Work Characteristics and the Preventive Health Behaviors and Subjective Health of Married Parents with Preschool Age Children

Pedersen, Daphne E.

doi:10.1007/s10834-014-9433-0

Cited by 9 publications

(22 citation statements)

References 104 publications

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“…Practical and effective institutional policies that allow nurses to participate in family life and reduce WFC, such as parental leave and flexible work schedules, are needed. In particular, prior research has shown that working schedules are the most important factor for preventive health behavior, and the subjective health status of married working women with young children supports this [ 41 ].…”

Section: Discussionmentioning

confidence: 99%

Effect of Sleep Quality and Depression on Married Female Nurses’ Work–Family Conflict

Hwang

2021

IJERPH

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Married female nurses experience work–family conflict (WFC) as they manage excessive work and various working-hour types while rearing children and tending household chores, and as a result, they continuously constantly deliberate over quitting their job or moving to a different workplace. Married nurses were found to have shorter sleep duration and sleep latency compared to single nurses, and high job stress not only hinders their family life but also causes sleep problems. Depression is a classic negative emotion experienced by married working women who must manage both work and family. This study aims to examine WFC in married female nurses and investigate its predictors, namely depression and sleep quality. A total of 229 married female nurses completed a Google questionnaire link consisting of the Work–Family Conflict Scale, Sleep-Quality Scale, and the Center for Epidemiologic Studies Depression Scale (CES-D). Data were analyzed by descriptive statistics, t-test, ANOVA, LSD post hoc test, Pearson’s correlation coefficients, and multiple regression using the SPSS/WIN 26.0 program. The average WFC score was 4.84 ± 1.12 (range 1–7); WFC showed a statistical difference according to a stage of the lifecycle (F = 7.12, p = 0.001) and perceived health (F = 12.01, p < 0.001). WFC was low among those in the non-parenthood stage of the lifecycle (β = −0.26, p < 0.001), those with good (β = −0.18, p = 0.011) or moderate perceived health (β = −0.15, p = 0.023), and those without turnover intention (β = −0.13, p = 0.016). On the other hand, WFC was high among those who were extremely dissatisfied with their job (β = 0.16, p = 0.008) and those who had a high level of depression (β = 0.22, p = 0.002); these variables explained 20.2% of WFC (F = 7.663, p < 0.001). Based on these results, subsequent studies should develop and implement coping programs that help reduce WFC and improve depression and sleep quality in married female nurses.

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Section: Discussionmentioning

confidence: 99%

Effect of Sleep Quality and Depression on Married Female Nurses’ Work–Family Conflict

Hwang

2021

IJERPH

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“…On the one hand, economic gains that commuting to work brings to the family, such as income, may have a positive effect on child outcomes (Kainz et al 2012), hence offsetting the negative impact of commuting. On the other hand, physical and psychological stress and reduced family time associated with commuting may erode the economic gains (Pedersen 2015).…”

Section: Theoretical Considerationmentioning

confidence: 99%

Fathers’ Commute to Work and Children’s Social and Emotional Well-Being in Germany

Pollmann‐Schult

2015

J Fam Econ Iss

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Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may be saved and copied for your personal and scholarly purposes. You are not to copy documents for public or commercial purposes, to exhibit the documents publicly, to make them publicly available on the internet, or to distribute or otherwise use the documents in public. If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence.

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“…Three of them had physicians as their respondents, while the rest did not. 28 , 29 , 30 , 31 , 32 , 33 , 34 , 35 …”

Section: Resultsmentioning

confidence: 99%

“…Research by Maraolo and Christiansen for example, showed that physical activity can be done properly if adequate places, facilities, time, 28 , 30 and support from supervisors as well as co‐workers are available. 32 , 33 , 35 Maraolo, mentioned activities during free time, maternity leave, 29 working hour flexibility as part of stress management. 33 , 34 Similarly, the study by Luthar using the ACG intervention 29 and by Apple using institution‐affiliated childcare 31 improved working mothers' time management which led to less stress.…”

Section: Resultsmentioning

confidence: 99%

Workplace wellness programs for working mothers: A systematic review

Ernawati

Mawardi

Roswiyani

et al. 2022

Journal of Occupational Health

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Background This systematic review aimed to uncover the evidence and benefits of employers' commitment to delivering workplace wellness programs for working mothers. Methods The articles published in PubMed, Embase, Scopus, and AgeLine‐Medline databases between 2012 and 2021 were searched to evaluate the workplace wellness programs for working mothers with at least one resultant wellness or wellbeing (e.g., physical health, less stress, mental health, burnout, depression, smoking, bullying, alcohol consumption, overweight), work‐life balance outcome, or job satisfaction. Results Eight studies that met the criteria were retrieved from databases. They showed some effective workplace wellness programs that can reduce depression, stress, and burnout, improve mental health, healthy behaviors, work‐family balance and work‐life balance. Working mothers participating in a workplace wellness program generally gain some benefits; one of which is reduced stress typically related to childcare, economic, and personal health issues. Conclusions The implementation of workplace wellness programs for working mothers showed positive effects on their health problems and health costs. These eight studies revealed that workplace wellness programs specifically designed for working mothers can lead to time efficiency by holding the programs in or near the workplace and implementing them during the workdays. This greatly suits the conditions of many working mothers whose limited time and energy to balance the household, family and work tasks.

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Work Characteristics and the Preventive Health Behaviors and Subjective Health of Married Parents with Preschool Age Children

Cited by 9 publications

References 104 publications

Effect of Sleep Quality and Depression on Married Female Nurses’ Work–Family Conflict

Effect of Sleep Quality and Depression on Married Female Nurses’ Work–Family Conflict

Fathers’ Commute to Work and Children’s Social and Emotional Well-Being in Germany

Workplace wellness programs for working mothers: A systematic review

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