Work-family Strain Research Articles

Validation of the Mediating Effect of Parenting Stress in the Relationship between Work-Family Strains and Gains and Marital Satisfaction for Fathers in Korea.

This study aimed to examine the relationship between Korean fathers' work-family strains and gains and marital satisfaction and to validate the mediating effect of parenting stress in the relationship. This study used the 14th-year survey data of the Panel Study of Korean Children (PSKC) conducted by the Korea Institute of Child Care and Education (KICCE), the latest available data. The PSKC is a longitudinal study of children's growth and development from birth in the Republic of Korea. After excluding datasets containing missing values from the data collected from 2150 respondents, the data were extracted from the survey responses collected from 1130 respondents, and descriptive statistical analysis, path analysis, and mediating effect analysis were conducted. First, Korean fathers' work-family strains had a positive (+) influence on parenting stress (β = 0.658, p < 0.001). Second, Korean fathers' work-family strains had a negative (-) influence on marital satisfaction (β = -0.185, p < 0.001). Third, Korean fathers' work-family gains did not have a statistically significant influence on parenting stress (β = 0.016, p = 0.632). Fourth, Korean fathers' work-family gains had a positive (+) influence on marital satisfaction (β = 0.381, p < 0.001). Fifth, Korean fathers' parenting stress did not have a statistically significant influence on marital satisfaction (β = 0.011, p = 0.783). Sixth, the indirect effect of work-family strains on marital satisfaction via parenting stress (β = 0.013, 95% Bias-corrected CI = -0.042∼0.075) was statistically significant, and specifically, it had a partial mediating effect. Seventh, the indirect effect of work-family gains on marital satisfaction via parenting stress (β = 0.028, 95% Bias-corrected CI = 0.005∼0.051) was statistically significant, and specifically, it had a partial mediating effect. This study aims to provide the basic data for various family support policies for fathers by understanding the current status of work-family balance for fathers in modern society, as well as by examining the effects of parenting stress in the relationship with marital satisfaction.

The Effect of Mothers’ Smartphone Addiction on Children’s Media Dependency: Sequentially Mediated by Mothers’ Work-Family Strains and Parental Monitoring

Smart devices have become an essential part of human life; however, excessive dependency on these devices has become a serious issue for both children and adults. In this study, a research model was developed which hypothesized that mothers’ smartphone addiction influences children’s media dependency, and that this effect is sequentially mediated by mothers’ work-family strains and parental monitoring. To test this hypothesis, an analysis of data from the 13th Wave of Panel Study on Korean Children (PSKC), conducted in 2020, was performed. The data were collected from 726 children (359 boys, 367 girls) with an average age of 12.23 years (SD=.30). The analysis was conducted using SPSS 27.0 and Process MACRO Ver. 4.2. The results were as follows. Maternal smartphone addiction increased mothers’ work-family strains, which in turn lowered the level of parental monitoring, which was associated with an increase in children’s media dependency. Furthermore, mothers’ smartphone addiction had a partial mediation effect on children’s media dependency. In sum, this study revealed that the mothers’ smartphone addiction increased children’s media dependency, and this effect was sequentially mediated by an increase in mothers’ work-family strains and a decrease in parental monitoring. This study verifies that mothers’ smart device usage as well as their working environment has a significant effect on children’s media dependency. Therefore, to increase parental monitoring of children’s media usage, mothers’ work-family strains need to be reduced.

The Mediating Effect of Subjective Happiness in the Relationship Between Parents’ Work-Family Strains and Children’s Overdependence on Media Devices in Upper Elementary School: Focusing on Gender Differences

The Mediating Effect of Subjective Happiness in the Relationship Between Parents’ Work-Family Strains and Children’s Overdependence on Media Devices in Upper Elementary School: Focusing on Gender Differences

Does Religiosity Buffer the Adverse Mental Health Effects of Work-Family Strain? Examining the Role of an Overlooked Resource

North American employees face substantial challenges in managing their work and family lives. Drawing from Hobfoll’s 2001 conservation of resources (COR) theory, work-family scholars have argued that some resources can be effective in buffering conflict in the work-family interface. We analyze data from a national sample of Canadian workers ( N = 3,431) to assess how two components of religion/spirituality—religious attendance and divine control—buffer the mental health effects of work-to-family conflict (WFC) and family-to-work conflict (FWC). Results suggest that both work-to-family conflict and family-to-work conflict were associated with higher levels of psychological distress. Our results further reveal that religious attendance buffered the pernicious effects of both WFC and FWC for psychological distress, while divine control only buffered the effects of FWC. These patterns did not appear to differ by gender. Given increasing rates of work-family strain in the North American context, out findings call for a broadening of the literature on the work-family interface, one that takes into consideration the overlooked role of religion and spirituality.

Cross-lagged effects of voluntary job changes and well-being: A continuous time approach.

Well-being plays an important role in organizational entry and exit processes. However, longitudinal research on the relationship between voluntary job change and well-being is still sparse, and focuses on rather short time intervals (max. 3 years). Using 12 waves of the Household, Income, and Labour Dynamics in Australia (HILDA) survey, the present study extends previous research by examining whether and how well-being is affected by a voluntary external job change, and vice versa. We tested cross-lagged effects between voluntary job change and well-being (job satisfaction, vitality, sense of belonging) with a sample of 2,565 workers, and between job change and work-family conflicts as another indicator for well-being with a sample of 1,574 working parents. Results of continuous time modeling revealed that job change predicted decreased job satisfaction and vitality and increased work-family conflicts. Job change had no significant effect on the sense of belonging. The strongest relations between job change and well-being were observed in the first 5 years after an organizational entry (job satisfaction 1 year 2 months; vitality 4 years 4 months; work-family strains 3 years 5 months; sense of belonging 3 years 8 months). Job change had no significant effect on the sense of belonging. We also found partial support for reverse effects: Increased job satisfaction made a job change less likely (strongest effect after 2 years) and higher work-family conflicts more likely (strongest effect after 4 years). Thus, the results indicate when it is especially important to support newcomers to improve adjustment and prevent quitting. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Work–family strain of employees with children with disabilities

PurposeThe purpose of this study is to investigate the relationships between (1) employed parents' work–family conflict (WFC), (2) their children with disabilities' support needs, (3) their children's age, and (4) those parents' levels of school engagement.Design/methodology/approachData were collected from 193 US parents of children with disabilities who completed a survey regarding work and family strain as well as school engagement. Descriptive statistical and correlational analyses were used, followed by moderated regression analysis.FindingsResults indicate that higher levels of WFC have a negative impact on parents' school engagement. Similarly, children with disabilities' increased needs for parental support have a negative impact on school engagement. Moreover, the age of children with disabilities holds a moderating role in the relationship between support needs and school engagement.Research limitations/implicationsHuman resource managers can acquire information regarding employed parents of children with disabilities' increased support needs and formalize flexible policies leading to supportive workplace cultures. School personnel can instigate a range of options that facilitate parents' school engagement, such as maximizing use of technology via virtual meetings and activities.Originality/valueThese innovative findings contribute to theoretical underpinnings in work and family strain research as well as conservation of resources theory, given the lack of previous empirical work specific to children with disabilities and their employed parents.

Analysis of parents’ classification of work-family strains and gains and affecting factor

연구목적: 본 연구는 아동의 초등학교 입학 시기에 맞벌이 부모의 일-가정 양립에서 부와 모가 갖는 각각의 이점과 갈등이 어떻게 유형화되고, 그 유형에 어떠한 요인들이 영향을 미치는지 분석하였다. 방법: 이를 위해 한국아동패널 8차 연구에 참여한 538가구의 부모 1,076명을 대상으로 잠재프로파일분석 및 로지스틱분석을 실시하였다. 결과: 주요 연구결과는 다음과 같다. 첫째 부와 모의 일-가정 양립 이점과 갈등은 ‘부/모이점’, ‘부 이점 모 갈등’, ‘부/모 갈등’의 세 집단으로 유형화되었다. 로지스틱 분석을 통해 영향 요인을 분석한 결과, 자녀의 학교생활, 주변인으로부터 양육 관련 도움 정도, 부의 자녀 학교 행사참여, 부의 종사상 지위와 부 회사의 일-가정 양립 지원제도, 모의 현재 재직 여부가 일-가정 양립 잠재집단에 유의한 영향을 미치는 요인으로 확인되었다. 결론: 본 연구결과를 바탕으로 일-가정 양립지원제도의 보완을 위한 정책적 함의를 논의하였다.

School bells are ringing, but can parents attend? Responses from employed parents of children with SEND

ABSTRACT This study’s purpose is to examine the work-family conflict of employed parents of children with special educational needs and disabilities (SEND) and those parents’ engagement in the schooling of their children. Prior to the COVID-19 outbreak, 206 parents from the United Kingdom completed a questionnaire about their school engagement and their work-family strain. Response data were examined employing descriptive and correlation analyses, as well as hierarchical moderated regression. Findings reveal that the higher the parents’ work-family conflict, the lower their school engagement. Moreover, the age of children with SEND moderates the relationship between employed parents’ work-family conflict and engagement in their children’s schooling. Specifically, for parents with younger children, the negative impact of work-family conflict on parental school engagement is not as prevalent as it is for those with older-aged children. Drawing on Hobfoll's conservation of resources theory, we explore parents' dilemma when they determine where to expend their limited reservoir of resources. Because children with SEND benefit in multiple ways when their parents are engaged in their schooling, we provide recommendations regarding how schools and organizations can operate to promote parental school engagement.

Effect Direction Between Work-Family Conflict and Psychological Strain: A Replication and Extension

Research on the relationship between work-family conflict (WFC) and psychological strain provides largely inconsistent results about the direction of this effect. To identify a source of this variation, we review modeling approaches used in 15 studies derived from the only meta analytical test of the direction of this effect (Nohe et al., 2015), and 51 newer studies not yet included in this test. We find that none of these studies accounts for the confounding effect of unmeasured, trait-like between-person differences, for example, by adding random intercepts (RIs) to the structural model. Instead, they apply approaches that combine the within-person variance and the between-person variance (e.g., Crossed-Lagged Panel Model, CLPM), thereby leading to biased effect estimates. Recent methodological reviews have thus urged scholars to apply the RI-CLPM to solve this problem. Following these calls, our study replicates and extends prior research by modeling the effect of interest using the CLPM and the RI-CLPM. We seek to examine whether Nohe et al.’s (2015) result holds once the RI-CLPM is applied. We collected three-wave survey data from 12’241 working adults living in Germany. The data are representative of the German workforce and were collected annually from 2016 until 2018. The RI-CLPM yields a significantly better model fit than the CLPM. Whereas the results from our CLPM replicate the meta-analytical finding (i.e., WFC and psychological strain affect each other reciprocally), the RI-CLPM yields a different result: WFC leads to greater psychological strain and not vice versa. Implications for theory development and practice are discussed.

Stress among Correctional Officers: an Organizational Justice Approach

Employees’ positive perceptions of organizational justice are crucial to the successful operation of correctional institutions. Employees who perceive their employer treats them justly and fairly report less job-related stress and happier home lives. Organizational justice has two primary components – procedural and distributive justice – that have been examined relative to job satisfaction and job performance. The current study builds on the existing literature and examines the effects that perceptions of procedural and distributive justice have on the strain-based form of work-family conflict. Specifically, the goal of this study is to determine whether these two forms of justice were related to the strain that correctional employees bring home with them. Data collected from a large Southern correctional institution indicate that perceptions of procedural justice related significantly to reported levels of the strain-based form of work-family conflict and that staff with the highest perceptions of procedural justice reported the lowest levels of strain-based work-family conflict. This did not hold true for distributive justice, however, which was found to be statistically unrelated to work-family strain.

Supplemental Material for Episodic Work-Family Conflict and Strain: A Dynamic Perspective

Supplemental Material for Episodic Work-Family Conflict and Strain: A Dynamic Perspective

일-가족 및 일-양육의 이점과 갈등이 사무직에 종사하는 기혼 남녀의 자아 존중감에 미치는 영향

The purposes of this study were to explore general tendencies of gains and strains of work-family and work-parenting and to analyze variables that affect married male and female office workers self-esteem. Key results of this study are as follow: first, the level of work-family gains was high. The level of work-family strains, work-parenting gains, and work-parenting strains were slightly low. Second, correlation of work-family gains and work-parenting gains were positively related to self-esteem. But correlation of work-family strains and work-parenting strains were negatively related to self-esteem. Finally, hierarchical regression revealed that variables explaining males self-esteem were age, work-family gains, work-parenting gains, and work-parenting strains. That is, they were younger, experienced work-family gains, work-parenting gains more, and work-parenting strains less, their self-esteem was high. As for females, total family income by month and work-family gains were included. This meant females had much money, and work-family gains more, and self-esteem was high. Based on results, various implications and interventions were suggested.

The pregnant female surgical resident.

BackgroundSurgery continues to be an intense, time-consuming residency. Many medical students decide against surgery as a profession due to the long work hours and family strain. The pregnant female surgical resident has an added stress factor compared to her male counterpart.MethodsWe distributed an electronic, online 26-question survey to 32 general surgery programs in the southwestern region of the United States. Each program distributed our survey to the female surgical residents who had been pregnant during residency in the last 5 years. Each program was re-contacted 6 weeks after the initial contact. Most questions were in a 5-point Likert scale format. The responses were collected and analyzed using the Survey Monkey website.ResultsAn unvalidated survey was sent to 32 general surgery programs and 26 programs responded (81%). Each program was asked for the total number of possible responses from female residents that met our criteria (60 female residents). Seven of the programs (27%) stated that they have had zero residents pregnant. We had 22 residents respond (37%). Over half of the residents (55%) were pregnant during their 2nd or 3rd year of residency, with only 18% pregnant during a research year. Thirty-one percent had a lower American Board of Surgery In-Training Exam (ABSITE) score. Ninety percent of the residents were able to take 4 weeks or more for maternity leave. Most of the residents (95%) stated that they would do this again during residency given the opportunity, but many of the residents felt that returning back to work with a child at home was the most difficult part.ConclusionOur preliminary study shows that the programs surveyed were accommodating to the female surgical resident. Nevertheless, despite adequate support from their program and an overall positive experience, many residents indicated that they had a decline in their education and performance.

Roles and postpartum distress: The mediating role of relationship adjustment

Despite many prevailing societal beliefs, parents often experience mood and anxiety symptoms during the postpartum period, often referred to as postpartum distress (PPD). The aim of this study was to explicate whether aspects of role functioning during the postpartum period are associated with PPD, and whether this association may be partially explained by relationship adjustment. Seventy-three couples and an additional nine women who were 4–12 weeks postpartum participated in this study. Results indicate that men’s experience of role unacceptability predicted their own greater PPD symptoms which were partially mediated by their own poorer relationship adjustment, as well as women’s poorer relationship adjustment. Additionally, women’s work-family strain predicted their own greater PPD symptoms as well as men’s greater relationship adjustment. These results serve to highlight several key aspects of men’s and women’s postpartum role functioning and the associations that they share with postpartum distress symptoms. Implications for research and clinical work are discussed.

Developmental network structure and support: gendered consequences for work–family strain and work–parenting strain in the Australian mining industry

Developmental networks enhance career success through the support received by the protégé via the network structure. This paper extends developmental network research by exploring the extent to which strain is associated with developmental network structure and support in the Australian mining industry, a highly volatile and unique context. Our research tests the popular notion of ‘the more support you get, the better’ which is in need of further exploration in the developmental networks literature particularly in specific work contexts with strain (vs. success variables) as outcomes. Results indicate that bigger, broader networks with more career, psychosocial and role modelling support are not always beneficial for protégés in this context. A smaller network with a broader range of developers is associated with reduced work–parenting strain, but not work–family strain. Increased career support reduced work–family strain, but this was not the case for increased psychosocial support and role modelling support. Further, gender moderated the relationship between psychosocial support and work–family strain possibly due to token group effects.

Family leave for employed women: Interaction effects of gender discrimination and household responsibilities in South Korea

Family leave policies are among the approaches used by employers across the globe to ease work–family strains among employed women, and enhance employee engagement and productivity. Yet some research suggests a critical dilemma facing some women: taking advantage of family leave may improve their ability to maintain both job and family, while lessening their status as valued employees in the eyes of employers that discriminate. This study utilizes secondary data from a sample of 1630 employed women from the 2008 Korean Longitudinal Survey of Women and Families to examine the moderating roles of perceived gender discrimination on the relationships between family leave provisions and work–family conflict; and the moderating role of housework responsibilities on the relationships between family leave provisions and work–family conflict of women employees. The results suggest that the availability of leave policies is more strongly associated with decreased work–family conflict for women employees who report less perceived gender discrimination at the workplace, and who have greater housework responsibilities.

Work Characteristics and Family Routines in Low-Wage Families

The maintenance of routines is linked to positive outcomes in children and families. Role theory asserts that resources and constraints found in family and work environments will shape a parent’s ability to successfully fulfill both roles. To date, there is scant research examining the maintenance of routines in low-income families whose work environments are often characterized by temporary work, non-traditional shifts, and irregular hours. This study seeks to understand the relationship between employment characteristics on the maintenance of family routines in a sample of low-wage families. The results of this study support the findings of other researchers that low-wage families face considerable work-family strain due to their jobs, but they succeed in maintaining routines despite adverse working conditions.

A Longitudinal Investigation of Work-Family Strains and Gains, Work Commitment, and Subsequent Employment Status Among Partnered Working Mothers

The purpose of this study was to examine the influence of the work—family interface on mothers’ commitment to work and the implications of that work commitment for subsequent employment. The study included a sample of employed partnered mothers who participated in the National Institute of Child Health and Human Development Study of Early Child Care and Youth Development, all of whom had given birth at the beginning of the study. Longitudinal analyses were specified to isolate the predictors of change in work commitment during the first 3 years following childbirth. Results indicate that perceived work—family strains were uniquely associated with decreased work commitment whereas perceived work—family gains were uniquely associated with increased work commitment during this period. In addition, greater work commitment during the first 3 years following childbirth was associated with a greater likelihood that the woman would be employed 9 years later. Implications are discussed.

Mothers' work–to–family strain in single and couple parent families: the role of job characteristics and supports

For parents there can be negative aspects of how work ‘spills over’ to family. This analysis focuses on mothers of young children and considers how aspects of work–to–family strain differ for single and couple mothers. While there has been increased focus on the work–family strains of mothers, less is known about single mothers and their experience of work–family strain. We might expect that single mothers would have more difficulty in combining work and family, given that they do not have the support of a resident partner to assist with childrearing responsibilities. This paper explores the relationships between several demographic, employment and supports factors and work–family strain. It also examines whether these associations are different according to family form; that is, whether certain factors make the work–family balance significantly worse or better for single mothers than for otherwise similar couple‐parent mothers. The analysis is based on the 2004 Growing up in Australia: the Longitudinal Study of Australian Children (LSAC). This dataset contains detailed family and child data for around 10,000 families, all with at least one child aged 5 or under. With such a large sample size, the number of single mothers is sufficiently large to enable more analyses than is often possible from survey data.

AN INTERACTIVE MODEL OF INFORMAL ADULT CARE AND EMPLOYMENT

This study examines a multifactorial model of caregiving strain and accommodations, utilizing a sample of 1,146 employed caregivers. Based on a theoretically derived resource and demand model of caregiving outcomes, stepwise multiple regression equations were utilized to assess the contribution of selected caregiver background characteristics, family and work demands, and resources. Demanding aspects of caregiving and work responsibilities were found to contribute the most to caregiving strain and to work and family accommodations. Caregiver health status, job control and co-worker support also contributed significantly to the regression models. These findings underscore that demands at home and at work both contribute to work–family strain, suggesting that interventions are not apt to be effective in reducing the stress on employed caregivers unless they directly reduce the growing time pressures and energy demands experienced by today's workers and family members. Cette étude analyse le degré de surmenage des auxiliaires de vie en utilisant un échantillon de 1.146 professionnels en activité. Basé sur un modèle conceptuel d'offre et de demande pour ce type de service, une série d’équations régressives par étape a été utilisée afin d’évaluer la prestation de l’échantillon analysé sur la base de ses caractéristiques sociaux démographiques, des charges familiales et professionnelles et des conditions de ressources. L’étude a prouvé que les caractéristiques contraignantes de ce type de profession ainsi que les responsabilités qui s'y rattachent contribuaient les plus au surmenage des auxiliaires de vie; cela ainsi que les aménagements nécessaires entre vie de famille et astreintes professionnelles. L’état de santé, le degré d'autonomie ainsi que le soutien potentiel des collègues de l'auxiliaire de vie ont également une incidence significative sur le modèle régressif. Ces conclusions soulignent que les contraintes domestiques associées à celles du travail contribuent conjointement au surmenage tant dans le cadre familial que professionnel, suggérant que des interventions ne sont pas en mesure de réduire ce surmenage chez les auxiliaire de vie en activité, excepté si elles agissent directement en diminuant le stress lié aux contraintes de temps croissantes et aux exigences en énergie rencontrés par les auxiliaires de vie et leurs familles de nos jours.