Long-term changes in parenting and child behavior after the Home-Start family support program

Background

The intervention Home-Start is a wide spread program in a number of countries, among which the Netherlands. In Home-Start, trained volunteers visit families with young children in need of support once or twice a week to help them to deal with problems in family life and parenting. Little is known, however, about the effects of Home-Start. This study describes short-term and long term changes in families that participated in Home-Start.

Methods

Three groups of families with young children (at the start mean age 1 1/2 years) were followed over a period of four years. One of the groups of families participated in the Home-Start family support program in the first 6.6 months of this period. The two other groups were (1) a randomly selected community sample and (2) a group of families with elevated parenting stress and a need for support. Data were collected at the beginning of the study, (after median 1.4 months), directly after the intervention (median 6.6 months) and at two follow-up occasions (respectively, median 12.5 and 49.2 months after the first measurement). At the last measurement, data were available for 33, 45 and 34 families respectively.

Results

Multilevel analysis showed more positive changes in parental wellbeing, competence and behavior (more consistent behavior and less rejection) during the intervention period in the Home-Start group than in the two other groups. At the three year follow up, the Home-Start group showed, compared to the other groups, more improvements in parenting (more responsiveness), but also diminished child externalizing and internalizing behavior problems (less oppositional defiant behavior, affective problems and anxiety problems).

Conclusions

Home-Start seems a promising family support intervention that deserves to be studied more extensively.     

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.     

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Despite the awareness that employees spend at least half of their awake time at work, knowledge about how the physical office work environment (POWE) shapes employee wellbeing remains fragmented, inconsistent and scattered across disciplines. We provide a narrative review of the empirical literature to summarise the current state of the science and lay the groundwork for advancing a more holistic and nuanced theoretical understanding of the mediating mechanisms underlying the POWE-wellbeing relationship. To do so, we propose an updated taxonomy of POWE features, incorporating a new dimension – exposure to nature, and use this extended taxonomy to examine the evidence base on the relationship between POWE features and five dimensions of wellbeing: affective, physical, social, cognitive and professional. Based on our findings, we extend a meta-theoretical model which identifies three distinct theoretically-driven mediating pathways – relatedness, energy and functional discomfort – through which POWE features differentially influence wellbeing dimensions. In doing so, we integrate the organizational behaviour theory of Job Demands-Resources and the environmental psychology framework of POWE functions to argue that POWE functions can be both demands and resources-generating, and can, therefore, have simultaneous positive and negative consequences for employee wellbeing. We conclude with a critical examination of theoretical, methodological and practical implications for future research.