Sponsor
This research was conducted as part of the Work, Family and Health Network (www. WorkFamilyHealthNetwork.org), which is funded by a cooperative agreement through the National Institutes of Health and the Centers for Disease Control and Prevention: Eunice Kennedy Shriver National Institute of Child Health and Human Development (Grant # U01HD051217, U01HD051218, U01HD051256, U01HD051276); National Institute on Aging (Grant # U01AG027669); the National Heart, Lung and Blood Institute (R01HL107240); Office of Behavioral and Social Sciences Research; and National Institute for Occupational Safety and Health (Grant # U01OH008788, U01HD059773). Grants from the William T. Grant Foundation, Alfred P. Sloan Foundation and the Administration for Children and Families have provided additional funding.
Published In
Journal of Humanities and Applied Social Sciences
Document Type
Article
Publication Date
10-2022
Subjects
Child care -- Research -- Data, Work-family conflict
Abstract
Purpose – Despite the proliferation of work–family research, a thorough understanding of family role status changes (e.g. the gaining of elder or child caregiving responsibilities) remain under-theorized and under-examined. The purpose of this paper is to conceptualize various forms of family role status changes and examine the ways in which these changes influence various employee outcomes.
Design/methodology/approach – Data were collected as part of the work–family health study. Using a longitudinal, three-wave study with two-time lags of 6 months (n = 151 family role status changes; n = 392 individuals with family role stability), this study uses one-way analysis of variance to compare mean differences across groups and multilevel modeling to examine the predictive effects of family role status changes.
Findings
Overall, experiences of employees undergoing a family role status change did not differ significantly from employees whose family role status remained stable over the same 12-month period. Separation/divorce predicted higher levels of family-to-work conflict.
Originality/value
The work raises important considerations for organizational science and human resource policy research to better understand the substantive effects of family role status changes on employee well-being.
Rights
Copyright (c) 2023 The Authors
This work is licensed under a Creative Commons Attribution 4.0 International License.
Persistent Identifier
https://archives.pdx.edu/ds/psu/40405
Citation Details
Perrigino, M. B., Kossek, E. E., Thompson, R. J., & Bodner, T. (2022). How do changes in family role status impact employees? An empirical investigation. Journal of Humanities and Applied Social Sciences, 4(5), 393-409.