The role of ‘workplace family’ support on worker health,exhaustion and pain

The goal of this study was to improve understanding of the potential health benefits of social support at work. We utilized 2002 GSS data to examine the relative influence of workplace support on self-reported health, exhaustion and experience of persistent pain in a sample of 1602 workers. Building on previous Demand-Control-Support models, we examined co-worker, supervisor, and organizational safety support (conceptualized as ‘workplace family’) in concert with job demands, job control and work-family conflict as predictors of worker health measures. We further tested the extent to which work-family conflict acted as a mediator between family and work characteristics and worker health outcomes. We found that increased co-worker support in the workplace was associated with better worker self-reported health, lower exhaustion and less pain. In addition, higher levels of perceived organizational safety support were associated with better self-reported health and lowered exhaustion. There is little evidence that work-family conflict mediates between work and family characteristics and worker health, and work-family conflict does not mediate the relationship between workplace family measures and worker health. We discuss results in light of workers’ changing and expanding definitions of family, with implications for changes in the organization of the workplace to improve workers’ health.     

The Use of Boundaries by Self-employed,Home-Based Workers to Manage Work and Family: A Qualitative Study in Canada

This qualitative study used grounded theory methodology to explore the experiences of 30 self-employed, home-based workers in Canada. Using boundary and work–family border theories as central theoretical constructs, this research examined the extent to which workers used boundaries to manage work and family, the nature of these boundaries, and how they were negotiated by the workers and their families. The results indicated that self-employed, home-based workers used both conceptual and physical barriers to create and manage the boundaries between home and work and that these boundaries were reinforced by rules. Gender differences and similarities were observed in the ways that boundaries were constructed and managed. Based on these observations, several areas for further investigation are proposed.     

Understanding the roles of subjective and objective aspects of time in the work-family interface

The experience of time has been posited as an important predictor of work-family conflict; however, few studies have considered subjective and objective aspects of time conjointly. This study examined the reported number of hours dedicated to work and family as indices of objective aspects of time, and perceived time pressure (in the work and family domains respectively) as an important feature of the subjective nature of temporal experiences within the work-family interface. Results indicate that the stress of having insufficient time to fulfill commitments in one domain (i.e., perceived time pressure) predicts work-family conflict, and that perceived time pressures predict the amount of time allocated to a domain. Additionally, findings suggest that domain boundaries are not symmetrical, with work boundaries being more rigidly constructed than family boundaries. Work-to-family and family-to-work conflict were generally related to overall health, turnover intentions, and work performance, as expected.     

Men at Work and at Home: Managing Emotion in Telework

Home‐based telework, as one of the flexible working options available today, is unique in its ability to blur physically and emotionally the boundaries between work and home. This article explores how men experience working from home, how they construct their identities as workers and as parents in this ambiguous location and how, as fathers, they manage the emotional work of reconciling family and career in this context. Our findings suggest that in order to manage the emotional aspects of telework men will, at times, focus on either the professional or parental part of their identity in their narratives, and at times attempt to ‘have it all’. We conclude that telework can provide a space where men can adopt emotional discourses and practices traditionally associated with women and, particularly, with working mothers.     

Bridging the work-family policy and productivity gap: A literature review

This paper uses both qualitative and quantitative methods to examine the relationship between work-family conflict and six work outcomes: performance, turnover, absenteeism, organizational commitment, job involvement, and burnout. Also reviewed are studies on the effects of employer (work-family) policies aimed at reducing such conflict. Policies to aid employees in managing work and family roles can be expensive, and studies show that they are often marginally effective. The review shows that relationships between work-family policies and organizational effectiveness is mixed and their connection to work-family conflict often under-examined. Work-family conflict is a critical link that may shed light on policy impacts. Suggestions on how future studies can build bridges between practitioners and academics and more clearly examine organizational effectiveness links are provided.     

The Influence of Managed Care on Job-Related Attitudes of Social Workers

This study explores the relationships between the levels of conflict that social workers experience when interfacing with managed care organizations and outcome variables including job satisfaction, organizational commitment, emotional exhaustion, and turnover intentions. A total of 591 social workers practicing in mental health agencies in New York State completed self-administered and anonymous questionnaire packets that included several measures: Level of conflict that workers experience when interfacing with managed care organizations (CMC), job satisfaction, organizational commitment, emotional exhaustion, and turnover intentions. Results showed that CMC had statistically significant correlations with organizational commitment and with emotional exhaustion. The author discusses the role of social work schools and agencies in offering new educational opportunities and training in order to improve workers' skills, which are necessary for communicating and negotiating with managed care organizations.     

Academic parenthood: Navigating structure and culture in an elite occupation

Many contemporary workers struggle to manage paid work and family responsibilities, leading scholars to explore mechanisms contributing to conflict between these two domains. Such examinations often center on pinpointing specific factors that explain variation in work-family conflict, but these studies have less to say about how some occupational contexts create overwhelming demands for workers. In this article, I advocate for an approach that details the cultural and structural components of specific occupations. Building on scholarship about demanding jobs, I use academic parenthood as an illustrative case to demonstrate how certain occupational contexts are organized in ways that introduce challenges for caregiving. I then analyze how culture and structure jointly influence family-friendly policies in the university setting, along with comparative experiences across discipline, gender, and race/ethnicity. Next, I describe how academic parents in the face of constraints, make choices, show agency, and demonstrate resistance. I conclude by identifying promising areas for future research.     

Job Segregation and Gender Differences in Work-Family Spillover Among White-Collar Workers

We test two propositions in this paper: (1) work-family conflict varies with gender composition and hours on the job; and (2) women will experience more tension between work and family responsibilities than will men. Using a sample of white-collar workers, we measured work-family conflict with a composite scale tapping negative job-to-home spillover. Workgroup composition had no effect on men's reported work-family conflict, while work hours was positively associated with work-family conflict. For women, longer work hours and tokenism in the immediate workgroup increased perceptions of work-family conflict, but unexpectedly, the interaction of work hours and tokenism was negatively related to work-family conflict. We explored several possible arguments for this contrary finding.     

Practices of Dual Earner Couples Successfully Balancing Work and Family

Researchers have long explored conflict and strain in dual-career couples. Recently, the focus has begun to shift toward documenting the adaptive strategies of dual-earner couples in balancing family and work. The current study investigates workplace practices perceived as supportive in balancing work and family. Respondents were middle-class, dual-earner couples (N=47) who described themselves as successful in balancing family and work. These supportive practices include: flexible work scheduling, non-traditional work hours, professional/job autonomy, working from home, supportive supervisors, supportive colleagues and supervisees, and the ability to set firm boundaries around work. Additionally, many participants describe their efforts to actively secure employment at workplaces that offered family–friendly alternatives, and describe the tradeoffs they are willing to make.     

When does part-time work relate to less work-life conflict for parents? Moderating influences of workplace support and gender in the Netherlands,Sweden and the United Kingdom

ABSTRACT

Working part-time can potentially be a great means of reducing work-life conflict for parents of young children. However, research has not univocally found this attenuating relation, suggesting it may not be universal, but rather contingent on other factors. This study investigates whether the relation between part-time work and work-life conflict is contingent on workplace support and gender. Results show that short part-time work (<25?h) relates to lower levels of work-life conflict for both women and men. We find some evidence that workplace support affects this relation: short part-time working women in an organization with a family supportive organizational culture had lower levels of work-life conflict than short part-time working women in organizations with an unsupportive organizational culture. For men working short part-time we find tendencies in the same direction, although this falls short of conventional statistical significance. In addition, long part-time work (25–35?h) is not significantly related to (lower) work-life conflict for either women or men. In line with previous research, managerial support is found to be linked to lower levels of work-life conflict, irrespective of whether one works full-time or part-time. Notably, the relation between working part-time and work-life conflict does not differ for mothers and fathers, suggesting that this work-family policy could help both men and women reduce work-life conflict.     

Work–Family Conflict: Coping Strategies Adopted by Social Workers

There is a growing literature investigating the association between coping and work stress among social workers. An area that remains under-researched is the association between work–family conflict and coping. The present study explored the coping strategies adopted by social workers in dealing with the competing demands emanating from their work and family domains. In a larger study involving 439 Australian social workers, we analyzed the responses to two open-ended questions that explored the challenges experienced by social workers in meeting their work and family demands, and the coping strategies they adopt to deal with these challenges. The findings confirm that social workers experience work–family conflict and they adopt several coping strategies to deal with it including support from supervisors and colleagues, cognitive reframing, timely communication, setting clear expectations, time management, job flexibility and developing personal hobbies. We discuss the implications of our findings for social work policy and practice.     

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.     

EXPLORING THE PARADOX

This paper explores work-to-family conflict among 77 managerial fathers in Sweden by focusing on flexible working arrangements. Sweden provides a unique setting for the study of fathers’ work-to-family conflict as it has a 30-year-old social policy tradition of promoting gender equality in the workplace and in the home. Our results show that managerial fathers experience high levels of work-to-family conflict, despite high access to flexible working arrangements. Using a border theory perspective, hierarchical regression analysis shows the importance of gender egalitarianism in the family (taking responsibility for children and being in a dual earner family), as well as flexible working arrangements (satisfaction with job flexibility and access to flexleave) in explaining work-to-family conflict for managerial fathers. Organizational time demands (time pressure at work and average work hours) and use of flextime were less important. Our results imply that gender egalitarian managerial fathers with access to flexleave have a win–win situation. They experience less work-to-family conflict and set a good example for their employees.     

Fragmented Sisters? The Implications of Flexible Working Policies for Professional Women's Workplace Relationships

Much is being done by governments and organizations to help workers reconcile their family and employment responsibilities. One such measure has been the introduction of flexible working policies. While academic and policy debates focus on the barriers to flexible working, less consideration is paid to those who work alongside flexible workers. Through a gendered lens, this article focuses on professional women and explores the implications of UK flexible working policies for women's workplace relations in organizations that have traditionally been based on male models of working. Drawing on interviews conducted in three English organizations, it was found that the women's interests did not always coincide and that their social relationships, with respect to flexible working, involved both support and resentment. In particular, the women's interests were affected by organizational and job‐related factors and their stage in the life course. These findings illuminate the ways in which policies are negotiated at the level of daily workplace life and show that co‐workers are a pivotal part of the wider picture of flexible working.     

“It’s a Dignity Thing”: Nursing Home Care Workers’ Use of Emotions1

This article examines how nursing home care workers use emotions to construct dignity at work. Previous scholarship has shown how the financial and organizational characteristics of nursing homes shape and constrain emotion work among staff. Using evidence gathered during 18 months of participant observation in two nursing homes and 65 interviews with staff, this article analyzes how, despite obstacles, nursing home care workers generated authentic emotional attachments to residents. Surprisingly, some staff members said they particularly appreciated working with residents difficult to control. They felt accomplished when such residents successfully transitioned from life at home to life in institutional care. Emotions created dignity for staff and induced compliance among residents. Emotions are not only generated by organizations and imposed on workers; staff themselves produced emotions—sometimes in ways consistent with organizational demands, and sometimes not—and they consistently found in their emotions a resource to manage the strains of their work lives.     

THE MEANING OF WORK AND HOME

In contemporary society, work and home represent the two most significant domains in the life of a working individual. Changes in family structures and technological changes (e.g. mobile phones and portable computers) that enable job tasks to be performed in a variety of locations have blurred the boundaries between work and home. This all suggests that the meaning that people may have attached to these domains has changed also. The present research uses in-depth qualitative interviews with 10 employees from an Information Technology company to explore the meaning of each persons work and home domain, and the ways in which they interact. Interviews were transcribed into text documents and analysed. Frequency of word use provided a socio-linguistic profile of the words that participants used when asked to talk about their work and home domains. Content analysis of the sentences relating to work and home provided a measure of how frequently respondents talked about their home-life when asked about work, and vice versa. In addition, each participant filled out an adapted version of the PANAS, which assessed affective state in both the work and home domains specifically. Results are discussed in relation to the generation of future hypotheses.     

Developing Family Therapy Skills on a Shoe String Budget: A Peer Supervision and Training Approach

Family therapy skills are an essential tool when working with young children and their families, yet accessing family therapy training and supervision in workplace settings has become more difficult. Skills enhancement may be obtained through formal training in accredited courses, a costly undertaking, in which clinicians most often carry the entire cost for the training. In this paper, we propose that specific family therapy skills relevant to working with families of young children can be developed within a peer group format. The peer training described in this paper is extremely cost effective, easy to set up, specifically tailored to our unique training needs and the characteristics of the population of families we are working with. Further, the training allows us to develop fresh and creative ways of skills acquisition, our own ‘curriculum’, with flexible use of training techniques, depending on our particular needs at a given time. We conclude with some of the disadvantages of the model and propose ideas for future development.     

The Effects of Internal Career Orientation on Multiple Dimensions of Work-Family Conflict

The relationship of internal career orientations with 3 forms of work-family conflict (time-based, strain-based, and behavior-based) is examined in this study. In addition, work-family conflict is considered bi-directionally, using both work interference with family and family interference with work. A sample of 247 Executive MBAs with multiple demands was used to study this complex relationship. The findings suggest that those with a getting free internal career orientation experienced the greatest levels of strain-based work interference with family and both behavior-based forms of conflict. Furthermore, those that were getting high experienced the most time-based work interference with family conflict.     

Supporting Traditional African Mediators Project (STAMP) for Family Violence

Supporting Traditional African Mediators Project (STAMP) is a program that has been working with African/Australian community leaders to prevent family violence. This program has been carefully developed through building long‐term relationships, transparency and openness with an emphasis on navigating the intersection of cultures in order to enhance understanding and collaboration around family violence prevention. The training program has successfully engaged both men and women and enhanced participation, cross cultural learning and positive outcomes by creating an open and safe environment. The paper highlights the knowledge gained by participants and project workers and explores the challenges experienced by people who emigrate from other countries when responding to family conflict in an Australian context. It introduces the formation of a support group Marula that has added value and support to Traditional African Mediators in their work to address family violence within their communities.