The Use of Workplace Eldercare Programs by Employed Caregivers

Abstract

Workplace eldercare programs have become a more common component of the work-family benefit package of employers in recent years. This pilot study examines the correlates of caregiving employees' use of workplace eldercare programs. Phone surveys were conducted with 115 employed caregivers; both users and nonusers were interviewed. Findings suggest that use is related to both the type of caregiving situation in which an employee is involved and the work-related burdens of the caregiving experience. The research and practice implications of the study are discussed.

Caregiving and Work: Consequences, Correlates, and Workplace Responses

“…In another study, Ingersoll-Dayton, Chapman, & Neal (1990) evaluated employed caregivers' views of the effectiveness of a set of workplace-based interventions (educational seminars, discussion/support groups, care management services, and one-on-one peer support) with respect to a variety of outcome measures. In a third study, Wagner and Hunt (1994) compared employees who used workplace-based services with those who did not use these services.…”

“…The decisions and factors related to employees' use of a workplace program offered by two employers were examined by Wagner and Hunt (1994). The same vendor provided elder care services to both of the employers.…”

Employer Perceptions of Elder Care Assistance Programs

“…Respondents indicated that the greatest barrier to establishing elder care programs was cost, with nearly 40% of human resource managers indicating that elder care programs were too costly for their organization and one-third saying that they believed there would not be enough employees utilizing elder care benefits to justify establishing the programs (Burke, 2003). Indeed, evidence suggests that utilization of such programs is relatively low, with only about 2% to 3% of eligible employees using the services each year (Frederico, 2004;Levy, Pickering, Gaston, & Eldercare Task Force, 2003;Wagner & Hunt, 1994).…”

The nature of work family conflict: A review and agenda for future research

“…It is related to flexible work options (e.g., Milliken et al, 1998;Baltes et al, 1999), organisational support such as such temporal flexibility, operational flexibility, and supportive supervision (e.g., Clark , 2001;Allen, 2001), a compressed working week (e.g. Baltes et al, 1999), financial work family benefits (e.g., Milliken et al, 1998), informal working accommodation such as rearranging work schedules, taking work home, bringing kids to work (e.g., Behson, 2002), childcare (e.g., Goff et al, 1990;Kossek and Nichol, 1992), eldercare assistance (e.g., Wagner and Hunt, 1994;Goodstein, 1995), telecommuting (e.g., Bailey and Kurland, 2002), flexible career paths (e.g., Honeycutt and Rosen,1997), and the adoption of various strategies such as avoidance strategies (e.g., Goodstein, 1994). In 1995, Grover and Crooker (1995) examined the effects of four work family practices: flexible hours/ schedules; information about childcare assistance; assistance with childcare costs; and maternity/paternity leave.…”

“…For example, extended family is a unique feature of collectivistic cultures. Most Western researchers speak about the childcare and eldercare policies of organisations (e.g., Goff et al, 1990;Wagner and Hunt, 1994;Goodstein, 1995). However, this may not be the best solution to alleviate work family conflict in collectivistic cultures as there is greater family support in collectivist culture due to the extended family members living in the household, and sharing household chores, childcare etc (Agarwala et al, 2014).…”