Trajectories of parental engagement in early childhood among dual-earner families: Effects on child self-control.

Ferreira, Tiago; Cadima, Joana; Matias, Marisa; Vieira, Joana; Leal, Teresa; Verschueren, Karine; Matos, Paula Mena

doi:10.1037/dev0000458

Cited by 30 publications

(24 citation statements)

References 54 publications

(150 reference statements)

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“…As children grow, physical care demands are replaced by parents' focus on supervision and enhancing cognitive (e.g., reading, homework) and socioemotional (e.g., friendships, emotion regulation) development. Research suggests that long work hours and high work–family conflict reduce this type of parent work (Ferreira et al, ; Viera et al, ). Yet others found that mothers' employment enhanced the quality of mothering for children from infancy to fifth grade and suggested that across social class levels, children benefited from mothers' multiple roles (e.g., worker, parent; Buehler, O'Brien, Swartout, & Zhou, ).…”

Section: Unpaid Work and Familiesmentioning

confidence: 99%

Work and Family in the Second Decade of the 21st Century

Perry‐Jenkins

Gerstel

2020

J of Marriage and Family

176

123

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In the second decade of the 21st century, research on work and family from multiple disciplines flourished. The goal of this review is to capture the scope of this work–family literature and to highlight both the valuable advances and problematic omissions. In synthesizing this literature, the authors show that numerous scholars conducted studies and refined theories that addressed gender, but far fewer examined racial and class heterogeneity. They argue that examining heterogeneity changes the understanding of work–family relations. After briefly introducing the broad social, political, and economic context in which diverse work–family connections developed, this review uses this context to address the following three main themes, each with subtopics: (a) unpaid work including housework, parenting as work, and kin work; (b) paid work including work timing and hours, money (i.e., motherhood penalty, fatherhood bonus, marriage bonus, kin care penalty), relationships (i.e., coworkers, supervisors), and work experiences (i.e., complexity, autonomy, urgency); and (c) work–family policies (i.e., scheduling and child care). Given the breadth of the work–family literature, this review is not exhaustive but, rather, the authors synthesize key findings on each topic followed by a critique, especially with regard to the analyses of differences and inequalities around gender, race, ethnicity, and social class.

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Section: Unpaid Work and Familiesmentioning

confidence: 99%

Work and Family in the Second Decade of the 21st Century

Perry‐Jenkins

Gerstel

2020

J of Marriage and Family

176

123

View full text Add to dashboard Cite

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“…Researchers have long been concerned with the effects of work–family conflict on children. This research on parenting and work–family conflict has found that a parent’s work–family conflict is related to children’s mental health (Dinh et al, 2017), emotion regulation and lability (Matias et al, 2017), externalizing and internalizing behaviors (Hart & Kelley, 2006; McLoyd, Toyokawa, & Kaplan, 2008; Vieira, Matias, Ferreira, Lopez, & Matos, 2016), self-control (Ferreira et al, 2018), and work centrality (Lim & Kim, 2014). Reducing a parent’s work–family conflict can improve outcomes for children.…”

Section: Work–family Conflictmentioning

confidence: 99%

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

Loftus

Droser

2020

Journal of Family Issues

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This study examined the relationship between parent and young adult child perceptions of parental work–family conflict and work and family satisfaction. Data were collected from 112 parent–child dyads, and children perceived parents to experience significantly more strain-based work–family conflict than parents reported. Parent and child did not differ in ratings of five other dimensions of parent’s work–family and family–work conflict. Parent and child ratings of the parent’s experience of all three dimensions of work–family conflict and one of three dimensions of family–work conflict were positively correlated. Four actor–partner interdependence models using multilevel modeling tested dyadic effects of work–family or family–work conflict on work or family satisfaction. Negative actor effects were found for behavior-based work–family and family–work conflict and for strain-based family–work conflict on family satisfaction. Negative actor effects existed for behavior-based work–family and family–work conflict on work satisfaction, and behavior-based work–family conflict also had a negative partner effect on work satisfaction.

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“…This process has gained significant interest among work–family researchers in multiple disciplines (Powell, Greenhaus, Allen, & Johnson, 2019). Taken together, role blurring and work‐to‐family conflict reflect chronic stressors that have been linked to detrimental health outcomes (Dettmers, Bamberg, & Seffzek, 2016; O'Donnell et al, 2019) and other family‐related strain, such as reduced marital quality (Voydanoff, 2005b) and parental engagement with children (Ferreira et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

Badawy

Schieman

2020

J of Marriage and Family

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ObjectiveThis study investigates how status gains in job authority over time are related to three work‐ and family‐related stressors: job pressure, role blurring, and work‐to‐family conflict.BackgroundFamily scholars have long been interested in identifying work conditions as sources of change and stress in family life. Sociologists have devoted much effort in understanding the consequences of stratification for stress exposure—especially for those individuals with status‐based disadvantages. The present study advances work–family research by shifting focus to the status‐based stress exposure of individuals who transition into higher status positions in the workplace.MethodThis study uses four waves of panel data from the Canadian Work, Stress, and Health Study from 2011 to 2017 (N = 8,240 observations in pooled analysis). We use fixed effects regression techniques to analyze this diverse sample of Canadian workers with multi‐item measures of focal variables.ResultsWe find that increases in job authority are associated with increases in job pressure, role blurring, and work‐to‐family conflict. Moreover, we find that supervisor support is an effective workplace resource to alleviate some of the stress that comes with greater workplace power.ConclusionThese findings highlight nuances embedded in the status boost of gaining greater authority in the workplace by revealing some of its downsides for work‐related pressures and strains in the work–family interface. We discuss the implications of these results for stratification and work–family stress research by integrating insights from the stress of higher status and job demands–resources models.

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Trajectories of parental engagement in early childhood among dual-earner families: Effects on child self-control.

Cited by 30 publications

References 54 publications

Work and Family in the Second Decade of the 21st Century

Work and Family in the Second Decade of the 21st Century

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

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