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Work-Life Balance

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Suzanne Akemi Sannwald
Suzanne Akemi Sannwald

Two-Earner Families on the Rise documents the increasing prevalence of two-earner families in the United States. Data from 2011 and 2012 shows that over 58% of married-couple families have both parents employed. This represents a dramatic shift from 40 years ago, when far fewer women worked outside the home. The time pressures of dual-earner families are associated with parents spending less time with their children and spouses compared to 1960 levels. The concept of "spillover" is introduced, where stress, conflict, and pressures from work can negatively impact parenting and family life, while positive experiences at home may improve work life. However, research also indicates that challenging, varied work can correlate with warmer, more responsive parenting

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Work-Life Balance
Two-Earner Families on the Rise (Moen, 2001)
In 2011 married-couple families with both parents working = 58.5 % (Bureau of Labor Statistics, 2012)
“Not only has the number of women in the labor force tripled in the last 40 years, the proportion of working mothers of young children has more than quadrupled ... today, almost two-thirds of mothers of preschoolers, and even more strikingly, married mothers of children under age 1, are in the work force” (Moen, 2001, Para. 12).
Time Crunch • “Parents of both sexes are spending an average of ten or twelve hours less per week with their children than they did in 1960” (“Working family,” 1998). • “Forty-two percent of working parents are spending less time with their spouses” (“Working family,” 1998).
What is Spillover?
Spillover Home Work Stress and conflict at home, including stressful parentchild interactions • • • • • • • • Greater irritability and impatience Lower energy levels Impaired attention span Poor health outcomes Poor organizational commitment Poorer job performance Job dissatisfaction High rates of staff turnover (Sanders, Stallman, & McHale, 2011)
Spillover Home Work Positive family events and absence • Improved job performance • Increased job satisfaction of stress and conflict at home (Sanders, Stallman, & McHale, 2011)
Spillover Home Work More ineffective parenting practices Work-related stress (Sanders, Stallman, & McHale, 2011)
Work Challenge Level & Parenting Work Challenge Level, Complexity & Variation Parenting Style Low Harsher discipline High • • • Greater parental warmth More responsiveness Higher quality explanations provided to children *Note: Research differences exist by gender of parent and child. *Time urgency at work does not correlate with parenting style. (Greenberger, O’Neil, & Nagel, 1994)
Manage Work-Home Demands • Reduce personal stress • Improve parent-child relationships • Improve work capacity (Sanders, Stallman, & McHale, 2011)
References • Bureau of Labor Statistics. (2012). Employment characteristics of families summary. Retrieved from http://www.bls.gov/news.release/famee.nr0.htm • Greenberger, E., O’Neil, R., & Nagel, S. (1994, November). Linking workplace and homeplace: Relations between the nature of adults’ work and their parenting behaviors []. Developmental Psychology, 30(6), 990-1002. http://dx.doi.org/10.1037/0012-1649.30.6.990 • Moen, P. (2001). The career quandary. Retrieved from http://www.prb.org/Publications/ReportsOnAmerica/2001/TheCar eerQuandary.aspx • Sanders, M. R., Stallman, H. M., & McHale, M. (2011, August). Workplace Triple P: A controlled evaluation of a parent intervention for working parents. Journal of Family Psychology, 25(4), 581-590. http://dx.doi.org/10.1037/a0024148 • Working family value factoids. (1998). Retrieved from http://www.pbs.org/livelyhood/workingfamily/familytrends.html

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Work-Life Balance

  • 2. Two-Earner Families on the Rise (Moen, 2001)
  • 3. In 2011 married-couple families with both parents working = 58.5 % (Bureau of Labor Statistics, 2012)
  • 4. “Not only has the number of women in the labor force tripled in the last 40 years, the proportion of working mothers of young children has more than quadrupled ... today, almost two-thirds of mothers of preschoolers, and even more strikingly, married mothers of children under age 1, are in the work force” (Moen, 2001, Para. 12).
  • 5. Time Crunch • “Parents of both sexes are spending an average of ten or twelve hours less per week with their children than they did in 1960” (“Working family,” 1998). • “Forty-two percent of working parents are spending less time with their spouses” (“Working family,” 1998).
  • 7. Spillover Home Work Stress and conflict at home, including stressful parentchild interactions • • • • • • • • Greater irritability and impatience Lower energy levels Impaired attention span Poor health outcomes Poor organizational commitment Poorer job performance Job dissatisfaction High rates of staff turnover (Sanders, Stallman, & McHale, 2011)
  • 8. Spillover Home Work Positive family events and absence • Improved job performance • Increased job satisfaction of stress and conflict at home (Sanders, Stallman, & McHale, 2011)
  • 10. Work Challenge Level & Parenting Work Challenge Level, Complexity & Variation Parenting Style Low Harsher discipline High • • • Greater parental warmth More responsiveness Higher quality explanations provided to children *Note: Research differences exist by gender of parent and child. *Time urgency at work does not correlate with parenting style. (Greenberger, O’Neil, & Nagel, 1994)
  • 11. Manage Work-Home Demands • Reduce personal stress • Improve parent-child relationships • Improve work capacity (Sanders, Stallman, & McHale, 2011)
  • 12. References • Bureau of Labor Statistics. (2012). Employment characteristics of families summary. Retrieved from http://www.bls.gov/news.release/famee.nr0.htm • Greenberger, E., O’Neil, R., & Nagel, S. (1994, November). Linking workplace and homeplace: Relations between the nature of adults’ work and their parenting behaviors []. Developmental Psychology, 30(6), 990-1002. http://dx.doi.org/10.1037/0012-1649.30.6.990 • Moen, P. (2001). The career quandary. Retrieved from http://www.prb.org/Publications/ReportsOnAmerica/2001/TheCar eerQuandary.aspx • Sanders, M. R., Stallman, H. M., & McHale, M. (2011, August). Workplace Triple P: A controlled evaluation of a parent intervention for working parents. Journal of Family Psychology, 25(4), 581-590. http://dx.doi.org/10.1037/a0024148 • Working family value factoids. (1998). Retrieved from http://www.pbs.org/livelyhood/workingfamily/familytrends.html

Editor's Notes

  1. All images from Microsoft Office Clip Art Gallery
  2. “Less challenging and varied work appeared to lead to harsher discipline in part by increasing fathers’ level of psychological distress” (Greenberger, O’Neil, & Nagel, 1994, p. 999).“Work challenge exhibited both direct (positive) effects on the quality of parents’ explanations to their children and indirect (positive) effects on this dimension of parenting” (Greenberger, O’Neil, & Nagel, 1994, p. 999).“Time urgency at work and parental disciplinary style (e.g., harshness) were not accounted for by mood spillover…time urgency is not necessarily part of a “bad” work situation” (Greenberger, O’Neil, & Nagel, 1994, p. 999).
  3. “Less challenging and varied work appeared to lead to harsher discipline in part by increasing fathers’ level of psychological distress” (Greenberger, O’Neil, & Nagel, 1994, p. 999).“Work challenge exhibited both direct (positive) effects on the quality of parents’ explanations to their children and indirect (positive) effects on this dimension of parenting” (Greenberger, O’Neil, & Nagel, 1994, p. 999).“Time urgency at work and parental disciplinary style (e.g., harshness) were not accounted for by mood spillover…time urgency is not necessarily part of a “bad” work situation” (Greenberger, O’Neil, & Nagel, 1994, p. 999).