Employees’ eldercare demands, strain, and perceived support

Zacher, Hannes; Schulz, Heiko

doi:10.1108/jmp-06-2013-0157

Cited by 34 publications

(45 citation statements)

References 34 publications

(74 reference statements)

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“…Organizations that adopt and promote eldercare-related policies and programs can reduce employed caregivers' strain, keep them engaged in the organization, and prevent reductions in work productivity; this would also likely lead to greater perceptions of organizational support for ECDs by employees, ultimately leading to better healthrelated and work-related outcomes (Brown & Pitt-Catsouphes, 2015;Zacher & Schulz, 2015;Zacher & Winter, 2011). Moreover, organizations that help employees accommodate this outside-work experience are likely to benefit from their increased commitment and enhanced morale due to the positive impact of eldercare.…”

Section: Self-rated Healthmentioning

confidence: 99%

Associations of eldercare and competing demands with health and work outcomes among manufacturing workers

Dugan

Fortinsky

Barnes-Farrell

et al. 2016

Community, Work & Family

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Section: Self-rated Healthmentioning

confidence: 99%

Associations of eldercare and competing demands with health and work outcomes among manufacturing workers

Dugan

Fortinsky

Barnes-Farrell

et al. 2016

Community, Work & Family

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“…From this angle, FSSBs may alleviate the burden of elderly care for these subordinates by providing a platform where these employees benefit from FSSBs; for example, in a work context where they can discuss family-related issues with their supervisors, benefit from family-oriented flexible work schedules without jeopardizing their careers, and receive instrumental support to learn how to deal with the caring needs of the elderly (Hammer et al, 2009). Thus, subordinates who are caregivers of their elderly parents are more likely to make use of FSSBs, with positive downstream consequences on their overall health and satisfaction with their work-life balance (Zacher & Schulz, 2015).…”

Section: The Moderating Role Of Elderly Care Responsibilitiesmentioning

confidence: 99%

FSSBs and Elderly Care: Exploring the Role of Organizational Context on Employees’ Overall Health and Work–Family Balance Satisfaction

et al. 2019

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Fierce competition coupled with an increasing presence of dual-earning couples and blurred boundaries between work and family, increasingly render work-family lives of employees important. In this context, one strategy to enable employees achieve greater work-family interface is via Family Supportive Supervisor Behaviors (FSSBs), defined as supervisors' informal discretion to implement family-friendly policies at work. Inspired by the growth in research on FSSBs, the over-arching goal of this study is to explore (a) the triggers of FSSBs from an organizational context perspective and (b) the role of FSSBs as a mechanism to translate the impact of organizational context on subordinates' overall health and work-family balance satisfaction. Furthermore, we expand our model by integrating the (c) role of supervisors' and subordinates' elderly care responsibilities as an individual boundary condition to explain how the FSSBs unfold and for whom they are most effective. Using the Work-Home Resources model (i.e., W-HR model; Ten Brummelhuis & Bakker, 2012), we test our hypotheses with matched data of subordinates and their supervisors collected in El Salvador and Peru. Our model was largely supported. Findings point to the importance of organizational and supervisor support as well as the importance of involvement with elder-care responsibilities in driving FSSBs and enhancing employee perceptions of health and their work-family balance satisfaction.

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“…The benefits include less absenteeism, less turnover, higher levels of employee retention, being better able to attract and recruit new employees, higher levels of employee job satisfaction, higher levels of organizational engagement and commitment, improved job performance and productivity, and employees with better psychological and physical health. Zacher and Schulz (2015), in a sample of 100 employed caregivers in Germany, examined the role of perceived support from three sources (organization, supervisor, coworkers) on the eldercare demands-strain relationship. Eldercare demands were measured by the number of hours spent per week on eldercare-related activities, while strain was measured by psychosomatic complaints.…”

Section: Why Organizations Should Carementioning

confidence: 99%

The sandwich generation: individual, family, organizational and societal challenges and opportunities

Burke

2017

The Sandwich Generation

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This collection addresses the challenge of balancing work and multigenerational caregiving responsibilities as an increasing number of employed women and men raise young children, support adult children, and care for aging parents while managing their own household and work responsibilities. This phenomenon is known as the sandwich generation. The term "sandwich generation" now appears in several dictionaries (e.g., Merriam-Webster, Oxford English), numerous government and media reports, and countless academic publications, becoming part of our everyday lexicon. The term first appeared in the published literature in Miller (1981). Chisholm (1999, p. 178) writes in offering a definition that "The sandwich generation refers to individuals who, by dint of circumstances, find themselves in the position of being caregivers for their young children, and/or adult children and care for one or both of aging parents." Working couples caring for children and aging parents have been called the sandwich generation or the sandwiched generation for over 25 years, with the phenomenon receiving increasing research attention over the past decade. These couples are sandwiched between the needs of children, parents and workplaces. Addressing the needs of these individuals and roles has been found to be stressful (Hammer and Neal, 2008; Duxbury and Dole, 2014). Carers UK (2013) estimated that by 2050 there would be three times more people of working age looking after 2 billion aging family members. Caregiving and careers tend to rise at roughly the same time, between 45 and 65. Thus eldercare has become an important topic. Older people also give care to their grandchildren or are custodial grandparents. In the US, 55 percent of all children under 18 lived in a household maintained by their grandparents. The National Alliance for Caregiving and the American Association of Retired Persons (2004) reported that 21 percent of the US population provides family caregiving to someone over 18 years of age. Seventy-nine

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Employees’ eldercare demands, strain, and perceived support

Cited by 34 publications

References 34 publications

Associations of eldercare and competing demands with health and work outcomes among manufacturing workers

Associations of eldercare and competing demands with health and work outcomes among manufacturing workers

FSSBs and Elderly Care: Exploring the Role of Organizational Context on Employees’ Overall Health and Work–Family Balance Satisfaction

The sandwich generation: individual, family, organizational and societal challenges and opportunities

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