@article {doi:10.2105/AJPH.2023.307413, title = {Employee Cardiometabolic Risk Following a Cluster-Randomized Workplace Intervention From the Work, Family and Health Network, 2009{\textendash}2013}, journal = {American Journal of Public Health}, volume = {113}, number = {12}, year = {2023}, pages = {1322-1331}, abstract = {Objectives. To examine whether workplace interventions to increase workplace flexibility and supervisor support and decrease work{\textendash}family conflict can reduce cardiometabolic risk. Methods. We randomly assigned employees from information technology (n = 555) and long-term care (n = 973) industries in the United States to the Work, Family and Health Network intervention or usual practice (we collected the data 2009{\textendash}2013). We calculated a validated cardiometabolic risk score (CRS) based on resting blood pressure, HbA1c (glycated hemoglobin), HDL (high-density lipoprotein) and total cholesterol, height and weight (body mass index), and tobacco consumption. We compared changes in baseline CRS to 12-month follow-up. Results. There was no significant main effect on CRS associated with the intervention in either industry. However, significant interaction effects revealed that the intervention improved CRS at the 12-month follow-up among intervention participants in both industries with a higher baseline CRS. Age also moderated intervention effects: older employees had significantly larger reductions in CRS at 12 months than did younger employees. Conclusions. The intervention benefited employee health by reducing CRS equivalent to 5 to 10 years of age-related changes for those with a higher baseline CRS and for older employees. Trial Registration. ClinicalTrials.gov~Identifier: NCT02050204. (Am J Public Health. 2023;113(12):1322{\textendash}1331. https://doi.org/10.2105/AJPH.2023.307413)}, doi = {10.2105/AJPH.2023.307413}, url = {https://ajph.aphapublications.org/doi/abs/10.2105/AJPH.2023.307413}, author = {Lisa F. Berkman and Kelly, Erin L. and Hammer, Leslie B. and Frank Mierzwa and Bodner, Todd and McNamara, Tay and Koga, Hayami K. and Lee, Soomi and Marino, Miguel and Klein, Laura C. and McDade, Thomas W. and Hanson, Ginger and Moen, Phyllis and Buxton, Orfeu M.} } @article {1653195, title = {An Alpha, Beta and Gamma Approach to Evaluating Occupational Health Organizational Interventions: Learning from the Measurement of Work-Family Conflict Change}, journal = {Occup Health Sci.}, volume = {online ahead of print}, number = {19 August 2022}, year = {2022}, pages = {1-31}, abstract = {Given the rapid growth of intervention research in the occupational health sciences and related fields (e.g. work-family), we propose that occupational health scientists adopt an {\textquotedblleft}alpha, beta, gamma{\textquotedblright} change approach when evaluating intervention efficacy. Interventions can affect absolute change in constructs directly (alpha change), changes in the scales used to assess change (beta change) or redefinitions of the construct itself (gamma change). Researchers should consider the extent to which they expect their intervention to affect each type of change and select evaluation approaches accordingly. We illustrate this approach using change data from groups of IT professionals and health care workers participating in the STAR intervention, designed by the Work Family Health Network. STAR was created to effect change in employee work-family conflict via supervisor family-supportive behaviors and schedule control. We hypothesize that it will affect change via all three change approaches{\textemdash}gamma, beta, and alpha. Using assessment techniques from measurement equivalence approaches, we find results consistent with some gamma and beta change in the IT company due to the intervention; our results suggest that not accounting for such change could affect the evaluation of alpha change. We demonstrate that using a tripartite model of change can help researchers more clearly specify intervention change targets and processes. This will enable the assessment of change in a way that has stronger fidelity between the theories used and the outcomes of interest. Our research has implications for how to assess change using a broader change framework, which employs measurement equivalence approaches in order to advance the design and deployment of more effective interventions in occupational settings.}, url = {https://doi.org/10.1007/s41542-022-00122-y}, author = {Livingston, Beth and Pichler, Shaun and Kossek, Elizabeth E. and Thompson, Rebecca J. and Bodner, Todd} } @article {1615132, title = {Effects of a workplace intervention on daily stressor reactivity}, journal = {Journal of Occupational Health Psychology}, year = {2021}, abstract = {Heightened affective and physical reactions to daily stressful events predict poor long-term physical and mental health outcomes. It is unknown, however, if an experimental manipulation designed to increase interpersonal resources at work can reduce associations between daily stressors and physical and affective well-being. The present study tests the effects of a workplace intervention designed to increase supervisor support for family and personal life and schedule control on employees{\textquoteright} affective and physical reactivity to daily stressors in different domains (i.e., work, home, interpersonal, and noninterpersonal stressors). Participants were 102 employed parents with adolescent children from an information technology (IT) division of a large U.S. firm who participated in the Work, Family, and Heath Study. Participants provided 8-day daily diary data at baseline and again at a 12-month follow-up after the implementation of a workplace intervention. Multilevel models revealed that the intervention significantly reduced employees{\textquoteright} negative affect reactivity to work stressors and noninterpersonal stressors, compared to the usual practice condition. Negative reactivity did not decrease for nonwork or interpersonal stressors. The intervention also did not significantly reduce positive affect reactivity or physical symptom reactivity to any stressor type. Results demonstrate that making positive changes in work environments, including increasing supervisor support and flexible scheduling, may promote employee health and well-being through better affective responses to common daily stressors at work.}, url = {https://psycnet.apa.org/doiLanding?doi=10.1037\%2Focp0000297}, author = {Leger, Kate A and Lee, Soomi and Chandler, Kelly D and Almeida, David M} } @article {doi:10.1080/02678373.2021.1969476, title = {Organisational- and group-level workplace interventions and their effect on multiple domains of worker well-being: A systematic review}, journal = {Work \& Stress}, year = {2021}, pages = {1-30}, publisher = {Routledge}, abstract = {As a social determinant of health, work influences the health and well-being of workers. Interventions to change the conditions of work are an important complement to individually-focused wellness initiatives. This systematic literature review identified organisational- and group-level workplace intervention studies using experimental or quasi-experimental designs. It considered 83 studies with well-being outcomes that span the mental health continuum from ill-being to positive mental health, including context-free well-being (e.g. psychological distress), work-specific well-being (e.g. job satisfaction), and work-family well-being (e.g. work-family conflict). Interventions were categorised into four types: flexible work and scheduling changes; job and task modifications; relational and team dynamic initiatives; and participatory process interventions. There is significant heterogeneity in conceptualisation and measurement of well-being with job satisfaction being most commonly measured. Our review finds that strategies aiming to change work conditions have the potential to improve working well-being with demonstrable effects in all three well-being domains. Regardless of type, interventions involving increased control and opportunities for workers{\textquoteright} voice and participation more reliably improve worker well-being, suggesting these components are critical drivers of well-being. We recommend further research incorporate process evaluation to clarify how interventions create positive changes and examine the conditions in which specific interventions may be most effective.}, doi = {10.1080/02678373.2021.1969476}, url = {https://doi.org/10.1080/02678373.2021.1969476}, author = {Kimberly E. Fox and Sydney T. Johnson and Lisa F. Berkman and Marjaana Sianoja and Soh, Yenee and Kubzansky, Laura D. and Kelly, Erin L.} } @article {doi:10.1080/02678373.2021.1888821, title = {Not just work-to-family conflict, but how you react to it matters for physical and mental health}, journal = {Work \& Stress}, year = {2021}, pages = {1-17}, publisher = {Routledge}, abstract = {ABSTRACT Individuals with higher work-to-family conflict (WTFC) in general are more likely to report poorer physical and mental health. Less research, however, has examined the daily implications of WTFC, such as whether individuals{\textquoteright} reactions to minor WTFC day-to-day (e.g. missing family dinner due to work obligation) are associated with health outcomes. We examined whether affective reactivity to daily WTFC was associated with poorer sleep, health behaviours, and mental health in a sample who may be particularly vulnerable to daily WTFC. Employed parents in the IT industry with adolescent-aged children (N = 118, Mage = 45.01, 44.07\% female) reported daily WTFC and negative affect on 8 consecutive days, in addition to completing a survey that assessed sleep, health behaviours (smoking, drinking, exercise, fast food consumption), and psychological distress. Multilevel modelling outputted individual reactivity slopes by regressing daily negative affect on the day{\textquoteright}s WTFC. Results of general linear models indicated that affective reactivity to WTFC was associated with poorer sleep quality and higher levels of psychological distress {\textendash} even when controlling for average daily negative affect on non-WTFC days. Individual differences in reactivity to daily WTFC have implications for health. Interventions aimed to reduce daily WTFC and reactivity to it are needed.}, doi = {10.1080/02678373.2021.1888821}, url = {https://doi.org/10.1080/02678373.2021.1888821}, author = {Lawson, Katie M. and Lee, Soomi and Danka Maric} } @magazinearticle {1518118, title = {Fixing the Overload Problem at Work}, journal = {MIT Sloan Management Review}, number = {Reprint $\#$61404}, year = {2020}, author = {Kelly, Erin and Moen, Phyllis} } @book {1518113, title = {Overload: How Good Jobs Went Bad and What We Can Do about It}, year = {2020}, pages = {336}, publisher = {Princeton University Press}, organization = {Princeton University Press}, address = {Princeton, New Jersey}, abstract = { Today{\textquoteright}s ways of working are not working{\textemdash}even for professionals in {\textquotedblleft}good{\textquotedblright} jobs. Responding to global competition and pressure from financial markets, companies are asking employees to do more with less, even as new technologies normalize 24/7 job expectations. In Overload, Erin Kelly and Phyllis Moen document how this new intensification of work creates chronic stress, leading to burnout, attrition, and underperformance. {\textquotedblleft}Flexible{\textquotedblright} work policies and corporate lip service about {\textquotedblleft}work-life balance{\textquotedblright} don{\textquoteright}t come close to fixing the problem. But this unhealthy and unsustainable situation can be changed{\textemdash}and Overload shows how. Drawing on five years of research, including hundreds of interviews with employees and managers, Kelly and Moen tell the story of a major experiment that they helped design and implement at a Fortune 500 firm. The company adopted creative and practical work redesigns that gave workers more control over how and where they worked and encouraged managers to evaluate performance in new ways. The result? Employees{\textquoteright} health, well-being, and ability to manage their personal and work lives improved, while the company benefited from higher job satisfaction and lower turnover. And, as Kelly and Moen show, such changes can{\textemdash}and should{\textemdash}be made on a wide scale. Complete with advice about ways that employees, managers, and corporate leaders can begin to question and fix one of today{\textquoteright}s most serious workplace problems, Overload is an inspiring account about how rethinking and redesigning work could transform our lives and companies. }, author = {Kelly, Erin and Moen, Phyllis} } @article {doi:10.1002/smi.2941, title = {Associations among patient care workers{\textquoteright} schedule control, sleep, job satisfaction and turnover intentions}, journal = {Stress and Health}, volume = {n/a}, number = {n/a}, year = {2020}, abstract = {Healthcare is the fastest growing occupational sector in America, yet patient care workers experience low job satisfaction, high turnover, and susceptibility to poor sleep compared to workers in other jobs and industries. Increasing schedule control may be one way to help mitigate these issues. Drawing from conservation of resources theory, we evaluate associations among schedule control (i.e. a contextual resource), employee sleep duration and quality (i.e. personal resources), job satisfaction, and turnover intentions. Patient care workers who reported having more schedule control at baseline reported greater sleep duration and sleep quality 6 months later, as well as higher job satisfaction and lower turnover intentions 12 months later. Workers who experienced greater sleep sufficiency (i.e. feeling well-rested) reported higher job satisfaction 6 months later, and workers who experienced fewer insomnia symptoms (i.e. trouble falling and staying asleep) reported lower turnover intentions 6 months later. The association between schedule control and job satisfaction was partially mediated by greater sleep sufficiency, though this effect was small. Providing patient care workers with greater control over their work schedules and opportunities for improved sleep may improve their job attitudes. Results were not replicated when different analytical approaches were performed, so findings should be interpreted provisionally.}, keywords = {Job Satisfaction, Patient Care, Schedule control, Sleep duration, Sleep quality, turnover intentions}, doi = {10.1002/smi.2941}, url = {https://onlinelibrary.wiley.com/doi/abs/10.1002/smi.2941}, author = {Brossoit, Rebecca M. and Crain, Tori L. and Hammer, Leslie B. and Lee, Soomi and Bodner, Todd E. and Buxton, Orfeu M.} } @article {doi:10.1080/13668803.2019.1616532, title = {Involuntary vs. voluntary flexible work: insights for scholars and stakeholders}, journal = {Community, Work \& Family}, volume = {22}, number = {4}, year = {2019}, pages = {412-442}, publisher = {Routledge}, abstract = {ABSTRACTBuilding on insights from the early stages of our research partnership with a U.S. Fortune 500 organization, we came to differentiate between voluntary and involuntary schedule variability and remote work. This differentiation underscores the complexity behind flexible schedules and remote work, especially among white-collar, salaried professionals. We collected survey data among the partner firm{\textquoteright}s information technology (IT) workforce to evaluate whether these forms of flexibility had different implications for workers, as part of the larger Work, Family, and Health Network Study. We find that a significant minority of these employees report working variable schedules and working at home involuntarily. Involuntary variable schedules are associated with greater work-to-family conflict, stress, burnout, turnover intentions, and lower job satisfaction in models that adjust for personal characteristics, job, work hours, family demands, and other factors. Voluntary remote work, in contrast, is protective and more common in this professional sample. Employees working at least 20\% of their hours at home and reporting moderate or high choice over where they work have lower stress and intentions to leave the firm. These findings point to the importance of both stakeholders and scholars distinguishing between voluntary and involuntary forms of flexibility, even in a relatively advantaged workforce.}, doi = {10.1080/13668803.2019.1616532}, url = {https://doi.org/10.1080/13668803.2019.1616532}, author = {Kaduk, Anne and Kelly, Erin L and Moen, Phyllis} } @article {doi:10.1080/13668803.2019.1616531, title = {Crossover of resources and well-being within employee-partner dyads: through increased schedule control}, journal = {Community, Work \& Family}, volume = {22}, number = {4}, year = {2019}, pages = {391-411}, publisher = {Routledge}, abstract = {ABSTRACTThis study examined whether one partner{\textquoteright}s additional resources obtained from a workplace intervention influence the other partner{\textquoteright}s perception of having those resources at home (crossover of resources). We also examined whether one partner{\textquoteright}s decreased stress by increased work resources crosses over to the other partner{\textquoteright}s stress levels (crossover of well-being). Longitudinal data came from IT employees and their married/cohabiting partners in midlife (N = 327). A randomized workplace intervention significantly increased employee-reported schedule control at the 6-month follow-up, which, in turn, increased partner-reported employees{\textquoteright} work schedule flexibility to handle family responsibilities at the 12-month follow-up. The intervention also decreased partners{\textquoteright} perceived stress at the 12-month follow-up through the processes by which increases in schedule control predicted decreases in employees{\textquoteright} perceived stress, which further predicted decreased levels of partners{\textquoteright} perceived stress. Notably, crossover of resources and well-being were found in couples who lived with children in the household, but not in couples without children. Our findings suggest that benefits of workplace support can permeate into the family domain, by increasing partner-perceived family resources and well-being.}, doi = {10.1080/13668803.2019.1616531}, url = {https://doi.org/10.1080/13668803.2019.1616531}, author = {Lee, Soomi and Lawson, Katie M and Damaske, Sarah A} } @article {doi:10.1111/jsr.12955, title = {Stressor reactivity to insufficient sleep and its association with body mass index in middle-aged workers}, journal = {Journal of Sleep Research}, volume = {n/a}, number = {n/a}, year = {2019}, pages = {e12955}, abstract = {Summary There is evidence that insufficient sleep and more stressors are individually associated with poor metabolic health outcomes. Examining sleep and stressors jointly may account for greater variability in health outcomes; however, we know little about the combined effect of both insufficient sleep and more stressors on metabolic health. This study examined whether experiencing more stressors in response to insufficient sleep ({\textquotedblleft}stressor reactivity to insufficient sleep{\textquotedblright}) was associated with body mass index in middle-aged workers. One-hundred and twenty-seven participants (Mage\ =\ 45.24\ {\textpm}\ 6.22 years) reported nightly sleep characteristics and daily stressors on 8 consecutive days. We collected height and weight measurements to calculate body mass index (kg m-2). On average, workers reported more stressors following nights with shorter-than-usual sleep duration or poorer-than-usual sleep quality (negative slope means higher stressor reactivity to insufficient sleep). When examining stressor reactivity to insufficient sleep with insufficient sleep represented by shorter-than-usual sleep duration, compared with those with average stressor reactivity to insufficient sleep (within {\textpm}{\textonehalf} SD; reference), workers with high stressor reactivity to insufficient sleep (<=-{\textonehalf} SD) had higher body mass index (B\ =\ 3.24, p\ \<\ .05). The body mass index of these workers fell in the obese range. There was no difference in body mass index between workers with low stressor reactivity to insufficient sleep (>=+{\textonehalf} SD) and the reference group. When examining stressor reactivity to insufficient sleep with insufficient sleep represented by poorer-than-usual sleep quality, stressor reactivity to insufficient sleep was not significantly associated with body mass index. Results suggest that middle-aged workers with higher stressor reactivity to insufficient sleep duration may be at greater risk for obesity. Results may inform future studies on interventions for improving sleep and reducing stress in middle-aged workers.}, keywords = {Body Mass Index, daily diary, insufficient sleep, reactivity, STRESS, workers}, doi = {10.1111/jsr.12955}, url = {https://onlinelibrary.wiley.com/doi/abs/10.1111/jsr.12955}, author = {Vigoureux, Taylor F. D. and Lee, Soomi and Buxton, Orfeu M and Almeida, David M} } @article {1476489, title = {PSYCHOCOGNITIVE REACTIVITY TO INSUFFICIENT SLEEP AND ITS ASSOCIATION WITH BODY MASS}, journal = {Innovation in Aging}, volume = {3}, number = {Suppl 1}, year = {2019}, pages = {S640{\textendash}S641}, abstract = {Individuals tend to report more stressors on days after nights with fewer hours of sleep. There may be individual differences such that this negative sleep duration{\textemdash}stressor perception relationship is stronger for some than others, which may have implications for health outcomes. However, we know little about whether differences in stressor perception in response to insufficient sleep ({\textquotedblleft}psychocognitive reactivity to insufficient sleep{\textquotedblright}) are associated with health outcomes such as body weight. This study examined whether psychocognitive reactivity to insufficient sleep were associated with body mass index (BMI) in midlife workers. We used a sample of 127 office workers (Mage=45.2{\textpm}6.2) who participated in a daily diary study for 8 consecutive days as part of the Work, Family, and Health Study.\ \  \  \  Multilevel models tested whether daily number of stressors was predicted by previous\ \  \  \  nights{\textquoteright} sleep. We outputted within-person slopes of stressors regressed on sleep duration to predict BMI (kg/m2). Analyses adjusted for sociodemographic characteristics and mean stressors across days. On average, workers reported more stressors following nights with shorter sleep duration than usual (negative slope means higher reactivity). Compared to those with average reactivity (within {\textpm}{\textonehalf}SD; reference), workers with higher reactivity (<=-{\textonehalf}SD) had higher BMI (p\<.05). The BMI of these workers fell in the obese range. This study is one of the first to report that middle-aged workers with higher psychocognitive reactivity to insufficient sleep may be at greater risk for obesity. Future interventions should focus on improving middle-aged workers{\textquoteright} sleep health to reduce next-day stressors and thereby improve their body weight.}, url = {https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6846514/}, author = {Drury, Taylor and Lee, Soomi and Buxton, Orfeu M and Almeida, David M} } @article {1434456, title = {Bidirectional associations of sleep with cognitive interference in employees{\textquoteright} work days}, journal = {Sleep Health}, year = {2019}, month = {2019 Mar 21}, abstract = {OBJECTIVES: Studies have reported bidirectional associations of sleep with daily stressors and negative mood. Yet we know little about how sleep is associated with workers{\textquoteright} daily cognitive interference, or the experience of off-task and distracting thoughts. This study examined whether nightly sleep was associated with next-day cognitive interference, and vice versa, during workdays and non-work days. DESIGN: Daily telephone interviews. SETTING: US information technology workplaces. PARTICIPANTS: 130 middle-aged employees. MEASUREMENTS: On 8 consecutive days, participants reported the frequency of experiencing off-task and distracting thoughts during the day (0 = never to 4 = very often) and multiple sleep characteristics (bedtimes, wake times, sleep duration, sleep quality, and sleep latency). Covariates included sociodemographic characteristics and work hours. RESULTS: Multilevel models revealed that, on days following earlier wake times (B = -0.32, P \< .01), shorter sleep duration (B = -0.27, P \< .01), or poorer sleep quality (B = -0.17, P \< .01), participants reported more cognitive interference than usual. That is, waking 19 minutes earlier and sleeping 16 minutes less were associated with one additional point on the cognitive interference scale the next day. With cognitive interference predicting nightly sleep, more same day{\textquoteright}s cognitive interference was associated with earlier bedtimes (B = -0.19, P \< .05) and earlier wake times (B = -0.30, P \< .01) than usual. The temporal associations of nightly sleep duration and sleep quality with the following day{\textquoteright}s cognitive interference were significant on work days, but not on non-work days. CONCLUSION: Our results suggest bidirectional associations between poorer sleep and more cognitive interference, particularly on work days with implications for workday productivity and quality of life.}, issn = {2352-7226}, doi = {10.1016/j.sleh.2019.01.007}, author = {Lee, Soomi and Buxton, Orfeu M and Andel, Ross and Almeida, David M} } @article {doi:10.1177/0730888419841101, title = {Work Schedule Patching in Health Care: Exploring Implementation Approaches}, journal = {Work and Occupations}, year = {2019}, pages = {0730888419841101}, abstract = {The authors propose a typology of {\textquotedblleft}work schedule patching,{\textquotedblright} the ongoing adjustments made to plug scheduling holes after employers post schedules. Patching occurs due to changes in employer work demands, or employee nonwork demands necessitating scheduling adjustments, which are reactive or proactive. Using qualitative data from eight health-care facilities, the authors identified three narratives justifying schedule patching implementation approaches (share-the-pain, work-life-needs, and reverse-status-rotation) with variation in formalization and improvisation. Exploratory analysis showed a suggestive link between improvised work{\textendash}life scheduling and lower pressure ulcers. This article advances theory on balancing the {\textquotedblleft}service triangle{\textquotedblright} of scheduling in-service economies including health care.}, doi = {10.1177/0730888419841101}, url = {https://doi.org/10.1177/0730888419841101}, author = {Kossek, Ellen E and Lindsay Mechem Rosokha and Carrie Leana} } @article {LEE2019, title = {What{\textquoteright}s not fair about work keeps me up: Perceived unfairness about work impairs sleep through negative work-to-family spillover}, journal = {Social Science Research}, year = {2019}, abstract = {This study examined whether perceived unfairness about work was linked to midlife workers{\textquoteright} insomnia symptoms over time, and if the association was mediated by negative work-to-family spillover (NWFS). We used 3 waves of longitudinal data across 20 years from the Midlife in the United States Study (N = 971, Mage = 40.52). Results revealed that, wave-to-wave increases in perceived unfairness about work predicted wave-to-wave increases in NWFS over 20 years. Wave-to-wave increases in NWFS, in turn, predicted wave-to-wave increases in insomnia symptoms. Perceived unfairness about work was indirectly, but not directly associated with insomnia symptoms through NWFS. These within-person indirect mediation pathways were found after controlling for sociodemographic and family characteristics, work hours, neuroticism, physical health, and between-person associations between perceived unfairness about work, NWFS, and insomnia symptoms. These findings suggest that perceived unfairness about work may degrade workers{\textquoteright} sleep health over time, through the spillover of work stress to the personal domain.}, keywords = {Insomnia symptoms, Midlife in the United States study, Perceived unfairness about work, Sleep, Work-family spillover}, issn = {0049-089X}, doi = {https://doi.org/10.1016/j.ssresearch.2019.03.002}, url = {http://www.sciencedirect.com/science/article/pii/S0049089X18302527}, author = {Lee, Soomi and Mogle, Jacqueline A and Jackson, Chandra L and Buxton, Orfeu M} } @article {doi:10.1093/geront/gny176, title = {Tonight{\textquoteright}s Sleep Predicts Tomorrow{\textquoteright}s Fatigue: A Daily Diary Study of Long-Term Care Employees With Nonwork Caregiving Roles}, journal = {The Gerontologist}, year = {2019}, pages = {gny176}, doi = {10.1093/geront/gny176}, url = {http://dx.doi.org/10.1093/geront/gny176}, author = {DePasquale, Nicole and Crain, Tori L and Buxton, Orfeu M and Zarit, Steven H. and Almeida, David M} } @article {1283711, title = {Caring for the Elderly at Work and Home: Can a Randomized Organizational Intervention Improve Psychological Health?}, journal = {J Occup Health Psychol}, year = {2019}, month = {2017 Dec 07}, abstract = {Although job stress models suggest that changing the work social environment to increase job resources improves psychological health, many intervention studies have weak designs and overlook influences of family caregiving demands. We tested the effects of an organizational intervention designed to increase supervisor social support for work and nonwork roles, and job control in a results-oriented work environment on the stress and psychological distress of health care employees who care for the elderly, while simultaneously considering their own family caregiving responsibilities. Using a group-randomized organizational field trial with an intent-to-treat design, 420 caregivers in 15 intervention extended-care nursing facilities were compared with 511 caregivers in 15 control facilities at 4 measurement times: preintervention and 6, 12, and 18 months. There were no main intervention effects showing improvements in stress and psychological distress when comparing intervention with control sites. Moderation analyses indicate that the intervention was more effective in reducing stress and psychological distress for caregivers who were also caring for other family members off the job (those with elders and those "sandwiched" with both child and elder caregiving responsibilities) compared with employees without caregiving demands. These findings extend previous studies by showing that the effect of organizational interventions designed to increase job resources to improve psychological health varies according to differences in nonwork caregiving demands. This research suggests that caregivers, especially those with "double-duty" elder caregiving at home and work and "triple-duty" responsibilities, including child care, may benefit from interventions designed to increase work-nonwork social support and job control. (PsycINFO Database Record}, issn = {1939-1307}, doi = {10.1037/ocp0000104}, url = {https://www.ncbi.nlm.nih.gov/pubmed/29215909}, author = {Kossek, Ellen E and Thompson, Rebecca A and Lawson, Katie M and Bodner, Todd and Perrigino, Matthew B and Hammer, Leslie B and Buxton, Orfeu M and Almeida, David M and Moen, Phyllis and Hurtado, David A and Wipfli, Brad and Berkman, Lisa F and Bray, Jeremy W} } @article {1369190, title = {Investigating the Negative Relationship between Wages and Obesity: New Evidence from the Work, Family, and Health Network}, journal = {Nordic Journal of Health Economics}, year = {2018}, abstract = {A substantial literature has established that obesity is negatively associated with wages, particularly among females. \ However, prior research has found limited evidence for the factors hypothesized to underlie the obesity wage penalty. \ We add to the literature using data from IT workers at a U.S. Fortune 500 firm that provides us with direct measures of employee income and BMI, and health measures that are unavailable in national-level datasets. \ Our estimates indicate that the wage-obesity penalty among females only occurs among obese mothers, and is not attributable to differences in health or human capital that may be caused by having children.}, url = {https://www.journals.uio.no/index.php/NJHE/article/view/4720/5567}, author = {Trombley, Mathew and Bray, Jeremy W and Hinde, Jesse M and Buxton, Orfeu M and Johnson, Ryan C} } @article {FAN2018, title = {Job strain, time strain, and well-being: A longitudinal, person-centered approach in two industries}, journal = {Journal of Vocational Behavior}, year = {2018}, abstract = {The notion of constellations is central to many occupational health theories; empirical research is nevertheless dominated by variable-centered methodologies. Guided by the job demands-resources framework, we use a person-centered longitudinal approach to identify constellations of job demands and resources (task-based and time-based) over time that predict changes in well-being. We situate our research in two dissimilar, but growing, industries in the United States{\textemdash}information technology (IT) and long-term care. Drawing on data collected over 18 months, we identify five patterned, stable constellations of job demands/resources using group-based multi-trajectory modeling: (1) high strain/low hours, (2) high strain/low hours/shift work, (3) high strain/long hours, (4) active (high demands, high control) and (5) lower strain (lower demands, high control). IT workers are overrepresented in the lower-strain and active constellations, whereas long-term care providers are more often in high-strain constellations. Workers in the lower-strain constellation experience increased job satisfaction and decreased emotional exhaustion, work-family conflict and psychological distress over 18 months. In comparison, workers in high-strain job constellations fare worse on these outcomes, as do those in the active constellation. Industrial contexts matter, however: Compared with long-term care workers, IT workers{\textquoteright} well-being is more at risk when working in the {\textquotedblleft}high strain/long hours{\textquotedblright} constellation. As the labor market continues to experience structural changes, scholars and policy makers need to attend to redesigning the ecological contexts of work conditions to promote workers{\textquoteright} well-being while taking into account industrial differences.}, keywords = {Emotional exhaustion, Job demands-resources model, Job Satisfaction, Job strain, Schedule control, subjective well-being, Work hours, Work-family conflict, Working conditions}, issn = {0001-8791}, doi = {https://doi.org/10.1016/j.jvb.2018.10.017}, url = {http://www.sciencedirect.com/science/article/pii/S0001879118301271}, author = {Fan, Wen and Moen, Phyllis and Kelly, Erin L and Hammer, Leslie B and Berkman, Lisa F} } @article {LAWSON2018, title = {Better previous night sleep is associated with less next day work-to-family conflict mediated by higher work performance among female nursing home workers}, journal = {Sleep Health}, year = {2018}, abstract = {Objectives Cross-sectional research has found that shorter and poorer sleep are associated with lower work performance and greater work-to-family conflict (WTFC). However, we know little about daily mechanisms linking sleep, work performance, and WTFC. This study tested whether previous nights{\textquoteright} sleep was linked to next day WTFC, mediated by work performance. Design Daily interview methodology. Setting US extended-care workplaces. Participants One hundred seventy-one female employees with children aged 9 to 17 years. Measurements In telephone interviews on 8 consecutive evenings, participants reported their daily work performance (work productivity, work quality), WTFC (e.g., {\textquotedblleft}how much did things you wanted to do at home not get done because of the demands your job put on you?{\textquotedblright}), and previous nights{\textquoteright} sleep duration (in hours) and sleep quality (1 = very badl}, keywords = {Daily telephone interview, Female employees, Sleep duration, Sleep quality, Work performance, Work-to-family conflict}, issn = {2352-7218}, doi = {https://doi.org/10.1016/j.sleh.2018.07.005}, url = {http://www.sciencedirect.com/science/article/pii/S2352721818301220}, author = {Lawson, Katie M and Lee, Soomi} } @article {Kossek2018, title = {Lasting Impression: Transformational Leadership and Family Supportive Supervision as Resources for Well-Being and Performance}, journal = {Occupational Health Science}, volume = {2}, number = {1}, year = {2018}, month = {Mar}, pages = {1{\textendash}24}, abstract = {Although evidence is growing in the occupational health field that supervisors are a critical influence on subordinates{\textquoteright} reports of family supportive supervisor behaviors (FSSB), our understanding is limited regarding the antecedents of employee{\textquoteright}s FSSB perceptions and their lagged effects on future health and work outcomes. Drawing on a positive job resource perspective, we argue that supervisors who report that they use transformational leadership (TL) styles are more likely to have subordinates with higher FSSB perceptions. We theorize that these enhanced perceptions of work-family specific support increase access to personal and social resources (objectively and subjectively) that buffer work-nonwork demands and enhance health (mental, physical) and job outcomes (performance appraisal ratings, job satisfaction, turnover intentions, work-family conflict). Time-lagged multi-source survey data collected in a field study from retail employees and their supervisors and archival performance ratings data collected a year later support our proposed relationships (with the exception that for health, only mental health and not physical health was significant). Post hoc analyses showed that employees{\textquoteright} FSSB perceptions play a mediating role between supervisor TL and job satisfaction and work-family conflict, but no other outcomes studied. Overall, this study answers calls in the occupational health literature to use stronger designs to determine linkages between leadership-related workplace phenomena as antecedents of health, work-family, and job outcomes. Our results demonstrate that employees with supervisors who report that they use transformational leadership styles are more likely to perceive higher levels of family supportive supervision, which are positive job resources that enhance occupational health.}, issn = {2367-0142}, doi = {10.1007/s41542-018-0012-x}, url = {https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6924634/}, author = {Kossek, Ellen E and Petty, Ryan J and Bodner, Todd and Perrigino, Matthew B and Hammer, Leslie B and Yragui, Nanette L. and Michel, Jesse S} } @article {PMID:29809024, title = {Sustaining sleep: Results from the randomized controlled work, family, and health study}, journal = {Journal of occupational health psychology}, year = {2018}, month = {May}, issn = {1076-8998}, doi = {10.1037/ocp0000122}, url = {https://doi.org/10.1037/ocp0000122}, author = {Crain, Tori L and Hammer, Leslie B and Bodner, Todd and Olson, Ryan and Kossek, Ellen E and Moen, Phyllis and Buxton, Orfeu M} } @article {1310103, title = {Sleep health and predicted cardiometabolic risk scores in employed adults from two industries}, journal = {J Clin Sleep Med}, volume = {14}, number = {3}, year = {2018}, pages = {371{\textendash}383}, abstract = {Study Objectives: Sleep disorders and sleep deficiency can increase the risk for cardiovascular disease. Less is known about whether multiple positive attributes of sleep health known as the SATED (satisfaction, alertness, timing, efficiency, and duration) model, can decrease future cardiovascular disease risks. We examined whether and how a variety of indicators of sleep health predicted 10-year estimated cardiometabolic risk scores (CRS) among employed adults.Methods: Workers in two industries{\textemdash}extended care (n = 1,275) and information technology (IT; n = 577){\textemdash}reported on habitual sleep apnea symptoms and sleep sufficiency, and provided 1 week of actigraphy data including nighttime sleep duration, wake after sleep onset (WASO), sleep timing, and daytime napping. Workers also provided biomarkers to calculate future cardiometabolic risk.Results: More sleep apnea symptoms predicted higher CRS in both industries. More sleep sufficiency, less WASO, and less daytime napping (having no naps, fewer naps, and shorter nap duration) were also linked to lower CRS, but only in the extended care workers. There was no effect of sleep duration in both industries. In the IT employee sample, shorter sleep duration (<= 6 hours versus 6{\textendash}8 hours) and more naps strengthened the link between sleep apnea and CRS.Conclusions: Sleep health, measured by both subjective and objective methods, was associated with lower cardiometabolic disease risks among extended care workers (lower to middle wage workers). Sleep apnea was an important predictor of CRS; for the IT workers, the link between sleep apnea and CRS was exacerbated when they had poorer sleep health behaviors.}, url = {http://jcsm.aasm.org/ViewAbstract.aspx?pid=31208}, author = {Buxton, Orfeu M and Lee Soomi and Marino Miguel and Beverly, Chloe and Almeida, David M and Berkman, Lisa F} } @article {doi:10.1080/13668803.2018.1428172, title = {The effects of a workplace intervention on employees{\textquoteright} cortisol awakening response}, journal = {Community, Work \& Family}, volume = {21}, number = {2}, year = {2018}, pages = {151-167}, publisher = {Routledge}, abstract = {ABSTRACTWork-related stressors are known to adversely affect employees{\textquoteright} stress physiology, including the cortisol awakening response (CAR) {\textendash} or the spike in cortisol levels shortly after people wake up that aids in mobilizing energy. A flat or blunted CAR has been linked to chronic stress and burnout. This daily diary study tested the effects of a workplace intervention on employed parents{\textquoteright} CAR. Specifically, we tested whether the effects of the intervention on CAR were moderated by the type of days (workday versus non-work day). Data came from 94 employed parents from an information technology firm who participated in the baseline and 12-month diurnal cortisol components of the Work, Family, and Health Study, a group-randomized field experiment. The workplace intervention was designed to reduce work-family conflict (WFC) and implemented after the baseline data collection. Diurnal salivary cortisol was collected on 4 days at both baseline and 12 months. Multilevel modeling revealed that the intervention significantly increased employees{\textquoteright} CAR at 12 months on non-workdays, but this was not evident on workdays or for employees in the usual practice condition. The results provide evidence that the intervention was effective in enhancing employees{\textquoteright} biological stress physiology particularly during opportunities for recovery that are more likely to occur on non-work days.}, doi = {10.1080/13668803.2018.1428172}, url = {https://doi.org/10.1080/13668803.2018.1428172}, author = {Almeida, David M and Lee, Soomi and Walter, Kimberly N and Lawson, Katie M and Kelly, Erin L and Buxton, Orfeu M} } @article {doi:10.1080/13668803.2018.1440193, title = {Cardiometabolic risks associated with work-to-family conflict: findings from the Work Family Health Network}, journal = {Community, Work \& Family}, year = {2018}, pages = {1-26}, publisher = {Routledge}, doi = {10.1080/13668803.2018.1440193}, url = {https://doi.org/10.1080/13668803.2018.1440193}, author = {O{\textquoteright}Donnell, Emily M and Berkman, Lisa F and Kelly, Erin L and Hammer, Leslie B and Jessica Marden and Buxton, Orfeu M} } @article {doi:10.1093/geront/gnx185, title = {Unpaid Caregiving Roles and Sleep Among Women Working in Nursing Homes: A Longitudinal Study}, journal = {The Gerontologist}, year = {2018}, pages = {gnx185}, doi = {10.1093/geront/gnx185}, url = {+ http://dx.doi.org/10.1093/geront/gnx185}, author = {DePasquale, Nicole and Sliwinski, Martin J and Zarit, Steven H. and Buxton, Orfeu M and Almeida, David M} } @inbook {1425704, title = {The Work, Family, and Health Network Organizational Intervention: Core Elements and Customization for Diverse Occupational Health Contexts}, booktitle = {Occupational Health Disparities: Improving the Well-Being of Ethnic and Racial Minority Workers}, year = {2017}, pages = {181-215}, publisher = {American Psychological Association}, organization = {American Psychological Association}, address = {Washington, DC}, url = {https://www.apa.org/pubs/books/4318145?tab=2}, author = {Kossek, Ellen E and Wipfli, Brad and Thompson, Rebecca A and Brockwood, K} } @article {doi:10.1080/13668803.2017.1365691, title = {Perceived time adequacy improves daily well-being: day-to-day linkages and the effects of a workplace intervention}, journal = {Community, Work \& Family}, volume = {20}, number = {5}, year = {2017}, pages = {500-522}, publisher = {Routledge}, abstract = {ABSTRACTWorkplace interventions may change how employed parents experience family and personal time. This study examined the day-to-day linkages between time resources (assessed by time use and perceived time adequacy for parenting, partner, and personal roles) and daily well-being and tested whether a workplace intervention enhanced the linkages. Participants were employed, partnered parents in the information technology division of a large US firm and who provided eight-day diary data at two times (N = 90). Multilevel modeling revealed that, on days when parents perceived lower time adequacy than usual for the three roles, they reported less positive affect, more negative affect, and more physical symptoms, independent of time spent in the roles. Moreover, a workplace intervention designed to give employees more temporal flexibility and support for family responsibilities increased daily time spent with the focal child and increased perceived time adequacy for exercise. The intervention also decreased negative affect and physical symptoms for parents who spent more time with child and partner than the sample average. Our results highlight the importance of perceived time adequacy in daily well-being and suggest that workplace support can enhance perceived time adequacy for self and the experience of family time.}, doi = {10.1080/13668803.2017.1365691}, url = {https://doi.org/10.1080/13668803.2017.1365691}, author = {Lee, Soomi and McHale, Susan M and Crouter, Ann C and Kelly, Erin L and Buxton, Orfeu M and Almeida, David M} } @article {Williams2017, title = {Psychosocial Workplace Factors and Healthcare Utilization: A Study of Two Employers}, journal = {International Journal of Health Policy and Management}, year = {2017}, pages = {{\textendash}}, abstract = {Background While a large literature links psychosocial workplace factors with health and health behaviors, there is very\ little work connecting psychosocial workplace factors to healthcare utilization. \  Methods Survey data were collected from two different employers using computer-assisted telephone interviewing as a\ part of the Work-Family Health Network (2008-2013): one in the information technology (IT) service industry and one\ that is responsible for a network of long-term care (LTC) facilities. Participants were surveyed four times at six month\ intervals. Responses in each wave were used to predict utilization in the following wave. Four utilization measures were\ outcomes: having at least one emergency room (ER)/Urgent care, having at least one other healthcare visit, number of\ ER/urgent care visits, and number of other healthcare visits. Population-averaged models using all four waves controlled\ for health and other factors associated with utilization. \  Results Having above median job demands was positively related to the odds of at least one healthcare visit, odds ratio\ [OR] 1.37 (P \< .01), and the number of healthcare visits, incidence rate ratio (IRR) 1.36 (P \< .05), in the LTC sample.\ Work-to-family conflict was positively associated with the odds of at least one ER/urgent care visit in the LTC sample,\ OR 1.15 (P \< .05), at least one healthcare visit in the IT sample, OR 1.35 (P \< .01), and with more visits in the IT sample,\ IRR 1.35 (P \< .01). Greater schedule control was associated with reductions in the number of ER/urgent care visits, IRR\ 0.71 (P \< .05), in the IT sample. \  Conclusion Controlling for other factors, some psychosocial workplace factors were associated with future healthcare\ utilization. Additional research is needed.}, issn = {2322-5939}, url = {http://www.ijhpm.com/article_3442.html}, author = {Williams, Jessica A and Buxton, Orfeu M and Hinde, Jesse M and Bray, Jeremy W and Berkman, Lisa F} } @article {Lee2017, title = {Covariation in couples{\textquoteright} nightly sleep and gender differences}, journal = {Sleep Health}, year = {2017}, pages = {-}, abstract = {AbstractObjectives For most partnered adults, sleep is not an individual-level behavior--it is a shared health behavior with a partner. This study examined whether perceived nightly sleep duration and sleep quality covaried within couples and whether the unique influence of partner sleep on individual sleep differed by gender. Design Eight consecutive days of diary data. Participants \US\ hotel employees and their spouses/partners (N = 76 from 38 couples, 600 daily observations). Measurements Each day, couples separately reported their previous night{\textquoteright}s sleep duration (in hours) and sleep quality (1 = very unsatisfactory to 5 = very satisfactory). Analyses adjusted for sociodemographic, family, work, and day-level characteristics. Results Dyadic multilevel modeling revealed positive covariation in nightly sleep duration within couples. After controlling for the effects of contextual covariates, partner influence on individual sleep duration was more apparent in men{\textquoteright}s sleep. When a female{\textquoteright}s sleep duration was longer or shorter than usual, their male partner{\textquoteright}s sleep duration was also longer or shorter than usual, respectively. However, a female{\textquoteright}s sleep was not significantly predicted by her male partner{\textquoteright}s sleep duration after taking into account the effects of her sleep on the male partner{\textquoteright}s sleep and contextual covariates. Sleep quality covaried on average across days between partners, and this association did not differ by gender. Conclusions Our results demonstrate positive covariation in sleep duration and sleep quality within couples. Couples{\textquoteright} sleep duration covaried night-to-night, and their sleep quality covaried on average across days. A male{\textquoteright}s sleep duration is predicted by the female partner{\textquoteright}s sleep duration but not vice versa. Future research should examine health consequences of couple sleep covariation.}, keywords = {Sleep quality}, issn = {2352-7218}, doi = {https://doi.org/10.1016/j.sleh.2017.10.009}, url = {https://www.sciencedirect.com/science/article/pii/S2352721817302206}, author = {Lee, Soomi and Martire, Lynn M and Damaske, Sarah A and Mogle, Jacqueline A and Ruixue Zhaoyang and Almeida, David M and Buxton, Orfeu M} } @article {doi:10.1080/13668803.2017.1311839, title = {Partners{\textquoteright} overwork and individuals{\textquoteright} wellbeing and experienced relationship quality}, journal = {Community, Work \& Family}, year = {2017}, pages = {1-19}, abstract = {ABSTRACTIn this paper, using high quality data from the Work, Family, and Health Network in a sample of IT workers in the US (N = 590), we examine whether partners{\textquoteright} long work hours are associated with individuals{\textquoteright} perceived stress, time adequacy with partner, and relationship quality, and whether these relationships vary by gender. In addition, following the marital stress model, we investigate whether any negative correlation between partners{\textquoteright} long work hours and relationship quality is mediated by time adequacy or perceived stress. We find that women partnered to men who work long hours (50 or more hours per week) have significantly higher perceived stress and significantly lower time adequacy and relationship quality compared to women partnered to men who work a standard full-time work week (35{\textendash}49 hours). Further, the increased stress associated with being partnered to a man who overworks, not lower time adequacy, mediates the negative relationship between overwork and relationship quality. Conversely, we find that men partnered to women who work long hours report no differences in stress, time adequacy, or relationship quality than men who are partnered to women who work a standard full-time work week.}, doi = {10.1080/13668803.2017.1311839}, url = {http://dx.doi.org/10.1080/13668803.2017.1311839}, author = {Shafer, Emily F and Kelly, Erin L and Buxton, Orfeu M and Berkman, Lisa F} } @article {1100126, title = {A Bright Side to the Work{\textendash}Family Interface: Husbands{\textquoteright} Support as a Resource in Double-and-Triple-Duty Caregiving Wives{\textquoteright} Work Lives}, journal = {The Gerontologist}, year = {2017}, abstract = {Purpose of the Study:This study examined how women who combine long-term care employment with unpaid, informal caregiving roles for children (double-duty-child caregivers), older adults (double-duty-elder caregivers), and both children and older adults (triple-duty caregivers) differed from their workplace-only caregiving counterparts on workplace factors related to job retention (i.e., job satisfaction and turnover intentions) and performance (i.e., perceived obligation to work while sick and emotional exhaustion). The moderating effects of perceived spouse support were also examined.Design and Methods:Regression analyses were conducted on survey data from 546 married, heterosexual women employed in U.S.-based nursing homes.Results:Compared to workplace-only caregivers, double-duty-elder and triple-duty caregivers reported more emotional exhaustion. Double-duty-child caregivers reported lower turnover intentions and both double-and-triple-duty caregivers felt less obligated to work while sick when perceiving greater support from husbands.Implications:Results indicate that double-and-triple-duty caregiving women{\textquoteright}s job retention and obligation to work while sick may depend on perceived spouse support, highlighting the important role husbands play in their wives{\textquoteright} professional lives. Findings also lend support to the emerging literature on marriage-to-work positive spillover, and suggest that long-term care organizations should target marital relationships in family-friendly initiatives to retain and engage double-and-triple-duty caregiving employees.}, url = {https://academic.oup.com/gerontologist/article-lookup/doi/10.1093/geront/gnx016}, author = {DePasquale, Nicole and Polenick, Courtney A and Davis, Kelly D and Berkman, Lisa F} } @article {1053906, title = {The Family Time Squeeze: Perceived Family Time Adequacy Buffers Work Strain in Certified Nursing Assistants With Multiple Caregiving Roles}, journal = {Gerontologist}, year = {2017}, month = {2017 Jan 10}, abstract = {PURPOSE OF THE STUDY: This study examined how certified nursing assistants (CNAs) with unpaid family caregiving roles for children ("double-duty-child caregivers"), older adults ("double-duty-elder caregivers"), and both children and older adults ("triple-duty caregivers") differed from their nonfamily caregiving counterparts ("workplace-only caregivers") on four work strain indicators (emotional exhaustion, job satisfaction, turnover intentions, and work climate for family sacrifices). The moderating effects of perceived family time adequacy were also evaluated. DESIGN AND METHODS: Regression analyses were conducted on survey data from 972 CNAs working in U.S.-based nursing homes. RESULTS: Compared with workplace-only caregivers, double-and-triple-duty caregivers reported more emotional exhaustion and pressure to make family sacrifices for the sake of work. Triple-duty caregivers also reported less job satisfaction. Perceived family time adequacy buffered double-duty-child and triple-duty caregivers{\textquoteright} emotional exhaustion and turnover intentions, as well as reversed triple-duty caregivers{\textquoteright} negative perceptions of the work climate. IMPLICATIONS: Perceived family time adequacy constitutes a salient psychological resource for double-duty-child and triple-duty caregivers{\textquoteright} family time squeezes. Amid an unprecedented demand for long-term care and severe direct-care workforce shortages, future research on workplace factors that increase double-and-triple-duty caregiving CNAs{\textquoteright} perceived family time adequacy is warranted to inform long-term care organizations{\textquoteright} development of targeted recruitment, retention, and engagement strategies.}, issn = {1758-5341}, doi = {10.1093/geront/gnw191}, author = {DePasquale, Nicole and Mogle, Jacqueline A and Zarit, Steven H. and Okechukwu, Cassandra A and Kossek, Ellen E and Almeida, David M} } @article {doi:10.1177/0890117117696244, title = {Effects of a Flexibility/Support Intervention on Work Performance}, journal = {American Journal of Health Promotion}, year = {2017}, note = { PMID: 28299947 }, month = {March 16, 2017}, pages = {0890117117696244}, abstract = { Purpose:To estimate the effects of a workplace initiative to reduce work{\textendash}family conflict on employee performance.Design:A group-randomized multisite controlled experimental study with longitudinal follow-up.Setting:An information technology firm.Participants:Employees randomized to the intervention (n = 348) and control condition (n = 345).Intervention:An intervention, {\textquotedblleft}Start. Transform. Achieve. Results.{\textquotedblright} to enhance employees{\textquoteright} control over their work time, to increase supervisors{\textquoteright} support for this change, and to increase employees{\textquoteright} and supervisors{\textquoteright} focus on results.Methods:We estimated the effect of the intervention on 9 self-reported employee performance measures using a difference-in-differences approach with generalized linear mixed models. Performance measures included actual and expected hours worked, absenteeism, and presenteeism.Results:This study found little evidence that an intervention targeting work{\textendash}family conflict affected employee performance. The only significant effect of the intervention was an approximately 1-hour reduction in expected work hours. After Bonferroni correction, the intervention effect is marginally insignificant at 6 months and marginally significant at 12 and 18 months.Conclusion:The intervention reduced expected working time by 1 hour per week; effects on most other employee self-reported performance measures were statistically insignificant. When coupled with the other positive wellness and firm outcomes, this intervention may be useful for improving employee perceptions of increased access to personal time or personal wellness without sacrificing performance. The null effects on performance provide countervailing evidence to recent negative press on work{\textendash}family and flex work initiatives. }, doi = {10.1177/0890117117696244}, url = {http://dx.doi.org/10.1177/0890117117696244}, author = {Bray, Jeremy W and Hinde, Jesse M and Kaiser, David J and Mills, Michael J and Karuntzos, Georgia T and Genadek, Katie R and Kelly, Erin L and Kossek, Ellen E and Hurtado, David A} } @inbook {1042636, title = {The Work, Family \& Health Network intervention: Core elements and customization for diverse occupational health contexts}, booktitle = {Occupational Health Disparities: Improving the Well-Being of Ethnic and Racial Minority Workers}, year = {2017}, publisher = {APA}, organization = {APA}, address = {Washington, DC}, url = {https://apa.org/pubs/books/4318145.aspx?tab=1} } @article {Sin2017, title = {Bidirectional, Temporal Associations of Sleep with Positive Events, Affect, and Stressors in Daily Life Across a Week}, journal = {Annals of Behavioral Medicine}, year = {2017}, pages = {1{\textendash}14}, abstract = {Sleep is intricately tied to emotional well-being, yet little is known about the reciprocal links between sleep and psychosocial experiences in the context of daily life.}, issn = {1532-4796}, doi = {10.1007/s12160-016-9864-y}, url = {http://dx.doi.org/10.1007/s12160-016-9864-y}, author = {Sin, Nancy L and Almeida, David M and Crain, Tori L and Kossek, Ellen E and Berkman, Lisa F and Buxton, Orfeu M} } @article {LEE2016289, title = {Age differences in workplace intervention effects on employees{\textquoteright} nighttime and daytime sleep}, journal = {Sleep Health}, volume = {2}, number = {4}, year = {2016}, pages = {289 - 296}, abstract = {To examine the effects of a workplace flexibility/support intervention on employees{\textquoteright} sleep quantity and quality during nights and days and whether the effects differ by employee age. Cluster-randomized controlled trial. Information technology industry workplaces. US employees (Mage=46.9years) at an information technology firm who provided actigraphy at baseline and a 12-month follow-up (N=396; n=195 interventio}, keywords = {Day-to-day variability in sleep}, issn = {2352-7218}, doi = {http://dx.doi.org/10.1016/j.sleh.2016.08.004}, url = {http://www.sciencedirect.com/science/article/pii/S235272181630078X}, author = {Lee, Soomi and Almeida, David M and Berkman, Lisa F and Olson, Ryan and Moen, Phyllis and Buxton, Orfeu M} } @article {Moenspw033, title = {Can a Flexibility/Support Initiative Reduce Turnover Intentions and Exits? Results from the Work, Family, and Health Network}, journal = {Social Problems}, year = {2016}, month = {29 Dec, 2016}, publisher = {The Oxford University Press}, abstract = { We draw on panel data from a randomized field experiment to assess the effects of a flexibility/supervisor support initiative called STAR on turnover intentions and voluntary turnover among professional technical workers in a large firm. An unanticipated exogenous shock{\textemdash}the announcement of an impending merger{\textemdash}occurred in the middle of data collection. Both organizational changes reflect an emerging employment contract characterized by increasing employee temporal flexibility even as employers wield greater flexibility in reorganizing their workforces. We theorized STAR would reduce turnover intentions and actual turnover by making it more attractive to stay with the current employer. We found being in a STAR team (versus a usual practice team) lowered turnover intentions 12 months later and reduced the risk of voluntary turnover over almost three years. We also examined potential mechanisms accounting for the effects of these two organizational changes; STAR effects on reducing turnover intentions are partially mediated by reducing work-to-family conflict, family-to-work conflict, burnout, psychological distress, perceived stress, and increasing job satisfaction. The effect of learning about the merger on increasing turnover intentions is fully mediated by increased job insecurity. STAR also moderates the negative effects of learning about the merger on turnover intentions for different subgroups. Findings provide insights into the effectiveness of an organizational intervention, the dynamics of organizations, and how competing logics of two organizational changes affect employees{\textquoteright} labor market expectations and behavior. }, issn = {0037-7791}, doi = {10.1093/socpro/spw033}, url = {http://socpro.oxfordjournals.org/content/early/2016/12/28/socpro.spw033}, author = {Moen, Phyllis and Lee, Shi-Rong and Oakes, J. Michael and Fan, Wen and Bray, Jeremy W and Almeida, David M and Hammer, Leslie B and Hurtado, David A and Buxton, Orfeu M} } @article {JSR:JSR12488, title = {Daily antecedents and consequences of nightly sleep}, journal = {Journal of Sleep Research}, year = {2016}, month = {23 Dec, 2016}, abstract = { Sleep can serve as both cause and consequence of individuals{\textquoteright} everyday experiences. We built upon prior studies of the correlates of sleep, which have relied primarily on cross-sectional data, to examine the antecedents and consequences of sleep using a daily diary design. Specifically, we assessed the temporal sequence between nightly sleep and daily psychosocial stressors. Parents employed in a US information technology company (n\ =\ 102) completed eight consecutive daily diaries at both baseline and 1\ year later. In telephone interviews each evening, participants reported on the previous night{\textquoteright}s sleep hours, sleep quality and sleep latency. They also reported daily work-to-family conflict and time inadequacy (i.e. perceptions of not having enough time) for their child and for themselves to engage in exercise. Multi-level models testing lagged and non-lagged effects simultaneously revealed that sleep hours and sleep quality were associated with next-day consequences of work-to-family conflict and time inadequacy, whereas psychosocial stressors as antecedents did not predict sleep hours or quality that night. For sleep latency, the opposite temporal order emerged: on days with more work-to-family conflict or time inadequacy for child and self than usual, participants reported longer sleep latencies than usual. An exception to this otherwise consistent pattern was that time inadequacy for child also preceded shorter sleep hours and poorer sleep quality that night. The results highlight the utility of a daily diary design for capturing the temporal sequences linking sleep and psychosocial stressors. }, keywords = {daily stressors, Family, health behaviors, sleep parameters, temporal directionality, work{\textendash}family conflict}, issn = {1365-2869}, doi = {10.1111/jsr.12488}, url = {http://dx.doi.org/10.1111/jsr.12488}, author = {Lee, Soomi and Crain, Tori L and McHale, Susan M and Almeida, David M and Buxton, Orfeu M} } @article {Marino2016, title = {The effects of a cluster randomized controlled workplace intervention on sleep and work-family conflict outcomes in an extended care setting}, journal = {Sleep Health}, year = {2016}, pages = {-}, abstract = {AbstractObjectives To evaluate the effects of a workplace-based intervention on actigraphic and self-reported sleep outcomes in an extended-care setting. Design Cluster randomized trial. Setting Extended-care (nursing) facilities. Participants \US\ employees and managers at nursing homes. Nursing homes were randomly selected to intervention or control settings. Intervention The Work, Family, and Health Study developed an intervention aimed at reducing work-family conflict within a 4-month work-family organizational change process. Employees participated in interactive sessions with facilitated discussions, role-playing, and games designed to increase control over work processes and work time. Managers completed training in family-supportive supervision. Measurements Primary actigraphic outcomes included total sleep duration, wake after sleep onset, nighttime sleep, variation in nighttime sleep, nap duration, and number of naps. Secondary survey outcomes included work-to-family conflict, sleep insufficiency, insomnia symptoms, and sleep quality. Measures were obtained at baseline, 6 months, and 12 months postintervention. Results A total of 1522 employees and 184 managers provided survey data at baseline. Managers and employees in the intervention arm showed no significant difference in sleep outcomes over time compared with control participants. Sleep outcomes were not moderated by work-to-family conflict or presence of children in the household for managers or employees. Age significantly moderated an intervention effect on nighttime sleep among employees (P = .040), where younger employees benefited more from the intervention. Conclusion In the context of an extended-care nursing home workplace, the intervention did not significantly alter sleep outcomes in either managers or employees. Moderating effects of age were identified where younger employees{\textquoteright} sleep outcomes benefited more from the intervention.}, issn = {2352-7218}, doi = {http://dx.doi.org/10.1016/j.sleh.2016.09.002}, url = {http://www.sciencedirect.com/science/article/pii/S2352721816300821}, author = {Marino, Miguel and Marie Killerby and Lee, Soomi and Klein, Laura C and Moen, Phyllis and Olson, Ryan and Kossek, Ellen E and King, Rosiland B and Leslie Erickson and Berkman, Lisa F and Buxton, Orfeu M} } @inbook {938596, title = {Boomer and Gen X Managers and Employees at Risk: Evidence from the Work, Family and Health Network Study}, booktitle = {Beyond the Cubicle: Job Insecurity, Intimacy, and the Flexible Self}, year = {2016}, month = {2016}, pages = {51-73}, publisher = {Oxford University Press}, organization = {Oxford University Press}, address = {New York}, abstract = { How does the insecurity of work affect us? We know what job insecurity does to workers at work, the depressive effect it has on morale, productivity, and pay. We know less about the impact of job insecurity beyond the workplace, upon people{\textquoteright}s intimate relationships, their community life, their vision of the good self and a good life. This volume of essays explores the broader impacts of job precariousness on different groups in different contexts. From unemployed tech workers in Texas to single mothers in Russia, Japanese heirs to the iconic salaryman to relocating couples in the U.S. Midwest, these richly textured accounts depict the pain, defiance, and joy of charting a new, unscripted life when the scripts have been shredded.\  Across varied backgrounds and experiences, the new organization of work has its largest impact in three areas: in our emotional cultures, in the interplay of social inequalities like race, class and gender, and in the ascendance of a contemporary radical individualism. In Beyond the Cubicle, job insecurity matters, and it matters for more than how much work can be squeezed out of workers: it shapes their intimate lives, their relationships with others, and their shifting sense of self. Much more than mere numbers and figures, these essays offer a unique and holistic vision of the true impact of job insecurity. \  }, url = {https://global.oup.com/academic/product/beyond-the-cubicle-9780199957781?cc=us\&lang=en\&}, author = {Lam, Jack and Moen, Phyllis and Lee, Shi-Rong and Kelly, Erin L and Buxton, Orfeu M} } @article {Lippold2016, title = {Day-to-day Consistency in Positive Parent{\textendash}Child Interactions and Youth Well-Being}, journal = {Journal of Child and Family Studies}, year = {2016}, pages = {1{\textendash}9}, abstract = {The frequency of positive parent{\textendash}child interactions is associated with youth adjustment. Yet, little is known about daily parent{\textendash}child interactions and how day-to-day consistency in positive parent{\textendash}child interactions may be linked to youth well-being. Using a daily diary approach, this study added to this literature to investigate whether and how day-to-day consistency in positive parent{\textendash}child interactions was linked to youth depressive symptoms, risky behavior, and physical health. Participants were youth whose parents were employed in the IT division of a Fortune 500 company (N{\th}inspace}={\th}inspace}129, youth{\textquoteright}s mean age{\th}inspace}={\th}inspace}13.39, 55{\th}inspace}\% female), who participated in an 8{\th}inspace}day daily diary study. Analyses revealed that, controlling for cross-day mean levels of positive parent{\textendash}child interactions, older (but not younger) adolescents who experienced more consistency in positive interactions with parents had fewer depressive and physical health symptoms (e.g., colds, flu). The discussion focuses on the utility of daily diary methods for assessing the correlates of consistency in parenting, possible processes underlying these associations, and intervention implications.}, issn = {1573-2843}, doi = {10.1007/s10826-016-0502-x}, url = {http://dx.doi.org/10.1007/s10826-016-0502-x}, author = {Lippold, Melissa A and Davis, Kelly D and Lawson, Katie M and McHale, Susan M} } @article {908931, title = {Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study.}, journal = {Sleep}, year = {2016}, month = {2016 Aug 19}, abstract = {STUDY OBJECTIVES: Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one{\textquoteright}s family/ personal life; WTFC) and Family-to-Work Conflict (demands from family/ personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. METHODS: Employees at a U.S. IT firm (N=799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. RESULTS: Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. CONCLUSION: Results highlight the unique associations of WTFC/ FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC.}, issn = {1550-9109}, author = {Buxton, Orfeu M and Lee, Soomi and Beverly, Chloe and Berkman, Lisa F and Moen, Phyllis and Kelly, Erin L and Hammer, Leslie B and Almeida, David M} } @article {DePasquale01042016, title = {Double- and Triple-Duty Caregiving Men: An Examination of Subjective Stress and Perceived Schedule Control}, journal = {Journal of Applied Gerontology}, year = {2016}, abstract = {Based on the stress process model of family caregiving, this study examined subjective stress appraisals and perceived schedule control among men employed in the long-term care industry (workplace-only caregivers) who concurrently occupied unpaid family caregiving roles for children (double-duty child caregivers), older adults (double-duty elder caregivers), and both children and older adults (triple-duty caregivers). Survey responses from 123 men working in nursing home facilities in the United States were analyzed using multiple linear regression models. Results indicated that workplace-only and double- and triple-duty caregivers{\textquoteright} appraised primary stress similarly. However, several differences emerged with respect to secondary role strains, specifically work{\textendash}family conflict, emotional exhaustion, and turnover intentions. Schedule control also constituted a stress buffer for double- and triple-duty caregivers, particularly among double-duty elder caregivers. These findings contribute to the scarce literature on double- and triple-duty caregiving men and have practical implications for recruitment and retention strategies in the health care industry.}, doi = {10.1177/0733464816641391}, url = {http://jag.sagepub.com/cgi/content/abstract/0733464816641391v1}, author = {DePasquale, Nicole and Zarit, Steven H. and Mogle, Jacqueline A and Moen, Phyllis and Hammer, Leslie B and Almeida, David M} } @article {DePasquale22072016, title = {Health Behavior Among Men With Multiple Family Roles: The Moderating Effects of Perceived Partner Relationship Quality}, journal = {American Journal of Men{\textquoteright}s Health}, year = {2016}, abstract = {Men in the United States are increasingly involved in their children{\textquoteright}s lives and currently represent 40\% of informal caregivers to dependent relatives or friends aged 18 years and older. Yet much more is known about the health effects of varying family role occupancies for women relative to men. The present research sought to fill this empirical gap by first comparing the health behavior (sleep duration, cigarette smoking, alcohol consumption, exercise, fast food consumption) of men who only occupy partner roles and partnered men who also fill father, informal caregiver, or both father and informal caregiver (i.e., sandwiched) roles. The moderating effects of perceived partner relationship quality, conceptualized here as partner support and strain, on direct family role{\textendash}health behavior linkages were also examined. A secondary analysis of survey data from 366 cohabiting and married men in the Work, Family and Health Study indicated that men{\textquoteright}s multiple family role occupancies were generally not associated with health behavior. With men continuing to take on more family responsibilities, as well as the serious health consequences of unhealthy behavior, the implications of these null effects are encouraging - additional family roles can be integrated into cohabiting and married men{\textquoteright}s role repertoires with minimal health behavior risks. Moderation analysis revealed, however, that men{\textquoteright}s perceived partner relationship quality constituted a significant factor in determining whether multiple family role occupancies had positive or negative consequences for sleep duration, alcohol consumption, and fast food consumption. These findings are discussed in terms of their empirical and practical implications for partnered men and their families.}, doi = {10.1177/1557988316660088}, url = {http://jmh.sagepub.com/content/early/2016/07/21/1557988316660088.abstract}, author = {DePasquale, Nicole and Polenick, Courtney A and Hinde, Jesse M and Bray, Jeremy W and Zarit, Steven H. and Moen, Phyllis and Hammer, Leslie B and Almeida, David M} } @article {740396, title = {Daily Stressor Reactivity During Adolescence: The Buffering Role of Parental Warmth}, journal = {Health Psychology}, year = {2016}, publisher = {American Psychological Association}, address = {US}, abstract = { Objective: This study examined youth stressor reactivity in the form of links between daily stressors and adolescents{\textquoteright} negative affect, physical health symptoms, and cortisol patterns. We also tested whether youth gender and parental warmth moderated these linkages. Method: Participants were the children of employees in the information technology division of a large company (N = 132, mean age = 13.39 years, 55\% female). Youth completed daily diary telephone interviews on 8 consecutive evenings and provided saliva samples at 4 time points over 4 days to assess daily stressors and youth physiological and affective functioning. Parental warmth was assessed during in-home interviews. Multilevel modeling was used to account for interdependencies in the data. Results: Youth who experienced more daily stressors, on average, reported more negative affect and physical health symptoms, on average. Furthermore, on days youth reported more stressors than usual (compared to their own across-day average), they also exhibited more physical health symptoms, reduced evening cortisol decline (e.g., flatter slopes), higher bedtime cortisol, and more negative affect. Girls had stronger within-person linkages between daily stressors and daily negative affect than boys. Parental warmth moderated these within-person linkages: Youth who experienced more parental warmth had lower negative affect and steeper cortisol decline than usual on less stressful days. However, youth who experienced less parental warmth had higher negative affect and their cortisol levels declined less, even on days with lower-than-usual stress. Conclusions: Daily stressors are associated with youth{\textquoteright}s affective and physiological functioning, but parental warmth can support youth{\textquoteright}s stress recovery. (PsycINFO Database Record (c) 2016 APA, all rights reserved) }, isbn = {1930-7810(Electronic);0278-6133(Print)}, url = {http://psycnet.apa.org/psycinfo/2016-23655-001/}, author = {Lippold, Melissa A and Davis, Kelly D and McHale, Susan M and Buxton, Orfeu M and Almeida, David M} } @article {Hurtado25052016, title = {Effects on cigarette consumption of a work{\textendash}family supportive organisational intervention: 6-month results from the work, family and health network study}, journal = {Journal of Epidemiology and Community Health}, year = {2016}, abstract = {Background Observational studies have linked work{\textendash}family issues with cigarette consumption. This study examined the 6-month effects on cigarette consumption of a work{\textendash}family supportive organisational intervention among nursing home workers.Methods Group randomised controlled trial where 30 nursing homes across New England states were randomly assigned to either usual practice or to a 4-month intervention aimed at reducing work{\textendash}family conflict via increased schedule control and family supportive supervisory behaviours (FSSB). Cigarette consumption was based on self-reported number of cigarettes per week, measured at the individual level.Results A total of 1524 direct-care workers were enrolled in the trial. Cigarette consumption was prevalent in 30\% of the sample, consuming an average of 77 cigarettes/week. Smokers at intervention sites reduced cigarette consumption by 7.12 cigarettes, while no reduction was observed among smokers at usual practice sites (b=-7.12, 95\% CI -13.83 to -0.40, p\<0.05) (d=-0.15). The majority of smokers were US-born White nursing assistants, and among this subgroup, the reduction in cigarette consumption was stronger (b=-12.77, 95\% CI -22.31 to -3.22, p\<0.05) (d=-0.27). Although the intervention prevented a decline in FSSB (d=0.08), effects on cigarette consumption were not mediated by FSSB.Conclusions Cigarette consumption was reduced among smokers at organisations where a work{\textendash}family supportive intervention was implemented. This effect, however, was not explained by specific targets of the intervention, but other psychosocial pathways related to the work{\textendash}family interface.Trial registration number NCT02050204; results.}, doi = {10.1136/jech-2015-206953}, url = {http://jech.bmj.com/content/early/2016/05/25/jech-2015-206953.abstract}, author = {Hurtado, David A and Okechukwu, Cassandra A and Buxton, Orfeu M and Hammer, Leslie B and Hanson, Ginger C and Moen, Phyllis and Klein, Laura C and Berkman, Lisa F} } @article {Moenwaw018, title = {Men and Women Expecting to Work Longer: Do Changing Work Conditions Matter?}, journal = {Work, Aging and Retirement}, year = {2016}, publisher = {The Oxford University Press}, abstract = {This study investigates the effects of an organizational flexibility/support initiative on Boomers{\textquoteright} expectations of working longer. Most research on retirement planning is based on studies of earlier cohorts and may not capture the unique experiences of Boomers. We draw on U.S. data from the Work Family and Health Network{\textquoteright}s randomized control study of an organizational redesign (called STAR) that offers employees greater control over when and where they work and greater supervisor support for their personal lives to investigate its relationship to the subsequent retirement expectations of 287 Boomer professionals and managers aged 50{\textendash}64 in an information technology (IT) division of a large Fortune 500 corporation. We use multinomial logistic regression to assess whether being randomized to the STAR treatment is associated with Boomers expecting a later age of retiring and of exiting the workforce, as well as their subjective assessments of the probability of their working for pay at ages 65 and 67. We find that STAR predicts Boomers{\textquoteright} expectations of retiring later, but not expectations of age of exiting the workforce or of a postretirement encore job. Women respondents, working in the same IT jobs as men and with long tenure, nevertheless expect to retire earlier than their male colleagues. We draw on in-depth qualitative interviews to contextualize our results and promote understanding of how changes in the work environment might shape Boomers{\textquoteright} expectations of retirement. Findings suggest that initiatives like STAR promoting greater control and support could help organizations retain their older professional (in this case, IT) workforces.}, issn = {2054-4642}, doi = {10.1093/workar/waw018}, url = {http://workar.oxfordjournals.org/content/early/2016/05/17/workar.waw018}, author = {Moen, Phyllis and Kojola, Erik and Kelly, Erin L and Karakaya, Yagmur} } @article {Okechukwu2016111, title = {Supporting employees{\textquoteright} work-family needs improves health care quality: Longitudinal evidence from long-term care}, journal = {Social Science \& Medicine}, volume = {157}, year = {2016}, pages = {111 - 119}, abstract = { Abstract We analyzed qualitative and quantitative data from U.S.-based employees in 30 long-term care facilities. Analysis of semi-structured interviews from 154 managers informed quantitative analyses. Quantitative data include 1214 employees{\textquoteright} scoring of their supervisors and their organizations on family supportiveness (individual scores and aggregated to facility level), and three outcomes: (1), care quality indicators assessed at facility level (n\ =\ 30) and collected monthly for six months after employees{\textquoteright} data collection; (2), employees{\textquoteright} dichotomous survey response on having additional off-site jobs; and (3), proportion of employees with additional jobs at each facility. Thematic analyses revealed that managers operate within the constraints of an industry that simultaneously: (a) employs low-wage employees with multiple work-family challenges, and (b) has firmly institutionalized goals of prioritizing quality of care and minimizing labor costs. Managers universally described providing work-family support and prioritizing care quality as antithetical to each other. Concerns surfaced that family-supportiveness encouraged employees to work additional jobs off-site, compromising care quality. Multivariable linear regression analysis of facility-level data revealed that higher family-supportive supervision was associated with significant decreases in residents{\textquoteright} incidence of all pressure ulcers (-2.62\%) and other injuries (-9.79\%). Higher family-supportive organizational climate was associated with significant decreases in all falls (-17.94\%) and falls with injuries (-7.57\%). Managers{\textquoteright} concerns about additional jobs were not entirely unwarranted: multivariable logistic regression of employee-level data revealed that among employees with children, having family-supportive supervision was associated with significantly higher likelihood of additional off-site jobs (RR 1.46, 95\%CI 1.08{\textendash}1.99), but family-supportive organizational climate was associated with lower likelihood (RR 0.76, 95\%CI 0.59{\textendash}0.99). However, proportion of workers with additional off-site jobs did not significantly predict care quality at facility levels. Although managers perceived providing work-family support and ensuring high care quality as conflicting goals, results suggest that family-supportiveness is associated with better care quality. }, keywords = {Occupational Health}, issn = {0277-9536}, doi = {http://dx.doi.org/10.1016/j.socscimed.2016.03.031}, url = {http://www.sciencedirect.com/science/article/pii/S0277953616301319}, author = {Okechukwu, Cassandra A and Kelly, Erin L and Bacic, Janine and DePasquale, Nicole and Hurtado, David A and Kossek, Ellen E and Sembajwe, Grace} } @article {685371, title = {Filling the Holes Work Schedulers As Job Crafters of Employment Practice in Long-Term Health Care}, journal = {ILR Review}, volume = {Online}, year = {2016}, month = {April 11, 2016}, abstract = { Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they {\textquotedblleft}fill holes{\textquotedblright} to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. }, url = {http://ilr.sagepub.com/content/early/2016/04/08/0019793916642761.full}, author = {Kossek, Ellen E and Piszczek, Mathew M and McAlpine, Kristie L and Hammer, Leslie B and Burke, Lisa} } @article {674376, title = {Daily parental knowledge of youth activities is linked to youth physical symptoms and HPA functioning}, journal = {Journal of Family Psychology}, volume = {30}, number = {2}, year = {2016}, pages = {245-253}, abstract = {Considerable evidence documents linkages between parental knowledge of youth activities and youth risky behavior. We extended this research to determine whether parental knowledge was associated with youth physical health, including reports of physical symptoms (e.g., headaches, stomachaches) and a biomarker of hypothalamic pituitary adrenocortical (HPA) axis functioning (i.e., salivary cortisol levels). Participants were children of employees in the Information Technology division of a Fortune 500 company (N = 132, mean age youth = 13.39 years, 55\% female) who participated in a daily diary study. Data were collected via telephone calls on 8 consecutive evenings. On 4 study days, cortisol samples were collected at 4 time points (waking, 30 min after waking, before dinner, bedtime). Multilevel models revealed that, at the between-person level, youth whose parents had higher average knowledge about their activities, exhibited lower bedtime cortisol levels. Furthermore, at the within-person level, on days when parents displayed more knowledge than usual (relative to their own 8-day average), youth had lower before-dinner cortisol than usual. Linkages between average parental knowledge and physical health symptoms were moderated by youth age: Younger but not older adolescents whose parents were more knowledgeable had fewer physical health symptoms, on average. A next step is to identify the processes that underlie these associations. (PsycINFO Database Record (c) 2016 APA, all rights reserved)}, url = {http://psycnet.apa.org/index.cfm?fa=search.displayRecord\&id=ECEF00F3-EB98-ACE7-FAE0-09BD01C9646E\&resultID=1\&page=1\&dbTab=pa\&search=true}, author = {Lippold, Melissa A and Davis, Kelly D and McHale, Susan M and Almeida, David M} } @article {674366, title = {Effects of Workplace Intervention on Affective Well-Being in Employees{\textquoteright} Children}, journal = {Developmental Psychology}, year = {2016}, abstract = { Using a group-randomized field experimental design, this study tested whether a workplace intervention{\textemdash}designed to reduce work{\textendash}family conflict{\textemdash}buffered against potential age-related decreases in the affective well-being of employees{\textquoteright} children. Daily diary data were collected from 9- to 17-year-old children of parents working in an information technology division of a U.S. Fortune 500 company prior to and 12 months after the implementation of the Support-Transform-Achieve-Results (STAR) workplace intervention. Youth (62 with parents in the STAR group, 41 in the usual-practice group) participated in 8 consecutive nightly phone calls, during which they reported on their daily stressors and affect. Well-being was indexed by positive and negative affect and affective reactivity to daily stressful events. The randomized workplace intervention increased youth positive affect and buffered youth from age-related increases in negative affect and affective reactivity to daily stressors. Future research should test specific conditions of parents{\textquoteright} work that may penetrate family life and affect youth well-being. (PsycINFO Database Record (c) 2016 APA, all rights reserved) }, url = {http://psycnet.apa.org/psycinfo/2016-11393-001/}, author = {Lawson, Katie M and Davis, Kelly D and McHale, Susan M and Almeida, David M and Kelly, Erin L and King, Rosiland B} } @article {654516, title = {Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees{\textquoteright} Well-Being? Evidence from the Work, Family, and Health Network}, journal = {American Sociological Review}, volume = {81}, number = {1}, year = {2016}, pages = {134-164}, abstract = { This study tests a central theoretical assumption of stress process and job strain models, namely that increases in employees{\textquoteright} control and support at work should promote well-being. To do so, we use a group-randomized field trial with longitudinal data from 867 information technology (IT) workers to investigate the well-being effects of STAR, an organizational intervention designed to promote greater employee control over work time and greater supervisor support for workers{\textquoteright} personal lives. We also offer a unique analysis of an unexpected field effect{\textemdash}a company merger{\textemdash}among workers surveyed earlier versus later in the study period, before or after the merger announcement. We find few STAR effects for the latter group, but over 12 months, STAR reduced burnout, perceived stress, and psychological distress, and increased job satisfaction, for the early survey group. STAR effects are partially mediated by increases in schedule control and declines in family-to-work conflict and burnout (an outcome and mediator) by six months. Moderating effects show that STAR benefits women in reducing psychological distress and perceived stress, and increases non-supervisory employees{\textquoteright} job satisfaction. This study demonstrates, with a rigorous design, that organizational-level initiatives can promote employee well-being. }, url = {http://asr.sagepub.com/content/81/1/134.abstract}, author = {Moen, Phyllis and Kelly, Erin L and Lee, Shi-Rong and Almeida, David M and Kossek, Ellen E and Buxton, Orfeu M} } @article {633531, title = {Marginal structural modelling of associations of occupational injuries with voluntary and involuntary job loss among nursing home workers}, journal = {Journal of Occupational and Environmental Medicine}, year = {2016}, abstract = { Objectives Qualitative studies have highlighted the possibility of job loss following occupational injuries for some workers, but prospective investigations are scant. We used a sample of nursing home workers from the Work, Family and Health Network to prospectively investigate association between occupational injuries and job loss.Methods We merged data on 1331 workers assessed 4 times over an 18-month period with administrative data that include job loss from employers and publicly available data on their workplaces. Workers self-reported occupational injuries in surveys. Multivariable logistic regression models estimated risk ratios for the impact of occupational injuries on overall job loss, whereas multinomial models were used to estimate OR of voluntary and involuntary job loss. Use of marginal structural models allowed for adjustments of multilevel lists of confounders that may be time varying and/or on the causal pathway.Results By 12 months, 30.3\% of workers experienced occupational injury, whereas 24.2\% experienced job loss by 18 months. Comparing workers who reported occupational injuries to those reporting no injuries, risk ratio of overall job loss within the subsequent 6 months was 1.31 (95\% CI 0.93 to 1.86). Comparing the same groups, injured workers had higher odds of experiencing involuntary job loss (OR 2.19; 95\% CI 1.27 to 3.77). Also, compared with uninjured workers, those injured more than once had higher odds of voluntary job loss (OR 1.95; 95\% CI 1.03 to 3.67), while those injured once had higher odds of involuntary job loss (OR 2.19; 95\% CI 1.18 to 4.05).Conclusions Despite regulatory protections, occupational injuries were associated with increased risk of voluntary and involuntary job loss for nursing home workers. }, url = {http://oem.bmj.com/content/early/2016/01/19/oemed-2015-103067.abstract}, author = {Okechukwu, Cassandra A and Bacic, Janine and Velasquez, Esther and Hammer, Leslie B} } @article {674386, title = {Latent profiles of perceived time adequacy for paid work, parenting, and partner roles}, journal = {Journal of Family Psychology}, volume = {25}, number = {5}, year = {2015}, pages = {788-98}, abstract = { This study examined feelings of having enough time (i.e., perceived time adequacy) in a sample of employed parents (N = 880) in information technology and extended-care industries. Adapting a person-centered latent profile approach, we identified 3 profiles of perceived time adequacy for paid work, parenting, and partner roles: family time protected, family time sacrificed, and time balanced. Drawing upon the conservation of resources theory (Hobf{\`o}ll, 1989), we examined the associations of stressors and resources with the time adequacy profiles. Parents in the family time sacrificed profile were more likely to be younger, women, have younger children, work in the extended-care industry, and have nonstandard work schedules compared to those in the family time protected profile. Results from multinomial logistic regression analyses revealed that, with the time balanced profile as the reference group, having fewer stressors and more resources in the family context (less parent-child conflict and more partner support), work context (longer company tenure, higher schedule control and job satisfaction), and work-family interface (lower work-to-family conflict) was linked to a higher probability of membership in the family time protected profile. By contrast, having more stressors and fewer resources, in the forms of less partner support and higher work-to-family conflict, predicted a higher likelihood of being in the family time sacrificed profile. Our findings suggest that low work-to-family conflict is the most critical predictor of membership in the family time protected profile, whereas lack of partner support is the most important factor to be included in the family time sacrificed profile. }, url = {http://www.ncbi.nlm.nih.gov/pubmed/26075739}, author = {Lee, Soomi and Almeida, David M and Davis, Kelly D and King, Rosiland B and Hammer, Leslie B and Kelly, Erin L} } @article {674426, title = {Mediators of transformational leadership and the work-family relationship}, journal = {Journal of Managerial Psychology}, volume = {30}, number = {4}, year = {2015}, pages = {454-469}, abstract = { The purpose of this paper is to examine the ways in which leaders influence follower{\textquoteright}s work-life management. Specifically, the authors propose that personal (positive affect), social (managerial support for work-family balance), and job (autonomy) resources mediate the relationships between transformational leadership and work-family conflict (WFC) and enrichment. }, url = {http://www.ingentaconnect.com/content/mcb/050/2015/00000030/00000004/art00006}, author = {Hammond, Michelle and Cleveland, Jeanette N and O{\textquoteright}Neill, John W and Stawski, Robert and Tate, April J} } @report {674371, title = {Work, Family \& Health Study: An Examination of Attriters}, year = {2015}, institution = {OPRE Report 2015- 74 }, address = {Washington, DC}, url = {http://www.acf.hhs.gov/sites/default/files/opre/wfhs_examination_attriters_b508.pdf}, author = {Dunlap, Laura and Mills, Michael J and Kaiser, David J and Frank Mierzwa} } @article {599781, title = {The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals}, journal = {Journal of Family Issues}, year = {2015}, abstract = { An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or {\textquotedblleft}sandwiched{\textquotedblright} caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. }, url = {http://jfi.sagepub.com/content/early/2015/05/04/0192513X15584680.abstract}, author = {DePasquale, Nicole and Polenick, Courtney A and Davis, Kelly D and Moen, Phyllis and Hammer, Leslie B and Almeida, David M} } @article {599711, title = {Return on Investment of a Work-Family Intervention: Evidence From the Work, Family, and Health Network}, journal = {Journal of Occupational and Environmental Medicine}, volume = {57}, number = {9}, year = {2015}, pages = {943-51}, abstract = {OBJECTIVE: To estimate the return on investment (ROI) of a workplace initiative to reduce work-family conflict in a group-randomized 18-month field experiment in an information technology firm in the United States.METHODS: Intervention resources were micro-costed; benefits included medical costs, productivity (presenteeism), and turnover. Regression models were used to estimate the ROI, and cluster-robust bootstrap was used to calculate its confidence interval.RESULTS: For each participant, model-adjusted costs of the intervention were $690 and company savings were $1850 (2011 prices). The ROI was 1.68 (95\% confidence interval, -8.85 to 9.47) and was robust in sensitivity analyses.CONCLUSION: The positive ROI indicates that employers{\textquoteright} investment in an intervention to reduce work-family conflict can enhance their business. Although this was the first study to present a confidence interval for the ROI, results are comparable with the literature.}, url = {http://www.ncbi.nlm.nih.gov/pubmed/?term=26340282}, author = {Barbosa, C and Bray, Jeremy W and Dowd, W and Mills, Michael J and Moen, Phyllis and Wipfli, Brad and Olson, Ryan and Kelly, Erin L} } @article {591676, title = {Constrained Choices? Linking Employees{\textquoteright} and Spouses{\textquoteright} Work Time to Health Behaviors.}, journal = {Social Science \& Medicine}, number = {126}, year = {2015}, pages = {99-109}, abstract = { There are extensive literatures on work conditions and health and on family contexts and health, but less research asking how a spouse or partners{\textquoteright} work conditions may affect health behaviors. Drawing on the constrained choices framework, we theorized health behaviors as a product of one{\textquoteright}s own time and spouses{\textquoteright} work time as well as gender expectations. We examined fast food consumption and exercise behaviors using survey data from 429 employees in an Information Technology (IT) division of a U.S. Fortune 500 firm and from their spouses. We found fast food consumption is affected by men{\textquoteright}s work hours-both male employees{\textquoteright} own work hours and the hours worked by husbands of women respondents-in a nonlinear way. The groups most likely to eat fast food are men working 50 h/week and women whose husbands work 45-50 h/week. Second, exercise is better explained if work time is conceptualized at the couple, rather than individual, level. In particular, neo-traditional arrangements (where husbands work longer than their wives) constrain women{\textquoteright}s ability to engage in exercise but increase odds of men exercising. Women in couples where both partners are working long hours have the highest odds of exercise. In addition, women working long hours with high schedule control are more apt to exercise and men working long hours whose wives have high schedule flexibility are as well. Our findings suggest different health behaviors may have distinct antecedents but gendered work-family expectations shape time allocations in ways that promote men{\textquoteright}s and constrain women{\textquoteright}s health behaviors. They also suggest the need to expand the constrained choices framework to recognize that long hours may encourage exercise if both partners are looking to sustain long work hours and that work resources, specifically schedule control, of one partner may expand the choices of the other. }, url = {http://www-ncbi-nlm-nih-gov.ezp-prod1.hul.harvard.edu/pubmed/?term=Constrained+Choices\%3F+Linking+Employees\%27+and+Spouses\%27+Work+Time+to+Health+Behaviors}, author = {Fan, Wen and Lam, Jack and Moen, Phyllis and Kelly, Erin L and King, Randy L and McHale, Susan M} } @article {568701, title = {Implementation Strategies for Workplace Data Collection: A Case Study}, journal = {Survey Practice}, volume = {8}, number = {5}, year = {2015}, abstract = { In this paper, we describe the methods used for the successful implementation of a longitudinal survey in a workplace setting. Data for the Work, Family \& Health Study (WFHS) were collected at baseline and 6, 12, and 18 months post-baseline, and consisted of computer-assisted interviews, basic health measures, dried blood spot collection, and collection of sleep data via an actigraph watch. Data collection in the workplace presents unique logistical and operational challenges. Based on our experience, we discuss these challenges and offer key suggestions for successfully planning and implementing in-person data collection in a workplace setting. }, url = {http://www.surveypractice.org/index.php/SurveyPractice/article/view/295/html_39}, author = {Leslie Erickson and Frank Mierzwa and With, Sarah K and Karuntzos, Georgia T and Fox, Kimberly and McHale, Susan M and Buxton, Orfeu M} } @article {567966, title = {Supervisor Support Buffers Daily Psychological and Physiological Reactivity to Work-to-Family Conflict}, journal = {Journal of Marriage and Family}, year = {2015}, abstract = { Using a daily diary design, the current study assessed within-person associations of work-to-family conflict with negative affect and salivary cortisol. Furthermore, the authors investigated whether supervisor support moderated these associations. Over 8 consecutive days, 131 working parents employed by an information technology company answered telephone interviews about stressors and mood that occurred in the previous 24 hours. On Days 2{\textendash}4 of the study protocol, they also provided 5 saliva samples throughout the day that were assayed for cortisol. Results indicated a high degree of day-to-day fluctuation in work-to-family conflict, with employed parents having greater negative affect and poorer cortisol regulation on days with higher work-to-family conflict compared to days when they experience lower work-to-family conflict. These associations were buffered, however, when individuals had supervisors who offered support. Discussion centers on the use of dynamic assessments of work-to-family conflict and employee well-being. }, url = {http://onlinelibrary.wiley.com/doi/10.1111/jomf.12252/full}, author = {Almeida, David M and Davis, Kelly D and Lee, Soomi and Lawson, Katie M and Walter, Kimberly N and Moen, Phyllis} } @article {548836, title = {Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence From the Work, Family, and Health Study}, journal = {Journal of Applied Psychology}, year = {2015}, abstract = { We tested the effects of a work{\textendash}family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work{\textendash}home resources model, we hypothesized that implementing a work{\textendash}family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work{\textendash}family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work{\textendash}family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. (PsycINFO Database Record (c) 2015 APA, all rights reserved) }, url = {http://psycnet.apa.org/psycinfo/2015-40868-001/}, author = {Hammer, Leslie B and Johnson, Ryan C and Crain, Tori L and Bodner, Todd and Kossek, Ellen E and Davis, Kelly D and Kelly, Erin L and Buxton, Orfeu M and Karuntzos, Georgia T and Chosewood, Casey L and Berkman, Lisa F} } @article {496791, title = {Certified Nursing Assistants Balancing Family Caregiving Roles: Health Care Utilization Among Double- and Triple-Duty Caregivers}, journal = {The Gerontologist}, year = {2015}, abstract = { Purpose of the Study: This study examines how certified nursing assistants (CNAs) balancing family caregiving roles{\textemdash}child care (double-duty child caregivers), elder care (double-duty elder caregivers), and both child and elder care (triple-duty caregivers){\textemdash}utilize health care services relative to nonfamily caregiving counterparts (formal-only caregivers).Design and Methods: A sample of 884 CNAs from the Work, Family and Health Study was drawn on to assess the number of acute care (i.e., emergency room or urgent care facility) and other health care (i.e., outpatient treatment or counseling) visits made during the past 6 months.Results: Double-duty elder and triple-duty caregivers had higher acute care utilization rates than formal-only caregivers. CNAs with and without family caregiving roles had similar rates of other health care visits.Implications: CNAs providing informal care for older adults have higher acute care visit rates. Given the increasing need for family caregivers and the vital importance of the health of the nursing workforce for the health of others, future research on how double- and triple-duty caregivers maintain their health amidst constant caregiving should be a priority. }, url = {http://gerontologist.oxfordjournals.org/content/early/2015/07/28/geront.gnv081.abstract}, author = {DePasquale, Nicole and Bangerter, Lauren R and Williams, Jessica A and Almeida, David M} } @article {496836, title = {Effects of a Workplace Intervention on Parent{\textendash}Child Relationships}, journal = {Journal of Child and Family Studies}, year = {2015}, pages = {1-9}, abstract = { This study tested whether effects of a workplace intervention, aimed at promoting employees{\textquoteright} schedule control and supervisor support for personal and family life, had implications for parent{\textendash}adolescent relationships; we also tested whether parent{\textendash}child relationships differed as a function of how many intervention program sessions participants attended. Data came from a group randomized trial of a workplace intervention, delivered in the information technology division of a Fortune 500 company. Analyses focused on 125 parent{\textendash}adolescent dyads that completed baseline and 12-month follow-up home interviews. Results revealed no main effects of the intervention, but children of employees who attended 75 \% or more program sessions reported more time with their parent and more parent education involvement compared to adolescents whose parents attended \<75 \% of sessions, and they tended to report more time with parent and more parental solicitation of information about their experiences compared to adolescents whose parents were randomly assigned to the usual practice condition. }, url = {http://dx.doi.org/10.1007/s10826-015-0254-z}, author = {McHale, Susan M and Davis, Kelly D and Green, Kaylin and Lynne M. Casper and Kan, Marni and Kelly, Erin L and King, Rosiland B and Okechukwu, Cassandra A} } @article {433181, title = {Effects of a Workplace Intervention on Sleep in Employees{\textquoteright} Children}, journal = {Journal of Adolescent Health}, volume = {56}, number = {6}, year = {2015}, pages = { 672{\textendash}677}, abstract = { PurposeThe implications of sleep patterns for adolescent health are well established, but we know less about larger contextual influences on youth sleep. We focused on parents{\textquoteright} workplace experiences as extrafamilial forces that may affect youth sleep.MethodsIn a group-randomized trial focused on employee work groups in the information technology division of a Fortune 500 company, we tested whether a workplace intervention improved sleep latency, duration, night-to-night variability in duration, and quality of sleep of employees{\textquoteright} offspring, aged 9{\textendash}17 years. The intervention was aimed at promoting employees{\textquoteright} schedule control and supervisor support for personal and family life to decrease employees{\textquoteright} work{\textendash}family conflict and thereby promote the health of employees, their families, and the work organization. Analyses focused on 93 parent{\textendash}adolescent dyads (57 dyads in the intervention and 46 in the comparison group) that completed baseline and 12-month follow-up home interviews and a series of telephone diary interviews that were conducted on eight consecutive evenings at each wave.ResultsIntent-to-treat analyses of the diary interview data revealed main effects of the intervention on youth{\textquoteright}s sleep latency, night-to-night variability in sleep duration, and sleep quality, but not sleep duration.ConclusionsThe intervention focused on parents{\textquoteright} work conditions, not on their parenting or parent{\textendash}child relationships, attesting to the role of larger contextual influences on youth sleep and the importance of parents{\textquoteright} work experiences in the health of their children. }, url = {http://www.sciencedirect.com/science/article/pii/S1054139X15000725}, author = {McHale, Susan M and Lawson, Katie M and Davis, Kelly D and Lynne M. Casper and Kelly, Erin L and Buxton, Orfeu M} } @article {427081, title = {Work{\textendash}Family Conflict, Cardiometabolic Risk, and Sleep Duration in Nursing Employees}, journal = {Journal of Occupational Health Psychology}, year = {2015}, abstract = { We investigated associations of work{\textendash}family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy{\textendash}based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age {\texttimes} Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work{\textendash}family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work{\textendash}family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions. }, url = {http://dx.doi.org/10.1037/a0039143}, author = {Berkman, Lisa F and Liu, Sze Yan and Hammer, Leslie B and Moen, Phyllis and Klein, Laura C and Kelly, Erin L and Fay, Martha and Davis, Kelly D and Durham, Mary and Karuntzos, Georgia T and Buxton, Orfeu M} } @article {409011, title = {Parent{\textquoteright}s daily time with their children: A workplace intervention.}, journal = {Pediatrics}, year = {2015}, abstract = { OBJECTIVES: In the context of a group randomized field trial, we evaluated whether parents who participated in a workplace intervention, designed to increase supervisor support for personal and family life and schedule control, reported significantly more daily time with their children at the 12-month follow-up compared with parents assigned to the Usual Practice group. We also tested whether the intervention effect was moderated by parent gender, child gender, or child age.METHODS: The Support-Transform-Achieve-Results Intervention was delivered in an information technology division of a US Fortune 500 company. Participants included 93 parents (45\% mothers) of a randomly selected focal child aged 9 to 17 years (49\% daughters) who completed daily telephone diaries at baseline and 12 months after intervention. During evening telephone calls on 8 consecutive days, parents reported how much time they spent with their child that day.RESULTS: Parents in the intervention group exhibited a significant increase in parent-child shared time, 39 minutes per day on average, between baseline and the 12-month follow-up. By contrast, parents in the Usual Practice group averaged 24 fewer minutes with their child per day at the 12-month follow-up. Intervention effects were evident for mothers but not for fathers and for daughters but not sons.CONCLUSIONS: The hypothesis that the intervention would improve parents{\textquoteright} daily time with their children was supported. Future studies should examine how redesigning work can change the quality of parent-child interactions and activities known to be important for youth health and development. }, url = {http://pediatrics.aappublications.org/content/early/2015/04/08/peds.2014-2057.abstract}, author = {Davis, Kelly D and Lawson, Katie M and Almeida, David M and Davis, Kelly D and King, Rosiland B and Hammer, Leslie B and Lynne M. Casper and Okechukwu, Cassandra A and Hanson, Ginger C and McHale, Susan M} } @article {387596, title = {Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover}, journal = {The Sociological Quarterly}, year = {2015}, abstract = { Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers{\textquoteright} characteristics and insecurity shape their employees{\textquoteright} job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, whereas managers{\textquoteright} own insecurity positively predicts employees{\textquoteright} insecurity. Also contingent on the organizational climate, managers{\textquoteright} own tenure buffers, and managers{\textquoteright} perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context. }, url = {http://onlinelibrary.wiley.com/doi/10.1111/tsq.12092/full}, author = {Lam, Jack and Fox, Kimberly and Fan, Wen and Moen, Phyllis and Kelly, Erin L and Hammer, Leslie B and Kossek, Ellen E} } @article {373651, title = {Day-to-Day Inconsistency in Parent Knowledge: Links With Youth Health and Parents{\textquoteright} Stress}, journal = {Journal of Adolescent Health}, volume = {56}, number = {3}, year = {2015}, pages = {293{\textendash}299}, abstract = { Purpose: Considerable evidence documents the linkages between higher levels of parental knowledge about youth activities and positive youth outcomes. This study investigated how day-to-day inconsistency in parental knowledge of youth activities was linked to youth behavioral, psychological, and physical health and parents{\textquoteright} stress. Methods: Participants were employees in the Information Technology Division of a Fortune 500 company and their children (N = 129, mean age of youth = 13.39 years, 55\% female). Data were collected from parents and youth via separate workplace and in-home surveys as well as telephone diary surveys on eight consecutive evenings. We assessed day-to-day inconsistency in parental knowledge across these eight calls. Results: Parents differed in their knowledge from day to day almost as much as their average knowledge scores differed from those of other parents. Controlling for mean levels of knowledge, youth whose parents exhibited more knowledge inconsistency reported more physical health symptoms (e.g., colds and flu). Knowledge inconsistency was also associated with more risky behavior for girls but greater psychological well-being for older adolescents. Parents who reported more stressors also had higher knowledge inconsistency. Conclusions: Assessing only average levels of parental knowledge does not fully capture how this parenting dimension is associated with youth health. Consistent knowledge may promote youth physical health and less risky behavior for girls. Yet knowledge inconsistency also may reflect normative increases in autonomy as it was positively associated with psychological well-being for older adolescents. Given the linkages between parental stress and knowledge inconsistency, parent interventions should include stress management components. }, url = {http://www.sciencedirect.com/science/article/pii/S1054139X14007551}, author = {Lippold, Melissa A and McHale, Susan M and Davis, Kelly D and Kossek, Ellen E} } @inbook {374071, title = {Is Work-family Conflict a Multilevel Stressor Linking Job Conditions to Mental Health? Evidence from the Work, Family and Health Network}, booktitle = {Research in the Sociology of Work}, volume = {26}, year = {2015}, pages = {pp.177 - 217}, publisher = {Emerald Group Publishing Limited}, organization = {Emerald Group Publishing Limited}, address = {Bingley, West Yorkshire, England}, abstract = { Purpose: Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health.Methodology/approach: This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress).Findings: We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals{\textquoteright} perceptions of their job conditions are better predictors of individuals{\textquoteright} work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes.Practical implications: Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees{\textquoteright} mental health.Originality/value of the chapter: We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a {\textquotedblleft}private trouble{\textquotedblright} and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work. }, url = {http://www.emeraldinsight.com/doi/abs/10.1108/S0277-283320150000026014}, author = {Moen, Phyllis and Kaduk, Anne and Kossek, Ellen E and Hammer, Leslie B and Buxton, Orfeu M and O{\textquoteright}Donnell, Emily M and Almeida, David M and Fox, Kimberly and Tranby, Eric and Oakes, J. Michael and Lynne M. Casper} } @article {353656, title = {A workplace intervention improves sleep: results from the randomized controlled Work, Family \& Health Study}, journal = {Sleep Health}, volume = {1}, number = {1}, year = {2015}, month = {2015}, pages = {55-65}, abstract = { Study objectives: The Work, Family, and Health Network Study tested the hypothesis that a workplace intervention designed to increase family-supportive supervision and employee control over work time improves actigraphic measures of sleep quantity and quality. Design: Cluster-randomized trial. Setting: A global information technology firm. Participants: US employees at an information technology firm. Interventions: Randomly selected clusters of managers and employees participated in a 3-month, social, and organizational change process intended to reduce work-family conflict. The intervention included interactive sessions with facilitated discussions, role playing, and games. Managers completed training in family-supportive supervision. Measurements and results: Primary outcomes of total sleep time (sleep duration) and wake after sleep onset (sleep quality) were collected from week-long actigraphy recordings at baseline and 12 months. Secondary outcomes included self-reported sleep insufficiency and insomnia symptoms. Twelve-month interviews were completed by 701 (93\% retention), of whom 595 (85\%) completed actigraphy. Restricting analyses to participants with >=3 valid days of actigraphy yielded a sample of 473-474 for intervention effectiveness analyses. Actigraphy-measured sleep duration was 8 min/d greater among intervention employees relative to controls (P \< .05). Sleep insufficiency was reduced among intervention employees (P = .002). Wake after sleep onset and insomnia symptoms were not different between groups. Path models indicated that increased control over work hours and subsequent reductions in work-family conflict mediated the improvement in sleep sufficiency. Conclusions: The workplace intervention did not overtly address sleep, yet intervention employees slept 8 min/d more and reported greater sleep sufficiency. Interventions should address environmental and psychosocial causes of sleep deficiency, including workplace factors }, url = {http://www.sciencedirect.com/science/article/pii/S2352721814000047}, author = {Olson, Ryan and Crain, Tori L and Bodner, Todd and King, Rosiland B and Hammer, Leslie B and Klein, Laura C and Leslie Erickson and Moen, Phyllis and Berkman, Lisa F and Buxton, Orfeu M} } @article {283756, title = {Daily positive spillover and crossover from mothers{\textquoteright} work to youth health}, journal = {Journal of Family Psychology}, volume = {28}, number = {6}, year = {2014}, month = {2014}, pages = {897-907}, abstract = { Prior research shows that employees{\textquoteright} work experiences can {\textquotedblleft}spill over{\textquotedblright} into their family lives and {\textquotedblleft}cross over{\textquotedblright} to affect family members. Expanding on studies that emphasize negative implications of work for family life, this study examined positive work-to-family spillover and positive and negative crossover between mothers and their children. Participants were 174 mothers in the extended care (nursing home) industry and their children (ages 9{\textendash}17), both of whom completed daily diaries on the same 8 consecutive evenings. On each workday, mothers reported whether they had a positive experience at work, youth reported on their mothers{\textquoteright} positive and negative mood after work, and youth rated their own mental (positive and negative affect) and physical health (physical health symptoms, sleep quality, sleep duration). Results of 2-level models showed that mothers{\textquoteright} positive mood after work, on average, was directly related to youth reports of more positive affect, better sleep quality, and longer sleep duration. In addition, mothers with more positive work experiences, on average, displayed less negative mood after work, and in turn, adolescents reported less negative affect and fewer physical health symptoms. Results are discussed in terms of daily family system dynamics. }, url = {http://psycnet.apa.org/psycinfo/2014-38833-001/}, author = {Lawson, Katie M and Davis, Kelly D and McHale, Susan M and Hammer, Leslie B and Buxton, Orfeu M} } @article {283736, title = {Combining Formal and Informal Caregiving Roles: The Psychosocial Implications of Double- and Triple-Duty Care}, journal = {Journals of Gerontology, Series B: Psychological Sciences and Social Sciences}, year = {2014}, abstract = {Objectives. Women who combine formal and informal caregiving roles represent a unique, understudied population. In the literature, healthcare employees who simultaneously provide unpaid elder care at home have been referred to as double-duty caregivers. The present study broadens this perspective by examining the psychosocial implications of double-duty child care (child care only), double-duty elder care (elder care only), and triple-duty care (both child care and elder care or {\textquotedblleft}sandwiched{\textquotedblright} care).Method. Drawing from the Work, Family, and Health Study, we focus on a large sample of women working in nursing homes in the United States (n = 1,399). We use multiple regression analysis and analysis of covariance tests to examine a range of psychosocial implications associated with double- and triple-duty care.Results. Compared with nonfamily caregivers, double-duty child caregivers indicated greater family-to-work conflict and poorer partner relationship quality. Double-duty elder caregivers reported more family-to-work conflict, perceived stress, and psychological distress, whereas triple-duty caregivers indicated poorer psychosocial functioning overall.Discussion. Relative to their counterparts without family caregiving roles, women with combined caregiving roles reported poorer psychosocial well-being. Additional research on women with combined caregiving roles, especially triple-duty caregivers, should be a priority amidst an aging population, older workforce, and growing number of working caregivers.}, url = {http://psychsocgerontology.oxfordjournals.org/content/early/2014/09/29/geronb.gbu139.full}, author = {DePasquale, Nicole and Davis, Kelly D and Zarit, Steven H. and Moen, Phyllis and Hammer, Leslie B and Almeida, David M} } @article {265491, title = {Schedule Control and Nursing Home Quality; Exploratory Evidence of a Psychosocial Predictor of Resident Care}, journal = {Journal of Applied Gerontology}, year = {2014}, abstract = { Aim: To examine whether nursing homes{\textquoteright} quality of care was predicted by schedule control (workers{\textquoteright} ability to decide work hours), independently of other staffing characteristics. Method: Prospective ecological study of 30 nursing homes in New England. Schedule control was self-reported via survey in 2011-2012 (N = 1,045). Quality measures included the prevalence of decline in activities of daily living, residents{\textquoteright} weight loss, and pressure ulcers, indicators systematically linked with staffing characteristics. Outcomes data for 2012 were retrieved from Medicare.gov. Results: Robust Linear Regressions showed that higher schedule control predicted lower prevalence of pressure ulcers (β = -0.51, p \< .05). This association was independent of staff mix, staffing ratios, job satisfaction, and turnover intentions. Conclusion: Higher schedule control might enhance the planning and delivery of strategies to prevent or cure pressure ulcers. Further research is needed to identify potential causal mechanisms by which schedule control could improve quality of care. }, url = {http://jag.sagepub.com/content/early/2014/08/08/0733464814546895.full.pdf+html}, author = {Hurtado, David A and Berkman, Lisa F and Buxton, Orfeu M and Okechukwu, Cassandra A} } @article {259506, title = {Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network}, journal = {American Sociological Review}, volume = {79}, number = {3}, year = {2014}, pages = {485-516}, abstract = { Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees{\textquoteright} personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees{\textquoteright} work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives. }, url = {http://asr.sagepub.com/content/79/3/485.full}, author = {Kelly, Erin L and Moen, Phyllis and Oakes, J. Michael and Fan, Wen and Okechukwu, Cassandra A and Davis, Kelly D and Hammer, Leslie B and Kossek, Ellen E and King, Rosiland B and Hanson, Ginger C and Frank Mierzwa and Lynne M. Casper} } @article {259551, title = {Designing Work, Family \& Health Organizational Change Initiatives}, journal = {Organizational Dynamics}, volume = {43}, number = {1}, year = {2014}, pages = {53-63}, abstract = { In this paper, we describe the development of the most comprehensive work{\textendash}family organizational change initiative to date in the United States. Our goal is to share an in-depth case study with examples and critical lessons that emerged. We draw on our years of experience working with major employers from two industries representative of today{\textquoteright}s workforce (health care and IT professionals). Employers and applied researchers can draw on this study and lessons to create, customize, and deliver evidence-based interventions to improve work, family and health. }, url = {http://ac.els-cdn.com/S0090261613000739/1-s2.0-S0090261613000739-main.pdf?_tid=ec897eb4-33ba-11e4-9382-00000aab0f26\&acdnat=1409784045_28b559b9c715ea1253bd91a9fc51e2fa}, author = {Kossek, Ellen E and Hammer, Leslie B and Kelly, Erin L and Moen, Phyllis} } @article {259556, title = {Toward a Model of Work Redesign for Better Work and Better Life}, journal = {Work and Occupations}, volume = {41}, year = {2014}, pages = {111-134}, abstract = {Flexible work accommodations provided by employers purport to help individuals struggling to manage work and family demands. The underlying model for change is accommodation{\textemdash}helping individuals accommodate their work demands with no changes in the structure of work or cultural expectations of ideal workers. The purpose of this article is to derive a Work Redesign Model and compare it with the Accommodation Model. This article centers around two change initiatives{\textemdash}Predictability, Teaming and Open Communication and Results Only Work Environment{\textemdash}that alter the structure and culture of work in ways that enable better work and better lives.}, url = {http://wox.sagepub.com/content/41/1/111.abstract}, author = {Perlow, Leslie A and Kelly, Erin L} } @article {259566, title = {Work{\textendash}family conflict, family-supportive supervisor behaviors (FSSB), and sleep outcomes.}, journal = {Journal of Occupational Health Psychology}, volume = {19}, number = {2}, year = {2014}, pages = {155-167}, abstract = { Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work{\textendash}family interface and sleep. Drawing on conservation of resources theory, we use a sample of 623 information technology workers to examine the relationships between work{\textendash}family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a 1 week period of time, and survey methods were used to collect information on self-reported work{\textendash}family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work{\textendash}family interface to sleep link and make use of interventions targeting the work{\textendash}family interface as a means for improving sleep health. }, url = {http://psycnet.apa.org/journals/ocp/19/2/155/}, author = {Crain, Tori L and Hammer, Leslie B and Bodner, Todd and Kossek, Ellen E and Moen, Phyllis and Lilienthal, Richard and Buxton, Orfeu M} } @article {202896, title = {Dried blood spot collection of health biomarkers to maximize participation in population studies}, journal = {Journal of visualized experiments: JoVE}, volume = {83}, year = {2014}, abstract = { Biomarkers are directly-measured biological indicators of disease or health. In population and social sciences, biomarkers need to be easy to obtain, transport, and analyze. Dried Blood Spot (DBS) collection meets this need, can be collected in the field with high response rates\ and analyzed for a variety of biomarkers. }, url = {http://www.jove.com/video/50973/dried-blood-spot-collection-health-biomarkers-to-maximize}, author = {M Ostler and J Porter and Buxton, Orfeu M} } @inbook {674416, title = {Biomarkers in Work and Family Research}, booktitle = {New frontiers in work and family research}, year = {2013}, pages = {170-190}, publisher = {Psychology Press LTD}, organization = {Psychology Press LTD}, address = {East Sussex, UK}, author = {Buxton, Orfeu M and Klein, Laura C and Whinnery, J and Williams, S and MCDADE, Thomas W} } @article {674391, title = {Understanding Work-Family Spillover in Hotel Managers}, journal = {International Journal of Hospitality Management}, volume = {33}, year = {2013}, pages = {273-281}, url = {http://www.sciencedirect.com/science/article/pii/S0278431912001247}, author = {Lawson, Katie M and Davis, Kelly D and Crouter, Ann C and O{\textquoteright}Neill, John W} } @article {674381, title = {Work-family boundary strategies: Stability and alignment between preferred and enacted boundaries}, journal = {Journal of Vocational Behavior}, volume = {82}, number = {1}, year = {2013}, pages = {49-58}, abstract = {Are individuals bounding work and family the way they would like? Much of the work{\textendash}family boundary literature focuses on whether employees are segmenting or integrating work with family, but does not explore the boundaries workers would like to have, nor does it examine the fit between desired and enacted boundaries, or assess boundary stability. In this study, 23 respondents employed at a large Fortune 500 company were interviewed about their work{\textendash}family boundaries before and after their teams underwent a cultural change initiative that sought to loosen workplace norms and allow employees more autonomy to decide when and where they performed their job tasks. Four distinct boundary strategies emerged from the data, with men and parents of young children having better alignment between preferred and enacted boundaries than women and those without these caregiving duties. Implications for boundary theory and research are discussed.}, url = {http://www.sciencedirect.com/science/article/pii/S000187911200142X}, author = {Ammons, Samantha K} } @article {265496, title = {Measuring Sleep: Accuracy, Sensitivity, and Specificity of Wrist Actigraphy Compared to Polysomnography}, journal = {SLEEP}, volume = {36}, number = {11}, year = {2013}, pages = {1747-1755}, abstract = { Objectives: We validated actigraphy for detecting sleep and wakefulness versus polysomnography (PSG). Design: Actigraphy and polysomnography were simultaneously collected during sleep laboratory admissions. All studies involved 8.5 h time in bed, except for sleep restriction studies. Epochs (30-sec; n = 232,849) were characterized for sensitivity (actigraphy = sleep when PSG = sleep), specificity (actigraphy = wake when PSG = wake), and accuracy (total proportion correct); the amount of wakefulness after sleep onset (WASO) was also assessed. A generalized estimating equation (GEE) model included age, gender, insomnia diagnosis, and daytime/nighttime sleep timing factors. Setting: Controlled sleep laboratory conditions. Participants: Young and older adults, healthy or chronic primary insomniac (PI) patients, and daytime sleep of 23 night-workers (n = 77, age 35.0 {\textpm} 12.5, 30F, mean nights = 3.2). Interventions: N/A. Measurements and Results: Overall, sensitivity (0.965) and accuracy (0.863) were high, whereas specificity (0.329) was low; each was only slightly modified by gender, insomnia, day/night sleep timing (magnitude of change \< 0.04). Increasing age slightly reduced specificity. Mean WASO/night was 49.1 min by PSG compared to 36.8 min/night by actigraphy (β = 0.81; CI = 0.42, 1.21), unbiased when WASO \< 30 min/night, and overestimated when WASO \> 30 min/night. Conclusions: This validation quantifies strengths and weaknesses of actigraphy as a tool measuring sleep in clinical and population studies. Overall, the participant-specific accuracy is relatively high, and for most participants, above 80\%. We validate this finding across multiple nights and a variety of adults across much of the young to midlife years, in both men and women, in those with and without insomnia, and in 77 participants. We conclude that actigraphy is overall a useful and valid means for estimating total sleep time and wakefulness after sleep onset in field and workplace studies, with some limitations in specificity. Citation: Marino M; Li Y; Rueschman MN; Winkelman JW; Ellenbogen JM; Solet JM; Dulin H; Berkman LF; Buxton OM. Measuring sleep: accuracy, sensitivity, and specificity of wrist actigraphy compared to polysomnography. SLEEP 2013;36(11):1747-1755. }, url = {http://www.journalsleep.org/ViewAbstract.aspx?pid=29184}, author = {Marino, Miguel and Li, Yi and Rueschman, Michael and Winkelman, JW and Ellenbogen, JM and Solet, JM and Dulin, Hilary and Berkman, Lisa F and Buxton, Orfeu M} } @article {259581, title = {Relieving the Time Squeeze? Effects of a White-Collar Workplace Change on Parents}, journal = {Journal of Marriage and Family}, volume = {75}, number = {4}, year = {2013}, pages = {1014{\textendash}1029}, abstract = { Employed parents perceive a time squeeze even as trends from the 1960s show they are spending more time with their children. Work conditions (e.g., hours and schedule control) would seem to affect both parents{\textquoteright} time with children and perceived time squeeze, but most studies rely on cross-sectional data that do not establish causality. The authors examined the effects of the introduction of a workplace flexibility initiative (Results Only Work Environment [ROWE]) on changes in mothers{\textquoteright} and fathers{\textquoteright} perceptions of the adequacy of their time with children and actual time spent with children (N = 225). Baseline data show the importance of work conditions for parents{\textquoteright} sense of perceived time adequacy. Panel data show that mothers (but not fathers) in ROWE report increased schedule control and improved time adequacy, but no change in actual time spent with children, except that ROWE increases evening meals with children for mothers sharing few meals at baseline. }, url = {http://onlinelibrary.wiley.com/doi/10.1111/jomf.12047/abstract}, author = {Hill, Rachelle and Tranby, Eric and Kelly, Erin L and Moen, Phyllis} } @article {259561, title = {Synchrony of diurnal cortisol pattern in couples}, journal = {Journal of Family Psychology}, volume = {27}, number = {4}, year = {2013}, pages = {579-588}, abstract = { Cortisol is a biomarker of stress reactivity, and its diurnal pattern is an indicator of general neuroendocrine health. Despite theories conceptualizing marital dyads as dynamic systems wherein spouses are interdependent in their physiology and stress coping, little is known about the daily processes in which spouses possibly influence each other in biological stress. Nineteen heterosexual couples provided saliva samples containing cortisol 4 times a day for 4 consecutive days. We used multilevel modeling to examine whether one{\textquoteright}s cortisol awaking response (CAR) and diurnal cortisol slope (DCS) predict those of the spouse{\textquoteright}s on the same day and/or on the next day. We found that spouses synchronize their DCS, such that on days when one experiences faster or slower decline in diurnal cortisol than usual, the spouse also experiences faster or slower decline than usual. For CAR, positive synchrony was only observed in couples reporting high levels of marital strain and disagreement. Cross-lagged regression analysis reveals stability in diurnal cortisol pattern. A steeper cortisol slope on a particular day predicts a steeper slope on the next day within an individual, but no significant cross-lagged relation was found between spouses. Couples reporting more spousal support tend to have stronger stability in CAR. These findings provide evidence that spouses are interdependent in their diurnal cortisol patterns on a day-to-day basis, and that these daily dynamics are associated with marital relationship quality. The study contributes to our understanding of marital processes and biobehavioral health. It also contributes methodologically to the advancement of longitudinal dyadic analysis. (PsycINFO Database Record (c) 2013 APA, all rights reserved) }, url = {http://psycnet.apa.org/journals/fam/27/4/579/}, author = {Liu, Sze Yan and Rovine, M K and Klein, Laura C and Almeida, David M} } @article {87206, title = {Costs of a Work-Family Intervention: Evidence From the Work, Family, and Health Network.}, journal = {Am J Health Promot.}, volume = {Aug 23}, year = {2013}, pages = {[Epub ahead of print]}, abstract = { Purpose . To estimate the cost to the workplace of implementing initiatives to reduce work-family conflict. Design . Prospective cost analysis conducted alongside a group-randomized multisite controlled experimental study, using a microcosting approach. Setting . An information technology firm. Subjects . Employees (n = 1004) and managers (n = 141) randomized to the intervention arm. Intervention . STAR (Start. Transform. Achieve. Results.) to enhance employees{\textquoteright} control over their work time, increase supervisor support for employees to manage work and family responsibilities, and reorient the culture toward results. Measures . A taxonomy of activities related to customization, start-up, and implementation was developed. Resource use and unit costs were estimated for each activity, excluding research-related activities. Analysis . Economic costing approach (accounting and opportunity costs). Sensitivity analyses on intervention costs. Results . The total cost of STAR was $709,654, of which $389,717 was labor costs and $319,937 nonlabor costs (including $313,877 for intervention contract). The cost per employee participation in the intervention was $340 (95\% confidence interval: $330-$351); $597 ($561-$634) for managers and $300 ($292-$308) for other employees (2011 prices). Conclusion . A detailed activity costing approach allows for more accurate cost estimates and identifies key drivers of cost. The key cost driver was employees{\textquoteright} time spent on receiving the intervention. Ignoring this cost, which is usual in studies that cost workplace interventions, would seriously underestimate the cost of a workplace initiative. }, url = {http://www.ncbi.nlm.nih.gov/pubmed/?term=23971520}, author = {Barbosa, C and Bray, Jeremy W and Brockwood, K and Reeves, D} } @article {87211, title = {Time Work by Overworked Professionals: Strategies in Response to the Stress of Higher Status}, journal = {Work Occup.}, volume = {40}, number = {2}, year = {2013}, pages = {79-114}, abstract = { How are professionals responding to the time strains brought on by the stress of their higher status jobs? Qualitative data from professionals reveal (a) general acceptance of the emerging temporal organization of professional work, including rising time demands and blurred boundaries around work/ nonwork times and places, and (b) time work as strategic responses to work intensification, overloads, and boundarylessness. We detected four time-work strategies: prioritizing time, scaling back obligations, blocking out time, and time shifting of obligations. These strategies are often more work-friendly than family-friendly, but "blocking out time" and "time shifting" suggest promising avenues for work-time policy and practice. }, author = {Moen, Phyllis and Lam, Jack and Ammons, Samantha K and Kelly, Erin L} } @article {57946, title = {Measurement development and validation of the Family Supportive Supervisor Behavior Short-Form (FSSB-SF)}, journal = {Journal of Occupational Health Psychology}, volume = {18}, number = {3}, year = {2013}, pages = {285-296}, abstract = { Recently, scholars have demonstrated the importance of Family Supportive Supervisor Behaviors (FSSB), defined as behaviors exhibited by supervisors that are supportive of employees{\textquoteright} family roles, in relation to health, well-being, and organizational outcomes. FSSB was originally conceptualized as a multidimensional, superordinate construct with four subordinate dimensions assessed with 14 items: emotional support, instrumental support, role modeling behaviors, and creative work{\textendash}family management. Retaining one item from each dimension, two studies were conducted to support the development and use of a new FSSB-Short Form (FSSB-SF). Study 1 draws on the original data from the FSSB validation study of retail employees to determine whether the results using the 14-item measure replicate with the shorter 4-item measure. Using data from a sample of 823 information technology professionals and their 219 supervisors, Study 2 extends the validation of the FSSB-SF to a new sample of professional workers and new outcome variables. Results from multilevel confirmatory factor analyses and multilevel regression analyses provide evidence of construct and criterion-related validity of the FSSB-SF, as it was significantly related to work{\textendash}family conflict, job satisfaction, turnover intentions, control over work hours, obligation to work when sick, perceived stress, and reports of family time adequacy. We argue that it is important to develop parsimonious measures of work{\textendash}family specific support to ensure supervisor support for work and family is mainstreamed into organizational research and practice. }, url = {http://psycnet.apa.org/journals/ocp/18/3/285/}, author = {Hammer, Leslie B and Kossek, Ellen E and Bodner, Todd and Crain, Tori L} } @article {33666, title = {Healthy work revisited: do changes in time strain predict well-being?}, journal = {J Occup Health Psychol}, volume = {18}, number = {2}, year = {2013}, month = {2013 Apr}, pages = {157-72}, abstract = {Building on Karasek and Theorell (R. Karasek \& T. Theorell, 1990, Healthy work: Stress, productivity, and the reconstruction of working life, New York, NY: Basic Books), we theorized and tested the relationship between time strain (work-time demands and control) and seven self-reported health outcomes. We drew on survey data from 550 employees fielded before and 6 months after the implementation of an organizational intervention, the results only work environment (ROWE) in a white-collar organization. Cross-sectional (wave 1) models showed psychological time demands and time control measures were related to health outcomes in expected directions. The ROWE intervention did not predict changes in psychological time demands by wave 2, but did predict increased time control (a sense of time adequacy and schedule control). Statistical models revealed increases in psychological time demands and time adequacy predicted changes in positive (energy, mastery, psychological well-being, self-assessed health) and negative (emotional exhaustion, somatic symptoms, psychological distress) outcomes in expected directions, net of job and home demands and covariates. This study demonstrates the value of including time strain in investigations of the health effects of job conditions. Results encourage longitudinal models of change in psychological time demands as well as time control, along with the development and testing of interventions aimed at reducing time strain in different populations of workers.}, issn = {1939-1307}, doi = {10.1037/a0031804}, author = {Moen, Phyllis and Kelly, Erin L and Lam, Jack} } @article {33661, title = {Team-level flexibility, work-home spillover, and health behavior.}, journal = {Soc Sci Med}, volume = {84}, year = {2013}, month = {2013 May}, pages = {69-79}, abstract = {Drawing on two waves of survey data conducted six months apart in 2006, this study examined the impacts of a team-level flexibility initiative (ROWE--results only work environment) on changes in the work-home spillover and health behavior of employees at the Midwest headquarters of a large U.S. corporation. Using cluster analysis, we identified three distinct baseline spillover constellations: employees with high negative spillover, high positive spillover, and low overall spillover. Within-team spillover measures were highly intercorrelated, suggesting that work teams as well as individuals have identifiable patterns of spillover. Multilevel analyses showed ROWE reduced individual- and team-level negative work-home spillover but not positive work-home spillover or spillover from home-to-work. ROWE also promoted employees{\textquoteright} health behaviors: increasing the odds of quitting smoking, decreasing smoking frequency, and promoting perceptions of adequate time for healthy meals. Trends suggest that ROWE also decreased the odds of excessive drinking and improved sleep adequacy and exercise frequency. Some health behavior effects were mediated via reduced individual-level negative work-home spillover (exercise frequency, adequate time for sleep) and reduced team-level negative work-home spillover (smoking frequency, exercise frequency, and adequate time for sleep). While we found no moderating effects of gender, ROWE especially improved the exercise frequency of singles and reduced the smoking frequency of employees with low overall spillover at baseline.}, keywords = {Cluster Analysis, Conflict (Psychology), Employment, Family, Health Behavior, Humans, Midwestern United States, Multilevel Analysis, Occupational Health, Program Evaluation}, issn = {1873-5347}, doi = {10.1016/j.socscimed.2013.02.011}, author = {Moen, Phyllis and Fan, Wen and Kelly, Erin L} } @article {33611, title = {An integrative, multilevel, and transdisciplinary research approach to challenges of work, family, and health}, journal = {RTI Press}, volume = {March}, year = {2013}, author = {Bray, Jeremy W and Kelly, Erin L and Hammer, Leslie B and Almeida, David M and Dearing, JW and King, Rosiland B and Buxton, Orfeu M} } @inbook {679801, title = {Translational research on work and family: Daily stress processes in hotel employees and their families.}, booktitle = {Research for the Public Good: Applying the methods of translational research to improve human health and well-being.}, year = {2012}, pages = {127-146}, publisher = {American Psychological Association}, organization = {American Psychological Association}, address = {Washington, DC}, abstract = { Translational science calls on researchers to transform scientific discoveries into practical real-life applications. This chapter describes how we have been attempting to translate our research on work and family stressors to better understand and enhance the daily lives of hotel employees and their families. The Hotel Work and Well-Being Study involves the collaboration between an interdisciplinary team of investigators and hotel industry leaders, and hotel employees and their families. A major feature of this enterprise has been the application of the results from innovative methods of daily stress research to the specific concerns of hotel employees and stakeholders with regard to work{\textendash}family conflict. The project has evolved through stages that exemplify important features of translational science. These stages include establishing close collaborations and dynamic feedback with important stakeholders, using the information obtained to design a study of daily stress and health specific to the hotel industry, disseminating findings to the industry stakeholders, and adapting knowledge gained in the process to evaluate a workplace program to alleviate the effects of work{\textendash}family conflict on workers and their family members. This chapter uses examples of these activities to highlight multiple forms of translation. (PsycINFO Database Record (c) 2015 APA, all rights reserved) }, url = {http://psycnet.apa.org/books/13744/006}, author = {Almeida, David M and Davis, Kelly D and O{\textquoteright}Neill, John W and Crouter, Ann C} } @article {674396, title = {The determinants of a culture of partying among managers in the hotel industry}, journal = {International Journal of Contemporary Hospitality Management}, volume = {24}, number = {1}, year = {2012}, pages = {81-96}, abstract = { Purpose{\textendash} The purpose of this paper is to explore the apparent norm of partying that persists in the hotel industry despite evidence suggesting it can negatively affect both employees and organizations.Design/methodology/approach{\textendash} Telephone surveys of 544 managers from 65 hotels were conducted. Multiple regression analyses and analyses of variance were performed to examine the extent to which differences in hotel organizational culture, hotel classification, hotel corporate organization, hotel size and manager age affect the extent to which employees spend time gathering and partying with their work colleagues outside work.Findings{\textendash} The paper finds that in hotels with organizational culture oriented towards work and family balance, managers displayed less partying behavior. It also finds that such work and family culture may vary based on certain hotel corporate organizations, hotel location classifications, and hotel sizes, because partying behavior significantly varies based on such corporate, locational and size differences. Findings also indicate that relatively older employees spend less time than younger employees partying with work colleagues outside work.Research limitations/implications{\textendash} Limitations include the use of self reports of hotel managers from full-service hotels in the USA.Practical implications{\textendash} A workplace culture oriented towards work and family balance may yield less partying behavior, which may be particularly relevant in certain hotel types and sizes, and may have positive implications for reducing turnover and health care costs.Originality/value{\textendash} This study explores the common practice, but understudied topic of hotel employees partying with colleagues outside work. In so doing, it provides greater understanding of the phenomenon to researchers and practitioners. }, url = {http://www.emeraldinsight.com/doi/abs/10.1108/09596111211197818}, author = {O{\textquoteright}Neill, John W} } @article {674411, title = {Youth supervision while mothers work: a daily diary study of maternal worry}, journal = {Community, Work \& Family}, volume = {15}, number = {2}, year = {2012}, pages = {233-249}, abstract = {Using data from a daily diary study of hourly hotel employees in the US and their children, this study examined links between youth supervision arrangements and maternal worry while at work, examining both differences between individuals and day-to-day variation within individuals. Multilevel model analyses revealed both between- and within-person effects linking youth supervision to maternal worry. Mothers{\textquoteright} partner status functioned as moderator, and maternal knowledge also emerged as a protective factor when youth were in self-care, highlighting a potential target for future work{\textendash}family interventions, particularly those for hourly employees with limited access to family-friendly workplace policies.}, url = {doi:10.1080/13668803.2011.639169}, author = {Blocklin, Michelle K and Crouter, Ann C and McHale, Susan M} } @article {270806, title = {Author{\textquoteright}s Response}, journal = {Journal of Occupational and Environmental Medicine}, volume = {54}, number = {11}, year = {2012}, pages = {1322-3}, url = {http://journals.lww.com/joem/toc/2012/11000}, author = {Buxton, Orfeu M and Okechukwu, Cassandra A} } @article {33966, title = {Youth Supervision While Mothers Work: A Daily Diary Study of Maternal Worry.}, journal = {Community Work Fam}, volume = {15}, number = {2}, year = {2012}, month = {2012}, pages = {233-249}, abstract = {Using data from a daily diary study of hourly hotel employees in the U.S. and their children, this study examined links between youth supervision arrangements and maternal worry while at work, examining both differences between individuals and day-to-day variation within individuals. Multilevel model analyses revealed both between- and within-person effects linking youth supervision to maternal worry. Mothers{\textquoteright} partner status functioned as moderator, and maternal knowledge also emerged as a protective factor when youth were in self-care, highlighting a potential target for future work-family interventions, particularly those for hourly employees with limited access to family-friendly workplace policies.En utilisant les donn{\'e}es d{\textquoteright}une {\'e}tude de journal quotidien des employ{\'e}s horaires de l{\textquoteright}h{\^o}tel aux {\'E}tats-Unis et leurs enfants, cette {\'e}tude a examin{\'e} les liens entre les modalit{\'e}s de supervision des jeunes et l{\textquoteright}inqui{\'e}tude maternelle pendant le travail, en examinant {\`a} la fois les diff{\'e}rences inter individus et la variation intra individus au jour le jour. Analyses multi-niveaux ont r{\'e}v{\'e}l{\'e} {\`a} la fois des effets inter et intra reliant la supervision des jeunes {\`a} l{\textquoteright}inqui{\'e}tude maternelle. Statut de partenaire des m{\`e}res a fonctionn{\'e} en tant que mod{\'e}rateur, et la connaissance maternelle est {\'e}galement apparue comme un facteur de protection lorsque les jeunes ont pris soins d{\textquoteright}eux-m{\^e}mes, soulignant une cible potentielle pour des interventions de conciliation travail-famille, en particulier ceux con{\c c}us pour des employ{\'e}s horaires avec un acc{\`e}s limit{\'e} {\`a} des politiques favorables {\`a} la famille.}, issn = {1366-8803}, doi = {10.1080/13668803.2011.639169}, author = {Blocklin, Michelle K and Crouter, Ann C and McHale, Susan M} } @article {33956, title = {Manager support for work-family issues and its impact on employee-reported pain in the extended care setting.}, journal = {J Occup Environ Med}, volume = {54}, number = {9}, year = {2012}, month = {2012 Sep}, pages = {1142-9}, abstract = {OBJECTIVE: Supervisor-level policies and the presence of a manager engaged in an employee{\textquoteright}s need to achieve work-family balance, or "supervisory support," may benefit employee health, including self-reported pain. METHODS: We conducted a census of employees at four selected extended care facilities in the Boston metropolitan region (n = 368). Supervisory support was assessed through interviews with managers and pain was reported by employees. RESULTS: Our multilevel logistic models indicate that employees with managers who report the lowest levels of support for work-family balance experience twice as much overall pain as employees with managers who report high levels of support. CONCLUSIONS: Low supervisory support for work-family balance is associated with an increased prevalence of employee-reported pain in extended care facilities. We recommend that manager-level policies and practices receive additional attention as a potential risk factor for poor health in this setting.}, keywords = {Administrative Personnel, Boston, Cross-Sectional Studies, Family Relations, Female, Humans, Logistic Models, Male, Occupational Exposure, Pain, Personnel Management, Professional Role, Qualitative Research, Self Report, Work Schedule Tolerance}, issn = {1536-5948}, doi = {10.1097/JOM.0b013e3182554af4}, author = {O{\textquoteright}Donnell, Emily M and Berkman, Lisa F and Subramanian, S V} } @article {33951, title = {The role of daily activities in youths{\textquoteright} stress physiology.}, journal = {J Adolesc Health}, volume = {51}, number = {6}, year = {2012}, month = {2012 Dec}, pages = {623-8}, abstract = {PURPOSE: This study examined links between diurnal patterns of the stress hormone cortisol and time spent by adolescents in nine common daily activities. METHODS: During eight consecutive nightly telephone interviews, 28 youths (n = 12 girls), 10-18 years of age, reported their daily activities. On 4 days, four saliva samples were also collected and assayed for cortisol. Multilevel models assessed within- and between-person associations between time in each activity and cortisol area under the curve (AUC), cortisol awakening response (CAR), morning peak (30 minutes after wake up), and daily decline (morning peak to bedtime). RESULTS: Links with AUC were found for most activities; significant associations with cortisol rhythms suggested that most effects were due to anticipation of the day{\textquoteright}s activities. Specifically, on days when youths spent more time than usual on video games and television, they had lower AUCs, with lower morning peaks. Youths who spent more time reading (within-person) and in computer-related activities (between-person) had higher AUCs, with stronger CARs (within-person). Youths who slept more had lower AUCs, with lower morning peaks on both the between- and within-person levels. Amounts of time spent in clubs, and for older adolescents in sports, were also linked to lower AUCs. Finally, youths who spent more time in school/schoolwork had lower average AUCs, but on days when youths spent more time than usual in school, they had higher AUCs, stronger CARs, and steeper daily declines. CONCLUSION: Beyond their known implications for psychological adjustment, youths{\textquoteright} everyday activities are linked to stress physiology.}, keywords = {Activities of Daily Living, Adolescent, Area Under Curve, Child, Circadian Rhythm, Female, Humans, Hydrocortisone, Male, Medical Records, Saliva, Stress, Physiological, Stress, Psychological}, issn = {1879-1972}, doi = {10.1016/j.jadohealth.2012.03.016}, author = {McHale, Susan M and Blocklin, Michelle K and Walter, Kimberly N and Davis, Kelly D and Almeida, David M and Klein, Laura C} } @article {33871, title = {Assessing the relationship between work-family conflict and smoking.}, journal = {Am J Public Health}, volume = {102}, number = {9}, year = {2012}, month = {2012 Sep}, pages = {1767-72}, abstract = {OBJECTIVES: We examined the relationship between smoking and work-family conflict among a sample of New England long-term-care facility workers. METHODS: To collect data, we conducted in-person, structured interviews with workers in 4 extended-care facilities. RESULTS: There was a strong association between smoking likelihood and work-family conflict. Workers who experienced both stress at home from work issues (i.e., work-to-home conflict) and stress at work from personal issues (i.e., home-to-work conflict) had 3.1 times higher odds of smoking than those who did not experience these types of conflict. Workers who experienced home-to-work conflict had an odds of 2.3 compared with those who did not experience this type of conflict, and workers who experienced work-to-home conflict had an odds of 1.6 compared with workers who did not experience this type of conflict. CONCLUSIONS: The results of this study indicate that there is a robust relationship between work-family conflict and smoking, but that this relationship is dependent upon the total amount of conflict experienced and the direction of the conflict.}, keywords = {Adolescent, Adult, Aged, Conflict (Psychology), Cross-Sectional Studies, Family, Female, Health Personnel, Humans, Logistic Models, Male, Middle Aged, New England, Nursing Homes, Prevalence, Questionnaires, Smoking, Work, Young Adult}, issn = {1541-0048}, doi = {10.2105/AJPH.2011.300413}, author = {Nelson, Candace C and Li, Yi and Sorensen, Glorian and Berkman, Lisa F} } @article {33876, title = {Household food insufficiency, financial strain, work-family spillover, and depressive symptoms in the working class: the Work, Family, and Health Network study.}, journal = {Am J Public Health}, volume = {102}, number = {1}, year = {2012}, month = {2012 Jan}, pages = {126-33}, abstract = {OBJECTIVES: We evaluated the association of household-level stressors with depressive symptoms among low-wage nursing home employees. METHODS: Data were collected in 2006 and 2007 from 452 multiethnic primary and nonprimary wage earners in 4 facilities in Massachusetts. We used logistic regression to estimate the association of depressive symptoms with household financial strain, food insufficiency, and work-family spillover (preoccupation with work-related concerns while at home and vice versa). RESULTS: Depressive symptoms were significantly associated with household financial strain (odds ratio [OR] = 1.82; 95\% confidence interval [CI] = 1.03, 3.21) and food insufficiency (OR = 2.10; 95\% CI = 1.10, 4.18). Among primary earners, stratified analyses showed that food insufficiency was associated with depressive symptoms (OR = 3.60; 95\% CI = 1.42, 9.11) but financial strain was not. Among nonprimary wage earners, depressive symptoms correlated with financial strain (OR = 3.65; 95\% CI = 1.48, 9.01) and work-family spillover (OR = 3.22; 95\% CI = 1.11, 9.35). CONCLUSIONS: Household financial strain, food insufficiency, and work-family spillover are pervasive problems for working populations, but associations vary by primary wage earner status. The prevalence of food insufficiency among full-time employees was striking and might have a detrimental influence on depressive symptoms and the health of working-class families.}, keywords = {Adult, Chi-Square Distribution, Confidence Intervals, Data Collection, Depression, Employment, Family Characteristics, Female, Food, Humans, Logistic Models, Male, Massachusetts, Middle Aged, Odds Ratio, Poverty, Psychiatric Status Rating Scales, Social Class, Socioeconomic Factors, Young Adult}, issn = {1541-0048}, doi = {10.2105/AJPH.2011.300323}, author = {Okechukwu, Cassandra A and El Ayadi, Alison M and Tamers, Sara L and Sabbath, Erika L and Berkman, Lisa F} } @article {34006, title = {Racial disparities in job strain among American and immigrant long-term care workers.}, journal = {Int Nurs Rev}, volume = {59}, number = {2}, year = {2012}, month = {2012 Jun}, pages = {237-44}, abstract = { BACKGROUND: Nursing homes are occupational settings, with an increasing minority and immigrant workforce where several psychosocial stressors intersect. AIM: This study aimed to examine racial/ethnic differences in job strain between Black (n = 127) and White (n = 110) immigrant and American direct-care workers at nursing homes (total n = 237). METHODS: Cross-sectional study with data collected at four nursing homes in Massachusetts during 2006-2007. We contrasted Black and White workers within higher-skilled occupations such as registered nurses or licensed practical nurses (n = 82) and lower-skilled staff such as certified nursing assistants (CNAs, n = 155). RESULTS: Almost all Black workers (96\%) were immigrants. After adjusting for demographic and occupational characteristics, Black employees were more likely to report job strain, compared with Whites [relative risk (RR): 2.9, 95\% confidence interval (CI) 1.3 to 6.6]. Analyses stratified by occupation showed that Black CNAs were more likely to report job strain, compared with White CNAs (RR: 3.1, 95\% CI: 1.0 to 9.4). Black workers were also more likely to report low control (RR: 2.1, 95\% CI: 1.1 to 4.0). Additionally, Black workers earned $2.58 less per hour and worked 7.1 more hours per week on average, controlling for potential confounders. CONCLUSION: Black immigrant workers were 2.9 times more likely to report job strain than White workers, with greater differences among CNAs. These findings may reflect differential organizational or individual characteristics but also interpersonal or institutional racial/ethnic discrimination. Further research should consider the role of race/ethnicity in shaping patterns of occupational stress. }, keywords = {Adult, Africa, African Americans, Cross-Sectional Studies, Emigrants and Immigrants, European Continental Ancestry Group, Female, Health Status Disparities, Humans, Long-Term Care, Male, Massachusetts, Nurses{\textquoteright} Aides, Nursing Homes, Nursing Staff, Nursing, Practical, Occupational Diseases, Regression Analysis, Stress, Psychological, West Indies}, issn = {1466-7657}, doi = {10.1111/j.1466-7657.2011.00948.x}, author = {Hurtado, David A and Sabbath, Erika L and Ertel, Karen A and Buxton, Orfeu M and Berkman, Lisa F} } @inbook {33681, title = {Work-Family Balance Issues and Work-Leave Policies}, booktitle = {Handbook of Occupational Health and Wellness}, year = {2012}, pages = {323-339}, publisher = {Springer}, organization = {Springer}, address = {New York, NY}, author = {King, Rosiland B and Karuntzos, Georgia T and Lynne M. Casper and Moen, Phyllis and Davis, Kelly D and Berkman, Lisa F and Durham, Mary and Kossek, Ellen E} } @article {679806, title = {Work stress and well-being in the hotel industry}, journal = {International Journal of Hospitality Management}, volume = {30}, number = {2}, year = {2011}, month = {June}, pages = {385-390}, abstract = { Employee stress is a significant issue in the hospitality industry, and it is costly for employers and employees alike. Although addressing and reducing stress is both a noble goal and is capable of resulting in expense reductions for employers, the nature and quantity of hospitality employee stress is not fully understood. The first aim of this study was to identify common work stressors in a sample of 164 managerial and hourly workers employed at 65 different hotels who were each interviewed for eight consecutive days. The two most common stressors were interpersonal tensions at work and overloads (e.g., technology not functioning). The second aim was to determine whether there were differences in the types and frequency of work stressors by job type (i.e., managers versus non-managers), gender, and marital status. Hotel managers reported significantly more stressors than hourly employees. There were no significant differences by gender or marital status. The third aim was to investigate whether the various stressors were linked to hotel employee health and work outcomes. More employee and coworker stressors were linked to more negative physical health symptoms. Also, interpersonal tensions at work were linked to lower job satisfaction and greater turnover intentions. }, url = {http://www.sciencedirect.com/science/article/pii/S0278431910000897}, author = {O{\textquoteright}Neill, John W and Davis, Kelly D} } @article {674401, title = {Face Time in the Hotel Industry: An Exploration of What it is and Why it Happens}, journal = {Journal of Hospitality \& Tourism Research}, volume = {36}, number = {4}, year = {2011}, pages = {478-494}, abstract = { Many hotel companies, and the hotel industry in general, have been cited as having a culture of face time, that is, a culture inducing its managers to spend considerable amounts of nonproductive time at work. This subject exploratory study seeks to provide greater understanding regarding this apparently common practice but understudied academic topic. This empirical study analyzes how and to what extent the culture of the hotel industry, and of specific lodging companies, relate to levels of face time. It also analyzes how differences in hotel location and size and differences in manager age and tenure affect the extent to which hotel managers report putting in nonproductive face time at work. {\textcopyright} 2012 International Council on Hotel, Restaurant and Institutional Education. }, url = {https://www.researchgate.net/publication/274182214_Face_Time_in_the_Hotel_Industry_An_Exploration_of_What_it_is_and_Why_it_Happens}, author = {O{\textquoteright}Neill, John W} } @article {674406, title = {Workplace flexibility and daily stress processes in hotel employees and their children}, journal = {Annals of the American Academy of Political and Social Science}, volume = {638}, year = {2011}, pages = {123-140}, abstract = {This research aims to understand the consequences of inadequate workplace flexibility through the lens of daily stress processes. Using a sample of hourly paid hotel employees with children ages 10 to 18 who participated in a daily diary study, the authors compared workers with low and high flexibility on stressor exposure, reactivity, and transmission. The findings showed a consistent pattern of hourly workers with low flexibility having greater exposure to work stressors in general and to workplace arguments in particular. Workers with low flexibility were also more emotionally and physically reactive to work stressors. There was some evidence of stressor transmission to children when parents had low flexibility. Increasing workplace flexibility could serve as a protective factor in exposure and reactivity to stressors experienced in daily life.}, url = {http://ann.sagepub.com/content/638/1/123.abstract}, author = {Almeida, David M and Davis, Kelly D} } @article {34021, title = {Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment.}, journal = {Soc Probl}, volume = {58}, number = {1}, year = {2011}, month = {2011 Feb 1}, pages = {69-98}, abstract = {We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees{\textquoteright} gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.}, issn = {0037-7791}, author = {Moen, Phyllis and Kelly, Erin L and Hill, Rachelle} } @article {34011, title = {Socioeconomic status, occupational characteristics, and sleep duration in African/Caribbean immigrants and US White health care workers.}, journal = {Sleep}, volume = {34}, number = {4}, year = {2011}, month = {2011 Apr}, pages = {509-18}, abstract = {STUDY OBJECTIVES: o advance our understanding of the interplay of socioeconomic factors, occupational exposures, and race/ethnicity as they relate to sleep duration. We hypothesize that non Hispanic African/Caribbean immigrant employees in long term health care have shorter sleep duration than non Hispanic white employees, and that low education, low income, and occupational exposures including night work and job strain account for some of the African/Caribbean immigrant-white difference in sleep duration. DESIGN: Cross sectional SETTING: Four extended care facilities in Massachusetts, United States PARTICIPANTS: 340 employees in extended care facilities MEASUREMENTS AND RESULTS: Sleep duration was assessed with wrist actigraphy for a mean of 6.3 days. In multivariable regression modeling controlling for gender and age, African/Caribbean immigrants slept 64.4 fewer minutes (95\% CI: -81.0, -47.9) per night than white participants; additional control for education and income reduced the racial gap to 50.9 minutes (-69.2, -32.5); additional control for the occupational factors of hours worked per week and working the night shift reduced the racial gap to 37.7 minutes (-57.8, -17.6). CONCLUSIONS: his study provides support for the hypothesis that socioeconomic and occupational characteristics explain some of the African/ Caribbean immigrant-white difference in sleep duration in the United States, especially among health care workers.}, keywords = {Actigraphy, Adult, African Americans, Analysis of Variance, Caribbean Region, Chi-Square Distribution, Cross-Sectional Studies, Emigrants and Immigrants, European Continental Ancestry Group, Female, Health Occupations, Humans, Linear Models, Male, Massachusetts, Occupations, Sleep, Socioeconomic Factors, Time Factors}, issn = {1550-9109}, author = {Ertel, Karen A and Berkman, Lisa F and Buxton, Orfeu M} } @inbook {33991, title = {Flexible work schedules}, booktitle = {Handbook of industrial-organizational psychology}, volume = {1}, year = {2011}, pages = {535{\textendash}572}, publisher = {American Psychological Association }, organization = {American Psychological Association }, address = {Washington, DC}, author = {Kossek, Ellen E and Michel, Jesse S} } @article {33976, title = {Clarifying work-family intervention processes: the roles of work-family conflict and family-supportive supervisor behaviors.}, journal = {J Appl Psychol}, volume = {96}, number = {1}, year = {2011}, month = {2011 Jan}, pages = {134-50}, abstract = {Drawing on a conceptual model integrating research on training, work{\textendash}family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors{\textquoteright} use of family-supportive supervisor behaviors. Pre- and postintervention surveys were completed, 9 months apart, by 239 employees at 6 intervention (N = 117) and 6 control (N = 122) grocery store sites. Thirty-nine supervisors in the 6 intervention sites received the training consisting of 1 hr of self-paced computer-based training, 1 hr of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to facilitate on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions, and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, whereas negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work{\textendash}family intervention development and evaluation are discussed.}, keywords = {Adult, Conflict (Psychology), Employment, Family Conflict, Female, Humans, Job Satisfaction, Male, Organization and Administration, Personnel Management, Personnel Turnover, Social Support, Teaching, United States}, issn = {1939-1854}, doi = {10.1037/a0020927}, author = {Hammer, Leslie B and Kossek, Ellen E and Anger, W Kent and Bodner, Todd and Zimmerman, Kristi L} } @article {33971, title = {WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.}, journal = {Pers Psychol}, volume = {64}, number = {2}, year = {2011}, month = {2011 Summer}, pages = {289-313}, abstract = {This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals{\textquoteright} work-family conflict experiences.}, issn = {0031-5826}, doi = {10.1111/j.1744-6570.2011.01211.x}, author = {Kossek, Ellen E and Pichler, Shaun and Bodner, Todd and Hammer, Leslie B} } @article {33961, title = {Depressive symptoms in extended-care employees: children, social support, and work-family conditions.}, journal = {Issues Ment Health Nurs}, volume = {32}, number = {12}, year = {2011}, month = {2011}, pages = {752-65}, abstract = {To examine the relation between having a child aged 18 years and under in the home and employee depressive symptoms, we analyzed cross-sectional data from four extended care facilities in Boston, MA (n = 376 employees). Results show that having a child is associated with slightly higher depressive symptoms. The strength of this relationship in our models is attenuated with the inclusion of social support at home (β = 1.08 and β = 0.85, with and without support, respectively) and may differ by gender. We recommend that future research examine the role of parenting and social support in predicting employee mental health.}, keywords = {Adolescent, Adult, Child, Child, Preschool, Conflict (Psychology), Cross-Sectional Studies, Depression, Family, Female, Health Personnel, Humans, Infant, Infant, Newborn, Male, Massachusetts, Parents, Personnel Management, Regression Analysis, Risk Factors, Sex Distribution, Skilled Nursing Facilities, Social Support}, issn = {1096-4673}, doi = {10.3109/01612840.2011.609958}, author = {O{\textquoteright}Donnell, Emily M and Ertel, Karen A and Berkman, Lisa F} } @article {33676, title = {Changing work, changing health: can real work-time flexibility promote health behaviors and well-being?}, journal = {J Health Soc Behav}, volume = {52}, number = {4}, year = {2011}, month = {2011 Dec}, pages = {404-29}, abstract = {This article investigates a change in the structuring of work time, using a natural experiment to test whether participation in a corporate initiative (Results Only Work Environment; ROWE) predicts corresponding changes in health-related outcomes. Drawing on job strain and stress process models, we theorize greater schedule control and reduced work-family conflict as key mechanisms linking this initiative with health outcomes. Longitudinal survey data from 659 employees at a corporate headquarters shows that ROWE predicts changes in health-related behaviors, including almost an extra hour of sleep on work nights. Increasing employees{\textquoteright} schedule control and reducing their work-family conflict are key mechanisms linking the ROWE innovation with changes in employees{\textquoteright} health behaviors; they also predict changes in well-being measures, providing indirect links between ROWE and well-being. This study demonstrates that organizational changes in the structuring of time can promote employee wellness, particularly in terms of prevention behaviors.}, keywords = {Adult, Conflict (Psychology), Female, Health Behavior, Health Promotion, Humans, Job Satisfaction, Longitudinal Studies, Male, Models, Organizational, Occupational Health, Organizational Innovation, Organizational Policy, Personal Satisfaction, Questionnaires, Sleep, Stress, Psychological, Work Schedule Tolerance}, issn = {2150-6000}, doi = {10.1177/0022146511418979}, author = {Moen, Phyllis and Kelly, Erin L and Tranby, Eric and Huang, Qinlei} } @article {33671, title = {Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization.}, journal = {Am Sociol Rev}, volume = {76}, number = {2}, year = {2011}, month = {2011 Apr}, pages = {265-290}, abstract = {Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative{\textquoteright}s effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees{\textquoteright} schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.}, issn = {0003-1224}, doi = {10.1177/0003122411400056}, author = {Kelly, Erin L and Moen, Phyllis and Tranby, Eric} } @inbook {679816, title = {Quality of Work Life}, booktitle = {Handbook of Industrial and Organizational Psychology}, volume = {3}, year = {2010}, pages = {399-431}, publisher = {American Psychological Association Handbook in Psychology}, organization = {American Psychological Association Handbook in Psychology}, address = {Washington, DC}, abstract = {This chapter, with its focus on quality of work life, briefly reviews the history of work{\textendash}family research (note that this term from here on is used generically to represent both workers with traditional and nontraditional families, as well as representing work{\textendash}nonwork aspects of our lives more broadly), including work and leisure, demographic and workplace changes, and public policy developments in the United States. We discuss the research on work{\textendash}family conflict and work{\textendash}family enrichment, including antecedents, outcomes, and crossover effects extending to the family. This leads to a more recent discussion of work, family, and the community, followed by issues of work engagement and recovery stemming from work by our European colleagues. Implications of our current state of knowledge about work{\textendash}life and quality of work{\textendash}life issues for practicing managers and employing organizations are discussed throughout along with suggestions for future research in the field, including a call for more research on low-wage workers, health, cross-cultural issues, and efforts to push public policy in the direction of more support for workers and their families. We end the chapter with a proposed integrative systems model of the work{\textendash}family interface that considers socioeconomic, legal, political, community, organizational, and family contextual factors. (PsycINFO Database Record (c) 2015 APA, all rights reserved)}, url = {http://psycnet.apa.org/books/12171/011}, author = {Hammer, Leslie B and Zimmerman, Kristi L} } @article {591696, title = {Work{\textemdash}life initiatives and organizational change: Overcoming mixed messages to move from the margin to the mainstream.}, journal = {Human Relations}, volume = {63}, number = {1}, year = {2010}, pages = {3-19}, abstract = { This article examines perspectives on employer work{\textemdash}life initiatives as potential organizational change phenomena. Work{\textemdash}life initiatives address two main organizational challenges: structural (flexible job design, human resource policies) and cultural (supportive supervisors, climate) factors. While work{\textemdash}life initiatives serve a purpose in highlighting the need for organizational adaptation to changing relationships between work, family, and personal life, we argue they usually are marginalized rather than mainstreamed into organizational systems. We note mixed consequences of work{\textemdash}life initiatives for individuals and organizations. While they may enable employees to manage work and caregiving, they can increase work intensification and perpetuate stereotypes of ideal workers. In order to advance the field, organizations and scholars need to frame both structural and cultural work{\textemdash}life changes as part of the core employment systems to enhance organizational effectiveness and not just as strategies to support disadvantaged, non-ideal workers. We conclude with an overview of the articles in this special issue. }, url = {http://hum.sagepub.com/content/63/1/3}, author = {Kossek, Ellen E and Lewis, Suzan and Hammer, Leslie B} } @article {34026, title = {GENDERED CHALLENGE, GENDERED RESPONSE: Confronting the Ideal Worker Norm in a White-Collar Organization.}, journal = {Gend Soc}, volume = {24}, number = {3}, year = {2010}, month = {2010 May 1}, pages = {281-303}, abstract = {This article integrates research on gendered organizations and the work-family interface to investigate an innovative workplace initiative, the Results-Only Work Environment (ROWE), implemented in the corporate headquarters of Best Buy, Inc. While flexible work policies common in other organizations "accommodate" individuals, this initiative attempts a broader and deeper critique of the organizational culture. We address two research questions: How does this initiative attempt to change the masculinized ideal worker norm? And what do women{\textquoteright}s and men{\textquoteright}s responses reveal about the persistent ways that gender structures work and family life? Data demonstrate the ideal worker norm is pervasive and powerful, even as employees begin critically examining expectations regarding work time that have historically privileged men. Employees{\textquoteright} responses to ROWE are also gendered. Women (especially mothers) are more enthusiastic, while men are more cautious. Ambivalence about and resistance to change is expressed in different ways depending on gender and occupational status.}, issn = {0891-2432}, doi = {10.1177/0891243210372073}, author = {Kelly, Erin L and Ammons, Samantha K and Chermack, Kelly and Moen, Phyllis} } @article {34036, title = {Manager{\textquoteright}s practices related to work-family balance predict employee cardiovascular risk and sleep duration in extended care settings}, journal = {Journal of Occup Health Psychology}, volume = {15}, number = {3}, year = {2010}, pages = {316{\textendash}329}, author = {Berkman, Lisa F and Buxton, Orfeu M and Ertel, Karen A and Okechukwu, Cassandra A} } @article {679811, title = {Changes in dried blood spot Hb A1c with varied postcollection conditions}, journal = {Clinical Chemistry}, volume = {55}, number = {5}, year = {2009}, month = {19 March 2009}, pages = {1034-6}, url = {http://www.clinchem.org/content/55/5/1034}, author = {Buxton, Orfeu M and Malarick, K and Wang, W. and Seeman, T.} } @inbook {679841, title = {Learning from a Natural Experiment: Studying a Corporate Work-Time Policy Initiative}, booktitle = {Work-life Policies that Make a Real Difference for Individuals, Families, and Organizations}, year = {2009}, pages = {97-131}, publisher = {Urban Institute Press}, organization = {Urban Institute Press}, address = {Washington, DC}, author = {Moen, Phyllis and Kelly, Erin L and Chermack, Kelly} } @inbook {679851, title = {Limited, mismatched, and unequal: Work-life policies and practices in the United States}, booktitle = {Work-life Policies that Make a Real Difference for Individuals, Families, and Organizations}, year = {2009}, pages = {323 {\textendash} 342}, publisher = {Urban Institute Press}, organization = {Urban Institute Press}, address = {Washington, DC}, author = {Davis, Kelly D and Stamps, Mitchell K} } @inbook {679846, title = {Work and Family Employment Policy for a Transformed Work Force: Trends and Themes.}, booktitle = {Work-life Policies}, year = {2009}, pages = {1-51}, publisher = {Urban Institute Press}, organization = {Urban Institute Press}, address = {Washington, DC}, author = {Kossek, Ellen E and Distelberg, B} } @inbook {679861, title = {Working Families under Stress: Socially Toxic Job Time Cages and Convoys}, booktitle = {Handbook of Families and Work: Interdisciplinary Perspectives.}, year = {2009}, pages = {31-61}, publisher = {Lanham: University Press of America}, organization = {Lanham: University Press of America}, author = {Moen, Phyllis and Kelly, Erin L} } @book {679856, title = {Work-life Policies}, year = {2009}, pages = {308}, publisher = {Urban Institute Press}, organization = {Urban Institute Press}, address = {Washington, DC}, author = {Booth, Alan}, editor = {Crouter, Ann C} } @article {O{\textquoteright}Neill200918, title = {Work{\textendash}family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders}, journal = {Journal of Vocational Behavior}, volume = {74}, number = {1}, year = {2009}, pages = {18 - 29}, abstract = { This paper presents empirical research analyzing the relationship between work{\textendash}family climate (operationalized in terms of three work{\textendash}family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using multilevel modeling, we found significant associations between work{\textendash}family climate, and both organizational commitment and turnover intent, both within and between hotels. Findings underscored the importance of managerial support for employee work{\textendash}family balance, the relevance of senior managers{\textquoteright} own work{\textendash}family circumstances in relation to employees{\textquoteright} work outcomes, and the existence of possible contagion effects of leaders in relation to work{\textendash}family climate. }, keywords = {Multilevel modeling}, issn = {0001-8791}, doi = {http://dx.doi.org/10.1016/j.jvb.2008.10.004}, url = {http://www.sciencedirect.com/science/article/pii/S0001879108000948}, author = {O{\textquoteright}Neill, John W and Harrison, Michelle M and Cleveland, Jeanette N and Almeida, David M and Stawski, Robert and Crouter, Ann C} } @article {33981, title = {Development and Validation of a Multidimensional Measure of Family Supportive Supervisor Behaviors (FSSB).}, journal = {J Manage}, volume = {35}, number = {4}, year = {2009}, month = {2009 Aug}, pages = {837-856}, abstract = {Due to growing work-family demands, supervisors need to effectively exhibit family supportive supervisor behaviors (FSSB). Drawing on social support theory and using data from two samples of lower wage workers, the authors develop and validate a measure of FSSB, defined as behaviors exhibited by supervisors that are supportive of families. FSSB is conceptualized as a multidimensional superordinate construct with four subordinate dimensions: emotional support, instrumental support, role modeling behaviors, and creative work-family management. Results from multilevel confirmatory factor analyses and multilevel regression analyses provide evidence of construct, criterion-related, and incremental validity. The authors found FSSB to be significantly related to work-family conflict, work-family positive spillover, job satisfaction, and turnover intentions over and above measures of general supervisor support.}, issn = {0149-2063}, doi = {10.1177/0149206308328510}, author = {Hammer, Leslie B and Kossek, Ellen E and Yragui, Nanette L. and Bodner, Todd and Hanson, Ginger C} } @inbook {679781, title = {Gender Strategies: Socialization, Allocation, and Strategic Selection Processes Shaping the Gendered Adult Course}, booktitle = {Handbook of Research on Adult Development and Learning}, year = {2008}, pages = {378-411}, publisher = {Routledge Taylor and Francis Group}, organization = {Routledge Taylor and Francis Group}, url = {https://www.routledge.com/products/9780805858204}, author = {Moen, Phyllis and Kelly, Erin L and Magennis, R} } @magazinearticle {679761, title = {Work/Life training for supervisors gets big results.}, journal = {Harvard Business Review}, year = {2008}, month = {November}, pages = {36}, abstract = { Simple, inexpensive programs that teach managers to be more supportive of their direct reports{\textquoteright} work/life issues can generate big returns in employee health and satisfaction, according to a multiyear study of hundreds of frontline workers and dozens of supervisors. }, url = {https://hbr.org/product/supervisor-worklife-training-gets-results/F0811G-PDF-ENG}, author = {Kossek, Ellen E and Hammer, Leslie B} } @article {591901, title = {Fit inside the work-family black box: An ecology of the life course, cycles of control reframing}, journal = {Journal of Occupational and Organizational Psychology}, volume = {81}, number = {3}, year = {2008}, pages = {411{\textendash}433}, abstract = {Scholars have not fully theorized the multifaceted, interdependent dimensions within the work-family {\textquoteleft}black box{\textquoteright}. Taking an ecology of the life course approach, we theorize common work-family and adequacy constructs as capturing different components of employees{\textquoteright} cognitive appraisals of fit between their demands and resources at the interface between home and work. Employees{\textquoteright} appraisals of their work-family linkages and of their relative resource adequacy are not made independently but, rather, co-occur as identifiable constellations of fit. The life course approach hypothesizes that shifts in objective demands/resources at work and at home over the life course result in employees experiencing cycles of control, that is, corresponding shifts in their cognitive assessments of fit. We further theorize patterned appraisals of fit are key mediators between objective work-family conditions and employees{\textquoteright} health, well-being and strategic adaptations. As a case example, we examine whether employees{\textquoteright} assessments on 10 dimensions cluster together as patterned fit constellations, using data from a middle-class sample of 753 employees working at Best Buy{\textquoteright}s corporate headquarters. We find no single linear construct of fit that captures the complexity within the work-family black box. Instead, respondents experience six distinctive constellations of fit: one optimal; two poor; and three moderate fit constellations.}, url = {http://onlinelibrary.wiley.com/doi/10.1348/096317908X315495/abstract}, author = {Moen, Phyllis and Kelly, Erin L and Huang, Reiping} } @article {34016, title = {Incorporating home demands into models of job strain: findings from the work, family, and health network.}, journal = {J Occup Environ Med}, volume = {50}, number = {11}, year = {2008}, month = {2008 Nov}, pages = {1244-52}, abstract = {OBJECTIVE: The purpose of this article was to integrate home demands with the demand-control-support model to test if home demands interact with job strain to increase depressive symptoms. METHODS: Data were from 431 employees in four extended care facilities. Presence of a child younger than 18 years in the household signified home demands. The outcome was depressive symptoms based on a shortened version of the Center for Epidemiologic Studies Depression Scale. RESULTS: The association between job strain and depressive symptoms was moderated by social support (SS) and presence of a child in the household (child). There was no association among participants with high SS and no child, but a positive one among participants with low SS and a child. CONCLUSIONS: Job strain may be a particularly important determinant of depressive symptoms among employees with family demands. Models of job strain should expand to incorporate family demands.}, keywords = {Adolescent, Adult, Aged, Aged, 80 and over, Cross-Sectional Studies, Depressive Disorder, Family, Female, Humans, Interviews as Topic, Male, Massachusetts, Middle Aged, Multivariate Analysis, Self-Assessment, Skilled Nursing Facilities, Social Support, Stress, Psychological, Workload, Workplace, Young Adult}, issn = {1536-5948}, doi = {10.1097/JOM.0b013e31818c308d}, author = {Ertel, Karen A and Koenen, Karestan C and Berkman, Lisa F} } @article {33986, title = {Getting There from Here: Research on the Effects of Work-Family Initiatives on Work-Family Conflict and Business Outcomes.}, journal = {Acad Manag Ann}, volume = {2}, year = {2008}, month = {2008 Aug}, pages = {305-349}, abstract = {Many employing organizations have adopted work-family policies, programs, and benefits. Yet managers in employing organizations simply do not know what organizational initiatives actually reduce work-family conflict and how these changes are likely to impact employees and the organization. We examine scholarship that addresses two broad questions: first, do work-family initiatives reduce employees{\textquoteright} work-family conflict and/or improve work-family enrichment? Second, does reduced work-family conflict improve employees{\textquoteright} work outcomes and, especially, business outcomes at the organizational level? We review over 150 peer-reviewed studies from a number of disciplines in order to summarize this rich literature and identify promising avenues for research and conceptualization. We propose a research agenda based on four primary conclusions: the need for more multi-level research, the necessity of an interdisciplinary approach, the benefits of longitudinal studies that employ quasi-experimental or experimental designs and the challenges of translating research into practice in effective ways.}, issn = {1941-6520}, doi = {10.1080/19416520802211610}, author = {Kelly, Erin L and Kossek, Ellen E and Hammer, Leslie B and Durham, Mary and Bray, Jeremy W and Chermack, Kelly and Murphy, Lauren A and Kaskubar, Dan} } @article {34031, title = {Work, family and life-course fit: Does control over work time matter?}, journal = {J Vocat Behav}, volume = {73}, number = {3}, year = {2008}, month = {2008 Dec}, pages = {414-425}, abstract = {This study moves from "work-family" to a multi-dimensional "life-course fit" construct (employees{\textquoteright} cognitive assessments of resources, resource deficits, and resource demands), using a combined work-family, demands-control and ecology of the life course framing. It examined (1) impacts of job and home ecological systems on fit dimensions, and (2) whether control over work time predicted and mediated life-course fit outcomes. Using cluster analysis of survey data on a sample of 917 white-collar employees from Best Buy headquarters, we identified four job ecologies (corresponding to the job demands-job control model) and five home ecologies (theorizing an analogous home demands-home control model). Job and home ecologies predicted fit dimensions in an additive, not interactive, fashion. Employees{\textquoteright} work-time control predicted every life-course fit dimension and partially mediated effects of job ecologies, organizational tenure, and job category.}, issn = {0001-8791}, doi = {10.1016/j.jvb.2008.08.002}, url = {http://www.sciencedirect.com/science/article/pii/S0001879108000717}, author = {Moen, Phyllis and Kelly, Erin L and Huang, Qinlei} } @inbook {679756, title = {Clarifying the Construct of Family-Supportive Supervisory Behaviors (FSSB): A Multilevel Perspective}, booktitle = {Exploring the Work and Non-Work Interface}, volume = {6}, year = {2007}, pages = {165-204}, publisher = {Emerald Group Publishing Limited}, organization = {Emerald Group Publishing Limited}, abstract = { The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market{\textquoteright}s rising work{\textendash}family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research. }, url = {http://www.emeraldinsight.com/doi/abs/10.1016/S1479-3555\%2806\%2906005-7}, author = {Hammer, Leslie B and Kossek, Ellen E and Zimmerman, Kristi L and Daniels, Rachel} } @article {674421, title = {Rethinking the ClockWork of Work: Why Schedule Control May Pay Off at Work and at Home}, journal = {Advances in Developing Human Resources}, volume = {9}, number = {4}, year = {2007}, pages = {487-506}, abstract = {The problem and the solution. Many employees face work{\textemdash}life conflicts and time deficits that negatively affect their health, well-being, effectiveness on the job, and organizational commitment. Many organizations have adopted flexible work arrangements but not all of them increase schedule control, that is, employees{\textquoteright} control over when, where, and how much they work. This article describes some limitations of flexible work policies, proposes a conceptual model of how schedule control impacts work{\textemdash}life conflicts, and describes specific ways to increase employees{\textquoteright} schedule control, including best practices for implementing common flexible work policies and Best Buy{\textquoteright}s innovative approach to creating a culture of schedule control.}, url = {http://adh.sagepub.com/content/9/4/487.abstract}, author = {Kelly, Erin L and Moen, Phyllis} }