The relationship of social support, role satisfaction, and self-efficacy to measures of role strain was explored in a sample of 129 married, employed women with at least 1 preschool-aged child. Self-efficacy in work and parental roles proved to be a significant predictor of these women's work-family conflict and role overload, respectively. In addition, satisfaction with their child care was related to significantly less anxiety about being separated from their young children. Spousal and supervisor support also accounted for significant variation in work-family conflict, but the impact of organizational support on role conflict was fully mediated by job self-efficacy.
This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated to affective commitment, and FIW was not related to either form of organizational commitment. Results also indicated that perceived organizational support exhibited a main effect on both types of commitment.
On the basis of a survey of 18,120 federal employees in dual-income households, six 5-stage hierarchical multiple regression analyses, controlling for 10 demographic variables, assessed the impact of child care, elder care, and gender on work-family balance and various facets of job satisfaction. Elder-care responsibility was associated with lower levels of satisfaction with perceived organizational support, pay, leave benefits, and work-family balance, whereas the negative main effects of child care were limited to leave benefits and work-family balance. However, child-care responsibility also interacted with gender: Its negative influence was greater on women's work-family balance and leave satisfaction. Decrements in satisfaction associated with dependent care on the "sandwich generation" were additive, not interactive.
Analysis of a 20-item measure of child-care satisfaction (CCS) revealed 3 interpretable factors: Caregiver Communication, Dependability, and Attentiveness. These CCS factors were used, along with employer sensitivity to child-care needs and spousal support, in hierarchical multiple regressions to predict various measures of work attitudes and role strain. Replicated across 2 samples of employed women, the CCS factors demonstrated differential patterns of relationships in which Caregiver Attentiveness was associated with lower professional-self role conflict and higher levels of affective organizational commitment and job satisfaction, whereas Caregiver Communication was associated with lower levels of both professional-parent conflict and maternal separation anxiety. These findings support the position that CCS is central to the functioning of employed mothers in both work and family domains.
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