Work-family Support Research Articles

Linking Supervisor Role Identity Saliences to Supervisor Work-Family Support

Drawing upon role identity theory and the dual judgment model of perspective-taking, we investigated a model describing the relationship between supervisor family identity salience (SFIS) and supervisor work-family support, with supervisor work identity salience (SWIS) as a moderator and supervisor work-family perspective taking as a mediator. We tested the model using two data sets. Results from supervisor-reported data indicated that SFIS was related to supervisor work-family perspective-taking, which was, in turn, related to supervisor work-family support. Results from leader-follower dyadic data found that SFIS was related to work-family support. In both samples, the effects of SFIS were stronger when SWIS was high. We discuss the theoretical and practical implications of these findings.

State work–family contexts and the wage gap by gender and parenthood

AbstractObjectiveThis article examines the association between state‐level work–family resources and earnings disparities by gender and parenthood.BackgroundThe wage gap between childless men and women in the United States has narrowed, but the gap between mothers and fathers remains robust. Gendered division of labor and reduced labor force participation of women around childbirth have been raised as underlying causes. In the absence of national support, some states and migrant domestic workers have been filling the care gap, but it is unclear whether these factors are associated with the wage gap.MethodIndividual‐level data from the 2012 American Community Survey were merged with state‐level data collected for 2010. Multilevel linear regression models were used to explore variation in earnings across states, accounting for compositional differences and selection into the labor force.ResultsTemporary Disability Insurance, which enables new birth mothers to take paid leave, was robustly associated with narrower gaps between mothers and fathers. Unpaid private‐sector leave expansion and more intensive globalization of domestic work were associated with narrower gender wage gaps among parents with lower education. Provision of Head Start supplemental funding was associated with narrower wage gaps between mothers and fathers with higher education.ConclusionsAlthough mothers earned more in states with more work–family resources, the wage gap remained mostly unchanged because fathers similarly earned more in states with better work–family context.ImplicationsThe results reflect the fragmented and incomplete nature of work–family support in the United States and calls for more comprehensive intervention strategies to reduce the wage gap.

Women's entrepreneurship and well-being at the base of the pyramid

Women's entrepreneurship at the base of the pyramid can offer a way out of poverty for families, foster the development of communities, and provide a route to modernizing countries. Yet, we know little about what entrepreneurship means for the well-being of these entrepreneurs. This study investigates the well-being of marginalized women entrepreneurs engaged in an entrepreneurship training and venture creation program. Based on a qualitative case study method, our findings show that despite successful venture creation, the women differed in their experiences of well-being, with some flourishing and others languishing. Specifically, we found that the languishing women entrepreneurs lacked family support and prior work experience outside the home, which was associated with abstract goals and unrealistic expectations of venture creation outcomes. In contrast, flourishing women entrepreneurs, benefitting from prior work experience and family support, tended to set concrete goals for their entrepreneurial endeavors and had realistic expectations. Our findings provide new insights into some of the limitations of entrepreneurship programs for women at the base of the pyramid and emphasize the importance of well-being as a measure of successful venture creation.

The Influence of COVID-19 on Women’s Perceptions of Work-Family Conflict in Singapore

The COVID-19 pandemic has facilitated a shift in working arrangements. Work from home may blur work and family boundaries, with potential deleterious influence on Work-Family conflict levels. This is especially so for women, who have traditionally been associated with a greater share of homecare and family duties. Using a sample of 754 married, working mothers in Singapore, this study seeks to examine the conflicting roles of women in Singapore during COVID-19 and their consequences on Work-Family conflict. Results show that the negative impacts of COVID-19 increased Work-Family conflict levels. Additionally, factors such as work occupational commitment, work role overload, parental demands, and family support are found to be key predictors for Work-Family conflict during COVID-19. Implications are then discussed, and the findings can inform companies and governmental institutions on strategies to reduce Work-Family conflict levels.

Exploring Family Support Work and Its Staff in Children’s Therapeutic Residential Care

ABSTRACT This is a small-scale case study set out to explore a unique role within children’s residential care in England, that of the Placement Family Support Worker and the family support work they conduct for the children in placement. This subject was explored through semi-structured interviews with seven Keyworkers and two Placement Family Support Workers in a children’s therapeutic residential care service consisting of four children’s homes. It was found that not every home had a Placement Family Support Worker, often due to staff resources and funding, and so often the children’s Keyworker would manage the family support work themselves. In either case, family support work was seen to be highly valuable and significant for the children’s development and relationships. It was found, however, that it would be more beneficial to have an independent Placement Family Support Worker managing family support work for each child in the home rather than Keyworkers for objectivity, healthy relationship management, organization, workload, multi-agency manageability, and the specific skills required. In addition to this, it was felt that emotional and practical support from the other staff in the home and management improved the quality of this work. Practice Implications Children’s residential care homes are recommended to employ a dedicated placement family support worker to manage family support work and contacts for children in placement. Independent placement family support workers will be a resource in developing, maintaining and strengthening relationships between children in placement and their family, alternatively, through objective observations of contact they can advise on continued contact as beneficial or detrimental or even reunification. There needs to be a drive toward consistent practice (initially through standardised data collection methods) and appropriate training for those conducting family support work (including social work skills or prior experience in social work). Due to the complexity of the role and relationship management involved, dedicated spaces for reflection are needed for those conducting family support work.

Work Life Balance Auditor Influenced By Work Family Conflict And Support Supervisor


 
 
 
 Abstract
 This research examines whether the role of supervisor support could affect the work-life balance of auditors in public accounting firms, both big four and non-big four. If so, whether it could be mediated by work-family conflict (work-interfering family and family-interfering work). A web-based survey is used to this research in deploying and delivering the questionnaires to 222 auditors from some public accounting firms listed in Indonesia. The result shows that work-interfere family has been partially mediated the relationship between supervisor support and work-life balance, while family-interfere work has not mediated that relationship. The result also demonstrates that supervisor support has a negative correlation and significant effect on work-family conflicts (work-interfere family and family-interfere work). This study suggests creating and developing organisational policies such as family-friendly policies that could help supervisors maintain auditor's life commitments by minimising work-family conflict that will affect the improvement of work-life balance.
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Supplemental Material for Sharing Is Caring: The Role of Compassionate Love for Sharing Coworker Work–Family Support at Home to Promote Partners’ Creativity at Work

Supplemental Material for Sharing Is Caring: The Role of Compassionate Love for Sharing Coworker Work–Family Support at Home to Promote Partners’ Creativity at Work

Dynamics of Employee Retention Among SMEs in a Developing Economy

The purpose of this study was to understand the challenges SME managers in a developing economy such as Ghana face in retaining their employees and how the situation could be mediated. This is because Ghanaian small and mediumsize enterprises are overwhelmed with the issue of how to retain their employees. Using a quantitative approach, data was collected from a sample of 300 SME managers and employees in fifteen small and medium firms in the manufacturing, financial, hospitality, IT, retail and service industries, it was found that the firms’ HR practices significantly impact negatively employee retention. It is therefore concluded that the best retention strategies available to SMEs in Ghana is the need to adopt a flexible workplace practices and work family support policies as well as focusing on good reward management practices.

Study of the Social Wellbeing of Working Mothers of Preschool Children

This study examined the social wellbeing of working mothers of preschool children with the aim of identifying relationships between social wellbeing and influencing factors, focusing on the individual, relationship, and work environment of the mothers. Data on 390 working mothers were used for this study. The data were analyzed using the SPSS 18.0 program and descriptive statistics. Pearson’s correlation analyses and hierarchical regression analyses were performed. The results show that social wellbeing has significantly positive correlations with education, monthly household income, number of children, age of the first child(8 and over), social capital for childcare, division of childcare, maternal role values, spouse’s beliefs about paternal parenting involvement, and family-supportive work environment, as well as significantly negative correlations with weekly working hours, sociological ambivalence, spouse’s beliefs about father’s breadwinner role and gender-role values, job overload, and gender-role attitudes of coworkers. In addition, hierarchical regression revealed that spouse’s beliefs about paternal parenting involvement and a family-supportive work environment were significantly positive predictors of working mothers’social wellbeing, whereas working mothers’sociological ambivalence toward their roles, job overload, and gender-role attitudes of coworkers were significantly negative predictors of working mothers’social wellbeing. These results point to ways of changing education and policy to improve the social wellbeing of working mothers.

DIGITAL SKILL DURING COVID-19: EFFECTS OF DIGITAL LEADERSHIP AND DIGITAL COLLABORATION

The inequality of digital skills is an organizational challenge experienced by public and private organizations to ensure work productivity in work-from-home arrangements during Covid-19. This article aims to elaborate on digital skill development and examine the effects of digital leadership and digital collaboration on digital skill development. This article is based on a cross-sectional study involved 824 office workers from 32 provinces in Indonesia. The combined convenience and snowballing approach were used as the sampling methods. The collected data were structured in the first-order constructs by PLS Structural Equation Modeling. The results revealed that digital skills are significantly influenced directly by digital collaboration and indirectly by digital leadership. For accelerating digital skill development, the superior of office workers should facilitate their team members to collaborate intensively by using digital technology. Further study is recommended to examine the effects of other factors such as work motivation, family support, and availability of digital facility at home, performance management, and perceived organizational support.

MODAL PSIKOLOGIS, KONFLIK PERAN GANDA, DUKUNGAN KELUARGA TERHADAP KESEIMBANGAN KEHIDUPAN KERJA PADA PEGAWAI WANITA DI KANTOR PEMERINTAH KOTA BEKASI

This study aims to determine the characteristic of self efficacy, reciliency, optimism, self esteem, work family conflict, family support, and work-life Balance. The type of data used in this study is quantitative design. The sample used in this study were cluster random sampling technique on 300 woman employees at Bekasi Government.. The data collection tool used was self efficacy, reciliency, optimism, self esteem, work family conflict, family support, and worklife Balance. The data analysis technique used correlation and multistage regression. The results showed self efficacy had a positive significant correlation with work-life balance, reciliency had a positive significant correlation with work-life balance, optimism had a positive significant correlation with work-life balance, self esteem had a positive significant correlation with work-life balance, work-family conflict had a negative significant correlation with worklife balance, family support had a positive significant correlation with work-life balance. Multistage regression found that self efficacy, reciliency, optimism, self esteem, work family conflict, and family support had a significant effect on work-life balance.

Calidad de vida y caracterización de las personas con Enfermedad Renal Crónica trasplantadas

Introducción: La persona con enfermedad renal crónica trasplantada debe llevar a cabo una serie de autocuidados, debido a la complejidad del tratamiento y presencia de múltiples comorbilidades que unidos a factores de riesgo cardiovascular pueden afectar su calidad de vida. Objetivo: Describir la calidad de vida en personas adultas con Enfermedad Renal Crónica trasplantadas y su relación con las características sociodemográficas y clínicas, en un grupo de pacientes atendidos en una institución de salud de alta complejidad, en Neiva-Colombia. Material y Método: Estudio descriptivo de corte trasversal con 78 adultos que formaban parte del programa de trasplante, Neiva (Colombia). Se aplicaron los instrumentos: Ficha de Caracterización de la Persona con Enfermedad Crónica GCPC-UN-P versión 2014, y el Instrumento Calidad de Vida de Betty Ferrell. Resultados: La dimensión con menor afectación fue la espiritual, seguida de la psicológica y física; la dimensión con mayor afectación fue la social. Los participantes presentaron percepción positiva de la calidad de vida en las dimensiones física, psicológica, social y espiritual; acorde al género presentaron mejor percepción las mujeres en las dimensiones psicológica, social y espiritual, mientras que en la dimensión física los hombres manifestaron una mejor percepción. Conclusiones: Aspectos relacionados con la salud como independencia, función mental intacta, nivel educativo, apoyo familiar y vida laboral activa, favorecen el afrontamiento, aumentan la satisfacción y la calidad de vida de las personas trasplantadas.

Work–family policies and the transformation triangle: women, organizational culture and managerial strategy

PurposeThis research addresses how companies develop a process of transformation to a more family responsible behaviour and the role that women play in this process. This paper aims to propose a model in which a female workforce is seen as contributing to the development of the family responsible firm. The model includes two paths for transformation, the supportive work–family culture and the managerial strategy for work–family using a mediation model. The analysis was performed in a sample of 1,048 Spanish firms.Design/methodology/approachThe hypotheses are tested using Baron and Kenny’s (1986) mediated regression technique, the Sobel’s test (1982) and a bootstrap re-sampling with 5,000 and 10,000 iterations to determine the significance of the mediation.FindingsThe results confirm the impact of the proportion of women in the workforce on organizational culture and managerial strategy, factors that lead to a real increase in the accessibility of work–family policies. The mediation effect is total.Research limitations/implicationsLimitations stemming from the survey used and from the cross-sectional data.Practical implicationsThe role of women, the culture and managers in promoting work–family policies appears clear. The need for the active reinforcement of the supportive work–family culture in companies and managerial strategy, diffusion, planning and involvement are all key factors in the development of work–family policies.Social implicationsGovernments and society as a whole should urge firms to use all means at their disposal to guarantee the formal adoption of work–family policies.Originality/valueResearch that analyses the way in which work–family culture and the managerial strategy for work–family generate change does not usually incorporate the female component of the labour force as an explanatory element.

Explaining the negative impact of workplace incivility on work and non-work outcomes: The roles of negative rumination and organizational support.

Research studies have shown that workplace incivility is associated with numerous negative work and non-work outcomes. The underlying mechanisms explaining why workplace incivility is associated with these outcomes, as well as contextual buffers of these relationships, have received less attention. This study extends workplace incivility research by examining the mediating role of negative rumination as a potential factor undergirding the relationship between experiences of incivility from colleagues at work and detrimental outcomes. We also investigated perceived organizational support and family supportive work environment as potential mitigators of the indirect relationship between incivility and negative outcomes. Data were collecfrom 154 university faculty members on two occasions. The results showed that negative rumination mediated the relationships between workplace incivility and both work (job satisfaction, burnout) and non-work (work-to-family conflict, life satisfaction) outcomes. Furthermore, results from the moderated mediation analyses revealed that perceived organizational support buffered the mediated effect of negative rumination and job satisfaction and a family-supportive work environment buffered the mediated effect of negative rumination on work-to-family conflict. Overall, the results demonstrate that negative rumination helps explain why workplace incivility negatively affects both work and non-work outcomes and underscores the important role of organizational context as buffers for these relationships.

한국 일·가정 양립 지원정책의 확대와 정책 정합성에 관한 연구

한국 일·가정 양립 지원정책의 확대와 정책 정합성에 관한 연구

Mothers’ Voices: Hearing and Assessing the Contributions of ‘Birth Mothers’ to the Development of Social Work Interventions and Family Support

Abstract This article focuses on interviews with ‘birth mothers’ who experienced successive losses of their children to public care in one local area of London, England. Interviews were conducted during a project partnership between a London borough and university staff, aiming to provide a localised, pilot support initiative which responded to mothers’ viewpoints. To ‘hear’ mothers’ own voices more clearly, we analysed interview transcripts using a methodology which separates out elements of how the interviewee tells her story, how she speaks about herself and about her relationships, taking into account surrounding social complexities and researchers’ reactions to the story. To explain how professionals could subsequently draw upon these ‘mothers’ voices’ for a pilot support initiative, we identify some ‘key messages for professionals’ from these interviews, including women wanting clear and honest communication between themselves and workers, and between staff; women often feeling ‘let down’ by professional procedures and court processes that were moving too fast for them to keep up; and women wanting to be treated with more respect. Women respected some professionals but not others and this seemed to relate partly to personalities. Some mothers experienced being ‘left alone’ or ‘abandoned’ to deal with the aftermath of children’s removal and/or adoption.

Hotel work-family support policies and employees' needs, concerns and Challenges—The Case of Working Mothers’ maternity leave experience

Based on in-depth interviews conducted with working mothers in the U.S. hotels' industry, the current research developed a process model depicting working mothers’ maternity leave and transition experiences under the current framework of maternity leave and other family and work support policies. Drawing on prior theories and interview findings, our research elucidates the process of how female hospitality professionals cope with challenges and strive to navigate post-maternity life while re-adapting to their professional roles and work-life balance. The model developed from our interview findings brings to light the pivotal role maternity leave and other family support policies play in enabling or inhibiting hospitality working mothers to re-adapt during the post-maternity life stage. Based on such findings, we provide discussions on the theoretical and managerial implications as well as future research agendas related to this topic.

Supervisor Role Identity Salience and Employee Work-Family Conflict

Drawing upon role identity theory and perspective-taking research, we investigated the relationship between supervisor family identity salience and employee work-family conflict, with supervisor work identity salience as a moderator and perceived supervisor work-family support as a mediator. Using the leader-follower dyadic data, we confirmed the negative indirect effect of supervisor family identity salience on employee work-family conflict through increased perceived supervisor work-family support. Moreover, supervisor work identity salience strengthens the positive effect of supervisor family identity salience on perceived supervisor work-family support. Perceived supervisor work-family support also mediates the interactive effect of supervisor family identity salience and supervisor work identity salience on employee work-family conflict. Implications and future research directions are discussed.

Supervisors’ Family-to-Work Enrichment and Conflict

This paper utilizes a Conservation of Resources lens to examine the crossover of supervisor family experiences to their subordinates in the workplace. Supervisor family-to-work enrichment and conflict are proposed to influence subordinate perceptions of supervisor support for work-family. This perceived support, in turn, is hypothesized to positively affect subordinate work engagement and job satisfaction and negatively affect subordinate turnover intentions. Results of multilevel analysis of a study of 496 employees nested within 83 supervisors support the proposed relationships. Supervisor family-to- work conflict and supervisor family-to-work enrichment have negative and positive effects (respectively) on subordinates’ perceptions of support for work-family. Further, we find an overall indirect effect of supervisor family-to-work enrichment and family-to-work conflict on subordinate work engagement, job satisfaction, and turnover intentions through the mediator of perceived work-family support. Limitations and future research directions are discussed.

His and Her Earnings Following Parenthood in the United States, Germany, and the United Kingdom

This article advances a couple-level framework to examine how parenthood shapes within-family gender inequality by education in three countries that vary in their normative and policy context: the United States, Germany, and the United Kingdom. We trace mothers’ share of couple earnings and variation by her education in the 10-year window around first birth, using long-running harmonized panel surveys from the 1990s and 2000s ( N = 4,117 couples and 28,488 couple-years) and an event study methodology that leverages within-couple variation in earnings pre- and post-birth. Our results show steep declines in her share of couple earnings following first birth across the three countries that persist over several years of follow-up. Declines are smallest in the United States, due to U.S. mothers’ higher employment and longer work hours. Declines are also smaller among female partners without a college degree in the United States, where mothers have less work-family support and fewer options to manage work and family on one income. Results shed light on how parenthood plays into gender inequality within couples, and how country context shapes couple dynamics and inequality across households.