Julie Robison Ph D Braceland Center for Mental

Julie Robison, Ph. D. Braceland Center for Mental Health and Aging Institute of Living/Hartford Hospital Hartford, CT

Balancing Work and Family What works?

How is work impacted by family issues? n Work in general: n Work in long term care facilities:

How is family life impacted by work issues? n n Family life in general: Families of staff in long term care facilities:

Women in the Work Force All Women n 1900 – 20% 1950 – 34% 1997 - 59% Married Women n 1900 - <6% 1950 - 20% 1997 - 61% U. S. Bureau of the Census

Working Families n n Dual Earner Families: 54% of all families 65% of married couples with children <18 59% of families with children < 6 n n Married mothers with children who work: 72%, child <18 65%, child <6 59%, child <1 Bureau of Labor Statistics, 1998

Moen, 2004. The New “Middle” Work Force

Culture Clash n Employment • bureaucratic • requires ordered, fixed schedules n Family life • individual • requires flexible, changing schedules

Culture Clash Unanticipated needs in family life don’t fit neatly into the available non-work time - sick child infant and preschooler schedules care of sick or older relatives personal health needs

Culture Clash Working parents in particular struggle with: - less time with children - less time with spouses - less leisure or personal time - ensuring predictable, stable environments for children while parents work

Culture Clash n family and personal time is even less available for single parents who work

Benefits of Combining Work and Family n Higher self-esteem n Higher life-satisfaction n n Positive impact on children, particularly girls, when mothers work more $$$$

Benefits of Combining Work and Family n Feelings of: • personal success (at work, in family and balancing the combination) • personal mastery (control over one’s life) • generativity (contributions to co-workers and society)

Job Characteristics that Improve Personal Well-Being n n n absence of physical or psychological pressures degree of challenge/self-direction job security control over one’s schedule good relationships with co-workers adequate income To the extent that jobs can be designed to include these elements, employees will be happier

Accommodations at Work for Family *primarily made by women when needed n sequential work: leaving work when children are born, returning when children are older n working part time can severely reduce benefits n not possible for many families who need full time income n

Accommodations at Work for Family (continued) n shift work: mothers or fathers work evening or night to cover child care • more commonly the mother who changes n selection of less involving occupation: job does not require extra hours, travel etc.

Accommodations in Family for Work *primarily made by women n delaying children or having fewer children • postpones family demands until career is more settled (but doesn’t eliminate them) n purchasing products/services • eating out, buying prepared foods, housecleaning and childcare

Spillover n n What about when either work or family life is particularly problematic? Negative spillover: problems in one area create problems in the other

Examples of Negative Spillover n Impact of divorce, family illness on work • distraction • attendance n Impact of disciplinary problems at work (too many call outs) on family • sending sick children to school • personal health problem or injury worsens

Examples of Positive Spillover can also be positive n n Support at home can help with work problems Work tasks can help with personal and practical issues at home

Women vs. Men Women report higher rates of both positive and negative spillover than men do

Corporate Responses that Reduce Turnover *Policies must be targeted to families’ needs n flexible work hours • part-time employment with pro-rated benefits • job sharing • family and medical leave n assistance with childcare: assistance in locating and screening providers, flexible spending accounts, linking with community providers for a discount, on-site childcare, resources and space for breastfeeding mothers

Corporate Responses that Reduce Turnover *Policies must be targeted to families’ needs Seminars on: stress management balancing work and family demands family-related facility policies Less successful, but may help in combination with family-friendly policies

Bottom Line Companies must recognize that family needs will impinge on work time for employees at times. Policies must be fair, but also supportive. In a female-dominated profession like nursing home care, employees will be disproportionately responsible for dealing with unexpected family problems.

What facility policies relate to work/family issues? What changes could be made to help staff balance work and family needs? Where do these changes fit in your facility’s priorities?