Job-role Quality Research Articles

The Relationship between Job-Role Quality and Parenting Behaviors among Employed Mothers in Korea

The purpose of this study was to examine the relationship between the job-role quality of employed Korean mothers and their parenting behaviors, as well as the mediating roles of maternal parenting strain and psychological wellbeing. We analyzed the data from 172 employed Korean mothers of children of school transition age who lived in Seoul, Korea. Results from structural equation modeling indicated that better quality of mothers’ job-role experience predicted greater psychological well-being and reduced parenting strain. Better job-role quality and less parenting strain were associated with greater psychological well-being, which in turn predicted more positive parenting practices. The mediation effects of psychological well-being and parenting strain were significant. Implications and suggestions for future research on working mothers’ parenting are discussed.

Job role quality and intention to leave current facility and to leave profession of direct care workers in Japanese residential facilities for elderly

The aim of the present study is to examine job role quality relating to intention to leave current facility and to leave profession among direct care workers in residential facilities for elderly in Japan. Direct care workers completed a paper questionnaire on October 2009. From 746 facilities in three prefectures (Tokyo, Shizuoka, and Yamagata) 6428 direct care workers with complete data were included in the analyses. The Job Role Quality (JRQ) scale was translated into Japanese language to assess job role quality. Hierarchical multiple regression analysis showed that intention to leave current facility was primarily associated with job role quality: poor skill discretion, high job demand, and poor relationship with supervisor. Intention to leave profession was primarily associated with poor skill discretion. The results of the present study imply the strategies to direct care worker retention for each facility and policy efforts. Each facility can implement specific strategies such as enhanced variety of work and opportunity for use of skills, adequate job allocation, and improvement of supervisor–employee relationship in work place. Policy efforts should enhance broader career opportunities in care working such as advanced specialization and authorized medical practice.

Does Community Resource Fit Matter to Fathers?

Several scholars have noted that community resources might facilitate or hinder employees' ability to meet their many work and family demands, thereby affecting their psychological well-being. However, this is the first study to estimate these relationships using a newly developed quantitative measure of community resource fit that assesses the satisfaction of employed parents of school-aged children with key community resources. In this analysis, the authors focus on the relationships linking one aspect of community resource fit—specifically, child's school and school activity schedules, or school resource fit—as a contextual variable influencing well-being (i.e., job-role quality, psychological distress) in a sample of 53 employed married fathers. Among these fathers, having school and school activity schedules that meet their needs is associated with low psychological distress and high job-role quality. Importantly, fathers with fewer resources in terms of income or job flexibility benefit most in terms of their job-role quality.

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.

Childcare as a stabilizing influence on HPA axis functioning: A reevaluation of maternal occupational patterns and familial relations

The influence of family relations, maternal occupational characteristics, and childcare1The UK terms "childcare," childcare centres' and "nurseries" are used throughout this paper to define group care for children prior to starting their first year of formal schooling at age 4 years and are used synonymously with the American terms "day-care" and "preschool." This form of group care is provided in a formal setting, outside the family home and excludes "childminding" (i.e., childcare that may be group based and offered at the home of the care provider/childminder). In the UK, this form of childcare is offered from zero to 4 years old. Children are separated according to their age into small groups usually consisting of 10-15 children. In the present study, all children were in the preschool-aged group (3-4 years old). Where childcare of a different or more generic form is referred to, then this has been made clear in the context or stated in the text. utilization on preschool children's cortisol production were investigated in 56 mother-child dyads. Family characteristics and maternal employment, childcare and child temperament were reported by mothers. Morning and evening levels of children's salivary cortisol were obtained. Children in highly expressive or reserved families exhibited higher cortisol levels compared to children in moderately expressive families. Elevated levels of cortisol were detected in children of mothers reporting low levels of job role quality or high levels of emotional exhaustion. Frequent childcare use was found to protect children against the physiological effects of low maternal job role quality and emotional exhaustion. Findings underscore the pervasive role of the family as set within an external support system and highlight the potential physiological impact of these interacting contexts for children. Further research is needed to fully understand current findings and to develop appropriate psycho-physiological interventions.

Characteristics and outcomes for women physicians who work reduced hours.

To understand the characteristics of women physicians who work reduced hours in dual-earner couples and how such work schedules affect the quality of the marital role, parental role, and job role, as well as indicators of psychological distress, burnout, career satisfaction, and life satisfaction. Survey of a random sample of female physicians between 25 and 50 years of age, working within 25 miles of Boston, whose names were obtained from the Registry of Board Certification in Medicine in Massachusetts. Interviewers conducted a 60-minute face-to-face close-ended interview after a 20-minute mailed questionnaire had been completed. Fifty-one full-time physicians and 47 reduced-hours physicians completed the study, for a completion rate of 49.5%. There was no difference in age, number of years as a physician, mean household income, number of children, or presence of an infant in the home between reduced-hours and full-time physicians. Reduced-hours physicians, however, were more likely to be in a generalist specialty (40% vs. 12%, p = 0.001) and to spend a greater portion of their time in patient care (64.5% vs. 50.1%, p = 0.003) and less time in research (4.9% vs. 18.0%, p = 0.002) than full-time physicians. In addition, there was no difference between the two groups in the perception of work interfering with family life (1.8 vs. 1.7, p = 0.17; scale 1-7 with 7 high) or family life interfering with work (1.4 vs. 1.5, p = 0.62). Physicians who worked their preferred number of hours (25% of full-time and 57% of reduced-hours physicians), regardless of full-time (self-reported hours 35-90 hours per week) or reduced-hours (20-60 hours per week) status, reported better job role quality (r = 0.35, p = 0.001), schedule fit (r = 0.41, p < or = 0.001), lower burnout (r = -0.22, p = 0.03), better marital role quality (r = 0.28, p = 0.006), and higher life satisfaction (r = 0.29, p = 0.005). Women physicians who work their preferred number of hours achieve the best balance of work and family outcomes.

Reduced-Hours Job-Role Quality and Life Satisfaction among Married Women Physicians with Children

Interest in reduced-hours career options has been sparked by recent studies indicating an increase in the work week, especially among professional and managerial employees, a preference among all employees to reduce work hours substantially, and the perception that the absence of reduced-hours career options is an obstacle to professional advancement. Interest has also been fueled by the growing numbers of dual-earner couples whose ability to manage work/family demands might be facilitated by reduced-hours options. Yet, the belief that part-time work is associated with beneficial health effects has received scant empirical support. Building on prior research with full-time employees, we hypothesized that the quality of the experience of working reduced hours would better predict life satisfaction than would work hours per se. This hypothesis, which we tested in a sample of female reduced-hours physicians with children in two-earner couples, was supported.

Reduced-Hours Employment

Although reduced-hours work is widely thought to decrease distress, empirical literature relating absolute number of hours worked to distress outcomes is inconsistent. Perhaps the trade-off between giving up some aspects of work for more nonwork time is more stressful for some employees than for others. The authors tested the hypothesis that difficulty of trade-offs is a more powerful predictor of quality-of-life indicators (i.e., symptoms of anxiety and depression, job-role quality, and intention to turnover within 1 year) than is number of hours worked per se in a non-random sample of 141 reduced-hours physicians in dual-earner couples. Results supported the hypothesis.

Job rewards and concerns for social workers: The impact of changes in funding and delivery of mental health services

The level of job rewards for social workers has been correlated with the quality of service to clients. A purposive quota sample of 127 Licensed Independent Clinical Social Workers in Massachusetts employed in three settings completed the Job Role Quality Scale. Respondents found Decision Authority, Flexibility, and Impact (sense of helping others) most rewarding. Private practitioners reported a significantly higher level of reward than respondents in public and private agencies. Administrative interventions directed toward increasing job rewards and decreasing job concerns, may reduce social work staff turnover and enhance the quality of service to clients.

Social Role Quality and Psychological Well Being

This study examined relationships among job, partner, and parent role quality and psychological well being in midlife black (n = 51) and white (n = 56) women employed in occupations varying by socioeconomic status (SES). Oversampling for black women ensured balanced occupational representation, allowing investigation uncontaminated by SES. Instruments included Baruch and Barnett's Rewards and Concerns Scales, Bradburn Affect Balance Scale, and Center for Epidemiological Studies Depression Scale (CES-D). Better well being scores were reported by black women than whites, and by professionals than non-professionals. However, when race, occupational group, and menopausal status were held constant in a multiple regression analysis, partner role quality was significantly related to both well being scores, parent role quality was related to life satisfaction only, and job role quality was not related to either. Nurses in the workplace can help women identify problematic aspects of their multiple social roles, and facilitate resolution of problems to improve worker health.

Change in job and marital experiences and change in psychological distress: A longitudinal study of dual-earner couples.

Are changes in job quality more closely linked to changes in distress for men than for women? Conversely, are changes in marital quality more closely linked to changes in distress for women than for men? These questions were addressed in a longitudinal analysis of a random sample of 210 full-time employed dual-earner couples. Change over time in job role quality was significantly associated with change over time in distress, and the magnitude of the relationship differed little, if at all, by gender. In contrast, change over time in marital role quality was also associated with change in distress, but the magnitude of the association depended on gender. Among full-time employed married women, change in marital experience was more closely linked to change in distress than among their husbands.

Gender and the Relationship Between Marital-Role Quality and Psychological Distress: A Study of Women and Men in Dual-Earner Couples

In this paper, we estimate the association between marital-role quality and psychological distress in a sample of 300 full-time employed women and men in dual-earner couples. We control for such individual-level variables as age, education, occupational prestige, and job-role quality, and for such couple-level variables as length of marriage, parental status, and household income. We then compare the magnitude of this effect for men and for women and for parents and nonparents. Results indicate that in dual-earner couples marital-role quality is significantly negatively associated with psychological distress for women as well as men and that the magnitude of the effect depends little, if at all, on gender or on parental status. These findings challenge the view that marital experiences more significantly influence women's mental health states than men's. The results are discussed in the context of identity theory.

Gender and the relationship between job experiences and psychological distress: a study of dual-earner couples.

This article examines the association between job role quality and psychological distress in a sample of 300 full-time employed dual-earner couples, controlling for such individual level variables as age, education, occupational prestige, and marital quality and for such couple level variables as length of marriage, parental status, and household income. The magnitude of this effect is compared for men and for women. Results indicate that job role quality is significantly negatively associated with psychological distress for women as well as for men and that the magnitude of the effect depends little, if at all, on gender, casting doubt on the widely held view that job experiences more significantly influence men's mental health states than women's. The results are discussed in the context of differentiating between sex differences and gender differences.

Men, family-role quality, job-role quality, and physical health.

The relationship between the quality of men's family roles, as spouse and as parent, and the quality of men's job role, on the one hand, and their reports of physical symptoms, on the other, was examined in men drawn from a random sample of 300 dual-earner couples. The main effect of marital-role quality (i.e., rewards and concerns) on physical health was estimated, as was the Marital-Role Quality x Job-Role Quality interaction effect. With respect to the parent role, the effect of both parent-role occupancy and parent-role quality was estimated. After controlling for job-role quality, it was found that parent-role occupancy had neither main nor interactive effects. However, among the men who occupied all 3 roles (n = 180), only parent-role concerns were a significant predictor of physical health reports. Thus, concerns in the parent role are a major unmeasured source of variance in studies of the stress-illness relationship in men.

"Men, family-role quality, job-role quality, and physical health": Correction to Barnett and Marshall.

"Men, family-role quality, job-role quality, and physical health": Correction to Barnett and Marshall.

Men, family-role quality, job-role quality, and physical health.

Men, family-role quality, job-role quality, and physical health.

Men's Multiple Roles and Their Relationship to Men's Psychological Distress

There is general agreement that men's subjective experiences in their job role affect their psychological health. Less attention has been paid to the incremental contribution of family role variables. In a random sample of 300 employed, married men in two-earner couples, we estimate the relationship between men's subjective experiences in their work and family roles and their level of psychological distress. We also estimate the moderating effects of marital-role quality, parental status, and parental-role quality on the relationship between job-role quality and distress. After controlling for job-role quality, both marital-role and parental-role quality are signifianct predictors of men's psychological distress. Parental status is not. Both marital-role and parental-role quality moderate the relationship between job-role quality and psychological distress.

Race, Class and Multiple Role Strains and Gains Among Women Employed in the Service Sector

Race and social class differences in the quality of job and parenting experiences, and multiple role gains and strains, are examined in a sample of 229 black and white female social workers and licensed practical nurses. Both race and class differences in job-role quality were found, but only class differences were found in parenting concerns. Race and class differences were found in multiple role gains and strains.

Job experiences over time, multiple roles, and women's mental health: A longitudinal study.

Are changes over time in the quality of a woman's job associated with changes in her psychological distress? Do family roles moderate these relationships? We addressed these questions using longitudinal data from a 2-year 3-wave study of a stratified random sample of 403 employed women who varied in occupation, race, partnership, and parental status. After estimating individual rates of change for each woman on each of the predictors and the outcome, we modeled the relationships between family role occupancy and change in job-role quality on the one hand, and change in psychological distress on the other. Among single women and women without children, as job-role quality declined, levels of psychological distress increased. Among partnered women and women with children, change in job-role quality was unrelated to change in psychological distress.

Job experiences over time, multiple roles, and women's mental health: a longitudinal study.

Are changes over time in the quality of a woman's job associated with changes in her psychological distress? Do family roles moderate these relationships? We addressed these questions using longitudinal data from a 2-year 3-wave study of a stratified random sample of 403 employed women who varied in occupation, race, partnership, and parental status. After estimating individual rates of change for each woman on each of the predictors and the outcome, we modeled the relationships between family role occupancy and change in job-role quality on the one hand, and change in psychological distress on the other. Among single women and women without children, as job-role quality declined, levels of psychological distress increased. Among partnered women and women with children, change in job-role quality was unrelated to change in psychological distress.