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.     

Toward a Conceptualization of Perceived Work‐Family Fit and Balance: A Demands and Resources Approach

Using person‐environment fit theory, this article formulates a conceptual model that links work, family, and boundary‐spanning demands and resources to work and family role performance and quality. Linking mechanisms include 2 dimensions of perceived work‐family fit (work demands–family resources fit and family demands–work resources fit) and a global assessment of perceived work‐family balance. Work, family, and boundary‐spanning demands and resources are associated with the 2 dimensions of fit, which combine with boundary‐spanning strategies to influence work‐family balance, which in turn affects role performance and quality. The model provides a framework for clarifying and integrating previous conceptualizations, measures, and empirical research regarding perceived work‐family fit and balance as linkages between the work‐family interface and outcomes. The article closes with suggestions for further work.     

CHANGING FAMILIES/CHANGING COMMUNITIES

Scholars writing about community in recent years have been more likely to lament its passing than celebrate its exemplars. What's missing in this recent revival of interest in community is a systematic link with work–family issues and, in particular, an explicit recognition that women's and men's work–family lives have changed dramatically in the post-World War II era. We investigate the consequences of structural shifts in our family and work lives for a sample of elite, managerial women in dual-earner marriages, a population for whom work and family concerns are both immediate and salient. Understanding changing definitions of, and trends in, family and work can provide a useful lens through which we can profitably address recent debates about the decline or resurgence of community and civic society. Our findings suggest that, although conceived differently than in previous decades, family remains central to our respondents’ sense of community and structures their civic engagement. In contrast with previous generations of women, however, work is also important, for defining women's sense of self and community and for offering an alternative venue for community service.     

‘A great job and a family’: work narratives and the work and family interaction

This article investigated how work narratives of dual-earner families are materially and symbolically configured in discourses of reconciliation of work and home life. Following critical studies of the work–family interaction, this research takes into consideration symbolic and social structures and tries to look into the interrelation of factors such as job resources, job satisfaction, levels of autonomy with the self-esteem and sense of ‘self’ which parents derive from their paid work. Hochschild's concept of ‘emotional culture’ is used to explore how parents' experience of work is intertwined to their occupational groups and how it is associated with different narratives of work–family interaction. This study is conducted through qualitative methods, using in-depth semi-structured interviews on a sample of 27 dual-earner families. The data collected are composed of in-depth accounts that are then examined through the method of narrative analysis. The data indicate that, for divergent occupational levels, work generates different material and symbolic resources, which account for divergent narratives of work and home. The sociological analysis of occupational levels with the associated emotional culture of work and family then provides an exploratory model for understanding the links between social class and work–family interaction.     

The Effects of Work and Community Resources and Demands on Family Integration

This paper uses interviews with 1,156 married dual-earner parents of children aged 10–17 from the 1992–1994 National Survey of Families and Households to examine relationships between work and community resources and demands and two aspects of family integration: activities with adolescents and family cohesion. The results indicate that mothers' shorter paid work hours and fathers' lower participation in community-professional organizations and moderate and high levels of informal helping are positively related to activities with adolescents, whereas moderate and high levels of participation in organized youth activities are positively related to family integration. Community-based subjective resources are positively related to family integration, whereas work-based subjective demands are negatively related to family cohesion. The findings generally are similar for mothers and fathers.     

Multidimensional Resilience: Predictive and Construct Validity of the Individual,Family, and Community Resilience Profile

Few measures parallel the robust depth offered in the existing multidimensional and ecologically informed theories of resilience. This study sought to evaluate the test–retest reliability, construct, and predictive validity of the individual, family, and community resilience resource profile (IFCR-R). The IFCR-R measures a family’s access to resilience resources and protective factors across multiple ecological levels. Confirmatory factor analysis was used with a sample of n?=?810 low-income families. And 159 families completed multiple time point measures for test–retest reliability and predictive validity evaluation. Results of this study support the proposed multidimensional ecological structure of the IFCR-R and found that the IFCR-R offers an acceptable test–retest reliability and predictive validity for outcomes of mental and physical health.     

German fathers and their preferences for shorter working hours for family reasons

This study is among the first to analyze fathers’ preference for shorter working hours specifying that the preference is related to the wish to spend more time with the family. Assuming that preferences are context-dependent, this article explores the relevance of the family and workplace context for preference formation. We develop need-based and capability-based arguments to contrast the job demands–resources approach and the capabilities approach in work–family research. Using a sample of 632 fathers from the German LEEP-B3 data with a representative linked employer–employee design for large work organizations we conclude that fathers’ preferences for shorter working hours are indeed context-dependent and that there is more evidence for need-based arguments than opportunity based arguments. Our results indicate that fathers with young children and fathers with high work demands are more likely to desire shorter working hours, whereas a reduction in working hours appears to be unnecessary for fathers who can satisfactorily reconcile work and family life through support from their supervisors. In contrast to capability-based arguments the perception of a highly demanding work culture was not found to decrease but increase the likelihood to desire to work shorter hours.     

Gender,polychronicity, and the work–family interface: is a preference for multitasking beneficial?

This study examined how polychronicity, or the preference to do several things concurrently, was related to work and family overload, work–family conflict, and outcomes in the work, family, and life domains (i.e. turnover intent, family, and life satisfaction). Using conservation of resources theory as a framework, polychronicity was conceptualized as a resource that could be used to reduce work and family overload. The participants were 553 employed parents from Canada and the US. Results indicated that polychronicity was related to lower work overload. Lower work overload was related to lower work interference with family conflict, lower turnover intent, and higher family and life satisfaction. We also examined gender differences and found that, although women scored significantly higher than men on family overload and family satisfaction, and significantly lower than men on life satisfaction, there was no mean gender difference on polychronicity. In addition, the path coefficients in the model were not significantly different for men and women.     

The continuum of dependent family care: a theoretical explanation and model

ABSTRACT

Caring for dependents with disabilities and how this type of care differs from the care of typically developing dependents has largely remained unaddressed in the work–family literature, partly because of a lack of theoretical development on the concept of dependent family care. Studies examining dependent family care often apply a life course perspective, missing key disability factors influencing dependent family care demands and need for resources. This article develops a theoretical framework of dependent family care that accounts for both typical care, which follows the life course trajectory, and exceptional care, which follows a disability trajectory. We position dependent family care as based on a continuum, achieved by adapting life course theory, family adjustment to chronic illness, ecological systems theory, stigma theory and the social model of disability into a model. We explain how dependent family care occurs and what contributes to whether one is engaging in typical or exceptional care. We draw broad constructs representing predictors of different types of dependent family care. We provide specific examples to illustrate how one might test theoretical propositions, an agenda for further research and discuss implications for family–work–community research and practice.     

Conservation of Resources theory in the context of multiple roles: an analysis of within- and cross-role mediational pathways

Based on the Conservation of Resources theory, we used data from the National Survey of Midlife Development in the United States (MIDUS I, 1995–1996; N=1779) to estimate by covariance structure analysis the direct and indirect effects of work and family demands, resources, and support on psychological distress. In a new application of the theory, we estimated six within-role mediational pathways linking work-related predictors to psychological distress through work interfering with family (WIF) and family-related predictors to psychological distress through family interfering with work (FIW). Finally, in a departure from previous work–family research, we estimated six cross-role mediational pathways linking work-related predictors to psychological distress through FIW and family-related predictors to psychological distress through WIF. Ten of the 12 hypothesized mediational effects were significant and another was marginally significant, supporting the mediational role of work–family conflict within Conservation of Resources theory.     

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.     

Women's family power and gender preference in Minya,Egypt

Structural and ideational theories are adapted to explore the influence of women's resources and ideational exposures on their family power and gender preferences in Minya, Egypt. Data from a household survey of 2,226 married women aged 15–54 years show that residence with marital kin decreases women's family power. Women in endogamous marriages have greater family power than women in nonendogamous marriages but still tend to prefer sons. Educated women report weaker son preference and greater influence in decisions but still tend to prefer sons. The positive association of women's education, paid work, and urban residence with a variable measuring girl or equal preference and family power suggests that selected resources and ideational exposures may improve girls’ well‐being in Minya.     

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.     

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.     

Staying Out of Trouble: Community Resources and Problem Behavior Among High‐Risk Adolescents

This research considers how community resources affect adolescent risk‐taking attitudes and problem behavior. Data from the 1990 United States Census and the National Longitudinal Survey of Youth 1979 Merged Mother–Child files are merged to form a sample of 860 adolescents age 14 to 18 in 1994. Among these high‐risk adolescents, selected community resources have significant associations with adolescent outcomes. Residential stability decreases both adolescent risk‐taking attitudes and aggressive behavior, regardless of the level of disadvantage present within the community. Higher quality schools, as perceived by mothers, are environments in which adolescents are less likely to get into trouble, even controlling for attributes of the adolescent's family situation.     

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.     

The development of a new measure for work-family research: Community resource fit

We describe the development and validation of a quantitative measure of community resource fit; i.e., satisfaction with the extent to which community resources meet the needs of working families of school-aged children. The measure has good psychometric properties, and preliminary results suggest that the measure warrants further study. The measure is composed of six moderately intercorrelated subscales assessing resource fit in the areas of work, public transportation, school, school transportation, after-school programs and after-school transportation resources. We found interesting patterns of results linking community resource fit, especially in the areas of work and school resource fit, to a variety of quality-of-life and well-being outcomes among employed parents of school-aged children. These outcomes include work-to-family and family-to-work conflict and enhancement, psychological distress, job–role quality, likelihood of losing or leaving one's job and likelihood of leaving one's line of work.     

Tensions between work and home: job quality and working conditions in the institutional contexts of Germany and Spain

Good jobs can generate capabilities that allow employees to avoid tensions between work and family/home. Following the conceptual framework of Amartya Sen, we examine how job-related demands and resources are related to the level of interference, as well as satisfaction with managing work and home in Spanish and German employees, using three different large-scale European surveys: European Quality of Life Survey and two waves of the European Social Survey. We find that long working hours systematically increase tensions between work and home, as do time pressure, job-related stress, and working hard. Job control or autonomy at work, which is hypothesized to expand individuals' capabilities and agency, tends to increase work–home interference rather than alleviate it. Family responsibilities and household demands do not seem relevant to the tensions employees experience at the work–home interface. This also holds true for women, which is a surprising result in view of the “double burden” hypothesis. Employed mothers in Germany and Spain are a select group of women, as combining employment with raising children in conservative–corporatist and conservative–familialist states may be particularly problematic. Thus while the institutional contexts of Germany and Spain curtail women's ability to reconcile employment and parenthood, the mothers (and fathers) who are employed do not experience significantly higher levels of work–family/home tensions than nonparents.     

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 Work–Family Interface: Integrating Research and Career Counseling Practice

This article addresses the work–family interface by reviewing research using Frone's ( 2003 ) bidirectional model of work–family conflict and facilitation. The review demonstrates that work–family conflict is associated with various detrimental outcomes and that work–family facilitation is positively correlated with enhanced mental and physical well‐being. After summarizing the research, the authors discuss recent models and perspectives from the field of vocational psychology, connect these models and perspectives to existing work–family literature, and propose theoretically based interventions for increasing facilitation and decreasing conflict.