Session #10: Work and Family

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 (WOW 2009, DOL 2009; US Census 2010) • Increase in Dual-Career Couples • 65% of all married couples are in dual-career relationships. • 514,735 unmarried & 131,729 married same-sex partners (2010 Census) • More Women with Young Children Work • About 75% of women will become pregnant during their working years • More than 50% return to work before their child’s first birthday. • Reversed-Status Couples • 23% of couples: wife has greater education • 18% wife earned at least $5,000 more than husband • Elder Care and the “Sandwich Generation” • 64% of those caring for elderly are working age • Most caretakers are women (Dalirazar, 2007).

3. Positive Effects of WORK on FAMILY(Eby et al, 2005; Greenhaus & Parasuraman, 1999; Friedman & Greenhaus, 2005) • Work-Family Enrichment(Greenhaus & Powell, 2006) • Personal life can be enhanced by professional life - and vice versa • Parents “multitask” at home - spills-over to work • Positive outcomes related to family income and fulfilling professional roles (health, life satisfaction etc) • Employment related to emotional well being if: • Job is interesting and challenging • Employment by choice rather than necessity • Effect of women’s employment on children in dual earner homes influenced by: • Quality of childcare and age of child • Family income • Employment by choice rather than necessity

4. WORK-FAMILY CONFLICT(cf. Reviews by: Eby et al., 2005; Bryon, 2005; Greenhaus & Parasuraman, 1999) • DO WOMEN EXPERIENCE MORE WF CONFLICT? • Most studies find no gender differences in WF conflict, but studies where gender differences are 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 • One brings work concerns home more than bringing home concerns to work.

5. WORK-FAMILY CONFLICT(Greenhaus & Parasuraman, 1999; Byron, 2005; Friedman & Greenhaus, 2005) • LESS WORK FAMILY CONFLICT Associated WITH MORE: • Income (buy support services) • Job Autonomy and Stable Demands • Work Schedule Flexibility • Social Support (work and home) • Fair relationships with partner • Women spend more time on domestic responsibilities than men. • Mothers average 52 hrs per week on home & child care vs. fathers 23 hrs (Friedman & Greenhaus, 2005)

6. Other Effects of WORK on FAMILY(Greenhaus & Parasuraman, 1999; Byron, 2005; Eby et al., 2005) • 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:CHILDRENGreenhaus & Parasuraman, 1999; Kossek & Lambert, 2005 • 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 • Leads to absenteeism and tardiness; Study of 5,000 employees: • 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 • Catalyst Award winner Baxter Health Care 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.

9. WORK-LIFE INITIATIVES: (Catalyst, 2013; Kossek & Lambert, 2005) • 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 • Dependent Care • On-site, near-site & 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

10. More Work-Life Initiatives • 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.

11. International PerspectivesWe’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.

12. Dual Careers Role Play! (Powell,2000) • 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

13. Dual Careers Role Play!(Powell,2000) • 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?