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–Family Conflict and Fertility Intentions: Does Gender Matter?

Fertility among employed women remains far below their desired preferences. Although research has shown that fertility intentions significantly predict subsequent behavior, little is known about the factors that contribute to intentions. We assess the impacts of perceived self and partner work-to-family and family-to-work conflict on the fertility intentions of both women and men. Using a national probability sample of men and women in dual-earner families (N = 630), we find that men’s perceptions of their wives’ work–family conflict significantly predict men’s fertility intentions, even though men’s own work–family conflict does not. Neither women’s own work–family conflict nor their perceptions of their husbands’ work–family conflict predicts women’s fertility intentions.     

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.     

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 Structure, Gender, and the Work–Family Interface: Work-to-Family Conflict Among Single and Partnered Parents

This study examined whether single parents experience greater reductions in work-to-family conflict from using resources than partnered parents do. The question of whether single mothers, single fathers, partnered mothers, or partnered fathers experienced differing levels of work-to-family conflict was also addressed. Data were from the 2002 National Study of the Changing Workforce, and only those respondents with at least one child under the age of 18 living in the household were included in the analysis (N = 1325). Findings indicated that single-parent status was not directly related to work-to-family conflict. Rather single-parent status interacted with other variables, including gender, control over work hours, and the number of other adults in the home, in predicting work-to-family conflict.     

Parent Marital Quality and the Parent–Adolescent Relationship: Profiles of Relationship Quality

Rigorous studies repeatedly have demonstrated the negative effects of parental divorce on outcomes for families. However, very few studies have examined the quality of the marital relationship within intact families or how the quality of the marital relationship interacts with the quality of the parent–adolescent relationship. The present study examines how aspects of parent marital quality, such as marital support and conflict between the couple, existed within married families and examines how patterns of mother–adolescent and father–adolescent relationships quality varied longitudinally from 1997 to 1999. The study uses data from the NLSY97 cohort, a nationally representative sample of adolescents who are being followed into adulthood. Four profiles of parent marital quality were developed using latent class analyses. Four growth profiles for the mother–adolescent relationship and for the father–adolescent relationship were created using latent growth class analysis in Mplus. To examine how the parent marital quality profiles and the parent–adolescent relationship quality interact, we examined how they overlapped. Six distinct groups were evident from this examination: (1) high marital quality and good relationships with both parents, (2) high marital quality and a good relationship with only one parent, (3) high support and high conflict marital quality and a good relationship with at least one parent, (4) low marital quality and a good relationship with at least one parent, (5) high marital quality and bad relationships with both parents, and (6) low marital quality and bad relationships with both parents.     

Work–Family Conflict and Perceived Justice as Mediators of Outcomes of Women's Multiple Workload

Negative impacts of work–family conflicts and the imbalanced division of family work on women's relationship satisfaction and well-being have gained substantial attention from the literature over the last years. The current research adds to the literature by testing the experience of work–family conflicts and perceived justice in the division of family work as possible mediators between women's workloads resulting from the familial and professional tasks and women's relationship satisfaction and well-being. The analysis involves both work-to-family and family-to-work conflicts as well as perceptions of procedural and distributive justice in the division of family work. Structural equation modeling analyses of data were performed with a sample of 1,512 women from dual-earner couples with young children taken from seven European countries. Results support the importance of women's family-to-work conflict and perceptions of justice of childcare and household labor as mediator variables between family workloads, relationship satisfaction, and well-being. Time spent on paid work proved to have an effect on women's well-being, via work-to-family conflict.     

The Experience of Work–Family Conflict Among Divorced Parents in Flanders

This study investigates the difference between married and divorced parents, accounting for gender and relationship status after divorce. It also provides insight into differences within the category of divorced parents. Data from 769 married and 1,424 divorced parents were analyzed using logistic regression analysis. The results identify a complex interplay among marital status, relationship status, and gender. For mothers, both marital and relationship status have an impact on work–family conflict. For fathers, it is the presence of a partner that affects the interference of family with work. Gender, working hours, and child’s presence were identified as important factors influencing work–family conflict among divorced parents.     

Impact of Absolute and Relative Commute Time on Work–Family Conflict: Work Schedule Control,Child Care Hours,and Life Satisfaction

Journal of Family and Economic Issues - Flexibility is crucial when employees manage their work and family demands and their commute between home and work. The current study examined...     

Do Work Demands and Resources Predict Work-to-Family Conflict and Facilitation? A Study of Iranian Male Employees

This study examined the effects of some work demands-resources on two dimensions of work-to-family interface among Iranian employees. The results of canonical correlation and multiple-regression showed that among work resources (i.e., social support and autonomy), social support was associated negatively with work-to-family conflict and autonomy was associated positively with work-to-family facilitation. Also, among work demands (i.e., job demands and working hours), job demands were associated with both work-to-family conflict and work-to-family facilitation. Unlike previous studies, working hours shows a positive association with work-to-family facilitation, which may be explained by the specific cultural context in Iran. The findings of the study will be of importance to employees and organizations.

Family Structure,Mother–Daughter Relationship Quality,Race and Ethnicity,and Adolescent Girls' Health Risks

Using a sample of 7,114 adolescent girls (4,269 White, 1,707 African American, and 1,138 Hispanic) and biological mothers from Wave 1 of the National Longitudinal Study of Adolescent Health, we examined how family structure, girls' perceptions of mother–daughter relationship quality, and race and ethnicity related to girls' health risks. In general, results indicate heightened risk for both precocious events and depressive symptoms for girls in mother–stepfather, single-mother, and nonresident mother families compared to mother–father families. However, significant two- and three-way interactions suggest that adolescent girls' health risks vary considerably based on the combination of family structure, mother–daughter relationship quality, and race and ethnicity.     

Youth–Family,Youth–School Relationship,and Depression

This study sought to examine the association between adolescents’ relationship with family and school and depressive symptoms across ethnic/racial groups (White, Black, Hispanic, and Asian), and to test potentially unique explanatory power in youth–family relationship versus youth–school relationship, in a sample of 4,783 adolescents. Depressive symptoms were assessed with a 19-item, modified Center for Epidemiologic Studies-Depression Scale (CES-D). The results indicated that youth–family relationship and youth–school relationship were significant predictors of adolescent depression. However, the findings of the study indicated that unique contributions by youth–family relationship and youth–school relationship were different by racial/ethnic groups. These findings elucidate protective factors for adolescent depression and highlight the importance of cultural context of each racial/ethnic group.     

Work–Family Balance and Tenure Reasonableness: Gender Differences in Faculty Assessment

Abstract

Perceptions of work–family balance and of the reasonableness of tenure expectations are key faculty retention factors. Using a national job satisfaction survey with 2438 tenure-track assistant professors, we explore whether faculty assessment of departmental and institutional support for family–work balance and their satisfaction with family-friendly policies influence their perceptions of the reasonableness of tenure expectations. We pay attention to the importance of gender in our models. Results reveal that women are less likely than men to report tenure expectations as scholars are reasonable and that departments and institutions are supportive of family–work balance. Departmental support for family–work balance, caring for an ill family member, satisfaction with family-friendly policies, and workload have the strongest association with reasonableness. Satisfaction with family-friendly policies has a significant relationship with reasonableness of tenure expectations only for faculty with family care responsibilities. Implications for family-friendly policies and practices in academia are discussed.     

Perceived Stepparent–Child Relationship Quality: A Systematic Review of Stepchildren's Perspectives

Stepfamily scholars have emphasized the importance of including stepchildren in the analysis and discussion of stepfamily life. This systematic review synthesized recent research examining predictors/correlates of stepparent–child relationship quality from the viewpoint of stepchildren in the United States. Five bibliographic databases were searched, resulting in 631 potentially relevant studies for review. Manual searches of three prominent family studies journals were also conducted. Screening and eligibility assessment based on a priori inclusion criteria yielded a final sample of 23 studies, including published studies and reports found in the “gray” literature. Significant predictors/correlates associated with stepchildren's perceptions of stepparent–child relationship quality were grouped into the following conceptual domains: individual characteristics, family characteristics, features of (step)parent–child interactions, and stepcouple dynamics. Limitations, implications, and future research directions are discussed.     

Conflict in Divorcing and Continuously Married Families: A Study of Marital,Parent–Child and Sibling Relationships

ABSTRACT

Family members in both separated or divorcing and married families completed a range of questionnaires about the conflict in 3 relationships—couple, parent–child, and sibling—across 2 phases of the study approximately 12 months apart. In addition, the adolescents completed measures of adjustment: self esteem, depression, and anxiety. Adolescents in a subset of the divorcing families were interviewed about the conflict in their families across the 2 phases (107 at Phase 1 and 35 at Phase 2). Analyses showed that conflict was higher in the separated or divorcing families across all 3 relationships, and that the highest levels of conflict occurred for the high-conflict divorcing families. Qualitative data from interviews illustrated the nature of the conflict that was occurring.     

Shift Work and Work to Family Fit: Does Schedule Control Matter?

We used the 2008 National Study of the Changing Workforce to investigate the effects of shift work on individuals. We investigated if shift workers would have poorer work to family fit than workers with regular day schedules or flexible schedules. We also investigated if control of work schedule would moderate the possible negative effects of shift work. Results indicate that shift work is associated with increased work to family conflict, especially for women. In addition, the results indicate that women have greater work to family conflict compared to men when workers have more work schedule control. Implications of the findings are discussed.