Index

Abstract

Citation (2023), "Index", Abendroth, A.-K. and Lükemann, L. (Ed.) Flexible Work and the Family (Contemporary Perspectives in Family Research, Vol. 21), Emerald Publishing Limited, Bingley, pp. 229-234. https://doi.org/10.1108/S1530-353520230000021008 Publisher: Emerald Publishing Limited Copyright © 2023 Anja-Kristin Abendroth and Laura Lükemann INDEX Note: Page numbers followed by “n” indicate notes. Accessible colleagues, 17 Autonomy, 12, 75–77, 204 Availability, 105–107, 133, 181 Balance satisfaction, 7 Balanced panel, 172 BIBB/BAuA Employment Survey (2018), 131 Black middle-class working mothers, 221 Blurred boundaries, 21 Blurring, 20–22 Bootstrap re-sampling technique, 113 Boundary control, 24 Boundary management, 5, 9–10, 13, 16, 20–22, 26 theory, 36 Boundary theory, 5 Boundary-spanning demands, 132 Boundary-spanning resources, 132 Bundesministerium für Arbeit und Soziales (BMAS), 42 Canadian General Social Survey (2010), 168 Care responsibilities, 24 flexible work, and work-to-family conflict, 63 CFA model, 81 Child-care, 19 responsibilities, 7, 12, 18, 20 Children at home and WLB, number and age of, 77–78 Clerical workers, 106 Co-workers, 51 relationships with supervisor and, 43 WFH and relationships with co-workers and supervisors, 39–41 Colleagues, 17–18, 23, 26 Commuting faces of, 20 time saved from commuting and WLB, 78–79 Computer terminals, 37 Conflict, 6, 208 Contextual demands, 203 Contextual resources, 203 Convenience sampling approach, 211 COVID-19 crisis, 102–103 COVID-19 pandemic, 4, 10, 13, 25, 32, 50, 70, 202 boundary management, 9–10 demands and resources, 12 descriptive statistics, 13–14 effects of COVID-19 pandemic on WFC, 117–119 empirical setting, 10 Finnish context during, 72 home, 12 home demands and resources, 18 interview study, 16–17 JD-R model, 8–9 MLR, 14–16 personal resources, 18–23 WLB satisfaction, 6–8 work demands and resources, 17–18 working from home, 7–8 Cross-lagged panel model, 81, 84 structural paths and correlations, 95 post-hoc multigroup analysis of structural paths and correlations, 96–97 Cross-partner effects, 163, 175 of flexibility, 169 Cross-partner models, 172 Cross-partner perspective, 181 Cross-partner transitions, 168–170 Degree of self-regulation, 12 Demand-control-support model (DCS model), 166 Demands, 8, 12, 203 Dependent relatives, 38 Descriptive statistics, 215 Digital communication platforms, 39 Domains, 7 domain-specific dimensions, 170 Domestic division of labor, 169 Dual-earner couples, 88, 166, 169, 179, 206 E-mails, 39 Employees, 26, 135, 139, 141 well-being, 165 Employer data, 42 Employment-related guilt, 209 Equality approach, 7 Excessive work pressure, 75 Exchange theory, 107 Face-to-face conversations, 17 Families, 32 demands, 41 different effects for women and men with and without family responsibilities, 132–135 family-specific differences, 131 family-to-work conflict, 209 flexibility, 16 life, 20 workers in, 33 Family flexibility ability (FFA), 12, 16 Family-interfering-with-work (FIW), 208 Family-to-work conflict (FWC), 35, 45, 67, 73, 76, 78, 104, 209 Fatherhood bonus, 106 Fathers, 108 Federal Institute for Occupational Safety and Health (BAuA), 131 Federal Institute for Vocational Education and Training (BIBB), 131 Female teleworkers, 109 Finland, 72, 77, 79, 87 Finnish Context during COVID-19 Pandemic, 72 Fixed rules, 37, 51 Flexibility, 222 enactment theory, 166 importance of, 34–41 policies, 222 stigma, 106 in work scheduling, 135 Flexible place, 205 Flexible schedules, 205 Flexible work, 43 arrangements, 147 designs, 205 social relationships, and FWC, 62 social relationships, and WFC, 60–61 and work–family conflict, 35–37 Flexible working arrangements, 163 individual transitions, 166–168 and subjective well-being among parents, 166 Flexible-resource perspective, 107 Flexiplace, 32, 36, 51 Flexitime, 163–165, 171 additional analyses, 172–173 analytical strategy, 172 cross-partner effects, 175 Formal overtime, 139 Frequent face-to-face interactions, 39 Full information maximum likelihood (FIML), 80 Gender, 137, 141 differences, 106, 134 effects of gender on WFC, 115–117 gender-children constellation, 137 gender-specific assumptions, 134 gender-specific differences, 131 moderating role of, 108–109 stereotypes, 144 General Social Survey, 180 German BIBB/BAuA Employment Survey, 137 German Family Panel, The, 111 German Workplace Ordinance, 148n1 Germany, availability and use of telework in, 105–106 Government, 72 employees, 4 Grandparents, 109 Greedy-role perspective, 107 Guilt, 207–208 Health satisfaction, 175 High-qualified employees, 110 High-quality care, 218 Home, 12 demands, 18–23 resources, 18–23 Homeschooling, 19–20, 24 Homeworking employees, 77 Horizontal gender segregation, 106 Independent variables, 171–172 Individual preferences, 52 Individual transitions, 166–168 Informal overtime at home as impediment, 135–137 Information and communication technologies, 105 Integrated boundaries, 9 Integrated pattern, 22 Inter-role conflicts, 35 International Socio-Economic Index of occupational status (ISEI), 112 Intersectional approach, 103 Intervention efforts, 222 Interview study, 10, 209 Job autonomy, 43, 53, 71, 80 Job demands, 71–72, 85 in remote work context, 74 Job demands-resources theory (JD-R theory), 5, 8–9, 70, 72–73, 76, 132 Job performance, 76 Job resource, 71 Job satisfaction, 76 Key resources, 220 Kindergartens, 102 Life satisfaction, 165 and domain specific well-being, 167 levels, 173, 181 Location flexibility, 32 Location-independent telework, 103 Longitudinal approach, 163 Longitudinal designs, 223 Longitudinal measurement invariance, 81 Marital status, 171 Maximum likelihood estimation, 13 Maximum likelihood estimator (MLR), 80 Measurement model, 84 Mediating role of telework, 107–108 Mediation model, 216 effects, 107–111 Meta-analyses, 36 Micro–transitions, 37 Model chi-square test, 84 Moderation effects, 107–111 Mommy myth, 209 Motherhood ideologies, 221 Mothers, 44, 71 Multidimensional Assessment of Parenting Scale (MAPS), 213, 221 Multinomial logistic regression (MLR), 13–16 Multivariate analyses, 44, 141–145 Multivariate results, 46–50 Negative parenting behaviors, 220 Negative work–home interference, 73 Netherlands, 4–5, 10, 23 Non work resource, 85 Non-telework segregating family, 120 Non-work demands, 77 Non-work resources, 77 Nova-Weba questionnaire, 80 Occupational status, 112, 117 effects of occupational status on WFC, 115–119 importance of, 105–106 and work-to-family conflicts among parents, 107–111 Ordinary least squares (OLS), 138, 141, 215 Organization for Economic Cooperation and Development (OCED), 202 Organizations, 26 Pandemic, 5, 23, 33 Parent education programs, 222 Parenthood, 202 Parenting behaviors, 219 and W-HRM, 206–207 workplace flexibility and, 218–219 Partner, 18–20, 24, 36, 44 Pearson’s r correlation tests, 214 Perceived autonomy, 205 Personal resources, 16, 18, 203, 218 role blurring and boundary management, 20–22 self-regulation, 22–23 two faces of commuting, 20 Positive parenting behavior, 213 broadband scale, 213 Positive reinforcement, 214 subscale, 214 Pre-COVID, 10 Pre-pandemic sample, 112 Predictor variables, 137 Proactive parenting, 214 Production, 203 Proportion by chance rate (PCC), 14 Quantitative workload, 71, 74–75, 80 Remote work, 53n1, 70, 73–74, 78(see also Flexible work) autonomy and WLB, 75–77 job demands and resources and WLB in remote work context, 74 quantitative workload and WLB, 74–75 remote working from home, 71 Resources, 8, 12, 35 in remote work context, 74 Respondents, 17, 22 Results Only Work Environment (ROWE), 206 Role blurring, 107–110, 119–121 Scholars, 6, 34 Schools, 102 Self-regulation, 16, 22–23 Sensitivity analyses and further analyses, 44–45 Social distancing, 32 Social isolation, 32 Social support, 52 Sports activities, 20 Standardized factor loadings of WLB, 81 Strain-based work–family conflict, 43, 208 Stressors, 203 Structural equation modeling, 80 Subjective well-being, 165 cross-partner effects, 175 flexible working arrangements and subjective well-being among parents, 166–168 Superiors, 106 Supervisor support, 206, 224 Supervisors, 51 relationships with supervisor and co-workers, 43 supervisory support for WLB, 12 WFH and relationships with co-workers and, 39–41 Task interdependency, 12 Telecommuting, 53n1 Telephone, 39 Telework, 53n1, 104, 116, 131(see also Remote work) among parents, 104–105 availability and use of telework in Germany, 105–106 effects of telework on WFC, 115–119 as enabler of better temporal alignment of work and private life, 132–135 mediating role of, 107–108 Teleworking, 163–165 cross-partner effects, 175 data, 170 Temporal alignment, 131–137 Temporal flexibility, 43, 53 Temporal strategies, 21 Time-based WFC, 43, 208 Traditional gender-role models, 147 U.K., 163 Understanding Society, 168, 170 data set, 170, 173 survey data, 182 Upper-middle class working mothers, 221 Vertical gender segregation, 106 Warmth behavior, 216–217 Warmth subscale, 214 Women, 162, 209 different effects for women and men with and without family responsibilities, 132–135 Work, 12 context, 5, 75 demands, 17–18, 203 devotion schema, 136 overload, 75 pressure, 12, 16 resources, 17–18, 203 spheres, 120 tasks, 7 work-family multitasking, 107 work–family border theory, 36, 102, 104, 107, 166 work–family enrichment, 218 work–family policy, 202 work–family support, 48 work–home conflict, 203 work–home enrichment process, 203, 218 Work design questionnaire (WDQ), 12 Work-interfering-with family (WIF), 208 conflict, 209 WIF-guilt, 210 Work-interfering-with-family guilt scale (WIFGS), 214 Work-life integration, 32–35, 44, 50–53 Work-life segmentation, 36 Work-to-family conflict (WFC), 32, 42–43, 73, 104–105, 113–114, 208 availability and use of telework in Germany, 105 flexible work and, 35–37 gender differences, 106 importance of occupational status, 105–106 measures, 112–113 mediating role of telework, 107–108 moderated mediation analysis, 115 moderating role of COVID-19 pandemic, 109–111 moderating role of gender, 108–109 need for additional flexibility when working from home, 37–39 occupational status and work-to-family conflicts among parents, 107 and telework among parents, 104–105 WFH and, 34–41 Work–family domain, 202 work–family guilt in, 208 Work–family guilt, 202, 209, 211, 214–215, 223 influence of work–family guilt on parenting practices, 210 and parenting behavior, 218–219 policy and practice implications, 221–222 role of, 207–211 and W-HRM, 204–206 in work–family domain, 208 and work–family guilt, 219–220 workplace flexibility and, 219–220 Work–home resources model (W-HRM model), 203, 220 parenting behavior and, 206–207 workplace flexibility and, 204–206 Working conditions, 102–103, 106 Working from home (WfH), 7–8, 50, 53n1, 130, 135, 138–139, 168 analytical strategy, 44–45 informal overtime at home as impediment, 135–137 need for additional flexibility when, 37–39 and relationships with co-workers and supervisors, 39–41 telework as enabler of better temporal alignment of work and private life, 132–135 theoretical considerations and previous research, 132 work–family conflict, 34–41 Working mothers, 211, 214–215 and parenting behavior, 218–219 policy and practice implications, 221–222 procedure and instrument, 211–213 and W-HRM, 204–207 and work–family guilt, 219–220 Working part-time, 109 Working remotely during COVID 19-Pandemic, 79–81 Finnish context during COVID-19 pandemic, 72 JD-R Theory, 72–73 job demands and resources and WLB in remote work context, 74–77 non-work demands and resources, 77 number and age of children at home and WLB, 77–78 remote work and WLB, 73–74 time saved from commuting and WLB, 78–79 Work–life balance (WLB), 70, 73–77, 80–81, 85, 164–165 number and age of children at home and, 77–78 in remote work context, 74 satisfaction, 5–8, 12 time saved from commuting and, 78–79 Workload, 71, 74 Workplace culture, 33, 138, 222 Workplace flexibility, 163, 202, 211, 213–215 as contextual resource, 204 and home outcomes, 206 and parenting behavior, 218–219 and W-HRM, 204–206 and work–family guilt, 219–220 Workplace policies, 224 Workplace policy-related interventions, 222 World Happiness Report (2015), 182n1 Zero drag, 106 Book Chapters Prelims Section 1: Flexible Work and the Family During the COVID-19 Pandemic Chapter 1: When Home Becomes the Workplace: Work–Life Balance Experiences During the COVID-19 Pandemic Chapter 2: Working from Home During the COVID-19 Pandemic: Lessons Learned About the Relationship Between Flexible Work and Work–Family Conflict Chapter 3: Working Remotely During the COVID 19-Pandemic: Work and Non-Work Antecedents of Work–Life Balance Development Section 2: Gender, Parenthood, and Status-Specific Patterns of Flexible Work and the Family Chapter 4: Does Telework Mediate the Impact of Occupational Status on Work-to-Family Conflicts? An Investigation of Conditional Effects of Gender and the COVID-19 Pandemic Chapter 5: Does Working from Home Improve the Temporal Alignment of Work and Private Life? Differences Between Telework and Informal Overtime at Home by Gender and Family Responsibilities Section 3: Linked-Lives Perspective on Flexible Work and the Family Chapter 6: Individual and Cross-Partner Transitions to Flexitime and Teleworking and Cognitive Subjective Well-Being Chapter 7: Workplace Flexibility, Work–Family Guilt, and Working Mothers’ Parenting Behavior Index