Support,Demands, and Gender Ideology: Exploring Work–Family Facilitation and Work–Family Conflict Among Older Workers

Only recently have researchers begun to investigate issues surrounding the work experiences of individuals in late midlife. This article contributes to the literature on work–family facilitation and conflict among older workers. I focus specifically on the extent to which gender ideology is associated with facilitation and conflict and whether that relationship differs for women and men. Using a sample of older workers (n = 2,253), I find that gender traditional respondents are more likely to report work–family conflict than are nontraditional respondents, with no corresponding association for work–family facilitation. There are no sex differences in the effect of gender ideology on facilitation or conflict. Results are discussed in the context of the importance of understanding the work–family interface among older employees.     

Work–home conflict and facilitation across four different family structures in Norway

The purpose of this study was to examine how work–home conflict and facilitation vary among people living in different family structures in Norway, here conceptualized as: two-parent families; single parents; childless couples; and singles. The study used data from a Norwegian study on occupational health (N=2414). We hypothesized that respondents living in two-parent families experience more work–home conflict and facilitation than others due to more complex role expectations. Similarly, we hypothesized that the effect of workload and autonomy on work–home conflict and facilitation would be stronger among this group. The results indicate that conflict between work and home life are more profound among those living in two-parent families and among single parents than among childless couples and singles. Work-to-home facilitation did not vary by family structure, whereas the childless couples reported more home-to-work facilitation. Furthermore, with a few exceptions the effects of workload and autonomy on work–home conflict and facilitation did not differ by family structure.     

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

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. Data from the National Survey of Midlife Development in the United States (MIDUS) were used to compare different combinations of work‐family conflict and work‐family facilitation. Results suggest that family to work facilitation is a family protective factor that offsets and buffers the deleterious effects of work‐family conflict on mental health. The results across these outcomes suggest that work‐family conflict and facilitation must be considered separately, and that adult mental health is optimized when family to work facilitation is high and family to work and work to family conflict is low.     

Exploring a family,work, and community model of work–family gains and strains

Much of the work–family literature focuses on job or family characteristics that impact on work–life interaction. A small body of research takes a wider perspective, highlighting the importance of community characteristics. This study builds on, and extends, this research by examining the way work and community characteristics may interact in their influence on work–family interaction. Building on Voydanoff's work, this study examined whether community demands amplified the impact of work demands on work–family conflict, and whether community resources increased the impact of work resources on work–family facilitation. Data were analyzed from the Household, Income and Labour Dynamics in Australia survey, distinguishing between residents of higher or lower socioeconomic status (SES) communities. Work demands (work intensity, hours) demonstrated the strongest relationship with work–family interaction. Autonomy and work hours emerged as particularly important predictors of work–family interaction for those living in lower SES areas. Whereas social support (a community resource) was a particularly strong predictor of work–family interaction for those living in higher SES areas. There was also evidence that community demands (lack of safety) are independently associated with work–family interaction and also amplify the effect of job demands (work intensity) on work–family conflict for residents of lower SES areas.     

The Effects of Work Demands and Resources on Work‐to‐Family Conflict and Facilitation

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 the differential salience approach by indicating that time‐ and strain‐based work demands show relatively strong positive relationships to work‐to‐family conflict, whereas enabling resources and psychological rewards show relatively strong positive relationships to work‐to‐family facilitation. The availability of time‐based family support policies and work‐family organizational support is negatively related to conflict and positively related to facilitation, thereby supporting the comparable salience approach.     

Why the paradigm of work–family conflict is no longer sustainable: Towards more empowering social imaginaries to understand women's identities

The paradigm of work–family conflict is challenged by the fluid realities of the actual world. Through an innovative phenomenographic study of women's understanding of their lives, we show that the social imaginary of work–family conflict assumes that vulnerability is a constitutive reality for women. Consequently, with respect to the perspectives through which women are invited to make sense of their lives, the metaphor of conflict enforces a worldview based on traditional gender roles. Organizational policies that rely heavily on a social imaginary of work–family conflict may prove ineffective. On the one hand, they ignore the diversity of morphologies and vocabularies used by women today to understand themselves in relation to their family and workplace. On the other, work–family conflict arises as a product of policy measures and bureaucratic practices rather than as an experiential reality. Policy statements on work–family conflict have a performative character: they communicate a message about women's social status and identity. Therefore, effective organizational policies should integrate vocabularies and assumptions that make women aware of themselves in a confident manner by relying on social imaginaries that encourage agency and empowered participation in the world.     

Work–family conflict among Black,White, and Hispanic men and women

Are there racial/ethnic differences in work–family conflict? Using a nationally representative survey of Americans, we analyze differences in work–family conflict among Blacks, Whites, and Hispanics and then utilize an intersectional approach, disaggregating men and women within each racial/ethnic group. Using structural equation modeling, we find that the usual predictors of conflict – family and work characteristics – have varied effects on work–family conflict among men and women of different racial/ethnic groups. Nonstandard schedules were uniformly linked to increased work-to-family conflict among all respondents, regardless of subgroup. Our findings reveal the merits of intersectional approaches, and suggest the need for theoretical models of the work–family interface that better reflect the experiences of men and women of color.     

Core Self‐Evaluations,Work–Family Conflict,and Burnout

This study investigated how core self‐evaluations relate to work–family (and family–work) conflict and burnout. Drawing from a sample of 289 police officers and civilian staff who were either married or living in a union as common‐law partners, this study advances an empirical integration of work–family and core self‐evaluations research. The results suggested that even when work, nonwork, and demographic variables are controlled for, positive core self‐evaluations (i.e., composite scale, self‐esteem, locus of control, emotional stability) are related to less work–family (and family–work) conflict. The associations between core self‐evaluations and burnout are partially mediated by work–family (and family–work) conflict. Finally, core self‐evaluations moderated the association between work–family conflict and burnout, but not the one between family–work conflict and burnout.     

The adoption of family-friendly practices in family-owned firms

Most family business research on managing work and family conflict focuses on the family unit while ignoring non-family employees. This study investigates how family businesses manage the work and family conflicts facing non-family employees by examining the adoption of work–family practices in family-owned firms. Two research questions are addressed. First, to what extent do family-owned firms adopt work–family practices? Second, do family-owned firms offer the same level of work–family practices as non-family-owned firms? Results indicate that when family-owned firms do adopt work–family practices, they favour flexible scheduling arrangements for non-family employees to reduce work–family conflict. In general, however, work–family practices are used less in family-owned firms than non-family-owned firms.     

The Differential Salience of Family and Community Demands and Resources for Family-to-Work Conflict and Facilitation

This paper examines the differential salience of family and community demands and resources in relation to family-to-work conflict and facilitation. The study used interviews with 1567 employed, married, parents from the 1995 National Survey of Midlife Development (MIDUS). Family demands show relatively strong positive relationships to family-to-work conflict, whereas family resources are relatively important for family-to-work facilitation. Two community demands are positively related to family-to-work conflict and one community resource is positively associated with facilitation. Community demands and resources generally do not moderate relationships between family demands and resources and family-to-work conflict and facilitation. The study suggests that processes associated with demands are relatively important for family-to-work conflict, whereas processes embedded in resources are relatively salient for family-to-work facilitation.     

Family‐Supportive Organizational Culture and Fathers' Experiences of Work–family Conflict in Sweden

This study explores fathers' experiences with work–family conflict and their perceptions of how supportive the organizational culture at work is regarding fathers' work–family needs, and whether a family‐supportive organizational culture is associated with less work–family conflict. A total of 377 fathers working in private Swedish companies were surveyed. While a modest proportion of fathers experienced high levels of work‐to‐family conflict, less family‐to‐work conflict was reported. Further, fathers perceived little work–family support from top managers, supervisors, and co‐workers. Our results indicate that the cultures in the examined companies have norms that separate work and family from each other. Fathers seem likely to experience work–family conflict as long as the family‐supportive organizational culture, especially at the work group level, is not well‐developed. When fathers experience their work organizations as family‐supportive, they are likely to be better able to combine work and family and thus to help Swedes achieve a more gender‐equal society.     

Self- and Spouse-Reported Work–Family Conflict and Dual-Earners’ Job Satisfaction

We add to the literature on job satisfaction by examining the role played by self-reported and spouse-reported work–family conflict for dual-earner husbands and wives (N = 156 couples, 312 individuals), a contagion model of work and family. Two path models of job satisfaction were tested: a spillover model, including the respondent's work-to-family conflict and family-to-work conflict, and a crossover model, including the spouse's perception of the respondent's work-to-family conflict. Workplace and family/respondent characteristics were also included in the models. For wives, job satisfaction is associated with family-to-work conflict (spillover). For husbands, job satisfaction is associated with his spouse's perception of his work-to-family conflict (crossover). For both husbands and wives, coworker support is both directly and indirectly associated with job satisfaction.     

Social Integration,Work‐Family Conflict and Facilitation,and Job and Marital Quality

This paper examines relationships between 2 dimensions of social integration (community participation and affective community resources) and job and marital quality. Data from the 1995 National Survey of Midlife Development in the United States (n= 1,816) indicate that the level of community participation is unrelated or negatively related to job and marital quality, whereas affective community resources show positive associations with job and marital quality. Relationships between community participation and affective community resources and job stress are partially mediated by work‐to‐family conflict and facilitation. Family‐to‐work conflict and facilitation partially mediate relationships between affective community resources and marital satisfaction and risk. The study takes a beginning step in establishing relationships and exploring processes that make up the work‐community‐family interface.     

Work and Family in the 21st Century: Four Research Domains

During the last half of the 20th century, married women with children moved into the labor force in large numbers. This change, which occurred throughout the industrialized world, dramatically altered work, family, and gender roles. Working parents today juggle demanding jobs and busy family lives and find it increasingly difficult to balance these activities. Work‐family conflict has become a pressing social issue. This article examines four areas of social science research on work and family, including: work‐family conflict, spillover, and multiple roles; work‐family policies in organizations; effects of work on family life; and cross–national research on work and family. Although much is known about all of these topics, more research is needed to address the work‐family challenges of the 21st century.     

Self‐Employment as a Strategy for Dealing with the Competing Demands of Work and Family? The Importance of Family/Lifestyle Motives

In this paper, we test the argument that self‐employment may be a strategy for dealing with competing demands of work and family. We do this by comparing work–family conflict experienced by self‐employed and employed men and women. By examining to what extent the self‐employed versus regularly employed value time for themselves and their family — i.e., whether they are driven by family/lifestyle motives in their working life — we examine whether self‐employment can help reduce work–family conflict among those guided by family/lifestyle motives. Using data from a 2011 Swedish survey of 2483 self‐employed and 2642 regularly employed, the analyses indicate that experiences of work–family conflict differ between self‐employed and employees. Self‐employed men and women, especially those with employees, generally experience more work–family conflict than do employees. However, self‐employment can sometimes be a strategy for dealing with competing demands of work and family life. The presence of family/lifestyle motives generally decreases the probability of experiencing work–family conflict, particularly among self‐employed women with employees.     

Work–Family Conflict and Couple Relationship Quality: A Meta-analytic Study

This study examined the association between work–family conflict and couple relationship quality. We conducted a meta-analytic review of 49 samples from 33 papers published between 1986 and 2014. The results indicated that there was a significant negative relationship between work–family conflict and couple relationship quality (r = ?.19, k = 49). Several moderators were included in this analysis: gender, region, parental status, dual-earner status, and the measures used for work–family conflict and marital quality variables. The strength of the relationship varied based on the region of the sample—samples from Europe and Asia had a significantly weaker relationship between work–family conflict and relationship quality than those from North America. In addition, the relationship was significantly weaker in samples of dual-earner couples and when non-standardized scales were used. Implications of the results and directions for future research are suggested.     

LGBT voices in work-life: a call for research and a research community

ABSTRACT

Despite an apparent expansive inclusivity of the aims of work–life programmes, there remains a fairly narrowly defined heteronormative view of the family. Alternative and non-normative perspectives of family life, and especially those pertaining to Lesbian, Gay, Bisexual and Transsexual (LGBT) identities, remain relatively occluded and under-researched. The aim of this paper is to question the presence and relevance of LGBT voices and perspectives in work–life research as they seem neither visible nor on the frontline of work–life research despite their increasingly legitimate presence in organisational and societal discourses.     

INTERPERSONAL CONTEXT AT WORK AND THE FREQUENCY,APPRAISAL, AND CONSEQUENCES OF BOUNDARY‐SPANNING DEMANDS

Compared to job‐specific conditions, the interpersonal context of work has received less attention from work–family scholars. Using data from a 2007 U.S. survey of workers (N = 1,286), we examine the impact of workplace social support and interpersonal conflict on work–family conflict and exposure to boundary‐spanning demands—as indexed by the frequency that workers receive work‐related contact outside of normal work hours. Findings indicate that workplace social support is associated negatively with work‐to‐family conflict, while interpersonal conflict at work is associated with higher levels of work‐to‐family conflict. Results also indicate that both supportive and conflictive work contexts are associated with more frequent exposure to boundary‐spanning demands. However, workers in supportive contexts are more likely to appraise these demands as beneficial for accomplishing work tasks, and are less likely to appraise them as disruptive to family roles. By contrast, workers in conflictive contexts are more likely to appraise demands as disruptive to family roles, and are less likely to appraise them as beneficial for paid work. Consequently, our findings underscore the resource and demands aspects of interpersonal work contexts and their implications for the work–family interface.     

Triangulation and Parent–Adolescent Relationships: Implications for Adolescent Dating Competence and Abuse

This study focuses on family predictors of conflict behavior in adolescent dating relationships, drawing on family systems and socialization perspectives. Mother–adolescent, father–adolescent, and triadic relationships each was examined as predictors of adolescent dating outcomes that hold importance for developmental and prevention science (positive conflict resolution, verbal abuse, and physical abuse). We conducted a longitudinal analysis using a 6‐month longitudinal design with 236 ethnically diverse high school students. Findings indicate that triangulation into parental conflicts was related to increases in positive conflict resolution and with increases in verbally abusive behavior with dating partners over time. Parent–adolescent closeness and conflict each was related to positive conflict resolution and verbal abuse, but these associations were only found for boys.     

Anticipated Work‐Family Conflict: Effects of Gender,Self‐Efficacy,and Family Background

Anticipated levels of 2 types of work‐family conflict (WFC) were studied among 358 students from 2 universities. The study examined the contribution of gender, parental models of child care and housework, and self‐efficacy to the variance in anticipated WFC. Findings demonstrated that the bidirectionality of the relations between work and family life also exists in anticipated conflicts. A number of gender‐related differences emerged: Women anticipated higher levels of work interfering with family and family interfering with work and demonstrated lower efficacy in managing these conflicts than did men. Exposure to an egalitarian child care model correlated with lower anticipated levels of work interfering with family. Self‐efficacy correlated negatively with both types of conflict. Implications for further research and career programs are discussed.