Childcare Satisfaction Research Articles

어린이집 급식 서비스품질이 학부모의 급식만족도, 보육만족도 및 구전의도에 미치는 영향

This study investigates the impact of food service quality in childcare centers on food service satisfaction, childcare satisfaction, and word-of-mouth intentions in South Korea's low birth rate issue, thereby emphasizing the importance of meal services in childcare centers. The meal service quality scale developed through this research comprises food quality, service quality, hygiene quality, and meal education quality, demonstrating significance in content validity, construct validity, and reliability. The main findings indicate that all aspects of meal service quality positively affect meal satisfaction, with meal education quality having the most significant impact. However, only service and hygiene quality significantly influence childcare satisfaction, while meal education quality, excluding other factors, does not significantly affect word-of-mouth intentions. This study provides academic and practical contributions to improving meal service quality in childcare centers, offering significant insights for developing strategies to enhance meal services. Furthermore, it represents a meaningful attempt to systematically analyze how meal service quality affects childcare center users' satisfaction and word-of-mouth intentions, highlighting its importance in the field.

An Empirical Study of the Effects of Telework During the COVID-19 Pandemic in Japan Using Panel Data.

This study aims to examine the effects of telework on some kinds of satisfaction during the COVID-19 pandemic in Japan. The hypotheses are: (1) the positive relationship between job/life satisfaction and telework exists, (2) the optimum frequency of telework exists, (3) the effects of telework are different among regular and non-regular employees, and (4) telework can increase the satisfaction of childcare, but its effects are different among male and female employees. One of the most comprehensive panel data, including the frequency of telework and some kinds of satisfaction, is used. The method of statistical analysis is a random-effects ordered probit regression model, because the variables of telework are possibly endogenous. One of the contributions of this study is to consider telework as endogenous. The main results of statistical analysis indicated: (1) a positive relationship between job satisfaction and the frequency of telework was observed as well as life satisfaction, (2) the effect of telework on the job and life satisfaction was the largest in the case that its frequency was less than 50%, (3) the job and life satisfactions of regular employees were affected by the frequency of telework in all case, and for non-regular employees, its effects were observed in the lower frequency cases of less than 50% and irregular, and (4) the increase of the childcare satisfaction by telework was observed in male employees rather than in female employees.

Partner–Child Relationship Satisfaction and Marital Satisfaction: Do Impressions Spill Over?

Whereas childcare responsibilities are temporary, relationships with children are lifelong. This study examines how parents’ satisfaction with their partners’ relationships with offspring (i.e., “partner–child relationship satisfaction”) influences marital satisfaction, how this compares to the influence of satisfaction with the division of childcare, and how these processes work differently by gender. The author theorizes that partner–child relationship satisfaction shapes marital satisfaction through “impression spillover,” whereby one’s feelings about a relationship between other individuals transfer into feelings about one’s own relationship with one of those individuals. Hypotheses are tested with fixed effects regression using matched-partner data from four waves of the HILDA Survey ( N=3804 person-years). Findings suggest that partner–child relationship satisfaction is associated with marital satisfaction, especially among women. Women’s marital satisfaction is influenced more by partner–child relationship satisfaction than by division of childcare satisfaction; conversely, for men, there is little distinction between the two associations. Findings offer support for impression spillover.

Helping with the kids? How family-friendly workplaces affect parental well-being and behaviour

Despite political efforts, balancing work and family life is still challenging. This paper provides novel evidence on the effect of firm level interventions that seek to reduce the work-life conflict. The focus is on how a specific workplace policy, namely childcare support, affects the well-being, working time, and caring behavior of mothers with young children. We exploit the fact that since the mid 2000s an increasing number of employers have become proactive and implemented more family-friendly workplaces. These changes over time allow us to identify causal effects of childcare support using a difference-in-differences approach combined with matching. Based on a large panel dataset on families with children in Germany (FiD), we find evidence pointing to welfare enhancing effects of childcare support, as it strongly increases both childcare satisfaction and job satisfaction. In particular mothers who worked limited hours before the introduction, possibly due to constraints, increase their working time and use formal care more intensively. Satisfaction levels are also more strongly affected if mothers are career-orientated. In comparison, flexible work schedules, another family-friendly policy, only affect job satisfaction. Paternal well-being and behavior is not affected by the workplace policy.

Helping with the Kids? How Family-Friendly Workplaces Affect Parental Well-Being and Behavior

Despite political efforts, balancing work and family life is still challenging. This paper provides novel evidence on the effect of firm level interventions that seek to reduce the work-life conflict. The focus is on how a specific workplace policy, namely childcare support, affects the well-being, working time, and caring behavior of mothers with young children. We exploit the fact that since the mid 2000s an increasing number of employers have become proactive and implemented more family-friendly workplaces. These changes over time allow us to identify causal effects of childcare support using a difference-in-differences approach combined with matching. Based on a large panel dataset on families with children in Germany (FiD), we find evidence pointing to welfare enhancing effects of childcare support, as it strongly increases both childcare satisfaction and job satisfaction. In particular mothers who worked limited hours before the introduction, possibly due to constraints, increase their working time and use formal care more intensively. Satisfaction levels are also more strongly affected if mothers are career-orientated. In comparison, flexible work schedules, another family-friendly policy, only affect job satisfaction. Paternal well-being and behavior is not affected by the workplace policy.

Effects of Implementing the Alexander Technique on Enjoying the Sense of Motherhood in the Postpartum Period.

Background:The broad concept of maternal well-being includes psychological concepts, social aspects, and aspects of becoming a mother. The present study aimed to investigate the effects of implementing the Alexander technique on enjoying the sense of motherhood.Materials and Methods:This study was a clinical trial conducted in two phases. In the first phase, using the exploratory and confirmatory factor analysis, 226 mothers were asked to undergo a scale test of enjoying the sense of motherhood after childbirth. In the second phase, 88 pregnant women were divided into two experimental groups. The data collection tool was a researcher-made questionnaire about enjoying the sense of motherhood. Independent samples t-test, Mann–Whitney test, Chi-square test, Fisher's exact test, analysis of variance test, Box test, and Levine test were used to analyze the data.Results:Results of this study showed that the mean scores of the constructs of enjoying pregnancy (P > 0.001), motherhood, and child care satisfaction (P > 0.001) in the experimental group were significantly higher than the control group. Moreover, the construct of trusting their own abilities to cope with maternal duties (P > 0.01) did not show significant differences between the two groups.Conclusions:The findings indicated that the Alexander technique can promote mothers’ psychological well-being and their pleasure of becoming a mother and the related constructs. Results also revealed that using this technique, educating and recommending pregnant women to use this technique will be beneficial.

Parental Perceptions of Child Care Quality in Centre-Based and Home-Based Settings: Associations with External Quality Ratings

The current study examined how parental perceptions of child care quality were related to external quality ratings and considered how parental perceptions of quality varied according to child care context (home-based or centre-based settings). Parents of 179 4-year-old children who attended child care centres (n = 141) and home-based settings (n = 38) in Montreal, Quebec, as well as their educators, participated in the study. Parents were interviewed using the Child Care Satisfaction Rating Scale, a measure of parent perception of child care quality. The home-based and centre-based child care settings were evaluated by research assistants using the Quebec Educational Quality Observation Scale. Correlational analyses revealed significant associations between global satisfaction and quality scores, as well as subscale scores for parental and observational assessments of child care quality. In addition, Chi-square analyses revealed that parental satisfaction with the parent–educator relationship and with their child’s emotional well-being in child care was stronger for children in home-based settings than in centre-based care. This research provided empirical support for parents’ ability to discriminate quality child care. It is argued that quality assessment should take the perspectives of multiple stakeholders into account.

Can on-site childcare have detrimental work outcomes? Examining the moderating roles of family supportive organization perceptions and childcare satisfaction.

Using organizational support theory as an overarching framework, we investigated the moderating roles of family supportive organization perceptions (FSOP) and childcare satisfaction on the relationship between type of childcare use (on-site vs. external) on one hand, and work engagement and job satisfaction on the other hand. We tested study hypotheses using data collected from staff and faculty members from a large public university in the Southern United States. Results from multiple regression analyses indicated that, compared with external childcare users, employees using on-site childcare were less engaged in and satisfied with their jobs when they (a) perceived their organization to be unsupportive toward their family life and (b) were dissatisfied with their childcare provider. Organizational implications emphasize the importance of integrating any on-site childcare program with a climate that openly acknowledges and cares for employees' family-related responsibilities and providing high-quality childcare services to employees.

Understanding childcare satisfaction and its effect on workplace outcomes: The convenience factor and the mediating role of work‐family conflict

Building on Hobfoll's (1989, 2001) conservation of resources theory, we posit childcare is an essential resource to working parents. In addition to previously demonstrated childcare satisfaction (CCS) dimensions, we propose and demonstrate empirical support for a convenience dimension of CCS. Satisfaction with caregiver convenience refers to a parent's evaluation of the caregiver's location and availability. We hypothesize that time-related dimensions of CCS (caregiver dependability and convenience) relate to employee well-being and withdrawal, because they diminish time-based family interfering with work (FIW). We also propose quality-related CCS dimensions (caregiver attentiveness, communication, and cost) relate to psychological well-being, because they reduce strain-based FIW. Survey data from a sample of 316 university employees (faculty and staff) who were parents of under school-age children (infancy through preschool) revealed time-based FIW as an explanatory mechanism for the relationships between satisfaction with caregiver convenience and both turnover intentions and absenteeism (due to childcare issues). In addition, strain-based FIW mediated the effects of satisfaction with caregiver attentiveness on well-being and satisfaction with caregiver cost on well-being. This study expands previous research on CCS by demonstrating that CCS is related to important work outcomes in part because it reduces time- and strain-based FIW.

The economic impact of work and family issues: Child care satisfaction and financial considerations of employed mothers.

This article introduces the role of financial considerations into work-family research by considering the costs and benefits of employed mothers' child care satisfaction. Data from 2 samples offer empirical support for the addition of a fourth factor to a current measure of child care satisfaction so that the measure reflects mothers' satisfaction not only with caregiver attentiveness, communication, and dependability but also with child care-related financial considerations. This article also discusses relationships between child care satisfaction and work-family conflict and job satisfaction for this population. The results of this study provide both organizations and child care providers with a broader picture of the concerns that employed mothers face as they search for reliable, affordable child care.

Child Care and Employed Parents of Children With Emotional or Behavioral Disorders

Lack of appropriate child care is frequently reported by parents of children with disabilities as a major obstacle to finding and maintaining their employment. Care for children with emotional or behavioral disorders is particularly difficult to locate because child care providers often lack adequate training. Findings are presented from interviews with 60 parents employed a minimum of 30 hr per week and caring for at least one school-age child with an emotional or behavioral disorder. Child care arrangements were varied and complex, with parents often making adjustments daily to design suitable care plans for all children in the family. Parental stress levels and work limitations because of child care were associated with levels of work—family fit, flexibility, child care difficulty, and child care satisfaction. We suggest that availability and access to child care options and supports specific to the needs of their children may be essential for employed parents of children with emotional or behavioral disorders to reduce stress and promote work—life integration.

Child‐rearing Anxiety and Its Correlates Among Japanese Mothers Screened at 18‐Month Infant Health Checkups

To examine the level of child-rearing anxiety and to explore the variables correlated with child-rearing anxiety in a city in Japan. Cross-sectional study. From July to September 2003, 371 mothers who visited community health centers in a city in Tokyo Metropolis for their child's 18-month health checkups. Child-rearing anxiety was measured by the child-rearing anxiety scale. Questions in a self-reported questionnaire were on maternal variables, including maternal background information, child variables, and family system variables such as the presence of social support, and utilization of parenting support services. Also included within the questionnaire was the General Health Questionnaire-12. Hierarchical multiple linear regression analysis revealed that mothers with higher child-rearing anxiety had less childcare satisfaction, more depressive symptoms, more worries about the child, less support from the husband, and less social support. To identify mothers with high child-rearing anxiety in Japan, the infant health checkups should be utilized as an opportunity for screening, focusing on variables regarding mothers. Public health nurses can provide the necessary support after gaining an understanding of issues confronting mothers to prevent child-rearing anxiety and child abuse.

New‐Concept Part‐Time Employment as a Work‐Family Adaptive Strategy for Women Professionals with Small Children*

This study investigates how the option for new‐concept part‐time (NPT) employment influences the ability of mothers of preschool children working in professional occupations to successfully integrate work and family responsibilities. Female NPT professionals (n = 279) and female full‐time (FT) professionals (n = 250) were compared. The NPT group reported 20 fewer weekly work hours and about $18,000 less estimated annual household income than the FT group. They allocated this additional time primarily to caring for and nurturing their dependent children. They also reported less job‐related travel, unnecessary work, and work‐to‐family conflict, as well as greater work‐family success, childcare satisfaction, and family success. However, NPT mothers reported a more traditional division of labor in household responsibilities and less career opportunity and work success. Implications are presented and discussed.

Child care satisfaction: The effects of parental gender and type of child care used

A survey of 1675 parents of preschool-aged children revealed higher levels of satisfaction with child care provided by relatives and byau pairs in the family’s home as compared to either center-based care or home care providers. Parental satisfaction with these latter two forms of child care did not differ significantly. Mothers in general were more satisfied with their child care than fathers. However, child care satisfaction was a significant predictor of work/family balance for both genders.

Child-care satisfaction: linkages to work attitudes, interrole conflict, and maternal separation anxiety.

Analysis of a 20-item measure of child-care satisfaction (CCS) revealed 3 interpretable factors: Caregiver Communication, Dependability, and Attentiveness. These CCS factors were used, along with employer sensitivity to child-care needs and spousal support, in hierarchical multiple regressions to predict various measures of work attitudes and role strain. Replicated across 2 samples of employed women, the CCS factors demonstrated differential patterns of relationships in which Caregiver Attentiveness was associated with lower professional-self role conflict and higher levels of affective organizational commitment and job satisfaction, whereas Caregiver Communication was associated with lower levels of both professional-parent conflict and maternal separation anxiety. These findings support the position that CCS is central to the functioning of employed mothers in both work and family domains.

Child-care satisfaction: linkages to work attitudes, interrole conflict, and maternal separation anxiety.

Child-care satisfaction: linkages to work attitudes, interrole conflict, and maternal separation anxiety.

Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants

This article looks at the determinants of job turnover among mothers of infants, using intentions to change jobs or exit the labor force assessed at 1 year postpartum among a sample of 246 employed mothers. Hypotheses were that exit intentions should be more influenced by household factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnover intentions should decrease as workplace supports for mothers increase, child care satisfaction should affect exit intentions more than intentions to change jobs. Results showed support for the notion that labor force exits are more strongly influenced by child care problems and measures of job attachment than are job changes, though models correcting for selectivity reveal that the child care problems are not directly influencing exit intentions. Supervisor and co-worker support impede intentions to both exit the labor force and change jobs. However, other dimensions of workplace support affected intentions to exit and intentions to change jobs differently.