As the COVID‐19 virus began to spread in the United States of America, states' child welfare administrators and policymakers responded differently. Some states implemented more restrictive policies, some less or did not require many restrictions (i.e., stay at home orders or masking in public spaces). Video‐based online focus groups with foster parents in four states utilized a consensual qualitative approach to identify themes relating to foster parenting during COVID‐19 and understand how policies related to COVID‐19 restrictions affected their caregiving decisions. Themes that emerged included pathways to foster parenting pre‐pandemic, the impact of COVID‐19 on both foster parents, children in care, and foster parents' ability to understand the broader importance of their caregiving. While participants in all of the states reported similar experiences relating to the need for resources and support and the challenge of managing both work and remote education for their children, those in states with restrictive policies were more likely to report pandemic‐specific concerns including a lack of agency communication or case progress, the mental health toll on foster children in their care and their concerns about accepting new placements. Implications for policy and practice are discussed.

This study utilized the PRISMA protocol to conduct a systematic review of the literature published in the United States from 1989 to 2018 to identify factors that affect foster parent retention. Foster parent perception of their own limitations within the child welfare system, the child welfare system’s ability to function fluidly, and the foster parents’ relationship with the agency affects retention. In addition, the lack of material resources or inadequacy of funding to cover the cost of services for the child was identified as a barrier to retention. Personal attributes such as flexibility, confidence, and motivation contributed to the caregiver retention as did attending pre-service and in-service training, and having peer support from an experienced foster parent.

Extending the integration of conservation of resources theory with the spillover–crossover model, we broaden the scope of types of organizational support by examining the influence of organizational support for adoption (OSFA) as a work resource that could benefit employees, their spouse, and their adopted child. Specifically, we examine how this resource of OSFA contributes to job incumbent work–family enrichment (WFE) and indirectly to a work outcome (i.e., affective commitment) and spills over to impact family outcomes (i.e., attachment, relationship tension, and family functioning). Further, we examine the crossover to the spouse through positive crossover transmission to his/her commitment to the job incumbent’s organization and his/her family outcomes. Using a matched sample of 592 couples that had adopted a child, we found that the resource of OSFA indirectly influences the job incumbent’s work and family outcomes as expected. Further, we found OSFA indirectly influences the spouse’s commitment to the job incumbent’s organization and the spouse’s family outcomes through WFE and positive crossover transmission. Evidence of the content and construct validity of OSFA is also presented. Implications, both theoretical and practical, and suggestions for future research are discussed. Practitioner points Employees who feel supported in their adoption by their organization are more committed to their organization. Organizations that provide support for adoptive employees indirectly influence their spouses’ commitment to the employees’ organization. Adoptive employees’ positive work experiences that result from organizational support for adoption spillover into their family domain. Children who are adopted can benefit indirectly from their parents’ employing organization when that organization supports the adoption in tangible ways.

While there may be no difference in terms of the love, care, and bond shared between parent and child, relationships created through adoption are often viewed less favorably in our society compared with those that possess a biological tie. Integrating minority stress and family systems theories, we seek to better understand working adoptive parents’ experiences and how the perceived stigma of being an adoptive parent negatively impacts a variety of work and family outcomes. Using a sample of 501 couples that adopted a child, we find that work–family conflict mediates the relationship between perceived adoption stigma and primary effects (i.e. job satisfaction and depression) as well as spillover effects (i.e. family satisfaction and parent–child bonding) for the job incumbent. Further, we find that the employee’s perceived adoption stigma also has crossover effects to their spouse, negatively impacting the spouse’s depression, family satisfaction, and parent–child bonding. Implications for theory and practice, limitations, and future research are discussed.

No abstract