah

2016-01-01

This study aimed at assessing effect of the four dimensions of work-family conflicts (strain and time-based work interference into family and family interference into work) on sleep disturbance in Malaysian working women. This cross-sectional study was conducted among 325 Malaysian married working women. Multiple-stage simple random sampling method was used to recruit women from public service departments of Malaysia. Self-administrated questionnaires were used to measure the study variables and data were analyzed using SPSS version 21. We found that high level of the four dimensions of work-family conflicts significantly increase sleep disturbance. Our analyses also revealed an age-dependent effect of the work-family conflict on sleep disturbance. Women in their 20 to 30 yr old suffer from sleep disturbance due to high level of time-based and strain-based work-interference into family. However, the quality of sleep among women aged 30-39 were affected by strain-based family-interference into work. Finally, women older than 40 yr had significantly disturbed sleep due to strain-based work-interference into family as well as time-based family interference into work. Our findings showed that sleep quality of working women might be disturbed by experiencing high level of work-family conflict. However, the effects of inter-role conflicts on sleep varied among different age groups.

Work Demands, Work-Family Conflict, and Child Adjustment in African American Families: The Mediating Role of Family Routines

ERIC Educational Resources Information Center

McLoyd, Vonnie C.; Toyokawa, Teru; Kaplan, Rachel

2008-01-01

Using data from a sample of 455 African American children (ages 10 to 12 years) and their parents, this study tests a hypothesized model linking (a) maternal work demands to family routines through work-family conflict and depressive symptoms and (b) maternal work demands to children's externalizing and internalizing problems through family…

Clarifying Relationships among Work and Family Social Support, Stressors, and Work-Family Conflict

ERIC Educational Resources Information Center

Michel, Jesse S.; Mitchelson, Jacqueline K.; Pichler, Shaun; Cullen, Kristin L.

2010-01-01

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and…

Sex differences in factors contributing to family-to-work and work-to-family conflict in Japanese civil servants.

PubMed

Fujimura, Yuko; Sekine, Michikazu; Tatsuse, Takashi

2014-01-01

As the number of dual-earner couples in Japan has increased, work-life balance has become important. This study aimed to examine the factors that contribute to work-family conflict. The participants included 3,594 (2,332 men and 1,262 women) civil servants aged 20-59 working for local government on the west coast of Japan. Logistic regression analysis was used to evaluate whether work, family, or lifestyle characteristics were associated with work-family conflict. For men, family-to-work conflict was associated with being elderly, having low-grade employment, working long hours, raising children, and sleeping shorter hours. For women, being married and raising children were strong determinants of family-to-work conflict, and being middle-aged, working long hours, and sleeping shorter hours were also associated with this type of conflict. Regarding work-to-family conflict, working long hours was the strongest determinant of conflict in both sexes. In men, being elderly, living with family, eating dinner late, and sleeping shorter hours were also associated with work-to-family conflict. In women, having high-grade employment, being married, raising children, and eating dinner late were associated with work-to-family conflict. This study showed that working long hours was the primary determinant of work-to-family conflict in both sexes and that being married and raising children were strong factors of family-to-work conflict in women only. Sex differences may reflect divergence of the social and domestic roles of men and women in Japanese society. To improve the work-life balance, general and sex-specific health policies may be required.

Work-Family Conflict, Family-Supportive Supervisor Behaviors (FSSB), and Sleep Outcomes

PubMed Central

Crain, Tori L.; Hammer, Leslie B.; Bodner, Todd; Kossek, Ellen Ernst; Moen, Phyllis; Lilienthal, Richard; Buxton, Orfeu M.

2014-01-01

Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation of Resources theory, we use a sample of 623 information technology workers to examine the relationships between work-family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a one week period of time, and survey methods were used to collect information on self-reported work-family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work-family interface to sleep link and make use of interventions targeting the work-family interface as a means for improving sleep health. PMID:24730425

Role Resources and Work-Family Enrichment: The Role of Work Engagement

ERIC Educational Resources Information Center

Siu, Oi-ling; Lu, Jia-fang; Brough, Paula; Lu, Chang-qin; Bakker, Arnold B.; Kalliath, Thomas; O'Driscoll, Michael; Phillips, David R.; Chen, Wei-qing; Lo, Danny; Sit, Cindy; Shi, Kan

2010-01-01

This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted…

Predictors of family strength: the integrated spiritual-religious/resilient perspective for understanding the healthy/strong family.

PubMed

Ghaffari, Majid; Fatehizade, Maryam; Ahmadi, Ahmad; Ghasemi, Vahid; Baghban, Iran

2013-01-01

The present study aimed to investigate the effects of spiritual well-being and family protective factors on the family strength in a propositional structural model. The research population consisted of all the married people of the Isfahan, Iran, in 2012 with preschool-aged children and in the first decade of marriage with at least eight grades of educational level. Three hundred and ninety five voluntary and unpaid participants were selected randomly through multi-stage sampling from seven regions of the city. The instruments used were the Spiritual Well-being Scale, Inventory of Family Protective Factors, and Family Strength Scale. Descriptive statistics and a structural equation modeling analytic approach were used. The analytic model predicted 82% of the variance of the family strength. The total effect of the spiritual well-being on the family strength was higher compared to the family protective factors. Furthermore, spiritual well-being predicted 43% of the distribution of the family protective factors and had indirect effect on the family strength through the family protective factors (p < 0.001). The results of this study confirmed the interrelationships among spiritual well-being and family protective factors, and their simultaneous effects on family strength. Family counselors may employ an integrated spiritual-religious/resilient perspective to inform their strength-based work with individuals and their families. None.

Work-Family Spillover and Daily Reports of Work and Family Stress in the Adult Labor Force.

ERIC Educational Resources Information Center

Grzywacz, Joseph G.; Almeida, David M.; McDonald, Daniel A.

2002-01-01

Data from two affiliated national surveys were used to examine distribution of work-family spillover among working adults. Analyses testing family life course hypotheses indicated self-reported negative and positive spillover between work and family were not randomly distributed within the labor force. Age was found to have a persistent…

Work, Family and Community Support as Predictors of Work-Family Conflict: A Study of Low-Income Workers

ERIC Educational Resources Information Center

Griggs, Tracy Lambert; Casper, Wendy J.; Eby, Lillian T.

2013-01-01

This study examines relationships between support from work, family and community domains with time- and strain-based work-family conflict in a sample of low-income workers. Results reveal significant within-domain and cross-domain relationships between support from all three life domains with work--family conflict. With respect to family support,…

Use of family-friendly work arrangements and work-family conflict: Crossover effects in dual-earner couples.

PubMed

Schooreel, Tess; Verbruggen, Marijke

2016-01-01

This study uses a dyadic approach to examine how an employee's work-family conflict is affected when his or her partner makes use of family-friendly work arrangements. We focused on 2 types of family-friendly practices, that is, reduced work hours and schedule or workplace flexibility. Hypotheses were tested with multilevel structural equation modeling using information of 186 dual-earner couples. In line with our hypotheses, we found support for both a positive and a negative crossover effect, though the results showed differences between the 2 types of family-friendly work arrangements. First, a positive crossover effect was found for both reduced work hours and schedule or workplace flexibility; however, the specific mechanisms explaining this effect differed per type of arrangements. In particular, employees whose partner made use of reduced work hours were found to experience less home demands, which was in turn associated with lower family-to-work conflict, whereas employees whose partner made use of schedule or workplace flexibility experienced a similar positive crossover effect but through an increase in the social support they perceived. Second, a negative crossover effect was found only for reduced work hours and not for schedule or workplace flexibility. Specifically, employees whose partner made use of reduced work hours were found to work on average more hours a week, which was in turn related with more work-to-family conflict, whereas employees whose partner made use of schedule or workplace flexibility worked on average fewer hours a week and consequently experienced lower work-to-family conflict. Implications for literature and practice are discussed. (c) 2016 APA, all rights reserved).

Work-Family Conflict and Working Conditions in Western Europe

ERIC Educational Resources Information Center

Gallie, Duncan; Russell, Helen

2009-01-01

This article explores the influence of working conditions on work-family conflict (WFC) among married/cohabiting employees across seven European countries. Using data from the European Social Survey, the paper first investigates the role of working conditions relative to household level characteristics in mediating work-family conflict at the…

Balancing Work & Family.

ERIC Educational Resources Information Center

Lee, Chris

1991-01-01

Describes the responses of some companies to increasing demands for family-work balance in terms of flexibility in working hours and leave policies, child care, and fringe benefits. Identifies some of the effects on the "bottom line." (SK)

[Satisfaction in the relationship between family and work of working women].

PubMed

Sánchez-Castillo, Claudia Verónica

2012-01-01

balance between work and family is difficult for women. The laboral participation of women has been associated with increased family dysfunction. This situation arises the interest in determining the existence of the relationship between family satisfaction and work in the working women. we applied the test relations between family and work of Fernando Arias to 143 female medical residents, 100 teachers and 100 housewives of the state of Sinaloa. Satisfaction was determined based on demographic characteristics. eighty-five percent felt a satisfactorily reconciliation between work and family roles. The teachers were better able to reconcile work and family relationships OR = 3.12 (1.16-8.65) p = 0.02. The more satisfied professionals relate on a personal level OR = 1.88 (0.99-1.01) p = 0.05 and OR = 2.92 labor (1.38-6.28) p = 0.03. there are many factors that affect settlement or conflict between family and work. The importance of this situation is that the family is the foundation of society and to achieve a fit between these two areas that would make families more functional.

Caution: Families at Work = Attention: Families au Travail.

ERIC Educational Resources Information Center

Theilheimer, Ish, Ed.; Eisner, Kathy, Ed.

1996-01-01

This publication, in English and French, reports on the work-family conflict in Canada, gauges progress over the past decade, and examines how views have changed. The following articles are featured: (1) "Caution: Families at Work" (Ish Theilheimer), an examination of current workplace innovations, viewpoints of employers and employees,…

Work-family conflict and self-discrepant time allocation at work.

PubMed

Dahm, Patricia C; Glomb, Theresa M; Manchester, Colleen Flaherty; Leroy, Sophie

2015-05-01

We examine the relationships between work-to-family conflict, time allocation across work activities, and the outcomes of work satisfaction, well-being, and salary in the context of self-regulation and self-discrepancy theories. We posit work-to-family conflict is associated with self-discrepant time allocation such that employees with higher levels of work-to-family conflict are likely to allocate less time than preferred to work activities that require greater self-regulatory resources (e.g., tasks that are complex, or those with longer term goals that delay rewards and closure) and allocate more time than preferred to activities that demand fewer self-regulatory resources or are replenishing (e.g., those that provide closure or are prosocial). We suggest this self-discrepant time allocation (actual vs. preferred time allocation) is one mechanism by which work-to-family conflict leads to negative employee consequences (Allen, Herst, Bruck, & Sutton, 2000; Mesmer-Magnus & Viswesvaran, 2005). Using polynomial regression and response surface methodology, we find that discrepancies between actual and preferred time allocations to work activities negatively relate to work satisfaction, psychological well-being, and physical well-being. Self-discrepant time allocation mediates the relationship between work-to-family conflict and work satisfaction and well-being, while actual time allocation (rather than the discrepancy) mediates the relationship between work-to-family conflict and salary. We find that women are more likely than men to report self-discrepant time allocations as work-to-family conflict increases. (c) 2015 APA, all rights reserved.

The relationships among part-time work, work-family interference, and well-being.

PubMed

van Rijswijk, Karen; Bekker, Marrie H J; Rutte, Christel G; Croon, Marcel A

2004-10-01

The authors investigated the effect of part-time work on work-family interference and well-being among 160 part-time and 29 full-time employed mothers (with a partner) working at 2 insurance companies in the Netherlands. The authors controlled for working part time as a strategy for reducing work-family imbalance and found that part-time work was associated with a lower level of work-to-family interference. Also, high levels of work-family interference were associated with diminished well-being. Work-to-family interference played a mediating role in the relationship between part-time work and well-being. Results indicate that part-time jobs can enhance the work-family balance not only for those explicitly choosing part-time employment as a means to reduce work-family imbalance but also for other employees.

Family Commitment and Work Characteristics among Pharmacists

PubMed Central

Gubbins, Paul O.; Ragland, Denise; Castleberry, Ashley N.; Payakachat, Nalin

2015-01-01

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse’s family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants’ mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males (p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment (p < 0.01), when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated. PMID:28975924

Family Commitment and Work Characteristics among Pharmacists.

PubMed

Gubbins, Paul O; Ragland, Denise; Castleberry, Ashley N; Payakachat, Nalin

2015-12-17

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse's family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants' mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males ( p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment ( p < 0.01), when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated.

Domesticating dialysis: A feminist political economy analysis of informal renal care in rural British Columbia

PubMed Central

Brassolotto, Julia; Daly, Tamara

2017-01-01

Drawing from a case study in rural British Columbia, this article examines the experiences of individuals providing unpaid care for family members on hemodialysis and how these experiences fit within larger political and socio-economic policy contexts. We suggest that the current shift towards home-based renal care, the “domestication of dialysis,” reflects a broader trend toward a reduction of public health services, assumptions about the feasibility of unpaid care work in rural settings, and an increasing reliance on individuals—rather than the state—to support dependency and produce healthy citizens. This article confirms the challenges that come with providing daily care to a family member with a chronic disease and the gendered nature of unpaid care work. It also extends discussions of unpaid care to include how these challenges can be applied to renal care and complicated by rural residence. PMID:29307896

The effects of organizational and community embeddedness on work-to-family and family-to-work conflict.

PubMed

Ng, Thomas W H; Feldman, Daniel C

2012-11-01

The present study offers competing hypotheses regarding the relationships of changes in organizational and community embeddedness with changes in work-to-family and family-to-work conflict. Data were collected from 250 U.S. and 165 Chinese managers and professionals, all of whom were married, at 3 points in time over a 10-month period. Results suggest that increases in perceptions of organizational and community embeddedness are associated with increases in work-to-family conflict and family-to-work conflict over time. Further, we found that these effects were even stronger for employees with highly individualistic values. Thus, although much of the previous research has focused on the positive effects of employee embeddedness for individuals' work lives, the present study provides some evidence of the potentially negative effects of employee embeddedness for individuals' family lives. (c) 2012 APA, all rights reserved.

White House Conference on Families: Work and Families.

ERIC Educational Resources Information Center

J.C. Penney Co., Inc., New York, NY.

This report on the White House Conference on Families (WHCF) was prepared by the J.C. Penney Company for corporate leaders. Background information on the WHCF, issues related to families and work, a depiction of the changing work force, and policy recommendations are included in the report. Recommendations focus on flextime, flexible leave…

Psychological distress among employed fathers: associations with family structure, work quality, and the work-family interface.

PubMed

Janzen, Bonnie L; Kelly, Ivan W

2012-07-01

The aim of this study was to compare levels of psychological distress in employed single fathers relative to partnered fathers and to explore the role of psychosocial job quality, work-family conflict, and work-family facilitation as explanations for differences in distress. The data were collected from a cross-sectional telephone survey conducted in a Canadian city. Participants were 486 employed fathers with children living in the household. In addition to experiencing higher levels of psychological distress than partnered fathers (p = .057), single fathers reported greater work-family conflict, poorer work quality, and lower family-to-work facilitation. Adjusting for the strain-based work-family conflict variables in the regression analysis resulted in the largest reduction to the association between partner status and psychological distress. Future research employing a longitudinal design and subject to lower selection biases is required to tease out the interrelationship between these exposures and to point to the most appropriate policies to support employed single fathers.

Commentary: what role for the family and Medical Leave Act in long-term care policy?

PubMed

Wisensale, Steven K

2006-01-01

The Family and Medical Leave Act provides unpaid leave but a key component is its intergenerational structure, permitting employees to take time off from work to care for an infant as well as an ill elderly parent. However, in an effort to provide paid leave, 23 of 28 states dropped the elder care provision in new initiatives introduced between 2000 and 2003. This article argues that in reforming leave policy in the future, the leave should be paid, remain intergenerational, cover more workers, and be adaptable to changing family patterns in an aging society. Also discussed is California's paid leave law, which meets these criteria.

Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being.

PubMed

Lapierre, Laurent M; Allen, Tammy D

2006-04-01

Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using telework may potentially increase the extent to which family time demands interfere with work responsibilities. (c) 2006 APA, all rights reserved.

All in the family: Work-family enrichment and crossover among farm couples.

PubMed

Sprung, Justin M; Jex, Steve M

2017-04-01

This study expands upon the contextualization of the work-family interface by examining positive work-family experiences within the farming industry. Both individual and crossover effects were examined among a sample of 217 married farm couples. Results demonstrated multiple significant relationships between self-reported attitudes, work-family enrichment, and health outcomes. In addition, crossover effects reveal the importance of individual attitudes (husband work engagement and wife farm satisfaction) for spousal work-family enrichment and health outcomes. Furthermore, individual work-family enrichment was positively related to spousal psychological health and negatively related to spousal physical symptoms. Many of these findings remained significant after controlling for work-family conflict. Overall, our results suggest the potential beneficial impact of the integrated work-family dynamic associated with the farming profession for positive work-family experiences. Implications of these findings, as well as directions for future research, are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The Effects of Incentives on Families' Long-Term Outcome in a Parenting Program

ERIC Educational Resources Information Center

Heinrichs, Nina; Jensen-Doss, Amanda

2010-01-01

To examine the impact of paying for participation in a preventive parenting program on treatment outcomes, 197 families with preschool-aged children were randomized to paid or unpaid conditions. Although both groups improved on nearly all measures, paid families showed less improvement on 3 of 10 variables, including father-reported child…

Human Service Employees Coping with Job Stress, Family Stress and Work-Family Conflict.

ERIC Educational Resources Information Center

Carbone, Dominic J.

The intersection of work and family life has always been a popular topic of discussion among family theorists. This study examined human service employees in direct service positions coping with work stress, family stress, and work-family conflict. The effects of work stress, family stress and work-family conflict on depression were examined.…

Work/Family Interactions: Trends and Applications.

ERIC Educational Resources Information Center

Engelbrecht, JoAnn D.; Nies, Joyce I.

1988-01-01

The authors discuss five trends and how family life educators can address them. The trends are (1) women's labor force participation, (2) growth of the service sector, (3) recognition that work and family life affect each other, (4) space sharing by work and family life, and (5) aging of the work force. (CH)

Understanding Work-Family Spillover in Hotel Managers.

PubMed

Lawson, Katie M; Davis, Kelly D; Crouter, Ann C; O'Neill, John W

2013-06-01

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs' jobs and retention.

Understanding Work-Family Spillover in Hotel Managers

PubMed Central

Lawson, Katie M.; Davis, Kelly D.; Crouter, Ann C.; O’Neill, John W.

2013-01-01

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention. PMID:23888092

Older women, work and health.

PubMed

Payne, S; Doyal, L

2010-05-01

Older women make up an increasingly important sector in the labour market. However, we know little about their health-the various influences on their health and the ways in which paid and unpaid work impact on both physical and mental well being. This paper reviews the available literature on older women's health in the workplace, focussing on work-specific and more general risks for older women, including stress, discrimination, physical hazards and the 'double burden' of paid work and caring responsibilities. Databases searched included Web of Science, CAS, CINAHL, Medline and ASSIA, together with UK and European statistical sources. We conclude with a three-point research agenda, calling for more empirical work on the risks faced by older women, studies that take a life-course perspective of women's occupational health and work that explores the interactions between unpaid and paid work in later life.

Family boundary characteristics, work-family conflict and life satisfaction: A moderated mediation model.

PubMed

Qiu, Lin; Fan, Jinyan

2015-10-01

Although work-family border and boundary theory suggest individuals' boundary characteristics influence their work-family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work-family conflict and subsequent employee outcomes. Moreover, the existing work-family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work-family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work-family conflict and life satisfaction with a sample of 278 Chinese full-time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed. © 2014 International Union of Psychological Science.

Working with Chronically Dysfunctional Families.

ERIC Educational Resources Information Center

Younger, Robert; And Others

This paper reviews family therapy with chronically dysfunctional families including the development of family therapy and current trends which appear to give little guidance toward working with severely dysfunctional families. A theoretical stance based upon the systems approach to family functioning and pathology is presented which suggests: (1)…

A model of work-family conflict and well-being among Malaysian working women.

PubMed

Aazami, Sanaz; Akmal, Syaqirah; Shamsuddin, Khadijah

2015-01-01

Work and family are the two most important domains in a person's life. Lack of balance between work and family can lead to adverse consequences such as psychological distress; however, the effect of work-family conflict on psychological distress might be mediated by job and family dissatisfaction. This study examines a model of the four dimensions of work-family conflict and their consequences on psychological distress. In particular, we test whether job and family satisfaction mediate the effect of the four dimensions of work-family conflict on psychological distress. This cross-sectional study was conducted among 567 Malaysian women who are working in the public services. Structural Equation Modeling confirmed the mediating role of family satisfaction in the effect of strain-based work interference into family and time-based family interference into work on psychological distress. In addition, our results revealed a significant path that links job to family satisfaction. Moreover, time-based work interference into family and strain-based family interference into work significantly and negatively affect job satisfaction, which in turn influence family satisfaction and eventually affect psychological distress. The results of our study show that organizations need to develop and adapt family friendly policies to mitigate level of employees' work-family conflict.

Work-Family Planning Attitudes among Emerging Adults

ERIC Educational Resources Information Center

Basuil, Dynah A.; Casper, Wendy J.

2012-01-01

Using social learning theory as a framework, we explore two sets of antecedents to work and family role planning attitudes among emerging adults: their work-family balance self-efficacy and their perceptions of their parents' work-to-family conflict. A total of 187 college students completed a questionnaire concerning their work-family balance…

Unsociable Work? Nonstandard Work Schedules, Family Relationships, and Children's Well-Being

ERIC Educational Resources Information Center

Strazdins, Lyndall; Clements, Mark S.; Korda, Rosemary J.; Broom, Dorothy H.; D'Souza, Rennie M.

2006-01-01

Many children live in families where one or both parents work evenings, nights, or weekends. Do these work schedules affect family relationships or well-being? Using cross-sectional survey data from dual-earner Canadian families (N=4,306) with children aged 2-11 years (N=6,156), we compared families where parents worked standard weekday times with…

The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship between Family-Friendly Workplace Supports and Job Satisfaction

ERIC Educational Resources Information Center

Sahibzada, Khatera; Hammer, Leslie B.; Neal, Margaret B.; Kuang, Daniel C.

2005-01-01

This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute's 1997 archival…

Models of Time Use in Paid and Unpaid Work

ERIC Educational Resources Information Center

Beaujot, Roderic; Liu, Jianye

2005-01-01

Models of time use need to consider especially the reproductive and productive activities of women and men. For husband-wife families, the breadwinner, one-earner, or complementary-roles model has advantages in terms of efficiency or specialization and stability; however, it is a high-risk model for women and children. The alternate model has been…

Generational Differences in Work-Family Conflict and Synergy

PubMed Central

Beutell, Nicholas J.

2013-01-01

This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed. PMID:23783221

Generational differences in work-family conflict and synergy.

PubMed

Beutell, Nicholas J

2013-06-19

This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed.

The Family and Medical Leave Act: Questions and Answers for Faculty.

ERIC Educational Resources Information Center

Euben, Donna R.; Thornton, Saranna R.

The Family and Medical Leave Act (FMLA) entitles many faculty members to 12 weeks of job-protected unpaid leave each year to take care of a serious health condition or a family obligation such as the birth of a child, the arrival of an adoptive or foster child, or the serious health condition of a spouse, child, or parent. This guidebook is a…

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors

ERIC Educational Resources Information Center

Hammer, Leslie B.; Kossek, Ellen Ernst; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2011-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention…

Work-Family Balance: Perspectives from Higher Education

ERIC Educational Resources Information Center

Pillay, Soma; Abhayawansa, Subhash

2014-01-01

The article examines different types of work-family pressures amongst people working within the Australian university sector. We were specifically interested in work-family experiences between domestic and migrant Australians. Among the major findings, domestic Australians experience greater levels of work-family imbalance across most of the…

Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study

PubMed Central

Buxton, Orfeu M.; Lee, Soomi; Beverly, Chloe; Berkman, Lisa F.; Moen, Phyllis; Kelly, Erin L.; Hammer, Leslie B.; Almeida, David M.

2016-01-01

Study Objectives: Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Methods: Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Results: Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Conclusions: Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. Citation: Buxton OM, Lee S, Beverly C, Berkman LF, Moen P, Kelly EL, Hammer LB, Almeida DM. Work-family conflict and employee sleep: evidence from IT workers

[Work-family conflict in call center].

PubMed

Ghislieri, Chiara; Ricotta, Simona; Colombo, Lara

2012-01-01

The working environment of call centers, which have seen a significant growth in recent years, has been the subject of several studies aiming at understanding its specific dynamics, with particular attention to the possible causes of stress and discomfort. Despite the fact that the work-family conflict is considered a source of stress responsible for undermining workers' well-being, and as such has been explored in many work environments, there is still very little research specific to call centers. This study had the following aims: to explore work-family conflict perceived by call-center operators taking account of any differences related to respondents'professional and personal characteristics; to understand which demands and resources can have an impact on work-family conflict in this context. The study was carried out on a sample of 898 call center operators in a telecommunications company through the administration of a self-reporting questionnaire. Data analysis included: t-test, one-way analysis of variance, linear correlations and multiple regressions. A higher perception of work-family conflict among workers having a full-time contract was observed compared to those having part-time contracts. Multiple regression analysis identified as sources of influence on work-family conflict: emotional dissonance, uneasiness due customer dissatisfaction, workload, avoidance coping and working hours. Work-family conflict in the context studied is not particularly critical: it is in part influenced by professional and personal characteristics of respondents and primarily caused by work demands. Managerial implications are discussed, especially referred to training activities.

34 CFR 682.402 - Death, disability, closed school, false certification, unpaid refunds, and bankruptcy payments.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 34 Education 4 2013-07-01 2013-07-01 false Death, disability, closed school, false certification... Programs by a Guaranty Agency § 682.402 Death, disability, closed school, false certification, unpaid..., attendance at a school that closes, false certification by a school of a borrower's eligibility for a loan...

34 CFR 682.402 - Death, disability, closed school, false certification, unpaid refunds, and bankruptcy payments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 34 Education 4 2011-07-01 2011-07-01 false Death, disability, closed school, false certification... Programs by a Guaranty Agency § 682.402 Death, disability, closed school, false certification, unpaid..., attendance at a school that closes, false certification by a school of a borrower's eligibility for a loan...

34 CFR 682.402 - Death, disability, closed school, false certification, unpaid refunds, and bankruptcy payments.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 34 Education 4 2014-07-01 2014-07-01 false Death, disability, closed school, false certification... Programs by a Guaranty Agency § 682.402 Death, disability, closed school, false certification, unpaid..., attendance at a school that closes, false certification by a school of a borrower's eligibility for a loan...

34 CFR 682.402 - Death, disability, closed school, false certification, unpaid refunds, and bankruptcy payments.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 34 Education 4 2012-07-01 2012-07-01 false Death, disability, closed school, false certification... Programs by a Guaranty Agency § 682.402 Death, disability, closed school, false certification, unpaid..., attendance at a school that closes, false certification by a school of a borrower's eligibility for a loan...

Work-Family Conflict among Female Teachers

ERIC Educational Resources Information Center

Cinamon, R.G.; Rich, Y.

2005-01-01

Work-family conflict was investigated among 187 Israeli women teachers to better understand relationships between teachers' professional and family lives. The research examined perceived importance of work and family roles and effects of stress and support variables on W->F and F->W conflict. Additionally, effects of teachers' years of experience…

Emerging Factors in Work/Family Interference.

ERIC Educational Resources Information Center

Mehrotra, Jena; Gebeke, Debra

In recent years the study of work and family issues has expanded from a focus on men's unemployment, women's employment, and two-career couples to more complex issues of economics, structural and psychological characteristics of work, enactment of multiple roles, the work/family cycle, combined effects of partners' work role characteristics, and…

Flexible work arrangements and work-family conflict after childbirth.

PubMed

Grice, Mira M; McGovern, Patricia M; Alexander, Bruce H

2008-10-01

Previous research has revealed that work-family conflict negatively influences women's health following childbirth. To examine if flexible work arrangements were associated with work-family conflict among women, 1 year after childbirth. Employed women, aged >or=18, were recruited while hospitalized for childbirth. Flexible work arrangements were measured at 6 months and work-family conflict was measured at 12 months. General linear models estimated the association between flexible work arrangements and work-family conflict. Of 1157 eligible participants, 522 were included in this analysis giving a 45% response rate. Compared to women who reported that taking time off was very hard, those who reported it was not too hard (beta = -0.80, SE = 0.36, P < 0.05) and not at all hard (beta = -1.08, SE = 0.35, P < 0.01) had lower average job spillover scores. There was no association between taking time off and home spillover. The ability to change hours was associated with greater home spillover (beta = 0.46, SE = 0.18, P < 0.05) but not with job spillover. The ability to take work home was associated with increased home spillover (beta = 0.35, SE = 0.14, P < 0.05) but not with job spillover. The ability to change work hours and the ability to take work home were associated with increased home spillover to work. The ability to take time off was associated with decreased job spillover to home. Additional research is needed to examine the intentional and unintentional consequences of flexible work arrangements.

Work/Family Conflicts: Policy Implications.

ERIC Educational Resources Information Center

Baker, Maureen

In the past 20 years, the percentage of married women in the Canadian labor force has risen dramatically. Despite women's increased participation in the labor force, child care and housework are still largely done by women. While the difficulty of combining work and family responsibilities can result in work/family conflicts, a variety of…

[Neuroticism, work demands, work-family conflict and job stress consequences].

PubMed

Lachowska, Bogusława Halina

2014-01-01

The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress), as well as distress experienced at work, employee intention to turnover, and job satisfaction. The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences.

Vying for time. Work and family.

PubMed

Martinez, M N; Overman, S; Thornburg, L

1990-08-01

Time--there is never enough of it. There are never enough hours in the day to do everything at work and at home. Today's employees, forced to choose between work obligations and family responsibilities, often feel frazzled and guilty. Some employers recognize these conflicts and are finding ways to lighten the work/family load. They are offering a sophisticated combination of dependent-care options, flexible work hours and family-related benefits tailored to meet the needs of the employees within their specific industries. HRMagazine looks at leaders in six major industries--manufacturing, health, communications/technology, financial management, government and retail. No one can give employees that 25-hour day that everyone feels they need to juggle all their work and family obligations. But these industry leaders have provided a nurturing environment where employees can successfully balance those obligations.

Work-Family Conflict and the Perception of Departmental and Institutional Work-Family Policies in Collegiate Athletic Trainers

ERIC Educational Resources Information Center

Godek, Michelle M.

2012-01-01

Employees throughout the United States struggle to balance their work and family commitments, in part because the workforce makeup has changed significantly over the last half century. The evolving family structure also has contributed to this struggle. This research seeks to build on previous work-family literature by incorporating the six…

Getting There from Here: Research on the Effects of Work-Family Initiatives on Work-Family Conflict and Business Outcomes.

PubMed

Kelly, Erin L; Kossek, Ellen Ernst; Hammer, Leslie B; Durham, Mary; Bray, Jeremy; Chermack, Kelly; Murphy, Lauren A; Kaskubar, Dan

2008-08-01

Many employing organizations have adopted work-family policies, programs, and benefits. Yet managers in employing organizations simply do not know what organizational initiatives actually reduce work-family conflict and how these changes are likely to impact employees and the organization. We examine scholarship that addresses two broad questions: first, do work-family initiatives reduce employees' work-family conflict and/or improve work-family enrichment? Second, does reduced work-family conflict improve employees' work outcomes and, especially, business outcomes at the organizational level? We review over 150 peer-reviewed studies from a number of disciplines in order to summarize this rich literature and identify promising avenues for research and conceptualization. We propose a research agenda based on four primary conclusions: the need for more multi-level research, the necessity of an interdisciplinary approach, the benefits of longitudinal studies that employ quasi-experimental or experimental designs and the challenges of translating research into practice in effective ways.

WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

PubMed

Kossek, Ellen Ernst; Pichler, Shaun; Bodner, Todd; Hammer, Leslie B

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

The Effectiveness of Paid Services in Supporting Unpaid Carers' Employment in England.

PubMed

Pickard, Linda; King, Derek; Brimblecombe, Nicola; Knapp, Martin

2015-07-01

This paper explores the effectiveness of paid services in supporting unpaid carers' employment in England. There is currently a new emphasis in England on 'replacement care', or paid services for the cared-for person, as a means of supporting working carers. The international evidence on the effectiveness of paid services as a means of supporting carers' employment is inconclusive and does not relate specifically to England. The study reported here explores this issue using the 2009/10 Personal Social Services Survey of Adult Carers in England . The study finds a positive association between carers' employment and receipt of paid services by the cared-for person, controlling for covariates. It therefore gives support to the hypothesis that services for the cared-for person are effective in supporting carers' employment. Use of home care and a personal assistant are associated on their own with the employment of both men and women carers, while use of day care and meals-on-wheels are associated specifically with women's employment. Use of short-term breaks are associated with carers' employment when combined with other services. The paper supports the emphasis in English social policy on paid services as a means of supporting working carers, but questions the use of the term 'replacement care' and the emphasis on 'the market'.

76 FR 39299 - Shortpaid and Unpaid Information-Based Indicia (IBI) Postage and Shortpaid Express Mail Postage

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-06

... process to appeal USPS decisions relative to shortpaid and unpaid IBI postage. During this process... the Postal Service's proposal to use an electronic notification process to recover revenue... an agreement and a process in place to obtain e-mail addresses will receive an electronic...

Work and Family. Employers' Views. Monograph No. 11.

ERIC Educational Resources Information Center

Wolcott, Ilene

The increasing number of families in which both partners work has focused attention on the relationship between work and family environments, and the consequences when employers and employees attempt to balance work and family responsibilities. This qualitative study explored whether the connections between family and work life were identified as…

Is work-family balance more than conflict and enrichment?

PubMed

Carlson, Dawn S; Grzywacz, Joseph G; Zivnuska, Suzanne

2009-10-01

This study deepens our theoretical and practical understanding of work-family balance, defined as the 'accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains' (Grzywacz & Carlson, 2007: 458). We develop a new measure of work-family balance and establish discriminant validity between it, work-family conflict, and work-family enrichment. Further, we examine the relationship of work-family balance with six key work and family outcomes. Results suggest that balance explains variance beyond that explained by traditional measures of conflict and enrichment for five of six outcomes tested: job satisfaction, organizational commitment, family satisfaction, family performance, and family functioning. We conclude with a discussion of the applications of our work.

Work-family and family-work conflicts amongst African nurses caring for patients with AIDS.

PubMed

Makola, Lehlogonolo; Mashegoane, Solomon; Debusho, Legesse K

2015-12-14

South African nursing environments are marked by various incapacitating stressors. This study explores work-family (W-F) and family-work (F-W) conflicts as aspects of stress amongst nurses working with patients who have AIDS. The study sought to determine the value of W-F and F-W conflicts as predictors of work and family satisfaction, as well as turnover intentions and the moderating role of supervisor and significant other support, amongst nurses caring for patients with AIDS in public hospitals within the Capricorn and Mopani districts, Limpopo Province. The study used a cross-sectional design, with data collected at one point only. Ninety-one nursing staff provided the data for the study by completing structured, self-administered surveys. Analysis involved computing correlations of all study variables. Thereafter, associated variables were used as predictors. In each predictive analysis, the nurses' stress served as a control variable, W-F and F-W conflicts were the independent variables and significant others and supervisor supports were moderators. Interaction terms were derived from independent and moderator variables. Although the findings of the study were not generally supportive of the hypotheses advanced, they nevertheless showed, amongst other findings, that F-W conflict predicted work satisfaction whilst W-F conflict predicted turnover intentions. Moreover, significant other support had a direct effect on family satisfaction whilst supervisor support moderated reports of W-F conflict and experiences of work satisfaction. The study showed that inter-role models that appear to be established in the context of developed societies require some further investigations in South Africa.

Negative Affectivity, Role Stress, and Work-Family Conflict.

ERIC Educational Resources Information Center

Stoeva, Albena Z.; Chiu, Randy K.; Greenhaus, Jeffrey H.

2002-01-01

Measures of job and family stress and negative affectivity were completed by 148 (of 400) Hong Kong civil service employees. Persons with high negative affectivity experience more work and family stress. Job stress was associated with extensive interference of work with family, and family stress with extensive interference of family with work.…

The effects of two different incentives on recruitment rates of families into a prevention program.

PubMed

Heinrichs, Nina

2006-07-01

This study experimentally manipulated two incentives for participation (monetary: paid participation for sessions and setting: group vs. individual) in a child behavior problem prevention program to analyze their effects on recruitment and retention of families. A population of 690 eligible families from 15 preschools located in socially disadvantaged neighborhoods was invited to participate in a parent training (PT) program. The study recruited parents by using advertisements that had information describing only the indicated condition (i.e., PT in group-unpaid, or PT individual-unpaid, or PT in group-paid, or PT individual-paid). Results demonstrate significant impact of payment on recruitment and initial attendance. Training setting alone (individual or group) did not significantly influence these rates. Editors' Strategic Implications: A compelling case is made for the utility of monetary incentives to increase proportions of low-income families in prevention research and programs. Evaluators and program designers should note the impressive use of the experimental design and hierarchical linear modeling to test the effects on recruitment.

[Some psychological problems in family planning work].

PubMed

Chen, J

1983-11-29

Psychology has significance in family planning work, because it may promote the scientific nature of family planning work and thus increase its effectiveness. Since people have some common aspects in their psychological process, family planning workers should master some common rules of the people's psychological process in order to understand psychological trends and possible behavior. Through this method, family planning workers may find how to adjust to problems they may encounter in their daily work, such as the worries about a single child being too lonely, spoiled, and hard to handle for the parents, the traditional belief that more children represent good fortune, and more male children may provide security for one's old age. Traditionally, the Chinese people believed that only male children can carry on the family line and that more children will provide a larger labor force, which is beneficial to a family's financial situation. In family planning work, all such incorrect ways of thinking should be corrected and revised. Studies of children's psychology should also be developed so that children may develop a healthy mentality. All these are crucial to the success of family planning work and the promotion of population quality.

IS WORK-FAMILY CONFLICT A MULTILEVEL STRESSOR LINKING JOB CONDITIONS TO MENTAL HEALTH? EVIDENCE FROM THE WORK, FAMILY AND HEALTH NETWORK.

PubMed

Moen, Phyllis; Kaduk, Anne; Kossek, Ellen Ernst; Hammer, Leslie; Buxton, Orfeu M; O'Donnell, Emily; Almeida, David; Fox, Kimberly; Tranby, Eric; Oakes, J Michael; Casper, Lynne

Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health. This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress). We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals' perceptions of their job conditions are better predictors of individuals' work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes. Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees' mental health. We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a "private trouble" and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work.

J. M. W. Turner's painting "The unpaid bill, or the dentist reproving his son's prodigality".

PubMed

Bishop, M; Gelbier, S; King, J

2004-12-25

In November 2002, the BDA News carried an item, illustrated with a colour reproduction, describing a painting of a Georgian dentist's rooms by Joseph Mallord William Turner (1775-1851), one of the most respected of English artists, which was shortly to come up for auction at Christies' Rooms in London. This work, first exhibited in 1808, was entitled "The unpaid bill, or the dentist reproving his son's prodigality", and had originally been commissioned by the connoisseur Richard Payne Knight (1750-1824). "The examiner", a contemporary London journal, identifies the 'cradle-piece' for the commission as being a Rembrandt which Payne Knight owned, and the journalist Robert Hunt said that Turner had more than come up to the task of showing that a modern could handle light as well as the old master, 'for a picture of colouring and effect, it is ... inestimable'.

Work-family conflict and job burnout among correctional staff.

PubMed

Lambert, Eric G; Hogan, Nancy L

2010-02-01

Work-family conflict and job burnout are both issues for 272 correctional staff (response rate of 68%). The two major forms of work-family conflict are work-on-family conflict and family-on-work conflict. Multivariate analysis of survey data from 272 correctional staff at a state prison indicated work-on-family conflict had a significant positive relation with job burnout, while family-on-work conflict did not.

Work and Family Functioning: An Annotated Bibliography Selected from Family Database.

ERIC Educational Resources Information Center

Davis, Mari, Comp.

This annotated bibliography lists works published in Australia on issues regarding work obligations and family responsibilities. All works cited are included in Australia's FAMILY database. The following topics are covered: (1) adolescents and attitudes to employment (14 citations); (2) the aged and employment (20 citations); (3) career…

IS WORK-FAMILY CONFLICT A MULTILEVEL STRESSOR LINKING JOB CONDITIONS TO MENTAL HEALTH? EVIDENCE FROM THE WORK, FAMILY AND HEALTH NETWORK

PubMed Central

Moen, Phyllis; Kaduk, Anne; Kossek, Ellen Ernst; Hammer, Leslie; Buxton, Orfeu M.; O’Donnell, Emily; Almeida, David; Fox, Kimberly; Tranby, Eric; Oakes, J. Michael; Casper, Lynne

2015-01-01

Purpose Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health. Methodology/approach This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress). Findings We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals’ perceptions of their job conditions are better predictors of individuals’ work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes. Practical implications Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees’ mental health. Originality/value of the chapter We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a “private trouble” and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work. PMID:25866431

Family, Work, and Infant Care in Limited Income Latino Migrant Farm-Working and Anglo Non-Migrant Families

ERIC Educational Resources Information Center

Meece, Darrell; Barratt, Marguerite; Kossek, Ellen

2003-01-01

Changes in the policy context of limited income families' lives have created new stresses at the intersection of work and family. This research used detailed interviews with limited income working mothers of infants 4 to 18 months old to learn about their work experiences, individual well-being, and perceptions of their infants' experiences in…

82 Key Statistics on Work and Family Issues. The National Report on Work & Family. Special Report #9.

ERIC Educational Resources Information Center

Bureau of National Affairs, Inc., Washington, DC.

This report was prepared because of the growing national interest in the questions of work and family dynamics. It puts together 82 key statistics on work and family issues in four major areas: child care, parental leave, alternative work schedules, and elder care. In addition, a chapter of miscellaneous statistics covers areas such as the…

Religious Influences on Work-Family Trade-Offs

ERIC Educational Resources Information Center

Ammons, Samantha K.; Edgell, Penny

2007-01-01

Despite a large body of research on the influences of religion on family life and gender ideology, few studies examined how religion affects work-family strategies. One set of strategies involves making employment or family trade-off--strategies of devoting time or attention to either work or family in a situation in which one cannot devote the…

The ‘visibility’ of unpaid care in England

PubMed Central

King, Derek; Knapp, Martin

2015-01-01

Summary Social work practice is increasingly concerned with support not just for service users but also for unpaid carers. A key aspect of practice is the assessment of carers’ needs. The Government has recently passed legislation that will widen eligibility for carers’ assessments and remove the requirement that carers must be providing a substantial amount of care on a regular basis. This article examines which carers are currently ‘visible’ or known to councils and which are not, and uses the results to examine the likely effects of the new legislation. In order to identify the characteristics of carers known to councils, the article uses large-scale surveys, comparing the 2009/10 Personal Social Services Survey of Adult Carers in England and the 2009/10 Survey of Carers in Households in England. Findings Carers who are known to councils provide extremely long hours of care. Among carers providing substantial care who are known to councils, the majority care for 100 or more hours a week. The focus of councils on carers providing long hours of care is associated with a number of other carer characteristics, such as poor health. Applications Councils' emphasis on the most intense carers is unlikely to be attributable solely to the current legislation. Therefore, dropping the substantial and regular clauses alone will not necessarily broaden access to carers' assessments and, in order to achieve this, considerable new resources may be needed. How far these resources are available will determine the extent to which practitioners can broaden access to carers' assessments. PMID:27182201

Convergence between Measures of Work-to-Family and Family-to-Work Conflict: A Meta-Analytic Examination

ERIC Educational Resources Information Center

Mesmer-Magnus, Jessica R.; Viswesvaran, Chockalingam

2005-01-01

The overlap between measures of work-to-family (WFC) and family-to-work conflict (FWC) was meta-analytically investigated. Researchers have assumed WFC and FWC to be distinct, however, this assumption requires empirical verification. Across 25 independent samples (total N=9079) the sample size weighted mean observed correlation was .38 and the…

The Relationship between Core Self-Evaluations and Work and Family Satisfaction: The Mediating Role of Work-Family Conflict and Facilitation

ERIC Educational Resources Information Center

Boyar, Scott L.; Mosley, Donald C., Jr.

2007-01-01

This study examines the impact of work-family conflict and work-family facilitation on work and family outcomes and explores the influence of core self-evaluations (CSE) among these relationships. CSE is comprised of self-esteem, neuroticism, locus of control, and general self-efficacy. CSE was found to be negatively related to work interfering…

Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance.

PubMed

Valcour, Monique

2007-11-01

This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands. (c) 2007 APA

Social Support from Work and Family Domains as an Antecedent or Moderator of Work-Family Conflicts?

ERIC Educational Resources Information Center

Seiger, Christine P.; Wiese, Bettina S.

2009-01-01

On the basis of Conservation of Resources theory, we investigated how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N=107 working mothers. We used data from a cross-sectional questionnaire and a standardized diary to examine two possible forms of interplay: (a) Social…

Single Mothers, Social Capital, and Work--Family Conflict

ERIC Educational Resources Information Center

Ciabattari, Teresa

2007-01-01

The purpose of this article is to examine work-family conflict among low-income, unmarried mothers. Analyzing the Fragile Families and Child Wellbeing Study, a national sample of nonmarital births, I examine how social capital affects work-family conflict and how both social capital and work-family conflict affect employment. Results show that…

Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study.

PubMed

Buxton, Orfeu M; Lee, Soomi; Beverly, Chloe; Berkman, Lisa F; Moen, Phyllis; Kelly, Erin L; Hammer, Leslie B; Almeida, David M

2016-10-01

Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. © 2016 Associated Professional Sleep Societies, LLC.

Overcoming Barriers in Working with Families

ERIC Educational Resources Information Center

Heru, Alison M.; Drury, Laura

2006-01-01

Objective: The Accreditation Council for Graduate Medical Education and the Residency Review Committee for psychiatry outline the expected competencies for residents. These competencies include working with families. This article describes barriers that residents face when working with families, and offers ways to overcome these barriers. Method:…

Parental employment and work-family stress: Associations with family food environments

PubMed Central

Bauer, Katherine W.; Hearst, Mary O.; Escoto, Kamisha; Berge, Jerica M.; Neumark-Sztainer, Dianne

2013-01-01

Parental employment provides many benefits to children's health. However, an increasing number of studies have observed associations between mothers' full-time employment and less healthful family food environments. Few studies have examined other ways in which parental employment may be associated with the family food environment, including the role of fathers' employment and parents' stress balancing work and home obligations. This study utilized data from Project F-EAT, a population-based study of a socio-demographically diverse sample of 3709 parents of adolescents living in a metropolitan area in the Midwestern United States, to examine cross-sectional associations between mothers' and fathers' employment status and parents' work-life stress with multiple aspects of the family food environment. Among parents participating in Project F-EAT, 64% of fathers and 46% of mothers were full-time employed, while 25% of fathers and 37% of mothers were not employed. Results showed that full-time employed mothers reported fewer family meals, less frequent encouragement of their adolescents' healthful eating, lower fruit and vegetable intake, and less time spent on food preparation, compared to part-time and not-employed mothers, after adjusting for socio-demographics. Full-time employed fathers reported significantly fewer hours of food preparation; no other associations were seen between fathers' employment status and characteristics of the family food environment. In contrast, higher work-life stress among both parents was associated with less healthful family food environment characteristics including less frequent family meals and more frequent sugar-sweetened beverage and fast food consumption by parents. Among dual-parent families, taking into account the employment characteristics of the other parent did not substantially alter the relationships between work-life stress and family food environment characteristics. While parental employment is beneficial for many

Parental employment and work-family stress: associations with family food environments.

PubMed

Bauer, Katherine W; Hearst, Mary O; Escoto, Kamisha; Berge, Jerica M; Neumark-Sztainer, Dianne

2012-08-01

Parental employment provides many benefits to children's health. However, an increasing number of studies have observed associations between mothers' full-time employment and less healthful family food environments. Few studies have examined other ways in which parental employment may be associated with the family food environment, including the role of fathers' employment and parents' stress balancing work and home obligations. This study utilized data from Project F-EAT, a population-based study of a socio-demographically diverse sample of 3709 parents of adolescents living in a metropolitan area in the Midwestern United States, to examine cross-sectional associations between mothers' and fathers' employment status and parents' work-life stress with multiple aspects of the family food environment. Among parents participating in Project F-EAT, 64% of fathers and 46% of mothers were full-time employed, while 25% of fathers and 37% of mothers were not employed. Results showed that full-time employed mothers reported fewer family meals, less frequent encouragement of their adolescents' healthful eating, lower fruit and vegetable intake, and less time spent on food preparation, compared to part-time and not-employed mothers, after adjusting for socio-demographics. Full-time employed fathers reported significantly fewer hours of food preparation; no other associations were seen between fathers' employment status and characteristics of the family food environment. In contrast, higher work-life stress among both parents was associated with less healthful family food environment characteristics including less frequent family meals and more frequent sugar-sweetened beverage and fast food consumption by parents. Among dual-parent families, taking into account the employment characteristics of the other parent did not substantially alter the relationships between work-life stress and family food environment characteristics. While parental employment is beneficial for many

Who benefits from family support? Work schedule and family differences.

PubMed

Jennings, Kristen S; Sinclair, Robert R; Mohr, Cynthia D

2016-01-01

Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work-family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. (c) 2016 APA, all rights reserved).

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals.

PubMed

Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

2016-04-01

High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals' turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Thus, regarding the prominent and preventative role of organizational commitment in employees' desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people's organizational commitment must be considered by health system managers more than ever.

Helping Families Work: A 1995/1996 Factbook.

ERIC Educational Resources Information Center

Real, Mark; And Others

This report illustrates the conditions facing young Ohioans and measures the success of local communities across Ohio in helping families work. Sections of this report are: (1) "Helping Families Work: An Introduction," which discusses how Ohio families are changing, the limits of government, measuring the success of state and local…

From "Work-Family" to "Work-Life": Broadening Our Conceptualization and Measurement

ERIC Educational Resources Information Center

Keeney, Jessica; Boyd, Elizabeth M.; Sinha, Ruchi; Westring, Alyssa F.; Ryan, Ann Marie

2013-01-01

Despite frequent reference to "work-life" issues in the organizational literature, little theoretical or empirical attention has been paid to nonwork areas beyond family. The purpose of the research described here is to move beyond work-family conflict to a broader conceptualization and measurement of work interference with life. A measure of work…

Work, Welfare, and Family Well-Being.

ERIC Educational Resources Information Center

Sing, Merrile; Hill, Heather; Mendenko, Linda

As more families move from welfare to work, little is known about the implications of employment for family well-being. This survey and case study examined the effects of employment on the economic, social, and emotional well-being of parents, children, and families. Survey respondents received assistance through Iowa's Family Investment Program…

Ten adaptive strategies for family and work balance: advice from successful families.

PubMed

Haddock, S A; Zimmerman, T S; Ziemba, S J; Current, L R

2001-10-01

Despite negative media images and social dynamics insensitive to the lives of many dual-career couples, research shows that these families are largely healthy and thriving. In this study, we investigated the adaptive strategies of middle-class, dual-earner couples (N = 47) with children that are successfully managing family and work. Guided by grounded-theory methodology, analysis of interview data revealed that these successful couples structured their lives around 10 major strategies: Valuing family, striving for partnership, deriving meaning from work, maintaining work boundaries, focusing and producing at work, taking pride in dual earning, prioritizing family fun, living simply, making decisions proactively, and valuing time. Each adaptive strategy is defined and illustrated through the participants' own words. Clinical applications for therapists working with dual-earner couples are offered.

Is Family-to-Work Interference Related to Co-Workers' Work Outcomes?

ERIC Educational Resources Information Center

ten Brummelhuis, Lieke L.; Bakker, Arnold B.; Euwema, Martin C.

2010-01-01

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and…

The Impact of Emotional Labor on Work-Family Outcomes

ERIC Educational Resources Information Center

Yanchus, Nancy J.; Eby, Lilian T.; Lance, Charles E.; Drollinger, Sabrina

2010-01-01

Theory and research on emotional labor at work is applied to the study of the work-family interface to explore how emotional experiences in both the work and the family domain relate to the experience of work-family conflict and work-family enrichment, and ultimately attitudinal and health outcomes. Emotional intelligence is also examined as a…

How do people with different attachment styles balance work and family? A personality perspective on work-family linkage.

PubMed

Sumer, H C; Knight, P A

2001-08-01

This study explored whether different models of work-family relationship were possible for individuals with different attachment styles. A mail survey was conducted using employees (N = 481) at a midwestern university in the United States. Results suggested that (a) individuals with a preoccupied attachment pattern were more likely to experience negative spillover from the family/home to the work domain than those with a secure or dismissing style, (b) securely attached individuals experienced positive spillover in both work and family domains more than those in the other groups, and (c) preoccupied individuals were much less likely to use a segmentation strategy than the other 3 attachment groups. However, when the conventional job satisfaction life satisfaction relationship was examined, the data provided unique support for the spillover model. Implications of the findings for both attachment and work family relationship literatures are discussed.

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

PubMed Central

Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

2016-01-01

Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. Methods: This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Results: Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Conclusion: Thus, regarding the prominent and preventative role of organizational commitment in employees’ desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people’s organizational commitment must be considered by health system managers more than ever. PMID:27218108

Perceived work stress, imbalance between work and family/personal lives, and mental disorders.

PubMed

Wang, Jian Li

2006-07-01

Occupational mental health research has been focusing on the relationship between work stress and depression. However, the impacts of work stress on anxiety disorders and of imbalance between work and family life on workers' mental health have not been well studied. This analysis investigated the association between levels of perceived work stress and of imbalance between work and family/personal lives and current mood/anxiety disorders. This was a cross-sectional study using data from the Canadian Community Health Survey-Mental Health and Well-being (CCHS-1.2) (n=36,984). Mood and anxiety disorders were measured using the World Mental Health-Composite International Diagnostic Interview. The 1-month prevalence of mood and anxiety disorders among those with a work stress score at the 75th percentile value and above was 3.6% and 4.0%. Among those who reported that their work and family/personal lives "never" balanced in the past month, the 1-month prevalence of mood and anxiety disorders was 21.2% and 17.9%. In multivariate analyses, work stress and imbalance between work and family/personal lives were independently associated with mood and anxiety disorders. There was no evidence that perceived work stress interacted with imbalance between work and family/personal lives to increase the likelihood of having mental disorders. Gender was associated with anxiety disorders, but not with major depressive disorder and mood disorders. Work stress and imbalance between work and family/personal lives may be part of the etiology of mood and anxiety disorders in the working population. Community based longitudinal studies are needed to delineate the causal relationships among work stress, imbalance between work and family/personal lives and mental disorders.

Impact of work pressure, work stress and work-family conflict on firefighter burnout.

PubMed

Smith, Todd D; DeJoy, David M; Dyal, Mari-Amanda Aimee; Huang, Gaojian

2017-10-25

Little research has explored burnout and its causes in the American fire service. Data were collected from career firefighters in the southeastern United States (n = 208) to explore these relationships. A hierarchical regression model was tested to examine predictors of burnout including sociodemographic characteristics (model 1), work pressure (model 2), work stress and work-family conflict (model 3) and interaction terms (model 4). The main findings suggest that perceived work stress and work-family conflict emerged as the significant predictors of burnout (both p < .001). Interventions and programs aimed at these predictors could potentially curtail burnout among firefighters.

Out of the Comfort Zone: Enhancing Work-Based Learning about Employability through Student Reflection on Work Placements

ERIC Educational Resources Information Center

Eden, Sally

2014-01-01

This paper examines the work-based learning about employability reported by 26 undergraduate Geography and Environmental Management students on part-time, unpaid work placements. The students' "reflective essays" emphasized their learning more in terms of emotional challenges than in terms of skills, as being pushed out of their…

Linking Mechanisms of Work-Family Conflict and Segmentation

ERIC Educational Resources Information Center

Michel, Jesse S.; Hargis, Michael B.

2008-01-01

Despite the abundance of work and family research, few studies have compared the linking mechanisms specified in theoretical models of work-family conflict and segmentation. Accordingly, the current study provides a greater degree of empirical clarity concerning the interplay of work and family by directly examining the indirect effects of…

[Structural empowerment and work-family fit in nurses].

PubMed

Orłowska, Agnieszka; Łaguna, Mariola

2016-12-22

The goal of the study was to investigate the relationship between structural empowerment and work-family fit in Polish nurses. Structural empowerment is a strategy for managing by providing the employees with opportunities, information, support and resources essential for the effective performance of work duties. Work-family fit takes 2 forms of relationships between these 2 spheres: conflict (functioning in one role is more difficult because of participation in the other role) and facilitation (fulfilling the duties associated with one role enriches filling up the other role). A total of 159 nurses employed in hospitals took part in the study. The Polish versions of the Conditions of Work Effectiveness Questionnaire and the Work-Family Fit Questionnaire were used. Hierarchical linear regression analysis was applied for data analysis. The results show statistically signifficant relationships between structural empowerment and work-family fit in nurses. In the hospital environment, characterized by a high degree of empowerment, nurses experience a lower level of work-family conflict and a higher level of facilitation in both directions. Hospital management strategy based on structural empowerment of nurses favors reconciliation of professional and family roles. Therefore, it is important for hospitals to create appropriate working conditions that allow nurses to effectively deal with demands arising from work and family spheres. Med Pr 2016;67(6):787-800. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

[Paid work, family and women's mental health.].

PubMed

Dufort, F

1985-01-01

In this article, the results of a research on the influence of family and remunerated work on the mental health of women are presented. The impact of the working environment is analysed from the point of view of the characteristics of hiring, of the level of satisfaction at work and of the social support. The impact of the family environment is studied in the areas of shared responsabilities between married people, of the attitudes towards the presence of women in the work force, of single parentage and of family life cycles. Areas of long term and short term researches are proposed.

Work-Family Conflict, Sleep, and Mental Health of Nursing Assistants Working in Nursing Homes.

PubMed

Zhang, Yuan; Punnett, Laura; Nannini, Angela

2017-07-01

Work-family conflict is challenging for workers and may lead to depression, anxiety, and overall poor health. Sleep plays an important role in the maintenance of mental health; however, the role of sleep in the association between work-family conflict and mental health is not well-studied. Questionnaires were collected from 650 nursing assistants in 15 nursing homes. Multivariate linear regression modeling demonstrated that increased work-family conflict was associated with lower mental health scores (β = -2.56, p < .01). More work-family conflict was correlated with more job demands, less job control, less social support, and longer work hours. Poor sleep quality, but not short sleep duration, mediated the association between work-family conflict and mental health. Workplace interventions to improve nursing assistants' mental health should increase their control over work schedules and responsibilities, provide support to meet their work and family needs, and address healthy sleep practices.

A Chinese Longitudinal Study on Work/Family Enrichment

ERIC Educational Resources Information Center

Lu, Luo

2011-01-01

Purpose: The purpose of this paper is to explore reciprocal relationships between work/family resources, work/family enrichment (WFE), and work/family satisfaction in a Chinese society. Design/methodology/approach: A longitudinal design was adopted using a three-wave panel sample. Data were obtained from 310 Taiwanese employees on three occasions,…

Changes in working time arrangements over time as a consequence of work-family conflict.

PubMed

Jansen, Nicole W H; Mohren, Danielle C L; van Amelsvoort, Ludovic G P M; Janssen, Nathalie; Kant, Ijmert

2010-07-01

Existing longitudinal studies on the relationship between working time arrangements (WTA) and work-family conflict have mainly focused on the normal causal relationship, that is, the impact of WTA on work-family conflict over time. So far, however, the reversed relationship, that is, the effect of work-family conflict on adjustments in WTA over time, has hardly been studied. Because work-family conflict is highly prevalent in the working population, further insight in this reverse relationship is invaluable to gain insight into secondary selection processes. The aim of this study is to investigate whether work-family conflict is prospectively related to adjustments in work schedules, working hours, and overtime work, and to explore sex differences and different time lags in this relation. Data of the prospective Maastricht Cohort Study were used. To study the effect of work-family conflict on a change from shift- to day work over 32 months of follow-up, male three-shift (n = 727), five-shift (n = 932), and irregular-shift (n = 451) workers were selected. To study effects of work-family conflict on reduction of working hours over 12 and 24 months of follow-up, respectively, only day workers (males and females) were selected, capturing 5809 full-time workers (> or =36 h/wk) and 1387 part-time workers (<36 h/wk) at baseline. To examine effects of work-family conflict on refraining from overtime work over 12 months of follow-up, only day workers reporting frequent overtime work at baseline were selected (3145 full-time and 492 part-time workers). Cox regression analyses were performed with adjustments for age, educational level, and presence of a long-term illness. Work-family conflict was associated with a significantly increased risk of changing from shift- to day work over 32 months of follow-up in three-shift workers (relative risk [RR] = 1.77, 95% confidence interval [CI] 1.19-2.63) but not in five-shift workers (RR = 1.32, 95% CI 0.78-2.24) and irregular

Boom, Bust & Beyond: The State of Working Arkansas. Arkansas Working Families Project.

ERIC Educational Resources Information Center

Huddleston, Richard; Duran, Angela

Using data from several government and private sources and interviews with working families, this report examines the Arkansas economy, how Arkansas working families have fared economically in recent years, and their current challenges. The report offers suggestions about how the state can provide the tools families need to continue to move up the…

Thematic content analysis of work-family interactions: Retired cosmonauts’ reflections

NASA Astrophysics Data System (ADS)

Johnson, Phyllis J.; Asmaro, Deyar; Suedfeld, Peter; Gushin, Vadim

2012-12-01

Anecdotal evidence and qualitative research attest to the importance of work-family interactions pre-, during and post-missions. This study uses thematic content analysis to quantify characteristics of work-family interactions and how these changed by stage of cosmonauts' career, identifying the effect of space career variables (e.g., time in space and station) on such interactions during and post-career. Using a thematic scoring scheme developed for this study, we coded work-family interactions identified from interviews with 20 retired male cosmonauts. The majority of work-family interactions were ones in which work overlapped into family life and work hindered or interfered with the family situation. The most common resolution was that family adjusted to work, and the mood or tone about this outcome was almost equally divided among negative, positive and neutral. Changes in work-family interactions and their resolution over the cosmonaut's life showed that the significant interactions were most evident during the cosmonaut career. Although the cosmonaut career has high work demands, it did adjust for family when the need arose. The Russian Space Agency (RKS) eased the impact of the periodic absences, especially through regular communication sessions. Positive work-family interactions, i.e., work or family helping the opposite role, were more likely for those who had been on ISS, not Mir, and for those whose last flight was after 2000. Our data reflect retired cosmonauts' recollections of work-family interactions during their career. Examples of work overlapping into family life and work viewed as interfering with family life were possibly more salient or better remembered than work or family helping the other role.

Workplace Faculty Friendships and Work-Family Culture

ERIC Educational Resources Information Center

Watanabe, Megumi; Falci, Christina

2017-01-01

Although various work-family policies are available to faculty members, many underuse these policies due to concerns about negative career consequences. Therefore, we believe it is important to develop an academic work culture that is more supportive of work-family needs. Using network data gathered from faculty members at a Midwestern university,…

29 CFR 541.602 - Salary basis.

Code of Federal Regulations, 2013 CFR

2013-07-01

... takes unpaid leave under the Family and Medical Leave Act. Rather, when an exempt employee takes unpaid leave under the Family and Medical Leave Act, an employer may pay a proportionate part of the full... four hours of unpaid leave under the Family and Medical Leave Act, the employer could deduct 10 percent...

'It is hard for mums to put themselves first': how mothers diagnosed with breast cancer manage the sociological boundaries between paid work, family and caring for the self.

PubMed

Mackenzie, Catherine Ruth

2014-09-01

This paper aims to increase understanding of how mothers diagnosed with breast cancer while in the paid workforce experience and manage their multiple demands of taking care of themselves, their children and their paid work. In-depth, semi-structured interviews were conducted with 32 women who were mothers of dependent children and in the paid workforce at the time of their breast cancer diagnosis. The sample includes women living in urban and rural Australia. The study found that after a breast cancer diagnosis, participants tended to prioritise their health and wellbeing over paid work. Yet dominance of gendered identity meant that they tended to place the needs of family, especially children, above their own health and wellbeing. The key factors that influenced mothers' decisions to continue in, return to, or leave paid work after a breast cancer diagnosis included: a change in perspective regarding what was important in their lives; level of support from the workplace and home; the extent to which participating in paid work was a financial necessity; the extent to which their identity was connected to paid work, and; ongoing level of pain or fatigue. The paper concludes that using the sociological concepts of the fateful moment, boundary maintenance and a feminist ethic of care produces a more nuanced understanding of women's participation in paid work after breast cancer than examining paid workforce participation, or unpaid responsibilities and mothering, separately. The nature of the permeability or malleability of boundaries between work, family and taking care of the self affects women's participation in paid work during and/or after breast cancer treatment. Increased boundary permeability or malleability brought about more by cooperation than conflict facilitated positive experiences of re-negotiating boundaries, whereas increased permeability or malleability brought about more by conflict than cooperation created difficulties for women in finding an

Designing Work, Family & Health Organizational Change Initiatives

PubMed Central

Hammer, Leslie B.; Kelly, Erin L.; Moen, Phyllis

2014-01-01

Executive Summary For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win–win for productivity and employees’ well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today’s U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor. PMID:24683279

Designing Work, Family & Health Organizational Change Initiatives.

PubMed

Kossek, Ellen Ernst; Hammer, Leslie B; Kelly, Erin L; Moen, Phyllis

2014-01-01

For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win-win for productivity and employees' well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today's U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor.

Female Physicians and the Work-Family Conflict.

PubMed

Treister-Goltzman, Yulia; Peleg, Roni

2016-05-01

There has been a dramatic increase in the number of female physicians in all fields and specializations of medicine, but this increase has not resulted in a redistribution of domestic tasks and responsibilities. Reviewing the literature of the last two decades (April 1994 to April 2014) on how female physicians cope with the challenge of balancing their family and professional lives for the duration of their professional careers revealed that they suffer from the work-family conflict more than other professionals and that it has a more negative effect on women than on men. Women physicians consider work-family balance significantly when making career choices. These considerations affect their career success, their productivity as faculty members, their marital life, and parenthood. Having a supportive spouse at home and a facilitating mentor at work are important for a positive work-family balance among female physicians. Special career-supporting measures, such as flexible work schedules and expanded support for childcare over the course of work and when taking part in academic activities, are critical for female physicians.

Work-Family Conflict, Children, and Hour Mismatches in Australia

ERIC Educational Resources Information Center

Reynolds, Jeremy; Aletraris, Lydia

2007-01-01

This article helps integrate research on work hours and work-family issues by examining how work-family conflict is related to the desire for more and fewer hours of work. Using the first wave of the Household Income and Labor Dynamics in Australia survey, we find that work-to-family conflict is associated with a desire for fewer hours of work.…

Preliminary Validation of the Work-Family Integration-Blurring Scale

ERIC Educational Resources Information Center

Desrochers, Stephan; Hilton, Jeanne M.; Larwood, Laurie

2005-01-01

Several studies of telecommuting and working at home have alluded to the blurring line between work and family that can result from such highly integrated work-family arrangements. However, little is known about working parents' perceptions of the integration and blurring of their work and family roles. In this study, the authors created and…

Family, Employment, and Individual Resource-Based Antecedents of Maternal Work-Family Enrichment from Infancy through Middle Childhood

PubMed Central

Zhou, Nan; Buehler, Cheryl

2015-01-01

This study used data from the NICHD Study of Early Child Care and Youth Development (N = 1,019) to examine family, employment, and individual antecedents of maternal work-family enrichment from infancy through middle childhood. Work-family conflict and important confounding factors were controlled. From the family domain, higher income-to-needs ratio and social support were associated with higher work-family enrichment. From the employment domain, greater job rewards, benefits of employment for children, and work commitment were associated with higher work-family enrichment. From the individual domain, higher maternal education and extroversion were associated with higher work-family enrichment. No family, employment, and individual characteristics were associated with work-family conflict across time except for partner intimacy. In general, the results supported antecedents of work-family enrichment that supply needed resources. The present study contributed to the literature by identifying antecedents of maternal work-family enrichment across early child developmental stages, which goes beyond examinations of particular life stages and a work-family conflict perspective. Implications for theory and practice are discussed. PMID:26641483

Living the academic life: A model for work-family conflict.

PubMed

Beigi, Mina; Shirmohammadi, Melika; Kim, Sehoon

2015-01-01

Work-family conflict (WFC) is an inter-role conflict, which suggests that fulfilling expectations of family roles makes it difficult to satisfy expectations of work roles, and vice versa. Living an academic life includes balancing multiple work demands and family responsibilities, which may generate WFC for many faculty members. Researchers have emphasized the need for further studies of how faculty integrate work and family demands. This study explores WFC among Iranian faculty. We examine relationships among work hours, time spent with family, work-interference with family (WIF), family-interference with work (FIW), and job satisfaction. Faculty members from 25 Iranian public universities completed a questionnaire. Structural equation modeling was used to test hypotheses in a single model. Findings suggest a positive relationship between faculty weekly work hours and WIF, and between time spent with family and FIW. WIF correlated negatively with job satisfaction, and work hours correlated positively with job satisfaction. Time spent with family and FIW had no influence on job satisfaction, and spouse employment moderated the relationship between WIF and job satisfaction. Findings have implications for human resources and organizational development professionals seeking insight into how faculty members and other knowledge workers experience work-family interrelationships.

Key Working for Families with Young Disabled Children

PubMed Central

Carter, Bernie; Thomas, Megan

2011-01-01

For families with a disabled child, the usual challenges of family life can be further complicated by the need to access a wide range of services provided by a plethora of professionals and agencies. Key working aims to support children and their families in navigating these complexities ensuring easy access to relevant, high quality, and coordinated care. The aim of this paper is to explore the key worker role in relation to “being a key worker” and “having a key worker”. The data within this paper draw on a larger evaluation study of the Blackpool Early Support Pilot Programme. The qualitative study used an appreciative and narrative approach and utilised mixed methods (interviews, surveys and a nominal group workshop). Data were collected from 43 participants (parents, key workers, and other stakeholders). All stakeholders who had been involved with the service were invited to participate. In the paper we present and discuss the ways in which key working made a difference to the lives of children and their families. We also consider how key working transformed the perspectives of the key workers creating a deeper and richer understanding of family lives and the ways in which other disciplines and agencies worked. Key working contributed to the shift to a much more family-centred approach, and enhanced communication and information sharing between professionals and agencies improved. This resulted in families feeling more informed. Key workers acted in an entrepreneurial fashion, forging new relationships with families and between families and other stakeholders. Parents of young disabled children and their service providers benefited from key working. Much of the benefit accrued came from strong, relational, and social-professional networking which facilitated the embedding of new ways of working into everyday practice. Using an appreciative inquiry approach provided an effective and relevant way of engaging with parents, professionals, and other

Family, employment, and individual resource-based antecedents of maternal work-family enrichment from infancy through middle childhood.

PubMed

Zhou, Nan; Buehler, Cheryl

2016-07-01

This study used data from the National Institute of Child Health and Human Development (NICHD) Study of Early Child Care and Youth Development (N = 1,019) to examine family, employment, and individual antecedents of maternal work-family enrichment from infancy through middle childhood. Work-family conflict and important confounding factors were controlled. From the family domain, higher income-to-needs ratio and social support were associated with higher work-family enrichment. From the employment domain, greater job rewards, benefits of employment for children, and work commitment were associated with higher work-family enrichment. From the individual domain, higher maternal education and extroversion were associated with higher work-family enrichment. No family, employment, and individual characteristics were associated with work-family conflict across time except for partner intimacy. In general, the results supported antecedents of work-family enrichment that supply needed resources. The present study contributed to the literature by identifying antecedents of maternal work-family enrichment across early child developmental stages, which goes beyond examinations of particular life stages and a work-family conflict perspective. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Overworked Individuals or Overworked Families? Explaining Trends in Work, Leisure, and Family Time.

ERIC Educational Resources Information Center

Jacobs, Jerry A.; Gerson, Kathleen

2001-01-01

Data from the 1970 and 1997 Current Population Survey demonstrate that, more than changes in working hours, the shift from male-breadwinner to dual-earner and single-parent households has increased concern for family-work balance. Research should focus on combined work schedules of family members rather than changes in individual work patterns.…

Spousal Support and Work--Family Balance in Launching a Family Business

ERIC Educational Resources Information Center

Gudmunson, Clinton G.; Danes, Sharon M.; Werbel, James D.; Loy, Johnben Teik-Cheok

2009-01-01

This study examines whether emotional spousal support contributes to business owners' perceived work-family balance while launching a family business. Hobfoll's Conservation of Resources theory of stress is applied to 109 family business owners and their spouses. Results from structural equation models support several hypotheses. First, reports of…

Work and Family. Policies for a Changing Work Force.

ERIC Educational Resources Information Center

Ferber, Marianne A., Ed.; And Others

This book reviews changes in work and family structures and their effects on worker productivity and employer practices. The first two chapters introduce the topic and trace the history of family structure and composition in the United States, the changing nature of employment, and the central role of the employment relationship to the social…

[Study of the work and of working in Family Health Care Support Center].

PubMed

Lancman, Selma; Gonçalves, Rita Maria de Abreu; Cordone, Nicole Guimarães; Barros, Juliana de Oliveira

2013-10-01

To understand the organization of and the working conditions in family health care support centers, as well as subjective experiences related to work in two of these centers. This was a case study carried out during 2011 and 2012 in two family health care support centers in Sao Paulo, Southeastern Brazil. Data were collected and analyzed using two theoretical-methodological references from ergonomics and work psychodynamics influenced, respectively, by ergonomic work analysis, developed based on open observations of a variety of tasks and on interviews and in practice in work psychodynamics, carried out using think tanks about the work. The work of the Family Health Care Support Centers in question is constituted on the bases of complex, diversified actions to be shared among the various professionals and teams involved. Innovative technological tools, which are not often adopted by primary health care professionals, are used and the parameters and productivity measures do not encompass the specificity and the complexity of the work performed. These situations require constant organizational rearrangement, especially between the Family Health Care Support Centers and the Family Health Care Teams, causing difficulties in carrying out the work as well as in constituting the identity of the professionals studied. The study attempts to lend greater visibility to the work processes at the Family Health Care Support Centers in order to contribute to advances in public policy on primary healthcare. It is important to stress that introducing changes at work, which affect both its organization and work conditions, is above all a commitment, which to be effective, must be permanent and must involve the different levels of hierarchy.

[The family-friendly hospital: (how) does it work?].

PubMed

Heller, A R; Heller, S C

2009-06-01

The demographic development in Germany is heading towards a significant shortage in specialists within the next 10-15 years with an increased demand for health services at the same time. The three-stage model of family life planning (work, family phase, return) will also be gradually replaced by a model of simultaneous compatibility of family and work. This change in values, although initiated by the parents themselves, may turn out to be a crucial countermeasure in national economy against the demography-related loss of qualified personnel. For these three trends the economic need arises to minimize family-related absence of our well-trained, motivated and reliable doctors from the clinical departments through implementation of family-friendly human resources policies and supporting measures by the employers. In a representative survey 26% of respondents with children had in the past already changed their workplace to ensure a better match of work and family duties. In this regard the compatibility of family and professional responsibilities had a higher impact on the selection of the employer than a high income. Accordingly, a work-life competence oriented business plan will represent the crucial factor within the competition between universities, hospitals and professional disciplines to attract high potential bearers although a sustained change of the traditional hospital culture is mandatory. Anaesthesia-related fields of development regarding family-friendly corporate governance are working hours and organization of work, part-time jobs even for managers and fathers, and staff development. In the hospital daily routine, in particular, creative solutions meeting the local demands are deemed necessary that do not involve the use of high financial resources. Family-friendly personnel policy not only arises from altruistic enthusiasm but also pays off economically. This article discusses the necessity, opportunities and threads of family-oriented hospital

Implications of work and community demands and resources for work-to-family conflict and facilitation.

PubMed

Voydanoff, Patricia

2004-10-01

Based on a differential salience approach, this article examines the combined effects of work and community demands and resources on work-to-family conflict and facilitation. The study uses information from 2,507 employed respondents from the 1995 National Survey of Midlife Development in the United States. The findings indicate that work demands are relatively strongly related to work-to-family conflict, whereas work resources are relatively more important in relation to work-to-family facilitation. Social incoherence and friend demands are positively related to work-to-family conflict, whereas sense of community and support from friends have positive effects on facilitation. Community resources also show weak amplifying effects on some of the positive relationships between work resources and work-to-family facilitation. The findings provide modest support for the hypotheses.

Linking Team Resources to Work-Family Enrichment and Satisfaction

ERIC Educational Resources Information Center

Hunter, Emily M.; Perry, Sara Jansen; Carlson, Dawn S.; Smith, Steven A.

2010-01-01

Work-family scholars now recognize the potential positive effects of participation in one life domain (i.e., work or family) on performance in other life domains. We examined how employees might benefit from team resources, which are highly relevant to the modern workplace, in both work and nonwork domains via work-family enrichment. Using the…

Emotional responses to work-family conflict: an examination of gender role orientation working men and women.

PubMed

Livingston, Beth A; Judge, Timothy A

2008-01-01

The present study tested the effect of work-family conflict on emotions and the moderating effects of gender role orientation. On the basis of a multilevel design, the authors found that family-interfering-with- work was positively related to guilt, and gender role orientation interacted with both types of conflict (work-interfering-with-family and family-interfering-with-work) to predict guilt. Specifically, in general, traditional individuals experienced more guilt from family-interfering-with-work, and egalitarian individuals experienced more guilt from work-interfering-with-family. Additionally, a higher level interaction indicated that traditional men tended to experience a stronger relationship between family-interfering-with-work and guilt than did egalitarian men or women of either gender role orientation. 2008 APA

Longitudinal Associations between Maternal Work Stress, Negative Work-Family Spillover, and Depressive Symptoms

PubMed Central

Goodman, W. Benjamin; Crouter, Ann C.

2009-01-01

The current study examined associations over an 18-month period between maternal work stressors, negative work-family spillover, and depressive symptoms in a sample of 414 employed mothers with young children living in six predominantly nonmetropolitan counties in the Eastern United States. Results from a one-group mediation model revealed that a less flexible work environment and greater work pressure predicted higher levels of depressive symptoms, and further, that these associations were mediated by perceptions of negative work-family spillover. Additionally, results from a two-group mediation model suggested that work pressure predicted greater perceptions of spillover only for mothers employed full-time. Findings suggest the need for policies that reduce levels of work stress and help mothers manage their work and family responsibilities. PMID:20161088

Longitudinal Associations between Maternal Work Stress, Negative Work-Family Spillover, and Depressive Symptoms.

PubMed

Goodman, W Benjamin; Crouter, Ann C

2009-07-01

The current study examined associations over an 18-month period between maternal work stressors, negative work-family spillover, and depressive symptoms in a sample of 414 employed mothers with young children living in six predominantly nonmetropolitan counties in the Eastern United States. Results from a one-group mediation model revealed that a less flexible work environment and greater work pressure predicted higher levels of depressive symptoms, and further, that these associations were mediated by perceptions of negative work-family spillover. Additionally, results from a two-group mediation model suggested that work pressure predicted greater perceptions of spillover only for mothers employed full-time. Findings suggest the need for policies that reduce levels of work stress and help mothers manage their work and family responsibilities.

Daily spillover from family to work: A test of the work-home resources model.

PubMed

Du, Danyang; Derks, Daantje; Bakker, Arnold B

2018-04-01

The present study examines a mediated moderation model of the day-level effects of family hassles and family-work spillover (affect and cognition) on the relationship between job resources and employees' flourishing at work. Based on the work-home resources model, the authors hypothesized that demands from one domain (family) induce repetitive thoughts or negative feelings about those problems, so that individuals are not able to function optimally and to make full use of contextual resources in the other domain (work). Multilevel analyses of 108 Chinese working parents' 366 daily surveys revealed that the relationship between morning job resources and afternoon flourishing was significantly positive when previous day family hassles were low; the relationship became nonsignificant when previous day family hassles were high. In addition, as predicted, daily rumination also attenuated the relationship between morning job resources and afternoon flourishing, whereas daily affect did not. Finally, the moderating effect of previous day family hassles was mediated by daily rumination. The findings contribute to spillover theories by revealing the roles of affective and cognitive spillover from family to work. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The effects of work alienation on organisational commitment, work effort and work-to-family enrichment.

PubMed

Tummers, Lars G; Den Dulk, Laura

2013-09-01

The aim of this study was to analyse the effects of work alienation on organisational commitment, work effort and work-to-family enrichment. There is substantial research on the effects of work alienation on passive job performance, such as organisational commitment. However, studies analysing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce. Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%). the findings indicate that work alienation (powerlessness and meaninglessness) influence organisational commitment, work effort and--to a lesser extent--work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes. When people feel that they have no influence in their work (hence, when they feel 'powerless') and especially when the feel that their work is not worthwhile (when they feel 'meaningless') this has substantial negative effects. Managers should increase the meaningfulness that people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: (1) improving person-job fit, (2) developing high-quality relationships, (3) better communicating the results people help to deliver. © 2013 John Wiley & Sons Ltd.

Balancing Work and Family through Flexible Work Options. Monograph. Volume 9, Number 1.

ERIC Educational Resources Information Center

Sachs, Sharon

More than 58 percent of all women working in the U.S. labor force, many of them sole supports of their families, and 67 percent of women with children under age 18 are working. Therefore, more flexible work options are being made to allow a balance of work and family. Increasingly available options include work at home, compressed workweeks,…

Father Influences on Employed Mothers' Work-Family Balance

ERIC Educational Resources Information Center

Fagan, Jay; Press, Julie

2008-01-01

This study employed the ecological systems perspective and gender ideology theory to examine the influence of fathers' paid work-family crossover and family involvement on self-reports of work-family balance by employed mothers with children under the age of 13 (N = 179). Multiple regression analyses revealed that fathers' crossover factors had a…

Work and Family: 1992. Status Report and Outlook.

ERIC Educational Resources Information Center

Galinsky, Ellen

Many parents are currently struggling to balance job and family responsibilities. Such attempts bring about changes in work and individual attitudes. This report presents the status of work and family in 1992, as well as the nature and direction of workplace changes to accommodate families. The report indicates that large United States companies…

Employed Women: Family and Work--Reciprocity and Satisfaction.

ERIC Educational Resources Information Center

Sinacore-Guinn, Ada L.; Akcali, F. Ozge; Fledderus, Susan Winter

1999-01-01

In a study of 173 employed women, family environment predicted four areas of job satisfaction: present work, pay, supervisor, and job in general. There was a correspondence between values related to family and to job and between abilities expressed in the family environment and in work. Social forces impinged on job satisfaction. (SK)

Interviews with employed people with mobility impairments and limitations: environmental supports impacting work acquisition and satisfaction.

PubMed

Miller, Lindsey C; Gottlieb, Meghan; Morgan, Kerri A; Gray, David B

2014-01-01

Less than 40% of people with disabilities work. Many studies have detailed the barriers to employment but few have examined the work experiences of those who are employed. A description of work conditions valued by a specific segment of employed people with disabilities is provided. Videotaped interviews of 33 successfully employed people with mobility impairments and limitations (PWMIL) were transcribed and analyzed to gather their perspectives on their work social and physical environments. Finding work was facilitated by family, friends and other social networks, vocational services, and prior education. Doing volunteer work, spending time at a paid and unpaid internship, and part-time work experiences were important aspects of job acquisition. Exterior and interior physical features were or had been made accessible. Expensive assistive technologies were paid for by the employee and their health insurance. Almost all personal assistance was provided by family, friends and co-workers. Work satisfaction included having a supportive employer, supportive co-workers, and flexible worksite policies. The interviews of employed PWMIL provide prospective employers and employees information on important social and physical work features that are needed to improve the possibilities for hiring people with disabilities and facilitating their successful careers.

The role of general and occupational stress in the relationship between workaholism and work-family/family-work conflicts.

PubMed

Hauk, Mateusz; Chodkiewicz, Jan

2013-06-01

The purpose of this study was to analyze the role of general and occupational stress in the relationship between workaholism (recognized in two ways: as addiction and as behavioral tendency) and the intensity of work-family and family-work conflict. The study included 178 working people. The survey was conducted at three stages - half a year before a holiday, right after the holiday and half a year after the holiday. The Excessive Work Involvement Scale (SZAP) by Golińska for the measurement of workaholism recognized as addiction; The Scale of Workaholism as Behavioral Tendencies (SWBT) by Mudrack and Naughton as adapted by Dudek et al for the measurement of workaholism as behavioral tendency; the Perceived Stress Scale by Cohen et al., as adapted by Juczyński for the measurement of general stress; the Scale of Occupational Stress by Stanton in the adaptation of Dudek and Hauk for measurement of occupational stress; the Scale of Work-Family Conflict WFC/FWC by Netemeyer et al. with the Polish adaptation of A.M. Zalewska. Workaholism was measured once - before a holiday, the explained and intervening variables (the level of conflicts and stress, respectively) were measured at three stages. To test the mediating role of general and occupational stress, hierarchical regression analysis as well as the method of bootstrapping were applied. Our results indicate that general stress is an important mediator of the relationship between workaholism recognized as an addiction and work-family conflicts. Occupational stress turned out to be the only mediator in the relationship between workaholism (recognized as an addiction) and the work-family conflict, noted exclusively in the first stage of the study. Both general and occupational stress were not significant mediators in the relationship between workaholism recognized as a behavioral tendency and the conflicts described.

Anticipated Work-Family Conflict: A Construct Investigation

ERIC Educational Resources Information Center

Westring, Alyssa Friede; Ryan, Ann Marie

2011-01-01

To date, little is known about how work-family issues impact the career development process. In the current paper, we explore this issue by investigating a relatively unstudied construct: anticipated work-family conflict. We found that this construct can be represented by the same six-dimensional factor structure used to assess concurrent…

Work-family conflict, cardiometabolic risk, and sleep duration in nursing employees.

PubMed

Berkman, Lisa F; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M

2015-10-01

We investigated associations of work-family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy-based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age × Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work-family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions. (c) 2015 APA, all rights reserved).

Strategies for Promoting a Work-Family Agenda. Report Number 973.

ERIC Educational Resources Information Center

Friedman, Dana E.; Johnson, Arlene A.

This document, which is intended to help individual managers and task forces committed to development of a work-family agenda, is based on recommendations of the Work and Family Research Council, which is composed of 35 advocates of work-family policies within U.S. firms. Basic strategies for promoting (marketing) work-family programs within…

Work-family conflict, cardiometabolic risk and sleep duration in nursing employees

PubMed Central

Berkman, Lisa F.; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M.

2015-01-01

The study investigates the associations of work-family conflict and other work and family conditions with objectively-measured outcomes cardiometabolic risk and sleep duration in a study of employees in nursing homes. Multilevel analyses are used to assess cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended care facilities in a single company. We examine work and family conditions in relation to two major study health outcomes: 1) a validated, Framingham cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin (HbA1c), body mass index (BMI), and self-reported tobacco consumption, and 2) wrist actigraphy-based measures of sleep duration. In fully-adjusted multi-level models, Work-To-Family conflict, but not Family-to-Work conflict was positively associated with cardiometabolic risk. Having a lower-level occupation (nursing assistants vs. nurses) was also associated with increased cardiometabolic risk, while being married and having younger children at home was protective. A significant age by Work-To-Family conflict interaction revealed that higher Work-To-Family conflict was more strongly associated with increased cardiometabolic risk in younger employees. With regard to sleep duration, high Family-To-Work Conflict was significantly associated with shorter sleep duration. In addition, working long hours and having younger children at home were both independently associated with shorter sleep duration. High Work-To-Family Conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict (i.e., Work-To-Family Conflict and Family-To-Work Conflict) may both pose threats to cardiometabolic risk and sleep duration for employees. This study contributes to the research on work- family conflict suggesting that Work-To-Family and Family-To-Work conflict are associated with specific outcomes. Translating

When Family Considerations Influence Work Decisions: Decision-Making Processes

ERIC Educational Resources Information Center

Powell, Gary N.; Greenhaus, Jeffrey H.

2012-01-01

The work-family literature has provided an abundance of evidence that various family factors are linked to various work decisions, suggesting that the "family-relatedness" of work decisions is a prevalent phenomenon (Greenhaus & Powell, 2012). However, the cognitive processes by which such linkages occur have received little attention. We offer a…

A National Study of Work Characteristics and Work- Family Conflict among Secondary Agricultural Educators

ERIC Educational Resources Information Center

Sorensen, Tyson J.; McKim, Aaron J.; Velez, Jonathan J.

2017-01-01

Data from a random sample of secondary school agriculture teachers in the United States were utilized to explore work characteristics and their relationship to work-family conflict, specifically how the work role interfered with the family role. Nine workplace characteristics (i.e., salary, work hours per work week, weekend work hours, years of…

Work and Family: Satisfaction, Stress, and Spousal Support.

ERIC Educational Resources Information Center

Phillips-Miller, Dianne L.; Campbell, N. Jo; Morrison, Charles R.

2000-01-01

Married veterinarians were surveyed about work satisfaction, work-related stress, marital-family stress, and spousal support for their career. Female veterinarians reported greater effect of martial/family stress on career and less perceived support than did their male counterparts. Areas of greatest work dissatisfaction for both genders were…

Professional activity. How is family physicians' work time changing?

PubMed

Woodward, C A; Ferrier, B; Cohen, M; Brown, J

2001-07-01

To examine hours worked professionally, work preferences, and changes in both of these and their correlates. Repeated surveys done in 1993 and 1999. Ontario family practices. Cohort of physicians certified in family medicine between 1989 and 1991 after family medicine residency who were surveyed in 1993 when they resided in Ontario. Self-reported hours spent weekly on professional activities, desired hours of professional work, and balance between work and other activities. Fifty-three percent (293) of 553 physicians responded to the 1999 survey; 91% had remained family physicians; 85% of these had participated in the 1993 survey. The difference between the hours that family physicians preferred to work professionally and their actual hours of work had increased since 1993. Childless physicians, women physicians with preschool children, and women physicians married to other physicians worked fewer hours professionally than other physicians in 1999. Female physicians and physicians without children worked closer to their preferred hours than other physicians. Reporting a preference to work fewer hours professionally in 1993 was linked with a reduction in professional activities by 1999. Greater attention should be paid in physician resource planning to the family life cycle of female physicians. Lifestyle changes could lead to a reduction in professional activity among these physicians.

Relations of Work Identity, Family Identity, Situational Demands, and Sex with Employee Work Hours

ERIC Educational Resources Information Center

Greenhaus, Jeffrey H.; Peng, Ann C.; Allen, Tammy D.

2012-01-01

This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on…

Changing the Way We Work

ERIC Educational Resources Information Center

Coote, Anna

2010-01-01

A 21-hour working week is a long way from today's standard of 40 hours or more, but not so far-fetched when people consider the infinitely varied ways in which they actually spend their time. On average, people of working age spend 19.6 hours a week in paid employment and 20.4 hours in unpaid housework and childcare. These averages mask huge…

Shiftwork, work-family conflict among Italian nurses, and prevention efficacy.

PubMed

Camerino, Donatella; Sandri, Marco; Sartori, Samantha; Conway, Paul Maurice; Campanini, Paolo; Costa, Giovanni

2010-07-01

Shiftwork may be a demanding situation because it raises problems for reconciling work and nonwork activities; as such, this conflict may be mitigated by designing and implementing effective preventative actions at the workplace. There is a paucity of research directly examining the impact of work schedules and preventative measures at work on work-family conflict. Hence, the authors posed the following questions in their study: What is the impact of different work schedules on work-family conflict? Is a preventative culture associated with less work-family conflict? Is work-family conflict associated with specific health and well-being indicators and if so, how does work-family conflict affect well-being as compared with other potential determinants? A subset of 750 nurses ( approximately 10% of total workforce) were randomly selected from a larger sample. Nurses completed the Italian version of the NEXT questionnaire plus newly developed items to create an index on occupational safety and health prevention at work. Data were explored using two data mining techniques, Random Forests and Bayesian Networks, and modeled using hierarchical linear regression models. In all, 664 (88.5% of sample) nurses answered the questionnaire. The authors found that different work schedules had a differential impact on work-family conflict. In addition, effective risk communication between workers and people in charge of safety and health, and participation in preventative activities, quantitative workload, performing tasks not belonging to the nursing profession, and the number of weekends/month spent at work were all strongly associated with work-family conflict. The variable "time schedules" also acted as an effect modifier in the relationship between effective communication and participation in preventative activities and work-family conflict. In addition, quantitative demands played a role as a mediator (30% of total effect) in the relationship between effective communication

Work and Family Programs in Texas State Agencies.

ERIC Educational Resources Information Center

Texas Work and Family Clearinghouse, Austin.

A survey of work and family policies in state-supported organizations in Texas was conducted for the Texas Workforce Commission's Work and Family Clearinghouse. Survey questions addressed the prevalence, perceived need, and future direction of dependent care programs and flexible work arrangements (FWA). Key findings in dependent care include: (1)…

Strategies for managing work/life interaction among women and men with variable and unpredictable work hours in retail sales in Québec, Canada.

PubMed

Messing, Karen; Tissot, France; Couture, Vanessa; Bernstein, Stephanie

2014-01-01

Increasingly, work schedules in retail sales are generated by software that takes into account variations in predicted sales. The resulting variable and unpredictable schedules require employees to be available, unpaid, over extended periods. At the request of a union, we studied schedule preferences in a retail chain in Québec using observations, interviews, and questionnaires. Shift start times had varied on average by four hours over the previous week; 83 percent had worked at least one day the previous weekend. Difficulties with work/life balance were associated with schedules and, among women, with family responsibilities. Most workers wanted: more advance notice; early shifts; regular schedules; two days off in sequence; and weekends off. Choices varied, so software could be adapted to take preferences into account. Also, employers could give better advance notice and establish systems for shift exchanges. Governments could limit store hours and schedule variability while prolonging the minimum sequential duration of leave per week.

The Growing Costs and Burden of Family Caregiving of Older Adults: A Review of Paid Sick Leave and Family Leave Policies.

PubMed

Chen, Mei-Lan

2016-06-01

Many family caregivers of older adults suffer from a high burden of care and struggle with the balance of jobs and caregiving tasks. However, the United States is the only developed country without paid sick leave policies for all workers and their families. The purpose of this article is to review the federal Family and Medical Leave Act (FMLA) and empirical studies about paid sick policy, propose policy recommendations, and provide a starting point for future research. The result has shown that the FMLA only applies to certain employees and the provided leave is unpaid under the act. Working women, Latinos, low-wage workers, and less-educated employees are less likely to access paid sick leave and family leave. Obviously, social injustice exists in the FMLA and paid sick leave policies. This article proposes that the Family and Medical Leave Act coverage should be expanded to protect all workers, especially for primary family caregivers of older adults, regardless of family relationships. Also, paid sick and family leave laws should be passed, and requirements to contribute to a family-friendly workplace added to relieve the growing burden of family caregiving of older adults. Policy recommendations including the exemplar of the San Francisco Paid Sick Leave Ordinance, and suggestions for more comprehensive policies are proposed for federal, state, or/and city legislation. © The Author 2014. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Balancing Work and Family: How Female Superintendents Succeed at Work and Home

ERIC Educational Resources Information Center

Olesniewicz, Julie

2012-01-01

Women leaders in education struggle to balance work and family life. Historically, this struggle has stemmed from attempts to manage societal expectations of balancing work and family. In managing these expectations, women leaders face many challenges, which have made it difficult to maintain home responsibilities and deal with increasing demands…

Work-family conflict: experiences and health implications among immigrant Latinos.

PubMed

Grzywacz, Joseph G; Arcury, Thomas A; Márin, Antonio; Carrillo, Lourdes; Burke, Bless; Coates, Michael L; Quandt, Sara A

2007-07-01

Work-family conflict research has focused almost exclusively on professional, White adults. The goal of this article was to expand the understanding of culture and industry in shaping experiences and consequences of work-family conflict. Using in-depth interview data (n = 26) and structured survey data (n = 200) from immigrant Latinos employed in the poultry processing industry, the authors evaluated predictions drawn from emerging models emphasizing the influence of cultural characteristics such as collectivism and gender ideology on work-family conflict. Results indicated that immigrant Latinos in poultry processing experienced infrequent work-to-family conflict; both the level and the antecedents of work-to-family conflict differed by gender, with physical demands contributing to greater conflict for women but not men. In addition, there was little evidence that work-family conflict was associated with health in this population. These results demonstrate how traditional models of work-family conflict need to be modified to reflect the needs and circumstances of diverse workers in the new global economy.

Social Policies and Families in Stress: Gender and Educational Differences in Work-Family Conflict from a European Perspective.

PubMed

Notten, Natascha; Grunow, Daniela; Verbakel, Ellen

2017-01-01

In modern welfare states, family policies may resolve the tension between employment and care-focused demands. However these policies sometimes have adverse consequences for distinct social groups. This study examined gender and educational differences in working parents' perceived work-family conflict and used a comparative approach to test whether family policies, in particular support for child care and leave from paid work, are capable of reducing work-family conflict as well as the gender and educational gaps in work-family conflict. We use data from the European Social Survey 2010 for 20 countries and 5296 respondents (parents), extended with information on national policies for maternity and parental leave and child care support from the OECD Family Database. Employing multilevel analysis, we find that mothers and the higher educated report most work-family conflict. Policies supporting child care reduce the level of experienced work-family conflict; family leave policy appears to have no alleviating impact on working parents' work-family conflict. Our findings indicate that family policies appear to be unable to reduce the gender gap in conflict perception and even widen the educational gap in work-family conflict.

Work and Health among Latina Mothers in Farmworker Families

PubMed Central

Arcury, Thomas A.; Trejo, Grisel; Suerken, Cynthia K.; Grzywacz, Joseph G.; Ip, Edward H.; Quandt, Sara A.

2014-01-01

Background Work organization is important for the health of vulnerable workers, particularly women. This analysis describes work organization for Latinas in farmworker families and delineates the associations of work organization with health indicators. Methods 220 Latino women in farmworker families completed interviews from October 2012 - July 2013. Interviews addressed job structure, job demand, job control, and job support. Health measures included stress, depressive symptoms, physical activity, family conflict, and family economic security. Results Three-fifths of the women were employed. Several work organization dimensions, including shift, psychological demand, work safety climate, and benefits, were associated with participant health as expected, based on the work organization and job demands-control-support models. Conclusions Research should address women's health and specific work responsibilities. Occupational safety policy must consider the importance of work organization in the health of vulnerable workers. PMID:25742536

When Family-Supportive Supervision Matters: Relations between Multiple Sources of Support and Work-Family Balance

ERIC Educational Resources Information Center

Greenhaus, Jeffrey H.; Ziegert, Jonathan C.; Allen, Tammy D.

2012-01-01

This study examines the mechanisms by which family-supportive supervision is related to employee work-family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family…

Perceived versus used workplace flexibility in Singapore: predicting work-family fit.

PubMed

Jones, Blake L; Scoville, D Phillip; Hill, E Jeffrey; Childs, Geniel; Leishman, Joan M; Nally, Kathryn S

2008-10-01

This study examined the relationship of 2 types of workplace flexibility to work-family fit and work, personal, and marriage-family outcomes using data (N = 1,601) representative of employed persons in Singapore. We hypothesized that perceived and used workplace flexibility would be positively related to the study variables. Results derived from structural equation modeling revealed that perceived flexibility predicted work-family fit; however, used flexibility did not. Work-family fit related positively to each work, personal, and marriage-family outcome; however, workplace flexibility only predicted work and personal outcomes. Findings suggest work-family fit may be an important facilitating factor in the interface between work and family life, relating directly to marital satisfaction and satisfaction in other family relationships. Implications of these findings are discussed. Copyright 2008 APA, all rights reserved.

Expanding the psychosocial work environment: workplace norms and work-family conflict as correlates of stress and health.

PubMed

Hammer, Tove Helland; Saksvik, Per Øystein; Nytrø, Kjell; Torvatn, Hans; Bayazit, Mahmut

2004-01-01

This study examined the contributions of organizational level norms about work requirements and social relations, and work-family conflict, to job stress and subjective health symptoms, controlling for Karasek's job demand-control-support model of the psychosocial work environment, in a sample of 1,346 employees from 56 firms in the Norwegian food and beverage industry. Hierarchical linear modeling analyses showed that organizational norms governing work performance and social relations, and work-to-family and family-to-work conflict, explained significant amounts of variance for job stress. The cross-level interaction between work performance norms and work-to-family conflict was also significantly related to job stress. Work-to-family conflict was significantly related to health symptoms, but family-to-work conflict and organizational norms were not.

The impact of negative family-work spillover on diurnal cortisol.

PubMed

Zilioli, Samuele; Imami, Ledina; Slatcher, Richard B

2016-10-01

Both dimensions of the work-family interface, work-to-family and family-to-work spillover, have important implications for health and well-being. Despite the importance of these associations, very little is known about the physiological mechanisms through which the interplay between family and work experiences are translated into long-lasting consequences for health. This study investigated both positive and negative aspects of each spillover dimension on diurnal cortisol secretion patterns in a large panel study of working adults between the ages of 33 and 80. Greater negative family-to-work (NFW) spillover predicted lower wake-up cortisol values and a flatter (less "healthy") diurnal cortisol slope. This effect was evident even after controlling for the effects of the other spillover dimensions. These findings indicate that not all aspects of the work-family interface might impact stress physiology to the same extent and suggest that diurnal cortisol may be an important pathway through which negative aspects of the work-family interface leave their mark on health. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

[Family-based drug use prevention: the "Familias que Funcionan" ["Families that Work"] program].

PubMed

Errasti Pérez, José M; Al-Halabí Díaz, Susana; Secades Villa, Roberto; Fernández-Hermida, José R; Carballo, José L; García-Rodríguez, Olaya

2009-02-01

Family-based drug use prevention: The Families that work]> program.. [Families that work] is a family-based drug-use prevention program resulting from the adaptation to the Spanish context of the prestigious North-American Families Program 10-14>. The program was applied at four secondary schools (N = 380 pupils) in Asturias (northern Spain). This article presents the results of the assessment of this application after a two-year follow-up, regarding its effectiveness in the reduction of drug use among adolescents and its effects on certain family risk factors. Consistent attendance in the program proved effective for reducing both rates (t= -2.73, p<.05 and t= -4.58, p<.005, for the 1- and 2-year follow-ups, respectively) of increase in adolescent drug use and some family risk factors.

Working for mom and dad: are teens more likely to get injured working in family-owned businesses?

PubMed

Zierold, Kristina M; Appana, Savi; Anderson, Henry A

2012-02-01

Recent controversy regarding the issue of children working in family-owned businesses has come to the forefront, pitting safety and health versus parent's right to teach their children the family trade. While studies have characterized injury among working teens, no studies have assessed work and injury among teens employed in family-owned businesses. This study is the first to examine teenagers working in family-owned businesses and to compare the experiences of teens working in family-businesses to the experiences of other working teens. A questionnaire was distributed to 8,085 teens in high schools throughout the five public health regions of Wisconsin. A total of 6, 810 teens responded (84%). Overall 2,858 high school teens aged 14-17 reported working (42%); of which 963 (34%) worked in a family-business. Teens working in family-businesses were more likely to report that their injury was severe, affecting their activities for more than three days, compared with other working teens (33% vs. 21%, P = 0.05). The percentage of teens working in family-businesses that reported broken bones or crushed body parts was 17% compared to only 5% of other-working teens. Additionally, teens employed in family-businesses were more likely to file for workers' compensation (28% vs. 12%, P = 0.005). Teens working in family-owned businesses may be at a greater risk for more severe injury based on the jobs and tasks they are doing. Teens working in family-owned businesses were more likely to report engaging in dangerous tasks, including some that are illegal under the Hazardous Occupation Orders. More research is needed to assess the dynamics that exist for teens working in family-owned businesses.

Work and Family Variables, Entrepreneurial Career Success, and Psychological Well-Being.

ERIC Educational Resources Information Center

Parasuraman, Saroj; And Others

1996-01-01

Responses from 111 entrepreneurs revealed that work characteristics/pressures influence work more than family commitment; parental demands and partner support influence family more than work commitment. Women devote more time to family and men to work. Autonomy enables entrepreneurs to minimize the intrusion of family on work. (SK)

20 CFR 664.460 - What are work experiences for youth?

Code of Federal Regulations, 2010 CFR

2010-04-01

....460 What are work experiences for youth? (a) Work experiences are planned, structured learning... adjustment, and other transition activities; (7) Entrepreneurship; (8) Service learning; (9) Paid and unpaid... age 18. Local program operators may choose, however, to use this service strategy for eligible youth...

20 CFR 664.460 - What are work experiences for youth?

Code of Federal Regulations, 2011 CFR

2011-04-01

....460 What are work experiences for youth? (a) Work experiences are planned, structured learning... adjustment, and other transition activities; (7) Entrepreneurship; (8) Service learning; (9) Paid and unpaid... age 18. Local program operators may choose, however, to use this service strategy for eligible youth...

A two wave cross-lagged study of work-role conflict, work-family conflict and emotional exhaustion.

PubMed

Jensen, Maria Therese

2016-12-01

By using a two-wave panel design, the present study aimed to study causal, reversed, and reciprocal relations among work-role conflict, work-family conflict, and emotional exhaustion. The Conservation of Resources theory was applied as a theoretical framework. The study was conducted in a large Norwegian oil and gas company (n = 1703). The results demonstrated positive cross-lagged effects of work-role conflict and work-family conflict on emotional exhaustion. In addition, emotional exhaustion predicted work-family conflict over time, and work-family conflict predicted work-role conflict over time, indicating the presence of reciprocal effects. The current study adds new knowledge to the positioning of work-family conflict in relation to perceived conflict in the workplace and emotional exhaustion. © 2016 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

WORKING WIVES, THEIR CONTRIBUTION TO FAMILY INCOME.

ERIC Educational Resources Information Center

Women's Bureau (DOL), Washington, DC.

DATA FROM THE U.S. DEPARTMENT OF COMMERCE AND THE U.S. DEPARTMENT OF LABOR, 1964-66, DESCRIBE THE CONTRIBUTION OF WORKING WIVES TO FAMILY INCOME. NEARLY HALF OF ALL WOMEN 18-64 YEARS OF AGE WORK. ABOUT THREE OF FIVE OF THESE WOMEN ARE MARRIED AND LIVING WITH THEIR HUSBANDS. OF THE 42.1 MILLION HUSBAND-WIFE FAMILIES IN THE UNITED STATES IN MARCH…

The relationships between lost work time and duration of absence spells: proposal for a payroll driven measure of absenteeism.

PubMed

Hill, James J; Slade, Martin D; Cantley, Linda; Vegso, Sally; Fiellin, Martha; Cullen, Mark R

2008-07-01

To propose a standard measure of absenteeism (the work lost rate [WLR]) be included in future research to facilitate understanding and allow for translation of findings between scientific disciplines. Hourly payroll data derived from "punch clock" reports was used to compare various measures of absenteeism used in the literature and the application of the proposed metric (N = 4000 workers). Unpaid hours and full absent days were highly correlated with the WLR (r = 0.896 to 0.898). The highest percentage of unpaid hours (lost work time) is captured by absence spells of 1 and 2 days duration. The proposed WLR metric captures: 1) The range and distribution of the individual WLRs, 2) the percentage of subjects with no unpaid hours, and 3) the population WLR and should be included whenever payroll data is used to measure absenteeism.

Associations of work-family conflicts with food habits and physical activity.

PubMed

Roos, Eva; Sarlio-Lähteenkorva, Sirpa; Lallukka, Tea; Lahelma, Eero

2007-03-01

This study examines the relationship between family-work conflicts with food habits and physical activity, and whether the relationship is dependent on family structure and work-related factors. Cross-sectional postal surveys were carried out in 2001 and 2002 among employees of the City of Helsinki, Finland, aged 40-60 years (n = 5346, response rate 66%; for women 70% and for men 60%). Dependent variables in logistic regression analyses were nationally recommended food habits and physical activity. Independent variables were work-family conflicts and family-work conflicts. Covariates included age, marital status, number of children, occupational class, working hours, time travelling to work, and physical and mental work load. Women reporting strong work-family conflicts were more likely to follow recommended food habits (odds ratio (OR) and 95% confidence intervals 1.49 (1.19-1.86)), but this relationship weakened when adjusting for work-related factors (OR 1.20 (0.93-1.55)). Women and men with strong family-work conflicts were less likely to report recommended food habits after adjusting for family structure and work-related factors (women OR 0.75 (0.61-0.92), men OR 0.57 (0.34-0.96)). Women and men with strong work-family conflicts were less likely to follow the recommended amount of physical activity (women OR 0.76 (0.60-0.96), men OR 0.54 (0.34-0.87)). Additionally, women with strong family-work conflicts were less likely to follow the recommended amount of physical activity (OR 0.77 (0.63-0.94)). Adjusting for family and work-related factors did not affect these associations. Conflicts between paid work and family life are likely to constitute barriers for a physically active lifestyle and possibly also for healthy food habits. Improving the balance between work and family may provide a route for promoting health-related behaviours.

A prospective study to determine the costs incurred by families of children newly diagnosed with cancer in Ontario.

PubMed

Tsimicalis, Argerie; Stevens, Bonnie; Ungar, Wendy J; McKeever, Patricia; Greenberg, Mark; Agha, Mohammad; Guerriere, Denise; Barr, Ronald; Naqvi, Ahmed; Moineddin, Rahim

2012-10-01

A diagnosis of cancer in childhood places a considerable economic burden on families, although costs are not well described. The objectives of this study were to identify and determine independent predictors of the direct and time costs incurred by such families. A prospective, cost-of-illness study was conducted in families of children newly diagnosed with cancer. Parents recorded the resources consumed and costs incurred during 1 week per month for three consecutive months beginning the fourth week following diagnosis and listed any additional costs incurred since then. Descriptive and multiple regression analyses were performed to describe families' costs (expressed in 2007 Canadian dollars) and to determine direct and time cost predictors. In total, 28 fathers and 71 mothers participated. The median total direct and time costs in 3 months were $CAD3503 and $CAD23 130, respectively, per family. The largest component of direct costs was travel and of time costs was time allocated previously for unpaid activities. There were no statistically significant predictors of direct costs. Six per cent of the variance for time costs was explained by language spoken at home. Families of children with cancer are confronted with a wide range of direct and time costs, the largest being travel and time allocated previously for unpaid activities. Copyright © 2011 John Wiley & Sons, Ltd.

Identifying and Working with Dysfunctional Families.

ERIC Educational Resources Information Center

Bilynsky, Natalie Sufler; Vernaglia, Elizabeth Rudow

1999-01-01

A school counselor is often called upon to intervene when a child's progress and the classroom environment begin to suffer because of the child's dysfunctional family. The article presents a six-stage, problem-solving model for school counselors in their work with children from dysfunctional families. Presents a case example to illustrate the…

Improving the Health of Working Families: Research Connections Between Work and Health. NPA Report.

ERIC Educational Resources Information Center

Yen, Irene H.; Frank, John W.

This document contains two papers on connections between work and health and policy options for improving the health of working families. "Foreword" (James A. Auerbach) places the two papers in the context of recent research on the connections between work, family, and health. Chapter 1's overview addresses the changing nature of work,…

Family Work and Relationships: Lessons from Families of Men Whose Jobs Require Travel

ERIC Educational Resources Information Center

Zvonkovic, Anisa M.; Solomon, Catherine Richards; Humble, Aine M.; Manoogian, Margaret

2005-01-01

This study explores how family members experience their lives when family breadwinners must be absent from home because of their jobs. Informed by general systems theory and contextual perspectives, we described wives' family work that supports the breadwinner role and maintains the emotional connections among family members. From our findings…

Work-family conflict and well-being in university employees.

PubMed

Winefield, Helen R; Boyd, Carolyn; Winefield, Anthony H

2014-01-01

This is one of the first reported studies to have reviewed the role of work-family conflict in university employees, both academic and nonacademic. The goal of this research was to examine the role of work-family conflict as a mediator of relationships between features of the work environment and worker well-being and organizational outcomes. A sample of 3,326 Australian university workers responded to an online survey. Work-family conflict added substantially to the explained variance in physical symptoms and psychological strain after taking account of job demands and control, and to a lesser extent to the variance in job performance. However, it had no extra impact on organizational commitment, which was most strongly predicted by job autonomy. Despite differing in workloads and work-family conflict, academic ("faculty") and nonacademic staff demonstrated similar predictors of worker and organizational outcomes. Results suggest two pathways through which management policies may be effective in improving worker well-being and productivity: improving job autonomy has mainly direct effects, while reducing job demands is mediated by consequent reductions in work-family conflict.

The Relative Contribution of Formal and Informal Organizational Work-Family Support

ERIC Educational Resources Information Center

Behson, Scott J.

2005-01-01

Recent work-family research has proposed that informal means of organizational work-family support (e.g., managerial support) are more useful than formal means of organizational work-family support (e.g., work-family benefit availability) in explaining variance in employee affective, intentional, and behavioral outcomes. However, the relative…

Flextime: A Viable Solution to Work/Family Conflict?

ERIC Educational Resources Information Center

Christensen, Kathleen E.; Staines, Graham L.

1990-01-01

Reviews research regarding advantages and disadvantages of flextime to both employers and employees; evaluates effects of flextime on resolving work/family conflicts; and establishes future programmatic, research, and policy directions regarding flextime. Claims flextime is beneficial in resolving work/family conflicts but not as beneficial as…

Work-family conflict, part I: Antecedents of work-family conflict in national collegiate athletic association division I-A certified athletic trainers.

PubMed

Mazerolle, Stephanie M; Bruening, Jennifer E; Casa, Douglas J

2008-01-01

Work-family conflict (WFC) involves discord that arises when the demands of work interfere with the demands of family or home life. Long work hours, minimal control over work schedules, and time spent away from home are antecedents to WFC. To date, few authors have examined work-family conflict within the athletic training profession. To investigate the occurrence of WFC in certified athletic trainers (ATs) and to identify roots and factors leading to quality-of-life issues for ATs working in the National Collegiate Athletic Association Division I-A setting. Survey questionnaire and follow-up, in-depth, in-person interviews. Division I-A universities sponsoring football. A total of 587 ATs (324 men, 263 women) responded to the questionnaire. Twelve ATs (6 men, 6 women) participated in the qualitative portion: 2 head ATs, 4 assistant ATs, 4 graduate assistant ATs, and 2 AT program directors. Multiple regression analysis was performed to determine whether workload and travel predicted levels of WFC. Analyses of variance were calculated to investigate differences among the factors of sex, marital status, and family status. Interviews were transcribed verbatim and then analyzed using computer software as well as member checks and peer debriefing. The triangulation of the data collection and multiple sources of qualitative analysis were utilized to limit potential researcher prejudices. Regression analyses revealed that long work hours and travel directly contributed to WFC. In addition to long hours and travel, inflexible work schedules and staffing patterns were discussed by the interview participants as antecedents to WFC. Regardless of sex (P = .142), marital status (P = .687), family status (P = .055), or age of children (P = .633), WFC affected Division I-A ATs. No matter their marital or family status, ATs employed at the Division I-A level experienced difficulties balancing their work and home lives. Sources of conflict primarily stemmed from the consuming

Conflict or Support: Work and Family in Middle and Old Age.

ERIC Educational Resources Information Center

Goodman, Jane; Waters, Elinor B.

1985-01-01

Describes several career and family issues that may arise for adults and suggests possible counseling interventions. Several assumptions are made about the work/family connection: renegotiation of work/family balance continues throughout work life; a variety of demographic variables affect work/family roles; and some issues relate more to roles…

Work Social Supports, Role Stressors, and Work-Family Conflict: The Moderating Effect of Age

ERIC Educational Resources Information Center

Matthews, Russell A.; Bulger, Carrie A.; Barnes-Farrell, Janet L.

2010-01-01

The current study examined whether important distinctions are masked if participant age is ignored when modeling relationships among constructs associated with the work-family interface. An initial omnibus model of social support, work role stressors, and work-family conflict was tested. Multiple groups analyses were then conducted to investigate…

Gender, work roles and psychosocial work characteristics as determinants of health.

PubMed

Matthews, S; Hertzman, C; Ostry, A; Power, C

1998-06-01

This paper aims to identify gender similarities and differences in psychosocial work characteristics for those in and out of paid employment, to inform research on possible health-related effects. Specifically five questions are addressed: do women report poorer work characteristics than men; are gender differences related to specific characteristics; do work characteristics differ between full- and part-time women workers and between those in paid and unpaid work; are socio-economic gradients in work characteristics similar for men and women; and, if there are gradients, do they differ between women in paid and unpaid work? Analyses are based on the 33 year follow-up of the 1958 British birth cohort. Four psychosocial work characteristics were examined: learning opportunities, monotony, pace of work, and flexibility of breaks. Women reported more negative work characteristics than men, primarily because of differences in learning opportunities (26% lacked opportunity compared with 13% of men) and monotonous work (47 and 31% respectively). Women in full-time employment reported fewer negative characteristics (27%) than part-time (39%) or home-workers (36%). Home-workers had fewer opportunities for learning (36%) and greater monotony (49%) than paid workers (21 and 22% respectively), however fewer home-workers reported inability to control the work pace (11% compared to 23%) and inflexibility of breaks (21% compared to 47%). Socio-economic gradients in work characteristics were similar among men and women, except for flexibility of break times. A socio-economic gradient in work characteristics was found for full- and part-time workers, but not among home-workers. Differences in self reported health were also examined: a social gradient was found for all employment status groups, being strongest for home-workers despite the absence of a gradient in negative work characteristics. In conclusion, these marked gender differences in psychosocial work characteristics need

Reconsidering the Division of Household Labor: Incorporating Volunteer Work and Informal Support

ERIC Educational Resources Information Center

L. Hook, Jennifer

2004-01-01

The gendered division of household labor is more multifaceted than the allocation of paid work and domestic work. People also engage in volunteer work and informal support. I investigate the applicability of household labor allocation theories - specifically the time constraints, economic, and doing gender perspectives - to all unpaid work. I…

A short and valid measure of work-family enrichment.

PubMed

Kacmar, K Michele; Crawford, Wayne S; Carlson, Dawn S; Ferguson, Merideth; Whitten, Dwayne

2014-01-01

The stream of research concerning work-family enrichment has generated a significant body of research because it plays an important role in occupational health (Masuda, McNall, Allen, & Nicklin, 2012). work-family enrichment has been defined as "the extent to which experiences in one role improve the quality of life in the other role" (Greenhaus & Powell, 2006, p. 73). Within work-family enrichment, there are two directions: work to family and family to work. Carlson, Kacmar, Wayne, and Grzywacz (2006) developed an 18-item scale to measure this construct. Although the scale has been shown to be both reliable and valid, it also requires work-family researchers to include a proportionally large number of items to capture this construct in a study. The goal of the current study was to isolate a subset of the items in this measure that produces results similar to the full version thereby providing a more streamlined scale for researchers. Using a five-sample study that follows the scale reduction procedures offered by Stanton, Sinar, Balzer, and Smith (2002), we provide evidence that scales containing only three items for each direction of enrichment produce results equivalent to the full scale with respect to reliability and discriminant, convergent, and predictive validity. Reducing the original scale by two thirds, without losing explanatory power, allows scholars to measure enrichment in the work and family domains more efficiently, which should help minimize survey time, lower refusal rates, and generate less missing data. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Developing and Implementing Work-Family Policies for Faculty

ERIC Educational Resources Information Center

Sullivan, Beth; Hollenshead, Carol; Smith, Gilia

2004-01-01

Today, American families juggle many competing priorities: home, work, school, medical care, after-school activities, and other responsibilities required to raise a family and maintain a household. At the same time, more employers are developing policies that acknowledge the need for a healthy balance between work and home. These policies allow…

After the Baby: Work-Family Conflict and Working Mothers' Psychological Health

ERIC Educational Resources Information Center

Marshall, Nancy L.; Tracy, Allison J.

2009-01-01

This study examines work and family characteristics and depressive symptomatology among over 700 working mothers of infants. Working mothers in poorer quality jobs, as well as working mothers who were single or whose infant's health was poorer than that of other infants, reported greater depressive symptomatology. The effect of job quality on…

Gender-Specific Perceptions of Four Dimensions of the Work/Family Interaction

ERIC Educational Resources Information Center

Innstrand, Siw Tone; Langballe, Ellen Melbye; Falkum, Erik; Espnes, Geir Arild; Aasland, Olaf Gjerlow

2009-01-01

The aim of this study was twofold. The first intention was to examine the factorial validity of a work/family interaction in terms of the direction of influence (work-to-family vs. family-to-work) and type of effect (conflict vs. facilitation). Second, gender differences along these four dimensions of work/family interaction were explored. Data…

Considering social work assessment of families

PubMed Central

Devine, Lauren

2015-01-01

Since the 1990s the way in which social workers respond to referrals of children to Children's Social Care departments has evolved. It has moved through a process that ‘screens families out’ of child protection assessment to a system aiming to ‘screen families in’ where necessary, and now uses a holistic assessment aiming to screen for both risk and need. The assessment framework developed to assess children in need and their families is the modern social work response to all referrals. Little research has been carried out to assess its suitability as a widespread social work response. This article considers the debates that have emerged in relation to its use and concludes that insufficient consideration has been given to evaluating assessment as an appropriate measure of need and risk. Wider provision of non-assessed universal services would reduce the need for assessment. PMID:25866453

Work in the family and employing organization.

PubMed

Zedeck, S; Mosier, K L

1990-02-01

Issues involved in the attempts to balance roles in employing organizations and family organizations are discussed. The literature on the causal links between work and family relationships, the variables used in such studies, and the models used to describe the findings are presented. Because attempts to balance the roles in the two environments can lead to conflict and stress, organizations have responded with programs such as maternity and parental leave, child and dependent care, alternative work schedules and work stations, and employee assistance and relocation programs. These programs are reviewed with particular emphasis on their benefits and costs.

Managing work and family: Do control strategies help?

PubMed

Versey, H Shellae

2015-11-01

How can we effectively manage competing obligations from work and family without becoming overwhelmed? This question inspires the current study by examining control strategies that may facilitate better work-life balance, with a specific focus on the role of lowered aspirations and positive reappraisals, attitudes that underlie adaptive coping behaviors. Data from the Midlife in the United States Survey (MIDUS II) were used to explore the relationship between negative spillover, control strategies, and well-being among full-time working men and women (N = 2,091). In this nationally representative sample, findings indicate that while positive reappraisals function as a protective buffer, lowering aspirations exacerbate the relationship between work-family spillover and well-being, with moderating effects stronger among women. This study extends prior research tying work-life conflict to health and mental health, and suggests further investigation is needed to consider types of resources that may be effective coping strategies in balancing work and family. (c) 2015 APA, all rights reserved).

Helping Families Search for Solutions: Working with Adolescents

ERIC Educational Resources Information Center

Paylo, Matthew J.

2005-01-01

In this column, the author focuses on the ways that family counselors can use solution-based therapies (solution-oriented and solution-focused) to work with families with adolescents in individual and/or family therapy. The theoretical foundation for solution-based therapies suggests techniques that help families focus on solutions and not remain…

Work-family conflict as a risk factor for sickness absence.

PubMed

Jansen, N W H; Kant, I J; van Amelsvoort, L G P M; Kristensen, T S; Swaen, G M H; Nijhuis, F J N

2006-07-01

(1) To study both cross-sectional and prospective relationships between work-family conflict and sickness absence from work; (2) to explore the direction of the relationships between the different types of conflict (work-home interference and home-work interference) and sickness absence; and (3) to explore gender differences in the above relationships. Data from the Maastricht Cohort Study were used with six months of follow up (5072 men and 1015 women at T6). Work-family conflict was measured with the Survey Work-Home Interference Nijmegen (SWING). Sickness absence was assessed objectively through individual record linkage with the company registers on sickness absence. In the cross-sectional analyses, high levels of work-family conflict, work-home interference, and home-work interference were all associated with a higher odds of being absent at the time of completing the questionnaire, after controlling for age and long term disease. Differences in average number of absent days between cases and non-cases of work-home interference were significant for men and most pronounced in women, where the average number of absent days over six months follow up was almost four days higher in women with high versus low-medium work-home interference. A clear relation between work-family conflict and sickness absence was shown. Additionally, the direction of work-family conflict was associated with a different sickness absence pattern. Sickness absence should be added to the list of adverse outcomes for employees struggling to combine their work and family life.

The Relationships Between Lost Work Time and Duration of Absence Spells: Proposal for a Payroll Driven Measure of Absenteeism

PubMed Central

Hill, James J.; Slade, Martin D.; Cantley, Linda; Vegso, Sally; Fiellin, Martha; Cullen, Mark R.

2011-01-01

Objective To propose a standard measure of absenteeism (the work lost rate [WLR]) be included in future research to facilitate understanding and allow for translation of findings between scientific disciplines. Methods Hourly payroll data derived from “punch clock” reports was used to compare various measures of absenteeism used in the literature and the application of the proposed metric (N = 4000 workers). Results Unpaid hours and full absent days were highly correlated with the WLR (r = 0.896 to 0.898). The highest percentage of unpaid hours (lost work time) is captured by absence spells of 1 and 2 days duration. Conclusion The proposed WLR metric captures: 1) The range and distribution of the individual WLRs, 2) the percentage of subjects with no unpaid hours, and 3) the population WLR and should be included whenever payroll data is used to measure absenteeism. PMID:18617841

Steps toward dismantling poverty for working, poor women.

PubMed

Froehlich, Jeanette

2005-01-01

The majority of the world's poor people are women and many of them spend long hours doing paid and unpaid work. Pay inequities between men and women persist and income inequalities between the rich and poor are deepening. Working poor females, especially working poor mothers, struggle against considerable odds. This situation, and some steps that healthcare professionals can take toward dismantling poverty are addressed.

Reducing Work-Family Conflict through Different Sources of Social Support

ERIC Educational Resources Information Center

van Daalen, Geertje; Willemsen, Tineke M.; Sanders, Karin

2006-01-01

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work-family conflict were…

Job Level, Demands, and Resources as Antecedents of Work-Family Conflict

ERIC Educational Resources Information Center

DiRenzo, Marco S.; Greenhaus, Jeffrey H.; Weer, Chisty H.

2011-01-01

Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work-family conflict for individuals who work at different levels of an organization. This study examines differences in work-family conflict (work interference…

Striking a Balance: Families, Work, and Early Childhood Education.

ERIC Educational Resources Information Center

Callister, Paul; And Others

This study examines the connections between work, families, and early childhood education, and analyzes international trends and perspectives on parental leave. Chapter 1, "Introduction," shows that the increase in paid work by mothers makes families, work, and education important research and policy issues, and surveys reasons for this…

Registered Nurses working together with family members of older people.

PubMed

Weman, Karin; Fagerberg, Ingegerd

2006-03-01

The aim of the study was to reach a more profound understanding, through looking at nurses' working situation, of those factors that influence how nurses are able to work together with family members of older people living in nursing homes or similar facilities. Working with the care of older people as a Registered Nurse provides a varied job with many challenges. Nurses have to co-operate with family members of those in community health care. Co-operation is important and necessary for all involved. Nurses working in elder care in a geographically defined area received a questionnaire with three open-ended questions, on the difficulties and/or problems involved with working together with family members, and the positive or negative aspects of this co-operation. Analysis was carried out using the latent content analysis method. Three themes, problems within the system, interaction with families and caring in nursing work, are presented with categories and their subcategories. The nurses wanted their superior to be a nurse so that their working situation would be better understood. Appreciation from their superior and family members was also a very important part of their work as nurses in community health care. The frequent changes and the lack of time in the work of elder care often put nurses under considerable psychological pressure. For the most part family members are a resource for the elder, but sometimes they will avoid contact, which will make co-operating difficult. Registered Nurses and family members are dependent on each other in their care of the elder. Relevance to clinical practice. More attention should be paid to the working situation of Registered Nurses in community health care, and their ability to work together with family members of older people.

Total workload, work stress and perceived symptoms in Swedish male and female white-collar employees.

PubMed

Krantz, Gunilla; Berntsson, Leeni; Lundberg, Ulf

2005-04-01

The aim of this study was to analyse how paid work, unpaid household tasks, child care, work-child care interactions and perceived work stress are associated with reported symptoms in male and female white-collar employees. A questionnaire was mailed to 1300 men and 1300 women belonging to the white-collar sector, with at least 35 hours of regular employment a week and a participant age of between 32 and 58 years. It contained items relating to total workload (hours spent on paid work, unpaid household tasks and childcare), subjective indices for work stress and symptoms. The response rate was 65% (743 women; 595 men). Gender difference in symptom prevalence was tested by analyses of variance. Odds ratios were used to estimate the bivariate associations between work-related variables and symptom prevalence. A multivariate analysis estimated the effect of paid and unpaid work interaction, work-childcare interplay and possible synergy. The frequency and severity of symptoms was higher in women than in men (P < 0.0001). Employed women's health was determined by the interaction between conditions at work and household duties (OR 2.09; 1.06-4.14), whereas men responded more selectively to long working hours, i.e. >50 h/week (OR 1.61; 1.02-2.54). However, childcare (<21 h/week) appeared to have a buffer effect on the risk of a high level of symptoms in men working long hours. Working life and private circumstances and the interplay between them need to be taken into account to curb stress-related ill health in both men and women.

It's the nature of the work: examining behavior-based sources of work-family conflict across occupations.

PubMed

Dierdorff, Erich C; Ellington, J Kemp

2008-07-01

The consequences of work-family conflict for both individuals and organizations have been well documented, and the various sources of such conflict have received substantial attention. However, the vast majority of extant research has focused on only time- and strain-based sources, largely neglecting behavior-based sources. Integrating two nationally representative databases, the authors examine 3 behavior-based antecedents of work-family conflict linked specifically to occupational work role requirements (interdependence, responsibility for others, and interpersonal conflict). Results from multilevel analysis indicate that significant variance in work-family conflict is attributable to the occupation in which someone works. Interdependence and responsibility for others predict work-family conflict, even after controlling for several time- and strain-based sources.

Piecing Together Family Social Work in Mainland China

ERIC Educational Resources Information Center

Sim, Timothy

2008-01-01

As rapid economic and sociopolitical development brings about drastic changes in family structure and processes in China, many social concerns arise. Through a review of journal articles published over a period of 28 years (1979-2006) in social work and related disciplines in China, this article presents a glimpse of family social work using the…

Working Hard, Falling Short: America's Working Families and the Pursuit of Economic Security

ERIC Educational Resources Information Center

Waldron, Tom; Roberts, Brandon; Reamer, Andrew

2004-01-01

The United States of America is often called the "land of opportunity," a place where hard work and sacrifice lead to economic success. Across generations, countless families have been able to live out that promise. However, more than one out of four American working families now earn wages so low that they have difficulty surviving…

Work and Family Life. Phase 1. Final Report.

ERIC Educational Resources Information Center

Lein, Laura; And Others

This is the first of a series of working papers and reports on aspects of modern American families. It investigates the issues and problems facing families with preschool children, when both of the parents are employed. The composite portrait of family styles within a sample of 14 young families begins with a project history. The literature is…

The Work-Family Interface and Sleep Quality.

PubMed

Magee, Christopher A; Robinson, Laura D; McGregor, Alisha

2017-01-18

This article investigated whether work-to-family conflict (WFC) and work-to-family enrichment (WFE) were associated with employee sleep quality. WFC and WFE reflect the potential for experiences at work to negatively and positively influence nonworking life respectively, and may have implications for sleep quality. In this article, we examined whether WFC and WFE were linked with sleep quality via hedonic balance (i.e., positive affect relative to negative affect). The sample included 3,170 employed Australian parents involved in the Household Income and Labour Dynamics in Australia (HILDA) Survey. Information on WFC, WFE, hedonic balance, sleep quality, and relevant covariates was collected through a structured interview and self-completion questionnaire. WFC was associated with poorer sleep quality (β = .27, p < .001), and this relationship was stronger in males than females and in dual parent-single income families. WFC was also found to be indirectly associated with poor sleep quality via a lower hedonic balance (β = .17, 99% confidence interval [.14, .20]). WFE was not directly associated with sleep quality, but was indirectly associated with better sleep quality via a higher hedonic balance (β = -.04 [-.07, -.02]). These results indicate that aspects of the work-family interface are associated with employee sleep quality. Furthermore, affective experiences were found to link WFC and WFE with sleep quality. Workplace interventions that target WFC and WFE may have implications for employee sleep.

Work-Family Conflict, Part I: Antecedents of Work-Family Conflict in National Collegiate Athletic Association Division I-A Certified Athletic Trainers

PubMed Central

Mazerolle, Stephanie M; Bruening, Jennifer E; Casa, Douglas J

2008-01-01

Context: Work-family conflict (WFC) involves discord that arises when the demands of work interfere with the demands of family or home life. Long work hours, minimal control over work schedules, and time spent away from home are antecedents to WFC. To date, few authors have examined work-family conflict within the athletic training profession. Objective: To investigate the occurrence of WFC in certified athletic trainers (ATs) and to identify roots and factors leading to quality-of-life issues for ATs working in the National Collegiate Athletic Association Division I-A setting. Design: Survey questionnaire and follow-up, in-depth, in-person interviews. Setting: Division I-A universities sponsoring football. Patients or Other Participants: A total of 587 ATs (324 men, 263 women) responded to the questionnaire. Twelve ATs (6 men, 6 women) participated in the qualitative portion: 2 head ATs, 4 assistant ATs, 4 graduate assistant ATs, and 2 AT program directors. Data Collection and Analysis: Multiple regression analysis was performed to determine whether workload and travel predicted levels of WFC. Analyses of variance were calculated to investigate differences among the factors of sex, marital status, and family status. Interviews were transcribed verbatim and then analyzed using computer software as well as member checks and peer debriefing. The triangulation of the data collection and multiple sources of qualitative analysis were utilized to limit potential researcher prejudices. Results: Regression analyses revealed that long work hours and travel directly contributed to WFC. In addition to long hours and travel, inflexible work schedules and staffing patterns were discussed by the interview participants as antecedents to WFC. Regardless of sex (P  =  .142), marital status (P  =  .687), family status (P  =  .055), or age of children (P  =  .633), WFC affected Division I-A ATs. Conclusions: No matter their marital or family status, ATs employed at

A meta-analysis of work-family conflict and social support.

PubMed

French, Kimberly A; Dumani, Soner; Allen, Tammy D; Shockley, Kristen M

2018-03-01

The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-analysis based on 1021 effect sizes and 46 countries to dissect the social support and work-family conflict relationship. Using social support theory as a theoretical framework, we challenge the assumption that social support measures are interchangeable by comparing work/family support relationships with work-family conflict across different support forms (behavior, perceptions), sources (e.g., supervisor, coworker, spouse), types (instrumental, emotional), and national contexts (cultural values, economic factors). National context hypotheses use a strong inferences paradigm in which utility and value congruence theoretical perspectives are pitted against one another. Significant results concerning support source are in line with social support theory, indicating that broad sources of support are more strongly related to work-family conflict than are specific sources of support. In line with utility perspective from social support theory, culture and economic national context significantly moderate some of the relationships between work/family support and work interference with family, indicating that social support is most beneficial in contexts in which it is needed or perceived as useful. The results suggest that organizational support may be the most important source of support overall. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults' Work and Family Aspirations.

PubMed

Meeussen, Loes; Veldman, Jenny; Van Laar, Colette

2016-01-01

The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (in)compatible with gender identities limit or enhance young men and women's family and career aspirations. Results show that young adults ( N = 445) perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to 'have it all': mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men's family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults' gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way.

Work-family conflict and employee psychiatric disorders: the National Comorbidity Survey.

PubMed

Frone, M R

2000-12-01

This study examined the relation between work-family conflict and several types of psychiatric disorders: mood, anxiety, substance dependence, and substance abuse. Survey data were obtained from a representative national sample of 2,700 employed adults who were either married or the parent of a child 18 years old or younger. Hierarchical logistic regression analyses revealed that both work-to-family and family-to-work conflict were positively related to having a mood, anxiety, and substance dependence disorder. Depending on the type of work-family conflict and type of disorder, employees who reported experiencing work-family conflict often were 1.99-29.66 times more likely than were employees who reported no work-family conflict to experience a clinically significant mental health problem. No support was found for gender differences.

Health and turnover of working mothers after childbirth via the work-family interface: an analysis across time.

PubMed

Carlson, Dawn S; Grzywacz, Joseph G; Ferguson, Merideth; Hunter, Emily M; Clinch, C Randall; Arcury, Thomas A

2011-09-01

This study examined organizational levers that impact work-family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women's health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research. PsycINFO Database Record (c) 2011 APA, all rights reserved

Gendered depression: Vulnerability or exposure to work and family stressors?

PubMed

Marchand, Alain; Bilodeau, Jaunathan; Demers, Andrée; Beauregard, Nancy; Durand, Pierre; Haines, Victor Y

2016-10-01

Research has shown that employed women are more prone to depression than men, but the pathways linking gender to depression remain poorly understood. The aim of this study was to examine how work and family conditions operated as potentially gendered antecedents of depression. It evaluated more specifically how differences in depressive symptoms in women and men could be explained by their differential vulnerability and exposure to work and family conditions, as well as by the mediating role of work-to-family conflict (WFC) and family-to-work conflict (FWC). Data were collected in 2009-2012 from a sample of 1935 employees (48.9% women) nested in 63 workplaces in the province of Quebec (Canada). Data were analyzed with multilevel path analysis models to test for the differential exposure hypothesis, and stratified by gender to test for the differential vulnerability hypothesis. Results supported both hypothesizes, but only WFC played a mediating role between work-family stressors and depression. Regarding the vulnerability hypothesis, WFC was more strongly associated with women depressive symptoms, and the magnitude of the association between family income and WFC was stronger for women. Overall, the differential exposure hypothesis seemed to reach a greater empirical support. After accounting for work and family stressors as well as WFC, differences in depressive symptoms in women and men were no longer significantly, as WFC, working hours, irregular work schedule and skill utilization acted as mediators. WFC associated with higher depressive symptoms and skill utilization with lower depressive symptoms. WFC related to higher working hours and irregular work schedule. Compared to men, women reported higher WFC, but lower working hours, less irregular work schedule and lower skill utilization at work. Women's higher rate of depression is intrinsically linked to their different social experiences as shaped by a gendered social structure and gendered organizations

Family medical leave. An employee benefit for working caregivers of elderly family members.

PubMed

Carruth, A K; Booth, D

1991-09-01

Future trends include a decrease in the number of adult children, an increase in the number of individuals over age 65, single parent families, working women, and individuals with no health care insurance. As more women with multiple roles and responsibilities enter and continue as part of the work force, employers recognize the need for support of family issues. Currently many employers lack initiative to make these needed changes. The occupational health nurses' role in relation to future policy for working caregivers includes assessment of how employment and caregiving impact work performance, job satisfaction, and health; and participation in defining public policy issues.

Relationship of work injury severity to family member hospitalization.

PubMed

Asfaw, Abay G; Bushnell, P Timothy; Ray, Tapas K

2010-05-01

Working while under stress due to a family health event may result in injuries of greater severity. Work leave might mitigate such consequences. Workers' compensation data for 33,817 injured workers and inpatient medical data for 76,077 members of their families were extracted from the 2002-2005 Thomson Reuters Medstat MarketScan Health and Productivity Management (HPM) and Commercial Claims and Encounter (CCE) datasets. Using a probit model, the impact of family hospitalization on the probability that a subsequent injury would be severe (above average indemnity costs) was estimated, adjusting for age, sex, hourly versus salaried status, industry sector, state, and family size. Family hospitalization within 15 days before injury increased the likelihood that the injury would be severe (from 12.5% to 21.5%) and was associated with 40% higher indemnity costs and 50% higher medical costs. Hospitalizations over 30 days before injury had no impact. The observed higher severity of work injuries following family hospitalizations suggests additional analyses may find higher injury rates as well, and that timely family leaves might help prevent severe workplace injuries. 2010 Wiley-Liss, Inc.

Women in orthodontics and work-family balance: challenges and strategies.

PubMed

Davidson, Sarah; Major, Paul W; Flores-Mir, Carlos; Amin, Maryam; Keenan, Louanne

2012-01-01

The number of women entering the orthodontic profession over the past few decades has increased dramatically. A review of the literature revealed the lack of research on achieving a work-family balance among female dentists and dental specialists. Work-family balance has been researched more extensively in the field of medicine; however, despite some critical differences, parallels between these 2 professions exist. This study identified issues that Canadian female orthodontists face and strategies they use to achieve a work-family balance. A phenomenological qualitative study was used to analyze the results of semi-structured telephone interviews of a purposive sample of 13 Canadian female orthodontists. The results strongly support the role-conflict theory about the competing pressures of maternal and professional roles. Female orthodontists described their challenges and strategies to minimize role conflict in their attempt to achieve a work-family balance. The women defined balance as having success and satisfaction in both their family life and professional life. They identified specific challenges of achieving a work-family balance that are unique to orthodontic practice and strategies for adapting to their maternal and professional roles. Achieving a work-family balance is of paramount importance to female orthodontists, and the results of this study may be applied to other specialties in dentistry.

Conflict between Work and Family among New Zealand Teachers with Dependent Children

ERIC Educational Resources Information Center

Palmer, Melanie; Rose, Dennis; Sanders, Matthew; Randle, Fiona

2012-01-01

Changes in family and employment patterns have lead to an increasing need for families to balance work and family roles. Little research has examined work and family conflict among teachers. In the present study, 69 New Zealand teachers completed a survey examining occupational-related demands, family-related demands, work and family conflict, and…

34 CFR Appendix E to Part 674 - Examples for Computing Maximum Penalty Charges (6 Months Unpaid Overdue Payments) on Direct Loans...

Code of Federal Regulations, 2010 CFR

2010-07-01

... Months Unpaid Overdue Payments) on Direct Loans Made for Periods of Enrollment Before January 1, 1986 E Appendix E to Part 674 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION FEDERAL PERKINS LOAN PROGRAM Pt. 674, App. E...

Working with children with autism and their families: pediatric hospital social worker perceptions of family needs and the role of social work.

PubMed

Morris, Rae; Muskat, Barbara; Greenblatt, Andrea

2018-08-01

Social workers with knowledge of autism can be valuable contributors to client- and family-centered healthcare services. This study utilized a qualitative design to explore pediatric hospital social workers' experiences and perceptions when working with children and youth with autism and their families. Interviews with 14 social workers in a Canadian urban pediatric hospital highlighted perceptions of the needs of families of children with autism in the hospital and challenges and benefits related to the role of social work with these families. Results suggest that pediatric social workers may benefit from opportunities to develop autism-relevant knowledge and skills.

How Work-Family Research Can Finally Have an Impact in Organizations.

PubMed

Kossek, Ellen Ernst; Baltes, Boris B; Matthews, Russell A

2011-09-01

Although work-family research has mushroomed over the past several decades, an implementation gap persists in putting work-family research into practice. Because of this, work-family researchers have not made a significant impact in improving the lives of employees relative to the amount of research that has been conducted. The goal of this article is to clarify areas where implementation gaps between work-family research and practice are prevalent, discuss the importance of reducing these gaps, and make the case that both better and different research should be conducted. We recommend several alternative but complementary actions for the work-family researcher: (a) work with organizations to study their policy and practice implementation efforts, (b) focus on the impact of rapid technological advances that are blurring work-family boundaries, (c) conduct research to empower the individual to self-manage the work-family interface, and (d) engage in advocacy and collaborative policy research to change institutional contexts and break down silos. Increased partnerships between industrial-organizational (I-O) psychology practitioners and researchers from many industries and disciplines could break down silos that we see as limiting development of the field.

Balancing Work and Family. Secondary Learning Guide 5. Project Connect. Linking Self-Family-Work.

ERIC Educational Resources Information Center

Emily Hall Tremaine Foundation, Inc., Hartford, CT.

This competency-based secondary learning guide on balancing work and family is part of a series that are adaptations of guides developed for adult consumer and homemaking education programs. The guides provide students with experiences that help them learn to do the following: make decisions; use creative approaches to solve problems; establish…

Innovative Ideas on How Work-Family Research Can Have More Impact.

PubMed

Kossek, Ellen Ernst; Baltes, Boris B; Matthews, Russell A

2011-09-01

The commentaries on our focal article agreed with its main premise that work-family research should follow new strategies to improve its practical impact, and made suggestions clustering into three main themes. The first theme built on our suggestion to improve the research focus, terminology, and framing of work-family research. These essays offered additional ideas such as decoupling work-family from work-life research, and examining contextual factors more deeply. The second theme focused on how to better apply the findings from work family research. These commentaries provided social change approaches for making work-family issues more central to key stakeholders and to organizations. The third theme focused on broadening our scope to the societal level. These editorials advocated tactics supporting the development of basic rights of work-life balance within and across nations.

Combining Gender, Work, and Family Identities: The Cross-Over and Spill-Over of Gender Norms into Young Adults’ Work and Family Aspirations

PubMed Central

Meeussen, Loes; Veldman, Jenny; Van Laar, Colette

2016-01-01

The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (in)compatible with gender identities limit or enhance young men and women’s family and career aspirations. Results show that young adults (N = 445) perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to ‘have it all’: mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men’s family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults’ gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way. PMID:27909416

Work-family conflict among members of full-time dual-earner couples: an examination of family life stage, gender, and age.

PubMed

Allen, Tammy D; Finkelstein, Lisa M

2014-07-01

Based on cross-sectional data from the 2008 National Study of the Changing Workforce, this study investigates relationships between gender, age, and work-family conflict across 6 family life stages. Participants were 690 married/partnered employees who worked 35 or more hours a week. Results indicated a small but negative relationship between age and work-family conflict. Work-family conflict was also associated with family stage, with the least amount of conflict occurring during the empty nest stage and the most occurring when the youngest child in the home was 5 years of age or younger. Gender differences were also observed. Specifically, men reported more work interference with family than did women when the youngest child in the home was a teen. Women overall reported more family interference with work than did men. Results concerning age and gender revealed a different pattern demonstrating that family stage is not simply a proxy for age. Age had a main effect on work-to-family conflict that was monotonic in nature and on family to-work conflict that was linear in nature. In conclusion, the results indicate gender, age, and family stage each uniquely relate to work-family conflict.

Implementing family involvement in the treatment of patients with psychosis: a systematic review of facilitating and hindering factors

PubMed Central

Eassom, Erica; Giacco, Domenico; Dirik, Aysegul; Priebe, Stefan

2014-01-01

Objective To synthesise the evidence on implementing family involvement in the treatment of patients with psychosis with a focus on barriers, problems and facilitating factors. Design Systematic review of studies evaluating the involvement of families in tripartite communication between health professionals, ‘families’ (or other unpaid carers) and adult patients, in a single-family context. A theoretical thematic analysis approach and thematic synthesis were used. Data sources A systematic electronic search was carried out in seven databases, using database-specific search strategies and controlled vocabulary. A secondary manual search of grey literature was performed as well as using forwards and backwards snowballing techniques. Results A total of 43 studies were included. The majority featured qualitative data (n=42), focused solely on staff perspectives (n=32) and were carried out in the UK (n=23). Facilitating the training and ongoing supervision needs of staff are necessary but not sufficient conditions for a consistent involvement of families. Organisational cultures and paradigms can work to limit family involvement, and effective implementation appears to operate via a whole team coordinated effort at every level of the organisation, supported by strong leadership. Reservations about family involvement regarding power relations, fear of negative outcomes and the need for an exclusive patient–professional relationship may be explored and addressed through mutually trusting relationships. Conclusions Implementing family involvement carries additional challenges beyond those generally associated with translating research to practice. Implementation may require a cultural and organisational shift towards working with families. Family work can only be implemented if this is considered a shared goal of all members of a clinical team and/or mental health service, including the leaders of the organisation. This may imply a change in the ethos and practices

Career involvement and family involvement as moderators of relationships between work-family conflict and withdrawal from a profession.

PubMed

Greenhaus, J H; Parasuraman, S; Collins, K M

2001-04-01

This study extended prior analyses by J. H. Greenhaus, K. M. Collins, R. Singh, and S. Parasuraman (1997) by examining relationships between 2 directions of work-family conflict (work-to-family conflict and family-to-work conflict) and withdrawal from public accounting. The sample consisted of 199 members of the American Institute of Certified Public Accountants (135 men and 64 women) who were married or in a long-term relationship and who had 1 or more children. It was found that work-to-family conflict (but not family-to-work conflict) was positively related to withdrawal intentions. In addition, relationships of work-to-family conflict with withdrawal intentions and withdrawal behavior were stronger for individuals who were relatively uninvolved in their careers than for those who were highly involved in their careers. The implications of the findings for future research are discussed.

Coping with work and family: how do dual-earners interact?

PubMed

Matias, Marisa; Fontaine, Anne Marie

2015-04-01

Juggling the demands of both work and family has become increasingly difficult, especially for dual-earner households; nevertheless, families have developed strategies to deal with work-family challenges. This paper uses couple level analyses (APIM models) with 100 dual-earner couples to provide insight about partners' mutual influence on the use of work-family coping strategies. The results show that women's use of coping strategies is more associated with work-family conflict and work-family enrichment than men's coping. In addition, using partner coping, having a positive attitude towards multiple roles, using planning and management skills and avoiding having to cut back on professional responsibilities is associated with better outcomes (more enrichment and less conflict). Surprisingly, the use of childcare facilities is associated with women's conflict and partner effects were only found concerning the use of management and planning skills. These skills, however, have distinct effects for men and women's outcomes: their use by men reduces their own conflict but increases their wives', while their use by women decreases their own conflict and increases their own and their partner's enrichment. These results point to the fact that gender roles continue to be a hallmark of work-family issues. Our design and results point out the need for new interventions that take couple interdependences into account. © 2015 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Gender and the Work-Family Interface: Exploring Differences across the Family Life Course

ERIC Educational Resources Information Center

Martinengo, Giuseppe; Jacob, Jenet I.; Hill, E. Jeffrey

2010-01-01

This study examines gender differences in the work-family interface across six family life stages using a global sample of IBM employees in 79 countries (N = 41,813). Family life stage was constructed using the age of respondent and age of youngest child. Results revealed that having young children at home was the critical catalyst for gender…

Work Roles as Stressors in Corporate Families.

ERIC Educational Resources Information Center

Voydanoff, Patricia

1980-01-01

Discusses the impact of employment insecurity, career mobility, job content and satisfaction, amount and scheduling of work time, geographic mobility, and the wife's role on corporate families. Analysis is limited to male executives and their families. Presented at the Annual Meeting of the North Central Sociological Association, May 1980. (Author)

Paths to Participatory Autonomy: The Meanings of Work for Children in Germany

ERIC Educational Resources Information Center

Hungerland, Beatrice; Liebel, Manfred; Liesecke, Anja; Wihstutz, Anne

2007-01-01

This article examines the experiences of working children aged between 9 and 14 years in a German city, and the meanings the children ascribe to their work. This qualitative study is based upon a broad concept of work, which includes both unpaid and paid work. As far as work is concerned, the most important thing for children is being able to act…

The Relationship Between Work-Family Conflict and Job Satisfaction Among Hospital Nurses.

PubMed

AlAzzam, Manar; AbuAlRub, Raeda Fawzi; Nazzal, Ala H

2017-10-01

This study aimed to explore the incidence of work-family conflict and the association between work-family conflict and satisfaction level among Jordanian nurses. Self-administered questionnaires were used to collect data from a convenience sample of 333 Jordanian nurses using a descriptive, cross-sectional, correlational design. The results revealed that nurses were exposed to both subtypes of work and family conflict, but they experienced the work-to-family conflict more than the family-to-work conflict. Both subtypes of work and family conflict were correlated negatively with age and positively with the number of children. Being female and absence of child care facilities at workplace had positive effects on the occurrence of work-to-family conflict. Finally, the negative and significant relationship between the work and family conflict and the job satisfaction level was supported. Those findings imply that nurse administrators and policy makers should establish different strategies to support the balance between the nurses' family life and nurses' work life such as child care and elder care services and other fringe benefits. Hospitals have to promote themselves as work environments that support job satisfaction to attract nurses, hence increasing patients' satisfaction and quality of nursing care. © 2017 Wiley Periodicals, Inc.

Work-to-family spillover and fruit and vegetable consumption among construction laborers.

PubMed

Devine, Carol M; Stoddard, Anne M; Barbeau, Elizabeth M; Naishadham, Deepa; Sorensen, Glorian

2007-01-01

Spillover is the effect of one role on another as working adults attempt to integrate demands from work and family. We conducted a survey to understand how worker, job, and family characteristics were related to negative work-to-family spillover and how spillover was related to fruit and vegetable consumption to inform intervention design. A combined mail and telephone survey. A national random sample in the United States. 1108 (44% response) unionized construction laborers. Personal characteristics, job factors, family factors, work-to-family spillover, and fruit and vegetable consumption. Multivariable logistic and least-squares regression. A range of 20% to 50% of respondents reported negative work-to-family spillover, agreeing that work demands, time, fatigue, and stress interfered with family meals or food choices. Higher spillover was associated with job factors, being of white race/ethnicity, and having children at home. Lower fruit and vegetable consumption was associated with higher work-to-family spillover (p = .002), being of white race or ethnicity (p < .0001), and working the graveyard or day shift (p = .02). Negative experience of work-to-family spillover may link employment to fruit and vegetable consumption and thus to worker health. Understanding the contribution of spillover to fruit and vegetable consumption aids understanding of how work experience affects health.

Shodagor Family Strategies : Balancing Work and Family on the Water.

PubMed

Starkweather, Kathrine E

2017-06-01

The Shodagor of Matlab, Bangladesh, are a seminomadic community of people who live and work on small wooden boats, within the extensive system of rivers and canals that traverse the country. This unique ecology places particular constraints on family and economic life and leads to Shodagor parents employing one of four distinct strategies to balance childcare and provisioning needs. The purpose of this paper is to understand the conditions that lead a family to choose one strategy over another by testing predictions about socioecological factors that impact the sexual division of labor, including a family's stage in the domestic cycle, aspects of the local ecology, and the availability of alloparents. Results show that although each factor has an impact on the division of labor individually, a confluence of these factors best explains within-group, between-family differences in how mothers and fathers divide subsistence and childcare labor. These factors also interact in particular ways for Shodagor families, and it appears that families choose their economic strategies based on the constellation of constraints that they face. The results of these analyses have implications for theory regarding the sexual division of labor across cultures and inform how Shodagor family economic and parenting strategies should be contextualized in future studies.

Managing multiple roles: development of the Work-Family Conciliation Strategies Scale.

PubMed

Matias, Marisa; Fontaine, Anne Marie

2014-07-17

Juggling the demands of work and family is becoming increasingly difficult in today's world. As dual-earners are now a majority and men and women's roles in both the workplace and at home have changed, questions have been raised regarding how individuals and couples can balance family and work. Nevertheless, research addressing work-family conciliation strategies is limited to a conflict-driven approach and context-specific instruments are scarce. This study develops an instrument for assessing how dual-earners manage their multiple roles detaching from a conflict point of view highlighting the work-family conciliation strategies put forward by these couples. Through qualitative and quantitative procedures the Work-Family Conciliation Strategies Scales was developed and is composed by 5 factors: Couple Coping; Positive Attitude Towards Multiple Roles, Planning and Management Skills, Professional Adjustments and Institutional Support; with good adjustment [χ2/df = 1.22; CFI = .90, RMSEA = .04, SRMR = .08.] and good reliability coefficients [from .67 to .87]. The developed scale contributes to research because of its specificity to the work-family framework and its focus on the proactive nature of balancing work and family roles. The results support further use of this instrument.

Leadership Style of School Head-Teachers and Their Colleague's Work-Family Conflict

ERIC Educational Resources Information Center

Tatlah, Ijaz Ahmed; Quraishi, Uzma

2010-01-01

This paper aims to investigate the relationship of people-oriented and task-oriented leadership styles with the work-family and family-work conflicts and the intensity of mutual relationship between work-family and family-work conflicts. Data for the research were collected through a survey of public sector elementary and secondary school teachers…

[A Structural Equation Model on Family Strength of Married Working Women].

PubMed

Hong, Yeong Seon; Han, Kuem Sun

2015-12-01

The purpose of this study was to identify the effect of predictive factors related to family strength and develop a structural equation model that explains family strength among married working women. A hypothesized model was developed based on literature reviews and predictors of family strength by Yoo. This constructed model was built of an eight pathway form. Two exogenous variables included in this model were ego-resilience and family support. Three endogenous variables included in this model were functional couple communication, family stress and family strength. Data were collected using a self-report questionnaire from 319 married working women who were 30~40 of age and lived in cities of Chungnam province in Korea. Data were analyzed with PASW/WIN 18.0 and AMOS 18.0 programs. Family support had a positive direct, indirect and total effect on family strength. Family stress had a negative direct, indirect and total effect on family strength. Functional couple communication had a positive direct and total effect on family strength. These predictive variables of family strength explained 61.8% of model. The results of the study show a structural equation model for family strength of married working women and that predicting factors for family strength are family support, family stress, and functional couple communication. To improve family strength of married working women, the results of this study suggest nursing access and mediative programs to improve family support and functional couple communication, and reduce family stress.

Globalization of the economy and women's work in a sustainable society.

PubMed

Mies, M

1998-01-01

This article critiques theories of development and growth models, which are not compatible with conservation of resources, women's empowerment, and a sustainable society. Affluent societies are using up most of the world's resources in unsustainable ways. Industrial giants have co-opted the term "sustainability." This gender discussion addresses the issue of patriarchal and capitalist systems and presents a new theoretical framework. The author disagrees with the global division of labor, where women are manipulated as producer-housewives and consumer-housewives, and with the global level of violence against women, in general. Gender equality is not viable in the present patriarchal order. In all economic theories, women's work is a free resource and invisible as unpaid housework and nurturing work. The globalization of the economy leads to greater capital and power concentration in the hands of a few. Women are ill served by structural adjustment policies. New global restructuring has improved the welfare of Third World elites. Globalization of capital and new technology makes ethics obsolete. A new economic model must be based on the preservation of life at the center, with livelihood based on wage labor and unpaid work, control of communal assets, and solidarity of communities. Unpaid necessary social labor must be shared by men and women equally. The checklist for change includes, for example, that money would be a means of circulation, not of accumulation. Nature would be reintegrated into economics. There must be new meanings for work, productive labor, economics, the good life, satisfaction of needs, and political structures.

The role of the government in work-family conflict.

PubMed

Boushey, Heather

2011-01-01

The foundations of the major federal policies that govern today's workplace were put in place during the 1930s, when most families had a stay-at-home caregiver who could tend to the needs of children, the aged, and the sick. Seven decades later, many of the nation's workplace policies are in need of major updates to reflect the realities of the modern workforce. American workers, for example, typically have little or no control over their work hours and schedules; few have a right to job-protected access to paid leave to care for a family member. Heather Boushey examines three types of work-family policies that affect work-family conflict and that are in serious need of repair--those that govern hours worked and workplace equity, those that affect the ability of workers to take time off from work because their families need care, and those that govern the outsourcing of family care when necessary. In each case Boushey surveys new programs currently on the policy agenda, assesses their effectiveness, and considers the extent to which they can be used as models for a broader federal program. Boushey looks, for example, at a variety of pilot and experimental programs that have been implemented both by private employers and by federal, state, and local governments to provide workers with flexible working hours. Careful evaluations of these programs show that several can increase scheduling flexibility without adversely affecting employers. Although few Americans have access to paid family and medical leave to attend to family needs, most believe that businesses should be required to provide paid leave to all workers. Boushey notes that several states are moving in that direction. Again, careful evaluations show that these experimental programs are successful for both employers and employees. National programs to address child and elder care do not yet exist. The most comprehensive solution on the horizon is the universal prekindergarten programs offered by a few states

The Effects of Home-Based Teleworking on Work-Family Conflict.

ERIC Educational Resources Information Center

Madsen, Susan R.

2003-01-01

Responses from 98 teleworkers and 123 onsite workers found that teleworkers had lower levels of the dimensions of work-family conflict (WFC): time-, strain-, and behavior-based work interference with family and family interference. Male teleworkers had higher levels of WFC; there were no gender differences for nonteleworkers. WFC was significantly…

Gender Differences in Restricting Work Efforts because of Family Responsibilities

ERIC Educational Resources Information Center

Maume, David J.

2006-01-01

In egalitarian families, we might expect that men and women similarly prioritize work and family obligations. Yet, prior research examining gender differences in work-family priorities often use measures that imperfectly reflect those priorities. Drawing two samples of full-time married workers from the 1992 National Study of the Changing…

On Common Ground: Prominent Women Talk about Work & Family.

ERIC Educational Resources Information Center

Zuckerman, Diana, Ed.

This publication presents interviews with 11 prominent women, representing different backgrounds, philosophies, and life experiences, in which they speak about their own experiences with work and family issues. The introduction, "On Common Ground: Prominent Women Talk about Work & Family" (Diana Zuckerman), provides an overview. The 11 interviews…

Work and Family Environments and the Adoption of Computer-Supported Supplemental Work-at-Home.

ERIC Educational Resources Information Center

Duxbury, Linda Elizabeth; And Others

1996-01-01

A survey received responses from 307 men and 147 women in managerial/professional positions. Those who use computers for work at home after office hours had higher task variety, role overload, work-family interference, and stress. However, there were no significant differences in marital and family satisfaction of those who did supplemental work…

Struggling for each other: the Stancioff family at work.

PubMed

Firkatian, Mari A

2006-04-01

Due to the unique nature of Stancioff family relationships, family members lived and work as a highly effective network of enabling partners. They were living and working in the rarefied world of diplomats and dealt with people in a variety of countries and cultures. Their eldest daughter; Nadejda Stancioff pursued a diplomacy career in the 1910s and participated in the post-World War I peace conferences. Dimitri Stancioff, her father, was a diplomat, and her mother, the Countess Anna de Grenaud, was mistress of the robes at the Bulgarian Court at the end of the nineteenth century. They were a "mixed" family in many aspects, yet they thrived. The manner in which this family worked together is a rare example of cooperative collective efforts unfettered by gender biases. They also formed a unique transitional unit as a family who successfully combined the traditional with the modern to serve their collective ends.

Sleep complaints in middle-aged women and men: the contribution of working conditions and work-family conflicts.

PubMed

Lallukka, Tea; Rahkonen, Ossi; Lahelma, Eero; Arber, Sara

2010-09-01

This study aimed to examine how physical working conditions, psychosocial working conditions and work-family conflicts are associated with sleep complaints, and whether health behaviours explain these associations. We used pooled postal questionnaire surveys collected in 2001-2002 among 40-60-year-old employees of the City of Helsinki (n = 5819, response rate 66%). Participants were classified as having sleep complaints if they reported sleep complaints at least once a week on average (24% of women and 20% of men). Independent variables included environmental work exposures, physical workload, computer work, Karasek's job strain and work-family conflicts. Age, marital status, occupational class, work arrangements, health behaviours and obesity were adjusted for. Most working conditions were associated strongly with sleep complaints after adjustment for age only. After adjustment for work-family conflicts, the associations somewhat attenuated. Work-family conflicts were also associated strongly with women's [odds ratio (OR) 5.90; confidence interval (CI) 4.16-8.38] and men's sleep (OR 2.56; CI 1.34-4.87). The associations remained robust even after controlling for unhealthy behaviours, obesity, health status, depression and medications. Physically strenuous working conditions, psychosocial job strain and work-family conflicts may increase sleep complaints. Efforts to support employees to cope with psychosocial stress and reach a better balance between paid work and family life might reduce sleep complaints. Sleep complaints need to be taken into account in worksite health promotion and occupational health care in order to reduce the burden of poor sleep.

Assessing the relationship between work-family conflict and smoking.

PubMed

Nelson, Candace C; Li, Yi; Sorensen, Glorian; Berkman, Lisa F

2012-09-01

We examined the relationship between smoking and work-family conflict among a sample of New England long-term-care facility workers. To collect data, we conducted in-person, structured interviews with workers in 4 extended-care facilities. There was a strong association between smoking likelihood and work-family conflict. Workers who experienced both stress at home from work issues (i.e., work-to-home conflict) and stress at work from personal issues (i.e., home-to-work conflict) had 3.1 times higher odds of smoking than those who did not experience these types of conflict. Workers who experienced home-to-work conflict had an odds of 2.3 compared with those who did not experience this type of conflict, and workers who experienced work-to-home conflict had an odds of 1.6 compared with workers who did not experience this type of conflict. The results of this study indicate that there is a robust relationship between work-family conflict and smoking, but that this relationship is dependent upon the total amount of conflict experienced and the direction of the conflict.

Telecommuting's differential impact on work-family conflict: is there no place like home?

PubMed

Golden, Timothy D; Veiga, John F; Simsek, Zeki

2006-11-01

The literature on the impact of telecommuting on work-family conflict has been equivocal, asserting that telecommuting enhances work-life balance and reduces conflict, or countering that it increases conflict as more time and emotional energy are allocated to family. Surveying 454 professional-level employees who split their work time between an office and home, the authors examined how extensively working in this mode impacts work-to-family conflict and family-to-work conflict, as well as the contextual impact of job autonomy, scheduling flexibility, and household size. As hypothesized, the findings suggest that telecommuting has a differential impact on work-family conflict, such that the more extensively individuals work in this mode, the lower their work-to-family conflict, but the higher their family-to-work conflict. Additionally, job autonomy and scheduling flexibility were found to positively moderate telecommuting's impact on work-to-family conflict, but household size was found to negatively moderate telecommuting's impact on family-to-work conflict, suggesting that contextual factors may be domain specific. (c) 2006 APA, all rights reserved

Return on Investment of a Work-Family Intervention: Evidence From the Work, Family, and Health Network.

PubMed

Barbosa, Carolina; Bray, Jeremy W; Dowd, William N; Mills, Michael J; Moen, Phyllis; Wipfli, Brad; Olson, Ryan; Kelly, Erin L

2015-09-01

To estimate the return on investment (ROI) of a workplace initiative to reduce work-family conflict in a group-randomized 18-month field experiment in an information technology firm in the United States. Intervention resources were micro-costed; benefits included medical costs, productivity (presenteeism), and turnover. Regression models were used to estimate the ROI, and cluster-robust bootstrap was used to calculate its confidence interval. For each participant, model-adjusted costs of the intervention were $690 and company savings were $1850 (2011 prices). The ROI was 1.68 (95% confidence interval, -8.85 to 9.47) and was robust in sensitivity analyses. The positive ROI indicates that employers' investment in an intervention to reduce work-family conflict can enhance their business. Although this was the first study to present a confidence interval for the ROI, results are comparable with the literature.

Advancing Measurement of Work and Family Domain Boundary Characteristics

ERIC Educational Resources Information Center

Matthews, Russell A.; Barnes-Farrell, Janet L.; Bulger, Carrie A.

2010-01-01

Recent research offers promising theoretical frameworks for thinking about the work-family interface in terms of the boundaries individuals develop around work and family. However, measures for important constructs proposed by these theories are needed. Using two independent samples, we report on the refinement of existing "boundary flexibility"…

Work and Family: How Managers Can Make a Difference.

ERIC Educational Resources Information Center

Collins, Ray; Magid, Renee Y.

1990-01-01

The work-family audit is a framework for employer planning of work-family policies and programs. The audit identifies key aspects of the labor force and community. Steps are identifying options, specifying objectives, planning for implementation, stating outcomes and benefits, and preparing to measure costs and benefits. (SK)

What the Person Brings to the Table: Personality, Coping, and Work-Family Conflict

ERIC Educational Resources Information Center

Andreassi, Jeanine K.

2011-01-01

Employees (N = 291) of various industries and companies were surveyed to study how individual factors (coping and personality) affect work-family conflict: strain-based work-to-family conflict (S-WFC), time-based work-to-family conflict (T-WFC), strain-based family-to-work conflict (S-FWC), and time-based family-to-work conflict (T-FWC). As…

101 Key Statistics on Work and Family for the 1990s. The BNA Special Report Series on Work and Family: Special Report No. 21.

ERIC Educational Resources Information Center

Bureau of National Affairs, Inc., Washington, DC.

This special report updates a September, 1988 Bureau of National Affairs (BNA) special report, "82 Key Statistics on Work and Family Issues," by presenting 101 new statistics on work and family concerns. Data concern: (1) child care; (2) parental leave; (3) elder care; (4) flexible work schedules; and (5) miscellaneous issues, such as…

Costs of a work-family intervention: evidence from the work, family, and health network.

PubMed

Barbosa, Carolina; Bray, Jeremy W; Brockwood, Krista; Reeves, Daniel

2014-01-01

To estimate the cost to the workplace of implementing initiatives to reduce work-family conflict. Prospective cost analysis conducted alongside a group-randomized multisite controlled experimental study, using a microcosting approach. An information technology firm. Employees (n = 1004) and managers (n = 141) randomized to the intervention arm. STAR (Start. Transform. Achieve. Results.) to enhance employees' control over their work time, increase supervisor support for employees to manage work and family responsibilities, and reorient the culture toward results. A taxonomy of activities related to customization, start-up, and implementation was developed. Resource use and unit costs were estimated for each activity, excluding research-related activities. Economic costing approach (accounting and opportunity costs). Sensitivity analyses on intervention costs. The total cost of STAR was $709,654, of which $389,717 was labor costs and $319,937 nonlabor costs (including $313,877 for intervention contract). The cost per employee participation in the intervention was $340 (95% confidence interval: $330-$351); $597 ($561-$634) for managers and $300 ($292-$308) for other employees (2011 prices). A detailed activity costing approach allows for more accurate cost estimates and identifies key drivers of cost. The key cost driver was employees' time spent on receiving the intervention. Ignoring this cost, which is usual in studies that cost workplace interventions, would seriously underestimate the cost of a workplace initiative.

Balancing Work and Family. A Working Curriculum To Assist Vocational Parent and Family Educators in Designing and Delivering Employer-Sponsored Work and Family Seminars.

ERIC Educational Resources Information Center

Burns, Mary Dooley; And Others

This curriculum guide was developed to help vocational teachers and family educators to design and deliver employer-sponsored seminars for employees as well as community-based adult education programs. The curriculum is intended to help working parents improve their ability to meet their personal wants and needs as well as the demands of their…

The Work-Family Conflict Scale (WAFCS): development and initial validation of a self-report measure of work-family conflict for use with parents.

PubMed

Haslam, Divna; Filus, Ania; Morawska, Alina; Sanders, Matthew R; Fletcher, Renee

2015-06-01

This paper outlines the development and validation of the Work-Family Conflict Scale (WAFCS) designed to measure work-to-family conflict (WFC) and family-to-work conflict (FWC) for use with parents of young children. An expert informant and consumer feedback approach was utilised to develop and refine 20 items, which were subjected to a rigorous validation process using two separate samples of parents of 2-12 year old children (n = 305 and n = 264). As a result of statistical analyses several items were dropped resulting in a brief 10-item scale comprising two subscales assessing theoretically distinct but related constructs: FWC (five items) and WFC (five items). Analyses revealed both subscales have good internal consistency, construct validity as well as concurrent and predictive validity. The results indicate the WAFCS is a promising brief measure for the assessment of work-family conflict in parents. Benefits of the measure as well as potential uses are discussed.

Work-Family Conflict: The Effect of Job and Family Involvement

DTIC Science & Technology

1986-11-01

helping relationships: The moderators between stress and well-being. Journal of EYsb2o!9Y, 2§ 121-130. Burke, R . J., Weir, T. J., & Duwors, R . E ...of conflict between work and family roles. Academy o2f anagement Review, 10, 76-88. Greenhaus, J. H., & Kopelman, R . E . (1981). Conflict between work...341-349. Kanungo, R . N. (1982b). Work alienation: An in2Srjy2 ARPEgAgh- New York: Praeger. Lawler, E . E ., & Hall, D. T. (1970). Relationship of job

The impact of social and family-related factors on women's stress experience in household and family work.

PubMed

Sperlich, Stefanie; Geyer, Siegfried

2015-03-01

This study explores the contribution of social and family-related factors to women's experience of an effort-reward imbalance (ERI) in household and family work. Using a population-based sample of German mothers (n = 3,129), we performed stepwise logistic regression analysis in order to determine the relative impact of social and family-related factors on ERI. All factors investigated showed a significant association with at least one ERI component. Considering all predictors simultaneously in the multivariate analysis resulted in a decrease in significance of socioeconomic status in explaining the effort-reward ratio while the impact on low reward partly remained significant. In addition, age of youngest child, number of children, lower levels of perceived social support, domestic work inequity and negative work-to-family spillover, irrespective of being half- or full-time employed, revealed to be important in predicting ERI. The experience of ERI in domestic work is influenced by the social and family environment. Particularly among socially disadvantaged mothers, lack of social recognition for household and family work proved to be a relevant source of psychosocial stress.

Depression and work family conflict among corrections officers.

PubMed

Obidoa, Chiwekwu; Reeves, David; Warren, Nicholas; Reisine, Susan; Cherniack, Martin

2011-11-01

This article assessed work-to-family conflict (W-FC) and family-to-work conflict (F-WC) and their impact on depression among corrections officers in two correctional facilities in the United States. The sample consisted of 220 officers who completed questionnaires that included data on demographics, sense of coherence (SOC), physical health, psychosocial job characteristics, and work-family conflict. The Center for Epidemiologic Studies Depression Scale (CES-D-10) assessed depression. The mean CES-D score was 7.8 (SD = 5.2); 31% had scores of 10 or more, indicative of serious psychological distress. The SOC, W-FC, and F-WC were significantly and positively associated with depression; W-FC mediated the effects of SOC on depression. Psychosocial job characteristics were not related to depression. Depressive symptoms were high among officers, and W-FC was a critical factor contributing to psychological distress.

Developing and testing a theoretical model linking work-family conflict to employee safety.

PubMed

Cullen, Jennifer C; Hammer, Leslie B

2007-07-01

Despite work-family conflict being recognized as a source of stress, no published research to our knowledge has considered how it negatively affects workplace safety. A theoretical model linking strain-based work-family conflict and employee safety was tested with 243 health care workers. Within this model, work-family conflict is conceptualized as a workplace hazard. As expected, strong work performance norms and high work overload were associated with higher work-family conflict; increased family-to-work conflict was associated with decreased compliance with safety rules and less willingness to participate in discretionary safety meetings. Work-to-family conflict, however, was not associated with safety. These findings underscore the importance of work redesign strategies that consider work performance norms and work-family conflict for expecting a return on investment in terms of a safer workplace. Copyright 2007 APA

Men's Family Work: Three Perspectives and Some New Data.

ERIC Educational Resources Information Center

Pleck, Joseph H.

1979-01-01

Three value perspectives on men's family work are evident in previous literature: traditional, exploitive, and changing role perspectives. Areas of research derived from the changing role perspective are presented. A new study indicates that men in the late 1970s are increasing family work when their wives are employed. (Author/BEF)

The Effects of Work Demands and Resources on Work-to-family Conflict and Facilitation

ERIC Educational Resources Information Center

Voydanoff, Patricia

2004-01-01

This article uses a differential salience-comparable salience approach to examine the effects of work demands and resources on work-to-family conflict and facilitation. The analysis is based on data from 1,938 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce. The results support…

Families and elder care in the twenty-first century.

PubMed

Bookman, Ann; Kimbrel, Delia

2011-01-01

Although most Americans know that the U.S. population is aging, they are far less informed about the reality of providing elders with personal care, health care, and social support. Families-particularly women-have always been critical in providing elder care, but the entry of so many women into the paid labor force has made elder care increasingly difficult. Ann Bookman and Delia Kimbrel show how changes in both work and family life are complicating families' efforts to care for elderly relatives. Because almost 60 percent of elder caregivers today are employed, many forms of caregiving must now be "outsourced" to nonfamily members. And because elders are widely diverse by race and socioeconomic status, their families attach differing cultural meanings to care and have widely different resources with which to accomplish their care goals. Although the poorest elders have access to some subsidized services, and the wealthiest can pay for services, many middle-class families cannot afford services that allow elders to age in their homes and avoid even more costly institutional care. Six key groups--health care providers, nongovernmental community-based service providers, employers, government, families, and elders themselves--are engaged in elder care, but their efforts are often fragmented and uncoordinated. All six groups must be able to work in concert and to receive the resources they need. Both employer and government policies must be improved. Although large businesses have taken up the elder care challenge, most small and mid-sized firms still do not offer flexible work arrangements. Social Security and Medicare have provided critical support to families caring for elders, yet both face significant financial shortfalls. The Older American Act and the National Family Caregiver Support Program have broadened access to elder services, but need updating to address the needs of today's employed caregivers and elders who want to "age in place." And just over half of

Identifying the Family, Job, and Workplace Characteristics of Employees Who Use Work-Family Benefits.

ERIC Educational Resources Information Center

Secret, Mary

2000-01-01

Employs a contextual effects perspective to identify family, job, and workplace characteristics associated with the use of work-family benefits of 527 employees in 83 businesses. Determined that particular family problems predict female employee use of paid leave and mental health benefits. Summarizes that workplace size, sector, and culture are…

The Family and Medical Leave Act of 1993: what does it mean for your organization?

PubMed

Zimmermann, R A; Gowan, M A

1994-09-01

The Family and Medical Leave Act (FMLA) requires that employers with 50 or more employees located within a 75-mile radius of a worksite be granted 12 weeks of unpaid leave. This article summarizes the arguments for and against mandated leave, describes the main tenets of FMLA and suggests how employers can implement FMLA leave in a manner favorable to both the employer and the employees.

Brief Report: The Impact of Negative Family-Work Spillover on Diurnal Cortisol

PubMed Central

Zilioli, Samuele; Imami, Ledina; Slatcher, Richard B.

2016-01-01

Both dimensions of the work-family interface, work-to-family and family-to-work spillover, have important implications for health and well-being. Despite the importance of these associations, very little is known about the physiological mechanisms through which the interplay between family and work experiences are translated into long-lasting consequences for health. This study investigated both positive and negative aspects of each spillover dimension on diurnal cortisol secretion patterns in a large panel study of working adults between the ages of 33 and 80. Results revealed that greater negative family-to-work (NFW) spillover predicted lower wake-up cortisol values and a flatter (less “healthy”) diurnal cortisol slope. This effect was evident even after controlling for the effects of the other spillover dimensions. These findings indicate that not all aspects of the work-family interface might impact stress physiology to the same extent and suggest that diurnal cortisol may be an important pathway through which negative aspects of the work-family interface leave their mark on health. PMID:27280370

Rural Women Family Physicians: Strategies for Successful Work-Life Balance.

PubMed

Phillips, Julie; Hustedde, Carol; Bjorkman, Sarah; Prasad, Rupa; Sola, Orlando; Wendling, Andrea; Bjorkman, Kurt; Paladine, Heather

2016-05-01

Women family physicians experience challenges in maintaining work-life balance while practicing in rural communities. We sought to better understand the personal and professional strategies that enable women in rural family medicine to balance work and personal demands and achieve long-term career satisfaction. Women family physicians practicing in rural communities in the United States were interviewed using a semistructured format. Interviews were recorded, professionally transcribed, and analyzed using an immersion and crystallization approach, followed by detailed coding of emergent themes. The 25 participants described a set of strategies that facilitated successful work-life balance. First, they used reduced or flexible work hours to help achieve balance with personal roles. Second, many had supportive relationships with spouses and partners, parents, or other members of the community, which facilitated their ability to be readily available to their patients. Third, participants maintained clear boundaries around their work lives, which helped them to have adequate time for parenting, recreation, and rest. Women family physicians can build successful careers in rural communities, but supportive employers, relationships, and patient approaches provide a foundation for this success. Educators, employers, communities, and policymakers can adapt their practices to help women family physicians thrive in rural communities. © 2016 Annals of Family Medicine, Inc.

Flexible work arrangements, job satisfaction, and turnover intentions: the mediating role of work-to-family enrichment.

PubMed

McNall, Laurel A; Masuda, Aline D; Nicklin, Jessica M

2010-01-01

The authors examined the relation between the availability of 2 popular types of flexible work arrangements (i.e., flextime and compressed workweek) and work-to-family enrichment and, in turn, the relation between work-to-family enrichment and (a) job satisfaction and (b) turnover intentions. In a sample of 220 employed working adults, hierarchical regression analyses showed that work-to-family enrichment mediated the relation between flexible work arrangements and both job satisfaction and turnover intentions, even after controlling for gender, age, marital status, education, number of children, and hours worked. Thus, the availability of flexible work arrangements such as flextime and compressed workweek seems to help employees experience greater enrichment from work to home, which, in turn, is associated with higher job satisfaction and lower turnover intentions. The authors discuss the implications for research and practice.

Do the benefits of family-to-work transitions come at too great a cost?

PubMed

Carlson, Dawn S; Kacmar, K Michele; Zivnuska, Suzanne; Ferguson, Merideth

2015-04-01

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior work by exploring positive and negative paths through which boundary management affects work and family outcomes. Third, we incorporate spouse perceptions to create a dynamic, systems-perspective explanation of the work-family interface. Using a matched sample of 639 job incumbents and their spouses, we found that family-to-work boundary transitions was related to the job incumbents' work-to-family conflict, work-to-family enrichment, and job embeddedness as well as the boundary management strain transmitted to the spouse. We also found that the boundary management strain transmitted to the spouse mediated the relationship between family-to-work boundary transitions and both work-to-family conflict and work-to-family enrichment. Finally, we found significant indirect effects between family-to-work boundary transitions and job embeddedness and relationship tension through both the boundary management strain transmitted to the spouse and the incumbent's work-family conflict, but not through work-family enrichment. Thus, family-to-work boundary transitions offer some benefits to the organization by contributing to job embeddedness, but they also come at a cost in that they are associated with work-family conflict and relationship tension. We discuss the study's implications for theory, research, and practice while suggesting new research directions. (c) 2015 APA, all rights reserved).

The Job Costs of Family Demands: Gender Differences in Negative Family-to-Work Spillover

ERIC Educational Resources Information Center

Keene, Jennifer Reid; Reynolds, John R.

2005-01-01

This article uses the 1992 National Study of the Changing Workforce to examine family and workplace factors contributing to gender differences in negative family-to-work spillover. We focus on spillover as manifested when family demands negatively affect job performance. Among married workers, women were twice as likely as men to report that…

Women, Work, and Family: Bernard's Perspective on the Past, Present, and Future.

ERIC Educational Resources Information Center

Voydanoff, Patricia

1988-01-01

Reviews Jessie Bernard's writings on women, work, and family. Explores the dilemmas of caring, the feminization of work, work and family roles over the life course, and the two worlds of women and men. Suggests implications for future research on women's work and family roles. (BH)

Work, family socioeconomic status, and growth among working boys in Jordan.

PubMed

Hawamdeh, H; Spencer, N

2001-04-01

To describe the work, family socioeconomic characteristics, and growth of a representative sample of working children in Jordan. In a cross sectional survey of growth and health, 135 working children (aged 10-16 years) were studied in the areas of Irbid, Jarash, and North Jordan Valley. The children and their parents were interviewed and data collected on length of working week, income earned by the child, duration of work in years, age of starting work, type of work, child's smoking status, and family socioeconomic status. The mean age of the children was 13.3 years; 14.8% had started work before the age of 10 and 12.6% had been working for more than four years. Mean income was 34 Jordanian Dinars but 6.7% were unwaged; 34% were working more than 60 hours per week, and 85.9% more than 40 hours. Monthly income and working hours were positively correlated with the age of the child. There was no correlation between age and smoking status; 37.8% smoked more than five cigarettes per day. Mean height and weight z scores were -0.365 and -0.081 of the UK standard respectively. Packed cell volume was within the anaemic range in 34.1% of children. In Jordan many children start work at an early age and work long hours for little or no income. Stunting and anaemia are common and many are established smokers. Relevance of these findings for social policy and health care of working children in Jordan and elsewhere is discussed.

Work-Family Relations among Mothers of Children with Learning Disorders

ERIC Educational Resources Information Center

Al-Yagon, Michal; Cinamon, Rachel Gali

2008-01-01

The study examined conflict and facilitation in work-family relations among working mothers of children with learning disorders (LD) or with typical development. The study also focused on three maternal personal resources (maternal anxious/avoidant attachment security, affect and sense of coherence) as antecedents of these work-family relations,…

Self-Reported Work and Family Stress of Female Primary Teachers.

ERIC Educational Resources Information Center

Thomas, Narelle; Clarke, Valerie; Lavery, Judy

2003-01-01

Results of a self-report questionnaire indicated that female primary teachers in Australia report moderate levels of global, work, and family stress. Time and workload pressure was the major work stressor, and responsibility for child rearing the major family stressor. Work stress and home stress both impacted on each other. (EV)

Striving for balance between family and work demands among Iranian nurses.

PubMed

Lagerström, Monica; Josephson, Malin; Arsalani, Narges; Fallahi-Khoshknab, Masoud

2010-04-01

The study reported here explored Iranian nurses' experience of managing work and family roles. Grounded theory method guided the data collection and data analysis from both individual and focus group interviews. Five categories emerged: family role, working conditions, seeking support, perceiving dissatisfaction, and perceiving threats to health. The core concept that emerged was striving for balance between family and work demands. In the work-family role the Iranian nurses faced significant pressures, and they mostly relied on their own capabilities to create balance, often neglecting their own needs. This resulted in perceived dissatisfaction and health threats.

Giving birth and returning to work: the impact of work-family conflict on women's health after childbirth.

PubMed

Grice, Mira M; Feda, Denise; McGovern, Patricia; Alexander, Bruce H; McCaffrey, David; Ukestad, Laurie

2007-10-01

Since 1970, women of childbearing age have increasingly participated in the workforce. However, literature on work-family conflict has not specifically addressed the health of postpartum women. This study examined the relationship between work-family conflict and mental and physical health of employed mothers 11 weeks after childbirth. Employed women, 18 years and older, were recruited while in the hospital for childbirth (N = 817; 71% response rate). Mental and physical health at 11 weeks postpartum was measured using SF-12 version 2. General linear models estimated the associations between the independent variables and health. A priori causal models and directed acyclic graphs guided selection of confounding variables. Analyses revealed that high levels of work interference with family were associated with significantly lower mental health scores. Medium and high levels of family interference with work revealed a dose-response relationship resulting in significantly worse mental health scores. Coworker support was strongly and positively associated with better physical health. Work-family conflict was negatively associated with mental health but not significantly associated with physical health. Availability of social support may relieve the burden women can experience when balancing work roles and family obligations.

Work-family conflict and enrichment from the perspective of psychosocial resources: comparing Finnish healthcare workers by working schedules.

PubMed

Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

2015-05-01

We examined work-family conflict (WFC) and work-family enrichment (WFE) by comparing Finnish nurses, working dayshifts (non-shiftworkers, n = 874) and non-dayshifts. The non-dayshift employees worked either two different dayshifts (2-shiftworkers, n = 490) or three different shifts including nightshifts (3-shiftworkers, n = 270). Specifically, we investigated whether different resources, i.e. job control, managers' work-family support, co-workers' work-family support, control at home, personal coping strategies, and schedule satisfaction, predicted differently WFC and WFE in these three groups. Results showed that lower managers' work-family support predicted higher WFC only among 3-shiftworkers, whereas lower co-workers' support associated with increased WFC only in non-shiftworkers. In addition, shiftworkers reported higher WFC than non-shiftworkers. However, the level of WFE did not vary by schedule types. Moreover, the predictors of WFE varied only very little across schedule types. Shiftwork organizations should pay more attention to family-friendly management in order to reduce WFC among shiftworkers. Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.

Social Class and the Experience of Work-Family Conflict during the Transition to Adulthood

PubMed Central

Ammons, Samantha K.; Kelly, Erin L.

2008-01-01

The challenges of juggling work and family responsibilities are well known, but there has been little attention to the distinctive work and family experiences of young adults. In this chapter, we explore how class affects young adults’ exposure to work-family conflicts and the strategies they use to manage their work and family responsibilities. Using data from a recent cohort of young adults, we find class and gender variations in work and family roles and work-family conflict. Early family formation, coupled with poor working conditions, lead those with lower educational attainments to experience more years of family-to-work interference. In contrast, young adults with more education have more work-to-family interference, and this is especially true for college-educated women. PMID:18330915

The Relation between Work-Family Balance and Quality of Life.

ERIC Educational Resources Information Center

Greenhaus, Jeffrey H.; Collins, Karen M.; Shaw, Jason D.

2003-01-01

The relationship between work-family balance and quality of life was assessed for 353 accounting professionals. Those who spent more time on family than work experienced higher quality of life than balanced individuals, who experienced higher quality than those who spent more time on work. Findings were similar for level of involvement balance and…

Examining the "Neglected Side of the Work-Family Interface": Antecedents of Positive and Negative Family-to-Work Spillover

ERIC Educational Resources Information Center

Stevens, Daphne Pedersen; Minnotte, Krista Lynn; Mannon, Susan E.; Kiger, Gary

2007-01-01

This study extends previous research by Dilworth by examining antecedents of both positive and negative family-to-work spillover--a long-neglected area of research. It also uses an extended definition of domestic labor that includes emotion work and status enhancement. Using data from a random sample of dual-earner couples, the study found gender…

Examining behavioural coping strategies as mediators between work-family conflict and psychological distress.

PubMed

Aazami, Sanaz; Shamsuddin, Khadijah; Akmal, Syaqirah

2015-01-01

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual's needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict.

Examining Behavioural Coping Strategies as Mediators between Work-Family Conflict and Psychological Distress

PubMed Central

Shamsuddin, Khadijah

2015-01-01

We examined the mediating role of behavioral coping strategies in the association between work-family conflict and psychological distress. In particular, we examined the two directions of work-family conflict, namely, work interference into family and family interference into work. Furthermore, two coping styles in this study were adaptive and maladaptive coping strategies. This cross-sectional study was conducted among 429 Malaysian working women using self-reported data. The results of mediational analysis in the present study showed that adaptive coping strategy does not significantly mediate the effect of work-family conflict on psychological distress. However, maladaptive coping strategies significantly mediate the effect of work-family conflict on psychological distress. These results show that adaptive coping strategies, which aimed to improve the stressful situation, are not effective in managing stressor such as work-family conflict. We found that experiencing interrole conflict steers employees toward frequent use of maladaptive coping strategies which in turn lead to psychological distress. Interventions targeted at improvement of coping skills which are according to individual's needs and expectation may help working women to balance work and family demands. The important issue is to keep in mind that effective coping strategies are to control the situations not to eliminate work-family conflict. PMID:25695097

Barriers and facilitators to participation in work among Canadian women living with HIV/AIDS.

PubMed

Barkey, Valerie; Watanabe, Elisa; Solomon, Patty; Wilkins, Seanne

2009-10-01

The impact of human immunodeficiency virus/acquired immunodeficiency syndrome (HIV/AIDS) on the participation of women in paid/unpaid work is a little understood phenomenon. A research study exploring the lived experiences of Canadian women's engagement in paid/unpaid work and the barriers and facilitators mediating this phenomenon. Study design employed a phenomenological approach using data subanalysis of transcripts, double coded for agreement and to ensure saturation of themes. Analysis of the data revealed an overarching theme of engagement mediated by interacting forces with eight subthemes: active management, agency constrained by structure, the nature of supports, HIV/AIDS sequelae, work as a galvanizing force, the presence of children, the element of fear, and negotiation of self. Insights gained indicate a need for further education, resources, supports, and policy changes at the systems level. Occupational therapy is positioned to broaden the role of rehabilitation in the context of HIV/AIDS, episodic disability, and work participation.

Is There a Downside to Schedule Control for the Work-Family Interface?

ERIC Educational Resources Information Center

Schieman, Scott; Young, Marisa

2010-01-01

Using data from a 2007 U.S. survey of workers, this article examines the implications of schedule control for work-family role blurring and work-family conflict. Four main findings indicate that (a) schedule control is associated with more frequent working at home and work-family multitasking activities; (b) the positive association between…

Latina Workers in North Carolina: Work Organization, Domestic Responsibilities, Health, and Family Life.

PubMed

Rodriguez, Guadalupe; Trejo, Grisel; Schiemann, Elizabeth; Quandt, Sara A; Daniel, Stephanie S; Sandberg, Joanne C; Arcury, Thomas A

2016-06-01

This analysis describes the work organization and domestic work experienced by migrant Latinas, and explores the linkage between work and health. Twenty Latina workers in North Carolina with at least one child under age 12 completed in-depth interviews focused on their work organization, domestic responsibilities, work-family conflict, health, and family health. Using a systematic qualitative analysis, these women described a demanding work organization that is contingent and exploitative, with little control or support. They also described demanding domestic roles, with gendered and unequal division of household work. The resulting work-family conflict affects their mental and physical health, and has negative effects on the care and health of their families. The findings from this study highlight that work stressors from an unfavorable work organization create work-family conflict, and that work-family conflict in this population has a negative influence on workers' health and health behaviors.

Rhythms of life: antecedents and outcomes of work-family balance in employed parents.

PubMed

Aryee, Samuel; Srinivas, E S; Tan, Hwee Hoon

2005-01-01

This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie the conflict and facilitation components. Furthermore, gender had only a limited moderating influence on the relationships between the antecedents and the components of work-family balance. Last, work-family facilitation was related to the work outcomes of job satisfaction and organizational commitment.

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry

PubMed Central

Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-01-01

The construction industry is a demanding work environment where employees’ work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee’s work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee’s work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction. PMID:27801857

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry.

PubMed

Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-10-28

The construction industry is a demanding work environment where employees' work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee's work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee's work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction.