A Fresh Look at Socio-demographics in Work-Family Conflict: A Cluster Analysis Approach.

An important gap in work-family literature is the understanding of how socio-demographic variables, such as sex, age, hours worked, age of youngest child, and household income may relate to work-family conflict. Using data from 667 individuals and longitudinal data from 1,007 caregivers, separate exploratory cluster analysis by gender provided a three cluster solution for caregiving men, non-caregiving men, and caregiving women and a four cluster solution for non-caregiving women. Differences in work interfering with family were found in the caregiving men, caregiving women, and non-caregiving women clusters. Non-caregiving men, non-caregiving women, and caregiving women had differential levels of family interfering with work by cluster. Cohen's D revealed that age had the largest effect size between clusters for individuals and caregivers. Findings and implications are discussed.

Understanding the Correlates between Care-Recipient Age and Caregiver Burden, Work-family Conflict, Job Satisfaction, and Turnover Intentions.

Although the caregiver literature has explored a wide array of different variables, there is a gap in research on how demographics of the care recipient affect their caregiver. Using data from a diverse sample of 1,007 unpaid caregivers, individuals were separated into four groups based on care recipient age; childcare, adultcare, eldercare, and those with care recipients from multiple age categories. Then, following previous literature, childcare was split into four groups based on the age of the youngest child cared for (0-2 years; 3-5 years; 6-12 years; and 13-17 years). Group differences were found in work-family conflict (time) and five types of caregiver burden. Specifically, time-dependence burden differed most between groups with caregivers of children (0-2 years) having the highest levels and caregivers of children (13-17) having the lowest levels. There were no differences found between groups for job satisfaction, turnover intentions, or family-work conflict. Additional differences were found when considering caregivers' gender. This research is an exploratory step in understanding how age of care recipient relates to different outcomes for caregivers. Implications are discussed.

Is work keeping us from acting healthy? How workplace barriers and facilitators impact nutrition and exercise behaviors.

The purpose of this study was to identify common barriers and facilitators to healthy nutrition and exercise behaviors in the workplace and examine their relationships to those actual daily health behaviors. We utilized a concurrent embedded mixed methods approach to collect data from 93 participants over the span of four days. Participants reported 2.80 nutrition and 3.28 exercise barriers on average over the 4 days, while reporting 2.93 nutrition and 1.98 exercise facilitators in the same timeframe. Results indicated that workload and temptations around the office prevented nutritious eating; exercise behaviors were frequently hindered by workload. The most commonly mentioned eating facilitator was proper planning, while having time to exercise facilitated physical activity. Furthermore, the number of barriers reported negatively related to their respective health behaviors (i.e., more nutrition barriers translated to poorer nutrition habits) and facilitators were positively related to them, both overall and more so on the specific day they were reported. The implications of these finding show the importance of barriers/facilitators in the workplace and aid in the creation of more targeted health promotion that could increase positive employee health behaviors by eliminating common barriers and enhancing facilitators.

A qualitative study of stress in individuals self-employed in solo businesses.

This qualitative study involved 54 individuals who were self-employed in a variety of solo businesses. All participants were administered a semistructured interview that inquired into various aspects of their work experience with the data subject to reliability and validity checks. The study identified stressful incidents, coping strategies, and emotional strains arising from those stressful incidents. Uncertainty about income was a common background stressor. Recent specific stressors included dramatic slowdowns in business, reputational threat, betrayal, unreasonable customers, and medical problems. Commonly occurring strains included apprehension/anxiety, frustration, anger, and sadness/depression. The self-employed used problem-focused coping much more often than emotion-focused coping. We also identified a third kind of coping that we labeled humanitarian coping. A number of questions/hypotheses for future research emerged, including identifying (a) a tipping point bearing on when the psychological benefits of self-employment (e.g., autonomy) are overtaken by business losses outside the individual's control and (b) the coping strategies that are most useful in managing work-related stressors.

What qualitative research has taught us about occupational stress.

While many reviews of job stress and the stressor­strain relationship have been conducted, such reviews typically focus exclusively on quantitative data. In the current paper, we review qualitative studies on occupational stress that met two criteria: (1) the studies employed qualitative methods; (2) the stressors, strains and/or coping strategies were grouped into identifiable, higher-order categories. Results indicated that the nature of the stressors experienced varied by (a) occupation, (b) country, (c) seniority and (d) gender. The review further revealed that organizational constraints, work overload and interpersonal conflict were relatively universal stressors. Anger and annoyance were the most frequently reported psychological strains in the United States and the United Kingdom, while Chinese workers exhibited tension and anxiety and Indian workers exhibited acceptance. Coping strategies also varied by gender, occupation and country. Research on gender differences suggested that, compared to men, women tended to report more interpersonal stressors. Differences in the ways in which the two types of methodologies are applied, as well as their relative strengths and weaknesses, underline the value of qualitative approaches to the study of occupational stress, especially when used in conjunction with quantitative methods in mixed-methods studies.