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Understanding the Impact of Work on Family: Work-Family Conflict, Initiatives, and Statistics

Gain an understanding of the impact of work on family, including work-family conflict, work-life initiatives, and relevant statistics. Explore the effects on women's employment, family dynamics, and children.

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Understanding the Impact of Work on Family: Work-Family Conflict, Initiatives, and Statistics

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  1. Session #10: Work and Family • Class members will gain an understanding of: • The Impact of work on family • Causes and outcomes of work-family conflict • The Impact of family on work • Examples of Work-Life initiatives • International perspectives • Dual-Career Role Play! • Age Group

  2. Work-Family Statistics (U.S. Bureau of Department of Labor, 1995; Census 2000) • Increase in Dual-Career Couples • Women make up approx. 47% of the labor force • 65% of all married couples are in dual-career relationships; 51% of couples with children in dual-relationships • (No census information on gay and lesbian couples.) • More Women with Young Children Work • In 1998, 59% of mothers with children under 1 yr. were in the labor force (Census Bureau, 1998). • About 75% of women will become pregnant during their working years (Ferber & O’Farrell, 1991) • More than 50% return to work before their child’s first birthday. (Ferber & O’Farrell, 1991). • Elder Care is an Issue(Davis & Krouze, 1994) • 64% of those caring for elderly are working age • Most caretakers are women

  3. Positive Effects of WORK on FAMILY(Greenhaus & Parasuraman, 1999) • Women’s employment related to emotional well being, particularly if she: • Wishes to work • Job is interesting and challenging • Employment related to income • Host of positive outcomes related to family income • Women’s employment need not have a negative effect on children. Impacted by: • Family income • Employment by choice or necessity? • Quality of childcare and age of child

  4. WORK-FAMILY CONFLICT(cf. Reviews by: Greenhaus & Parasuraman, 1999; Ferber & O’Farrell, 1991; Voydanoff, 1989) • DO WOMEN EXPERIENCE MORE WF CONFLICT? • Most studies found no gender differences in WF conflict, but studies where gender differences were found indicate that women report more WF conflict than men. • Lack of gender differences in work-family conflict may be due to women: • Self-selecting into less demanding occupations • Being less likely to report conflict • Being better at “multi-tasking”/coping. • Work-Family conflict greater than Family-Work conflict • Bring work conflict home more than bring home to work….

  5. WORK-FAMILY CONFLICT(Greenhaus & Parasuraman, 1999) • LESS WORK FAMILY CONFLICT Associated WITH MORE: • Income (buy support services) • Job Autonomy • Work Schedule Flexibility • Social Support (work and home) • Stable work demands • Egalitarian relationships • Women spend more time on domestic responsibilities than men.

  6. Other Effects of WORK on FAMILY(Greenhaus & Parasuraman, 1999; Ferber & O’Farrell, 1991; Voydanoff, 1989) • Most research examines effects of women’s employment on husband (little on the reverse!) • No effect or negative effect on husband’s well-being • Women’s employment associated with • Increased power in relationship • Higher Divorce Rates (AND) • Greater Marital Satisfaction • Moderators: • Financial Security • Educational level of partners • Both partners want wife to work • Presence of Children

  7. Impact of FAMILY on WORK: Penalty for Women, Bonus for Men • Marriage (Rosin & Korabik, 1990) Freidman & Greenhaus, 2000). • Married women more likely than unmarried to hold low-status and part-time jobs, • But married men occupied higher positions, earned more, and were more satisfied with their careers than unmarried men, even after controlling for men’s age. • Family(Tharenou et al, 1994; Freidman & Greenhaus, 2000). • Married women with children advanced less rapidly, earned less, and were less satisfied with their careers than women without children. • But men with children received more of these benefits than men without children; particularly if they were single earners (Brett, 1997; Schneer & Reitman, 1993).

  8. Impact of Family on Work:CHILDREN Greenhaus & Parasuraman, 1999; Ferber & O’Farrell, 1991 • Family Status affects Labor Force Participation • Enter workforce to support family • Number of hours worked increases with number of children. • Shortage and unreliability of Childcare (Fernandez, 1986). • Leads to Absenteeism and Tardiness. • Study of 5,000 employees in 5 companies: • 67% reported that child care interfered with work • 78% of absenteeism among mothers due to children’s illness • Family Status Impacts Relocation Decisions • Women more likely to be trailing spouse; less likely to accept relocation as part of job (Brett, Stroh & Reilly, 1990)

  9. WORK-LIFE INITIATIVES: FLEXIBLE WORK SCHEDULES(Lobel, 1999; Catalyst, 1996; www.catalystwomen.org) • Flexibility initiatives: • Part time - Compressed Work Week • Job share - Flexplace (full or part time) • Phased in work schedule following leave • Short increments of time off • Baxter Health Care Corp. (1999 Catalyst winner) • Baxter study found 49% of male and 39% of female employees reported looking for a new job because of work-family conflict. • Instituted flexible jobs (14% of employees use) • Work/life issues rated in performance appraisals, employee feedback & needs assessments • Conducts ongoing benchmarking of pioneers.

  10. Other Work-Life Initiatives (Lobel, 1999) • Dependent Care • Information and referral • On-site, near-site child care • Sponsors community based child-care • Child care consortium • Dependent care leave • Sick/emergency child or elder care services • Summer/holiday care program • Before/after school program • Paid Leaves of Absence • Parental (maternity and paternity) • Adoption • Family personal • Sabbatical

  11. More Work-Life Initiatives (Lobel, 1999) • Financial Benefits • Flexible spending accounts • Reimbursement of dependent care costs • Tuition or subsidy programs • Culture Change Initiatives • Needs assessment to identify work/life issues • Incorporate work-life items into employee attitude surveys • Benchmark other companies • Hold managers accountable for support flexibility • Other • Work-Life coordinator position in company • Work-Life seminars or workshops • Advisory task force, focus groups and support groups • Public support of work-life initiatives by CEO & top mgt.

  12. International Perspective (Kamerman, 1988):We’re so behind we think we’re ahead • Passage of Family Leave Acts • U.S.: FMLA passed in 1993 (12 weeks unpaid leave) • 1878: Germany; 1928: France; 1937: Denmark, Finland, Sweden. • GERMANY: • Paid leave of 6 weeks before and 8 weeks after childbirth. • Both parents eligible for 12 months of unpaid leave. • SWEDEN: • 9 months leave for both parents at 90% pay; additional 90 days of leave at flat rate by employer. • Eligible for up to 18 months additional unpaid leave; guaranteed same/equivalent position • 73% of children receive state-funded out-of-home care. • FRANCE: • 95% of children receive state-funded childcare.

  13. Dual Careers Role Play! (Powell,1994) • Instructions: • Form 3 person groups: Partner 1, Partner 2 and Observer • Instructor will distribute role descriptions • Conduct first role play (10 minutes) • Instructor will distribute new role descriptions • Conduct second role play (10 minutes) • Within group, discuss observer’s observations (see next slide) • Share insights with large group

  14. Dual Careers Role Play!(Powell,1994) • OBSERVER AND DISCUSSION GUIDE: • What was the range of solutions arrived at by the couples? • To what extent were these solutions satisfactory? • What behaviors restricted couples from reaching mutually satisfactory decisions? • What behaviors helped couples reach mutually satisfactory decisions?

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