Gender, Job and Family Conditions, and Psychological Symptoms

Love under lockdown: How changes in time with partner impacted stress and relationship outcomes during the COVID-19 pandemic

With the onset of COVID-19, governments around much of the world implemented strict social distancing and stay-at-home orders that profoundly affected the amount of time many couples were spending together. In the present research, we examined whether perceptions of a change in time spent with a partner were associated with stress, and whether stress levels in turn predicted relationship commitment and satisfaction, both in the short term (Time 1) and longer term (Time 2; i.e., after 10 months). Results indicated partial mediation, such that less (vs. more) time spent with the partner was associated with greater stress at Time 1, which in turn partly accounted for lower commitment and relationship satisfaction both at Time 1, and satisfaction at Time 2. Less (vs. more) time spent with partner at Time 1 also predicted a greater likelihood of relationship dissolution at Time 2, again partially mediated by stress. An increase in quality time spent together at Time 2 predicted stress and relationship outcomes over and above the change in time spent together more generally. This research has important implications for understanding the ongoing effects of the pandemic on romantic relationships. In addition, this study provides new evidence regarding how changes in time spent with a partner are associated with stress and subsequent relationship outcomes.

Antecedents and outcomes of work-family conflict: A mega-meta path analysis

This study examines the mediating role of work-to-family conflict and family-to-work conflict between the Big Five personality traits and mental health thereby enhancing theoretical development based upon empirical evidence. Integrating Conservation of Resources theory with the self-medication hypothesis, we conducted a mega-meta analytic path analysis examining the relationships among employees’ Big Five traits, work-to-family conflict and family-to-work conflict, anxiety and depression, and substance use. We produced a ten-by-ten synthetic correlation matrix from existing meta-analytic bivariate relationships to test our sequential mediation model. Results from our path analysis model showed that agreeableness and conscientiousness predicted substance use via mediated paths through both work-to-family conflict and family-to-work conflict and sequentially through depression as well as through family-to-work conflict followed by anxiety. Extroversion and openness-to-experience had relatively weaker influences on substance use through work-to-family conflict, anxiety, and depression. Neuroticism was the strongest driver of the two forms of conflict, the two mental health conditions, and substance use. From this model it can be inferred that work-to-family conflict and family-to-work conflict may be generative mechanisms by which the impact of personality is transmitted to mental health outcomes and then to substance use when analyzed via a Conservation of Resources theory lens.

Role Strain and Psychological Distress in Late Career Mothers

Balancing a career and family is difficult for mothers of young children. The cumulative demands of multiple roles can result in role strain (i.e. role overload, interference from work to family, and interference from family to work) and psychological distress as measured by the General Health Questionnaire-12 (GHQ-12). One strategy used by women to overcome such difficulties is to delay having children until their careers are established. Recent Australian Bureau of Statistics (ABS; 1997) reflect this trend. Research by Higgins, Duxbury and Lee (1994) has suggested, contrary to previously held views, that late career women who are at peak visibility in their work roles, and who are also having children at this time, are at greater risk of role strain and psychological distress than early career mothers. The aim of this study is to examine work to family interference, family to work interference, role overload and psychological distress in early and late career mothers with pre-school aged children. Early and late career stages are defined using Levinson's (1986) model of adult development. Participants were 75 women with children aged 6 years and younger, sampled from 12 local day care centres, who completed a brief questionnaire examining role strain, psychological distress and career stage. The findings reported in this study found that late career mothers experience greater role strain and psychological distress than early career mothers.

Socioeconomic status, work-life conflict, and mental health

BACKGROUND

Work-life conflict (WLC) has a critical effect on employee mental health. However, research on occupational health has neglected the family domain. Furthermore, although it is reasonable to assume that the effect of WLC on health may differ according to socioeconomic circumstances, there is little empirical evidence for differences in the impact of WLC by socioeconomic status (SES). The purpose of this study was to assess the role of SES as an effect modifier, while examining whether the SES level affects the relationship between WLC and mental health.

METHOD

We analyzed data from the nationally representative South Korean Working Conditions Survey of 2014, including 49 401 workers. Logistic regression analyses, stratified by sexes, were performed to identify sex differences, and interaction terms including WLC and SES were also incorporated.

RESULTS

WLC (men: OR = 1.24; women: OR = 1.18) and domestic demands (men: OR = 1.16; women: OR = 1.22) were significantly associated with mental health. WLC exhibited a stronger association with mental health for individuals with high SES, both in terms of education (men: OR = 1.61 vs 1.51; women: OR = 1.52 vs 1.24) and income (men: OR = 1.44 vs 1.10; women: OR = 1.48 vs 1.20).

CONCLUSIONS

Our data suggest that future efforts for health promotion should consider workers' family demands and SES as important modifying factors of psychological health in the workplace.

Psychological distress inequality between employed men and women: A gendered exposure model

This study examines an exposure model in which the work and family stressors and the access to resources are gendered and contribute to explaining the psychological distress inequality between sex categories, both directly and indirectly through work-family conflict. A multilevel path analysis conducted on a random cross-sectional sample of 2026 Canadians workers from 63 establishments was performed. Our exposure model fully explains the higher level of psychological distress among working women compared to working men. Women are more exposed to work-to-family conflict, have less decision authority, are more likely to be a single parent and have less self-esteem, factors that are directly associated with a higher level of psychological distress. On the other hand, women work fewer hours, have less irregular or evening schedules and have more social resources outside of work, which contribute to lower their level of psychological distress through less work-to-family conflict. By identifying which of the differences in exposure to work and family stressors and resources explain the greater psychological distress of working women compared to working men, and by examining the mediating role of work-family conflict in this process, this study identified specific paths to reduce psychological distress inequality between women and men in the workplace.

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Women report more psychological distress than men.

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Differential exposure to stressors and access to resources are associated with psychological distress inequality.

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Gendered stressors and resources contributing to this inequality are very specific.

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Some gendered stressors and resources reduce this inequality.

Work-Life Imbalance and Musculoskeletal Disorders among South Korean Workers

Employed workers often have family responsibilities such as childcare or homemaking. This dual burden may increase work-related health problems, particularly if there are conflicts between work and family responsibilities. This study assessed whether difficulty in work–life balance is associated with musculoskeletal disorders (MSD) among Korean employees. Data from the population-based Korean Working Conditions Survey of 2011, including 28,640 male and 21,392 female workers, were used. Men and women were analyzed separately to investigate gender differences. MSD were defined as pain in the back, neck, shoulder, or extremities during the past year. Self-assessed difficulty in work–life balance was defined as a work–life conflict (WLC). Adjustments for physical factors, as well as other occupational and socio-demographic variables, were made using multiple logistic regression analysis. Interaction terms including WLCs and key covariates were also incorporated. WLC was significantly associated with increased frequency of MSD in both men (OR: 1.49) and women (OR: 1.50). There were significant interaction effects between WLC and some key covariates (job stress for men and job stress, work hours, physical demand, and frequent overtime work for women). We suggest that having the flexibility to coordinate work and family life is important to prevent MSD among employees.

The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction

The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men. The second purpose was to investigate the mediating effect of work–life balance between work–family conflict, family–work conflict, and life satisfaction. In Study 1 ( N = 274), a work–life balance scale was developed and initial validity evidence was presented. In Study 2 ( N = 356), confirmatory factor analyses supported the scale’s unidimensionality. Cronbach’s alpha and the composite reliability for internal consistency were .92. All studies indicated that the Work–Life Balance Scale was valid and reliable for a Turkish employee sample. Structural equation modeling supported indirect effects of work–family conflict and family–work conflict on life satisfaction via work–life balance. Multi-group analysis showed that the structural paths of the full model did not differ by gender.

Spouses' Experiences of Their Partners' Absences Due to Frequent Business Travel

This study explores spouses' experiences of their partners' absence due to frequent business travel. Semi-structured interviews were conducted with five male and five female participants, all of whom had at least one child living with and dependent on them. The findings indicate that respondents generally do not find their spouses' absence to be inherently stressful. However, negative outcomes were more common than positive ones. Various dynamics operate in the remaining spouses' appraisal of the situation. The main coping resources utilised included work flexibility and social support. Spouses used both problem and emotion-focused coping strategies to cope with their partners' absence. Women in the sample tended to make greater use of coping strategies as well as having more extensive and varied coping repertoires, particularly with respect to emotion-focused coping.

Interactions of Gender and Race in Workers’ Help Seeking for Personal/Family Problems

Most research on supervisor support and intervention with troubled workers has focused on Caucasian male workers and supervisors, with little emphasis on differences in experiences by gender and race. Thus, little is known about how the gender and race of workers and supervisors may interact to affect help seeking and giving. This study examines through questionnaires to 429 manufacturing employees cross-gender and -race worker-supervisor relationships related to workers’ help seeking for personal problems, perceptions of supervisor support, and supervisor intervention. Multivariate analyses show main effects for workers’ and supervisors’ gender on personal problems and help seeking and interaction effects for workers’and supervisors’gender and race on measures related to personal problems and supervisor intervention. African American workers, especially women, appear to experience more formal than informal supervisor intervention. Female supervisors tend to engage in more formal intervention with troubled workers than do male supervisors.

Maternity Leave, Role Quality, Work Involvement, and Mental Health One Year After Delivery

Employment status, maternity leave, and role quality were investigated as predictors of women's mental health one year after delivery. Home-makers and part-time and full-time employees did not differ on measures of depression, anxiety, anger, or self-esteem. There were no main effects of leave length. Distress was associated with job overload, role restriction, and infant distress. Leave length interacted with the relative salience of work and family, and employment status interacted with employment preference to predict distress. Depression was greatest among women relatively high in work salience when leaves were long. Anxiety and anger were greatest among women whose employment status was not congruent with their preferences. These interactions underscore the importance of individual differences in responses to leave and work.

Resource Loss, Resource Gain, and Communal Coping During Pregnancy Among Women with Multiple Roles

We investigated stress, coping, and employment status in 92, mostly European American pregnant women. Conservation of Resources (COR) theory (Hobfoll, 1988, 1989) was applied as a specification of role-quality theory to examine the stressful influences of women's multiple roles. Women's resource loss predicted psychological distress better than either their resource gains or their employment status (i.e., multiple versus single roles). Full-time employed women were significantly more distressed under high loss conditions than were part-time or nonemployed women. Examining women's coping strategies based on a communal model of coping, we found that active, prosocial coping was associated with better emotional outcomes. A significant interaction was found for the effects of loss × cautious action such that loss was related to greater depression, but only among women who did not employ cautious action.

Gender differences in psychological distress in Spain

BACKGROUND AND AIMS

Epidemiological and community-based surveys consistently report gender differences in mental health. This study examines gender differences in psychological distress by analyzing the relevance of stress, coping styles, social support and the time use.

METHODS

Psychological tests were administered to a convenience sample of 1,337 men and 1,251 women from the Spanish general population, aged between 18 and 65 and with different socio-demographic characteristics, although both the women and men groups had similar age and educational levels.

RESULTS

Women had more psychological distress than men. Although psychological distress in the women and men groups have some common correlates such as more stress, more emotional and less rational coping and less social support, we find some gender differences. Work role dissatisfaction was more associated with distress in the men than in the women group. In addition, women's distress was associated with more daily time devoted to childcare and less to activities they enjoy, and men's distress was associated with more time devoted to housework and less to physical exercise.

CONCLUSIONS

Social roles traditionally attributed to women and men - and the differences in the use of time that such roles entail - are relevant in gender differences in psychological distress.

Identifying psychosocial stressors of well-being and factors related to substance use among Latino day laborers

Day labor is largely comprised of young Latino immigrant men, many of who are undocumented, and thus vulnerable to a myriad of workers' rights abuses. The difficult work and life conditions of this marginalized population may place them at heightened risk for mental health problems and substance use and abuse. However, factors related to Latino day laborers' well-being and substance misuse are largely unknown. This article utilizes ethnographic and focus group methodology to elucidate participant identified factors associated to well-being and substance use and abuse. This study has implications for informing public health and social service programming as it provides thick description regarding the context and circumstances associated to increased vulnerability to substance abuse and lack of well-being among this hard-to-reach population of Latino immigrants.

Career Success of Women Academics in South Africa

We used career psychology variables found in the literature to explain the career success of academic women in South Africa. The impact of work centrality (moderated by care-giving), motivation, career anchors, and self-efficacy on career success was examined. The sample ( N = 372) included permanently employed women academics in public universities. Path analysis was used to test the proposed model of career success. Seven independent variables remained in the final path model, namely, work centrality; the motivational factors of self-efficacy, motivational expectations, and motivational valence; and three career anchors ( autonomy, entrepreneurial creativity, and service/dedication to a cause). These variables explained the variance of distinctly different dependent variables. For objective career success, publication output and qualifications were positively related to the career anchor autonomy, and negatively to service and entrepreneurial creativity. Teaching evaluation and community service were positively related to motivational valence. Subjective career success was positively related to work centrality, motivational expectancy, and self-efficacy, and negatively to motivational valence. Care-giving responsibility did not impact on work centrality. When the final path model was examined further for differences based on race, career stage (race combined with age), and career progress (job level combined with length of service), career progress was the only significant participant classification criterion. The results of this study were used to develop a framework of excellence promotion for academic women. The study was limited by the type of modelling used and the convenience sample.

Depressive symptoms in extended-care employees: children, social support, and work-family conditions

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.

Gender, work-home conflict, and morbidity amongst white-collar bank employees in the United Kingdom

Most research on work-home conflict focuses solely on women. This study compares men and women's perceptions of the extent to which paid work interferes with family life, and examines associations between work-home conflict and health. Data were collected from 2,176 full-time white-collar employees of a British bank. We did not find any significant gender differences in perceptions of work-home conflict. However, predictors of work-home conflict did vary by gender; having children and being in a senior position were more strongly related to work-home conflict for women than for men, while working unsociable hours was more important for men than for women. Work-home conflict was strongly associated with reporting fair or poor self-assessed health, a high number of reported physical symptoms and minor psychological morbidity (GHQ-12). These associations were equally strong for men and women. Our results suggest that work-home conflict is a problem for men as well as women.

The relationships among part-time work, work-family interference, and well-being

The authors investigated the effect of part-time work on work-family interference and well-being among 160 part-time and 29 full-time employed mothers (with a partner) working at 2 insurance companies in the Netherlands. The authors controlled for working part time as a strategy for reducing work-family imbalance and found that part-time work was associated with a lower level of work-to-family interference. Also, high levels of work-family interference were associated with diminished well-being. Work-to-family interference played a mediating role in the relationship between part-time work and well-being. Results indicate that part-time jobs can enhance the work-family balance not only for those explicitly choosing part-time employment as a means to reduce work-family imbalance but also for other employees.

Work-Family Conflict, Work- and Family-Role Salience, and Women's Well-Being

The author considered both the direct effect and the moderator effect of role salience in the stress-strain relationship. In contrast to previous studies that have examined the effects of salience on well-being within specific social roles, the present study focused on the work-family interface. From a sample of 147 employed English women with children, the present results of the regression analyses showed that both effects are possible, depending on the outcome measures used. The author observed a direct effect of role salience in the prediction of job satisfaction; work salience was positively related to job satisfaction, over and above the main-effect terms of work-interfering-with-family (WIF) conflict and family-interfering-with-work (FIW) conflict. In contrast, the author found a moderator effect of role salience and conflict for symptoms of psychological distress. However, contrary to predictions, the author found that work salience exacerbated the negative impact of WIF conflict, rather than FIW conflict, on well-being. The author discussed these results in relation to the literature on work-family conflict, role salience, and the issue of stress-strain specificity.

Perceived stress following race-based discrimination at work is associated with hypertension in African-Americans. The metro Atlanta heart disease study, 1999-2001

There is increasing evidence of an association between stress related to job strain and hypertension. However little data exist on stress from racism and race-based discrimination at work (RBDW). The objective of this study was to investigate whether blood pressure (BP) outcomes are positively associated with stressful racism towards African-Americans from non-African-Americans as well as RBDW from other African-Americans. The metro Atlanta heart disease study was a population-based study which included 356 African-American men and women, aged >/=21 years, residing in metropolitan Atlanta, Georgia during 1999-2001. Perceived stress was self-reported by 197 participants for racism from non-African-Americans and 95 for RBDW from other African-Americans. Sitting systolic (SBP) and diastolic (DBP) BP were taken at a clinic visit and was the average of the last two of three BP measures. Hypertension was self-reported as physician-diagnosed high BP on 2 or more visits. Logistic and least-squares linear regression models were fit accordingly and separately for each type of stress, adjusting for age, gender, body mass index, and coping abilities. The likelihood of hypertension significantly increased with higher levels of perceived stress following racism from non-African-Americans, but not from RBDW from other African-Americans; adjusted odd ratios (95% CI) were 1.4 (1.0, 1.9) and 1.2 (0.8, 1.5) per unit increment of stress. The adjusted magnitude of SBP and DBP increase between low and very high level of stress, conversely, was greater when RBDW originated from African-Americans than racism from non-African-Americans. Stressful racism and RBDW encounters are associated with increased SBP and DBP and increased likelihood of hypertension in African-Americans. Future studies with a larger sample size are warranted to further explore these findings for mechanistic understanding and occupational policy consideration regarding stress risk reduction.

Employment, parenting, and well-being among mothers of children with disabilities

The influence of employment on parenting stress among mothers of 5-year-old children with developmental disabilities and the influence of parenting demands (i.e., caregiving difficulty and behavior problems) and family support on their work quality and absenteeism from work was examined. No significant associations were found between employment status and parenting demands, family support, or stress for the sample as a whole. Among employed mothers, those who rated their jobs as interesting reported significantly less parenting stress when they experienced low or mean levels of parenting demands. Mothers' interest in work did not moderate the negative influence of high levels of parenting demands on stress. Finally, parenting demands increased absenteeism but had no effect on work quality. Implications of these findings are discussed.

Work-family conflict and employee psychiatric disorders: the National Comorbidity Survey

This study examined the relation between work-family conflict and several types of psychiatric disorders: mood, anxiety, substance dependence, and substance abuse. Survey data were obtained from a representative national sample of 2,700 employed adults who were either married or the parent of a child 18 years old or younger. Hierarchical logistic regression analyses revealed that both work-to-family and family-to-work conflict were positively related to having a mood, anxiety, and substance dependence disorder. Depending on the type of work-family conflict and type of disorder, employees who reported experiencing work-family conflict often were 1.99-29.66 times more likely than were employees who reported no work-family conflict to experience a clinically significant mental health problem. No support was found for gender differences.

Marital and parental satisfaction of married physicians with children

OBJECTIVE

To evaluate personal and professional factors associated with marital and parental satisfaction of physicians.

STUDY DESIGN

Cross-sectional study.

PARTICIPANTS

A survey was sent to equal numbers of licensed male and female physicians in a Southern California county. Of 964 delivered questionnaires, 656 (68%) were returned completed. Our sample includes 415 currently married physicians with children, 64% male and 36% female.

MEASUREMENTS AND MAIN RESULTS

Ratings of marital and parental satisfaction were measured on a 5-point Likert scale, 5 being extremely satisfied. Prevalence of work and home life factors was also evaluated. The mean score for marital satisfaction was 3.92 (range 1.75-5.0). Approximately half of the physicians reported high levels of marital satisfaction (63% of male physicians and 45% of female physicians). The gender difference disappeared after adjusting for age differences. Two factors were associated with high marital satisfaction: a supportive spouse (odds ratio [OR] 10.37; 95% confidence interval [CI] 2.66, 40.08) and role conflict (OR 0.61; 95% CI 0.42, 0.88). The mean score for parental satisfaction was 3. 43 (range 1.0-5.0), and approximately two thirds of both male and female physicians reported at least moderate levels of parental satisfaction. The major factors associated with parental satisfaction were a supportive spouse (OR 2.24; 95% CI 1.32, 3.80), role conflict (OR 0.35; 95% CI 0.23, 0.53), salaried practice setting (OR 2.14; 95% CI 1.21, 3.81), marriage to a spouse working in a profession (OR 2.14; 95% CI 1.21, 3.81), and marriage to a spouse working as a homemaker (OR 2.33; 95% CI 1.20, 4.56). Number of hours worked was not found to be related to either satisfaction score, but rather to an intervening variable, role conflict.

CONCLUSIONS

For physicians with children, our study indicates that minimizing the level of role conflict and having a supportive spouse are associated with higher levels of marital and parental satisfaction. Working in salaried positions and marriage to a spouse who is either working in a profession or who is a stay-at-home parent are also related to high parental satisfaction.