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
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).
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
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.
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)
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
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).
Impact of Family on Work: CHILDREN Greenhaus & 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.
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
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.
International Perspectives 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.
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
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?
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