Gender Differences in Employment and the Informal Care of Adults

Fredriksen, Karen I.

doi:10.1300/j074v08n02_04

Cited by 34 publications

(29 citation statements)

References 23 publications

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“…The background characteristics examined in this study, identified in earlier research as impacting caregiving stress, include gender (Fredriksen, 1996a;Kramer & Kipnis, 1995), race and ethnicity (Fredman, Daly, & Lazur, 1995;Hinton, Fox & Levkoff, 1999), job classification (Fredriksen & Scharlach, 1997), age (Scharlach & Fredriksen, 1994) and health status (Cochrane, Goering & Rogers, 1997;Pavalko & Woodbury, 2000;Sands & Goldberg, 1998).…”

Section: Conceptual Modelmentioning

confidence: 99%

“…Among the factors that have been found to contribute most to these caregiving outcomes include the extent of caregiver involvement and the specific care needs of the care recipient (Ory, Hoffman, Yee, Tennstedt, & Schulz, 1999;Stone & Short, 1990). Female caregivers and caregivers in poor health often demonstrate high levels of work adjustments to meet their adult care responsibilities (Fredriksen, 1996a;Starrells, Ingersoll-Dayton, Neal, & Yamada, 1995;Stone & Short, 1990). Adult children of the frail elderly with the heaviest caregiving responsibilities, the most demanding jobs and the highest frequency of work interferences report the highest levels of conflict regarding their ability to perform well in their caregiving and employment roles (Lechner, 1991).…”

Section: Introductionmentioning

confidence: 99%

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An Interactive Model of Informal Adult Care and Employment

Fredriksen-Goldsen¹,

Scharlach²

2006

Community, Work & Family

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This study examines a multifactorial model of caregiving strain and accommodations, utilizing a sample of 1,146 employed caregivers. Based on a theoretically derived resource and demand model of caregiving outcomes, stepwise multiple regression equations were utilized to assess the contribution of selected caregiver background characteristics, family and work demands, and resources. Demanding aspects of caregiving and work responsibilities were found to contribute the most to caregiving strain and to work and family accommodations. Caregiver health status, job control and co-worker support also contributed significantly to the regression models. These findings underscore that demands at home and at work both contribute to workÁ family strain, suggesting that interventions are not apt to be effective in reducing the stress on employed caregivers unless they directly reduce the growing time pressures and energy demands experienced by today's workers and family members.Keywords caregiving; work and family; adult care Cette étude analyse le degré de surmenage des auxiliaires de vie en utilisant un échantillon de 1.146 professionnels en activité. Basé sur un modèle conceptuel d'offre et de demande pour ce type de service, une série d'équations régressives par étape a été utilisée afin d'évaluer la prestation de l'échantillon analysé sur la base de ses caractéristiques sociaux démographiques, des charges familiales et professionnelles et des conditions de ressources. L'étude a prouvé que les caractéristiques contraignantes de ce type de profession ainsi que les responsabilités qui s'y rattachent contribuaient les plus au surmenage des auxiliaires de vie; cela ainsi que les aménagements nécessaires entre vie de famille et astreintes professionnelles. L'état de santé, le degré d'autonomie ainsi que le soutien potentiel des collègues de l'auxiliaire de vie ont également une incidence significative sur le modèle régressif. Ces conclusions soulignent que les contraintes domestiques associées a`celles du travail contribuent conjointement au surmenage tant dans le cadre familial que professionnel, suggérant que des interventions ne sont pas en mesure de réduire ce surmenage chez les auxiliaire de vie en activité, excepté si elles agissent directement en diminuant le stress lié aux contraintes de temps croissantes et aux exigences en énergie rencontrés par les auxiliaires de vie et leurs familles de nos jours.Mot clés Le surmenage; le travail (les responsibilitíes professionnelles) et la famille; le surmenage des auxiliares de vie

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Section: Conceptual Modelmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

An Interactive Model of Informal Adult Care and Employment

Fredriksen-Goldsen¹,

Scharlach²

2006

Community, Work & Family

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“…Gender disparity is acute in the financial comparisons between older women and men (Deviney & Solomon, 1995;Gonyea, 1994), and their social roles such as caregiving responsibilities (Fredriksen, 1996;Kingston & O'Grady-LeShane, 1993). Older women of color, the group that experiences ''triple jeopardy,'' encounter discrimination based upon ageism, sexism, and racism.…”

Section: Literature Review Multiple Jeopardymentioning

confidence: 99%

Knowledge of and Attitudes Toward Aging Among Non-Elders: Gender and Race Differences

Kropf

Cummings

DeWeaver

2000

Journal of Women & Aging

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“…Likewise, a review of studies conducted in the 1980s estimated that 7% to 12% of employees have elder-care responsibilities (Gorey, Rice, and Brice 1992). Care work remains strongly gendered, in both the amount and the type of care (Fredriksen 1996;Marks 1998). …”

mentioning

confidence: 99%

Combining Care Work and Paid Work

Pavalko

Henderson²

2006

Res Aging

142

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Demographic shifts mean that workers will increasingly face challenges of caring for ill or disabled family members. The authors use data from the National Longitudinal Survey of Young Women to assess whether employed women are more likely to leave the labor force when they start care work and whether access to workplace policies alters these patterns. They found that, as with earlier cohorts, employed women are more likely to leave the labor force after they start care work. Workers in jobs that provide access to flexible hours, unpaid family leave, and paid sick or vacation days are more likely to remain employed and maintain work hours over a two-year period, but access to job benefits has little impact on women's distress. Although most policies do not provide additional benefits for employed caregivers than for other workers, unpaid family leave does increase their employment retention.

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Gender Differences in Employment and the Informal Care of Adults

Cited by 34 publications

References 23 publications

An Interactive Model of Informal Adult Care and Employment

An Interactive Model of Informal Adult Care and Employment

Knowledge of and Attitudes Toward Aging Among Non-Elders: Gender and Race Differences

Combining Care Work and Paid Work

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