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.     

African American Marital Satisfaction as a Function of Work-Family Balance and Work-Family Conflict and Implications for Social Workers

African Americans are more likely than any other race/ethnic group to report lower levels of marital satisfaction. Due to numerous benefits of marriage such as better physical and mental health, it is important to identify factors that impact African American marital satisfaction. This study examines the impact of work-family conflict and work-family balance on African American marital satisfaction. The results reveal a negative relationship between work-family conflict and marital satisfaction as well as differences in work-family factors that predict husbands' verses wives' marital satisfaction. The article offers implications for social work.     

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.     

An Examination of Employed Mothers' Work-Family Narratives and Perceptions of Husbands' Support

Abstract

In this study I examine the role of husbands' supportive communication practices in serving to mediate some of the common problems that are often experienced by employed mothers. The problems that are examined in this study are work-family conflict, stress, inequity in the division of labor, and double bind beliefs. Employed mothers completed open-ended narratives of recent work-family conflicts. Wives' perceptions of their husbands' supportive communication practices were examined in the narratives. Either the presence or absence of husbands' concern was related to women's perception of inequity and work-family conflict, while husbands' participation was related to double bind beliefs. Collectively, the husbands' support practices of minimizing child care concerns, avoidance of housework, expressions of concern about housework, and participation in child care accounted for 15% of the variance in women's marital satisfaction.     

Relationships between grandchildren and grandparents in skipped generation families in Thailand

Grandchildren are sometimes left in the care of their grandparents when parents migrate to find work. Using open-ended interviews with 48 grandparents, this study examines intergenerational relationships in “skipped generation households” in rural Thailand. The qualitative analyses identified several ways in which intergenerational relationships were characterized by solidarity (i.e., emotional closeness, instrumental helping, and financial assistance) as well as conflict (i.e., financial tension, grandchildren’s misbehavior, role confusion). These findings have important implications for practitioners and policymakers that could improve intergenerational relationships in skipped generation households.     

Interethnic Relationships: The Role of Social Network Diversity

We examine the degree to which ethnic diversity in social networks relates to the frequency of interethnic romantic relationships for 318 college students. In a multinomial logit, we find that the odds of having an interethnic relationship once or twice, versus never, increase significantly if the respondent has a relatively ethnically diverse friendship network, is male, and supports interethnic dating. The odds of having an interethnic relationship often, versus once or twice, are significantly higher for persons of color and when the friends of the respondent's parents are relatively diverse ethnically. Findings from open‐ended data also provide support for a social network perspective, and point to the processes by which networks, gender, and ethnicity shape interethnic courtship.     

Family Divorce and Romantic Relationships in Early Adolescence

Prior research has indicated that family experiences, including parental divorce, family conflict, and parental monitoring, play an important role in adolescent relationships (e.g., Mahl, 2001 Mahl, D. 2001. The influence of parental divorce on the romantic relationship beliefs of young adults. Journal of Divorce & Remarriage, 34: 89–118. [Taylor & Francis Online] , [Google Scholar]). Research on how these family experiences affect romantic relationships during early adolescence is lacking. Because pubertal maturation has been linked with earlier dating, it is also important to consider its role when studying adolescent relationships. This study compared 1,765 young adolescents (grades 5–8) from intact (n = 1,315) and divorced (n = 379) families on their dating patterns, susceptibility to romantic influence, and romantic relationship quality. The findings show that adolescents from divorced families, compared to adolescents from intact families, report more dating, report more susceptibility to romantic influence, and do not differ in their romantic relationship quality. In line with the hypotheses, both family conflict and puberty mediated the relationship between family structure and dating stage, as well as family structure and susceptibility to romantic influence. Parental monitoring, however, did not mediate between family structure and the romantic relationship variables. Finally, differences, regardless of family structure, were found between males and females, where males indicated being at a higher dating stage than females.     

Parental Conflict During Divorce as an Indicator of Adjustment and Future Relationships: A Retrospective Sibling Study

We assessed parental conflict during divorce and divorce stories, quality of relationship among siblings during divorce, and attitudes about romantic relationships later in life. Thirty-two undergraduate female participants (18–23 years old) whose parents divorced during the 7 to 13 year old age range completed the Sibling Relationship Questionnaire and an adapted version of the Adult Divorce and Sibling Relationship Interview. Older sibling participants endorsed higher levels of dominance toward younger siblings, more caretaking behavior, and higher levels of parental conflict than younger siblings. Analyses revealed overt conflict exposure related to less confidence in relationship sustainability as young adults. Content analysis demonstrated relationship formation problems and trust in partners.     

The Limitations and Opportunities of Business Process Re-engineering in a Politicized Organizational Climate

This paper is concerned with the organizationalchange and project management issues raised by theimplementation of a business process re-engineering(BPR) approach in the politicized hospital context. This is a report of research in progress,focusing on the issues arising at the problem definitionand project planning stages of a BPR application in anoperating theaters department experiencing problems with scheduling and delays. The research designrelies on a case study approach, with the researcher asparticipant observer, as both an adviser to the projectteam and as field interviewer. The paper argues that an ambitious BPR agenda is compromised inat least two regards. First, the lack of precisionsurrounding the focus and methodology of BPR givespolitically motivated actors considerable influence with respect to defining terms of reference in wayswhich will shape potential outcomes in their favor.Second, the complexity and indeterminacy of the businessprocess or patient trail can also diluteredesign attempts. The principal limitations of theapproach thus concern the impracticality of embarking onrapid and radical change working from a blanksheet of paper with respect to organizational and job design. BPR, unlike other organizationdevelopment interventions, is not a contextsensitive approach. The role of project manageris critical in establishing a working balance betweenindividual, occupational, and organizational goals in a manner perceivedto be legitimate in the context. Effective BPR projectmanagement thus requires a combination of political andprocess analysis skills. The principal opportunities of BPR derive from its process orientation,which brings a fresh perspective to a traditionally andfunctionally fragmented organizational setting, andwhich presents a potentially valuable platform for anevolutionary approach to process improvement.     

Parental Job Experiences and Children's Well-Being: The Case of Two-Parent and Single-Mother Working-Class Families

The aim of this study is to examine how two types of working-class families, two-parent and single-mother, serve as distinct contexts within which the connections between parental employment and child well-being may differ. Data from 50 dual-earner families and 52 employed single-mother families were obtained through in-home interviews. Parents provided assessments of their work experiences and ratings of their psychological well-being, and their school-age children completed questionnaires concerning their psychological well-being. In dual-earner families, results revealed that fathers' positive work experiences were related to daughters' positive evaluations of their internalized well-being. For dual-earner mothers, however, more positive work environments were related to daughters' reports of lower well-being. Finally, single mothers' more positive evaluations of their work environments were linked to sons' reports of greater restraint of aggressive tendencies. Further analyses that attempted to examine the role of parental well-being as a mediator of the relationship between job and child well-being yielded few results. The importance of examining work-family processes as they vary by social context and characteristics of the person is discussed.     

Interdependence in Dating and Cohabiting Relationships: The Role of Cognitive Interdependence,Commitment, and Marital Intent

This study uses Interdependence Theory, specifically cognitive interdependence and the investment model of commitment, to further understand the impact of marital intent in cohabiting versus dating relationships. Contrary to the hypothesis posed, results revealed that individuals in cohabiting relationships and dating relationships experience similar levels of interdependence. However, people who report an intent to marry their partner, whether dating or cohabiting, have higher degrees of centrality of relationship, commitment, satisfaction, investments, and a lower level of perceived relationship alternatives than those who did not report marital intent. The results of this study suggest that marital intent may work similarly in dating relationships and cohabiting relationships, and that Interdependence Theory has utility for understanding why marital intent makes a difference in relational stability.     

Longitudinal Changes in Marital Relationships: The Role of Offspring’s Pubertal Development

This study charted the longitudinal trajectories of wives’ and husbands’ reports of marital love, satisfaction, and conflict and explored whether and how first‐ and second‐born offspring’s pubertal development was related to marital changes. Data were drawn from the first 7 years of a longitudinal study of family relationships. Participants included wives, husbands, and first‐ and second‐born children from 188 White, working‐ and middle‐class families. Multilevel models revealed declines over time in wives’ and husbands’ reports of marital love and satisfaction but only small changes in conflict. Offspring’s pubertal development was related to changes in marital qualities; declines in positivity and increases in negativity were most consistently linked to firstborns’ puberty. Overall, the results highlight the interrelatedness of family subsystems.     

Contraceptive Attitudes and Sexual Self-Esteem Among Young Adults: Communication and Quality of Relationships with Mothers

ABSTRACT. Objectives: This study investigated relations between quality of relationships with mothers and communication with mothers about sex with contraceptive attitudes and sexual self-esteem among emerging adults. Methods: Undergraduate students (N = 176, M_age = 22 years 65% women) completed self-report measures of relationships with mothers, communication about sex, and sexual self-esteem. Results: Results indicated positive relations between quality of relationships with mothers and open, positive sex communication, for men and women, sexually and not sexually active; and between relationship quality with mothers, sex communication with mothers, and sexual self-esteem of women. Conclusions: Warm, supportive relationships with mothers in emerging adulthood include open, comfortable communications about sexuality, which were linked to features of sexual well-being of young adults.     

Campus Sex in Context: Organizational Cultures and Women's Engagement in Sexual Relationships on Two American College Campuses

An “inhabited” approach to the study of institutions examines how organizational actors produce locally distinctive meaning in response to similar institutional forces. Adopting inhabited institutionalism to the study of campus sexual life, this study draws on interviews with 54 undergraduate women at two four‐year universities in the United States—Ivy U and State U—to show campus cultures unique to a university inform women's decisions to engage in hookups and/or relationships. For women attending Ivy U, an elite institution where pressure to succeed is palpable, both hookups and long‐distance relationships alike are posited as advantageous for the time‐crunched, preprofessional student. At State U, a public school with a party reputation, women explain their engagement in hookups as part of the “fun” of college life, while women seeking or involved in committed relationships are obligated to negotiate the effects of the party culture in their partnerships. This study challenges the notion of a monolithic sexual culture across university settings by showing how campus cultures cultivated at the local level create unique organizational conditions within which undergraduate women forge and explain their engagement in hookups and relationships alike.     

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.     

Interorganizational Groups in Human Services: Environmental and Interpersonal Relationships

Despite the frequent use of interorganizational groups in human services, their performance tends to be uneven. A dual focus on both environmental and interpersonal dimensions is required to understand variations in the development and outcomes of these groups. The author proposes a conceputal framework, grounded in open systems theory, exchange theory, and small group theory, to integrate both external and internal perspectives. Four types of interorganizational groups are identified based on their origin (mandated vs. voluntary) and the source of task structure (externally directed vs. internally developed). The four group types are illustrated with scenarios that highlight potential benefits and concerns. Characteristics of each group type are discussed. Further, administrative and policy guidelines are suggested for improving the performance of each type of group.     

Institutional Pressures and Organizational Capacity: The Case of Outcome Measurement1

A central claim of new institutional theory is that organizations in a field come to exhibit shared characteristics over time. Recent literature emphasizes variation across field members, but has yet to concur on why differences occur. This study tests institutional explanations for the uneven implementation of one organizational practice—outcome measurement, an evaluative technique used to assess the impact of an organization’s programs. We analyze data from a new survey investigating the practices of nonprofit organizations (N = 379) and argue for the inclusion of the concept of organizational capacity to account for the uneven implementation of outcome measurement. As predicted by new institutional theory, organizations are more likely to adopt outcome measurement if key actors promulgate its use. However, the implementation of outcome measurement is best explained by the addition of the concept of organizational capacity alongside variables drawn from new institutionalism. Nonprofits with adequate organizational capacity, operationalized—following Weber’s concept of bureaucracy—as the presence of written rules and members with specialized knowledge, are better able to respond to isomorphic pressures to implement a new organizational practice. Our findings expand scholarship that examines the intersection of institutional dynamics and organizational traits in accounting for patterns of implementation of practices across an organizational field.     

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.     

The Significance of Networks in the Initiation of Small Businesses in Taiwan

This paper investigates theoretically a factor that impacts the institutional and structural environment of initiating small investments in Taiwan, namely personal relationship networks. A potential investor needs market opportunities in order to earn profit, business organization to exploit the opportunity, and capital to initiate the business. In Taiwan's network economy, the solidarity provided by family networks makes small initial business organizations possible. Subcontracting systems, both horizontal and vertical, make the entry-level investment low, and the decentralized production/marketing processes provide numerous market opportunities for small investments. Taiwanese entrepreneurs opt to start their business ventures primarily through the use of network financing, since bank loans fall under the dominion of government policies.