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Unrequited Love? An Intimate Partnership Perspective on The Impact Of Humans on Companion Dogs.
.....Tina Sharifi, York University; and Souha Ezzedeen, York University
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Decades of research have led humans to realize the profound psychological, biological, and social improvements derived through canine companionship. Nonetheless, the implications of this critical relationship remain largely one-sided, and little is understood about how humans impact the physical, mental and well-being outcomes of their dogs. While research demonstrates that dogs are attuned to human’s emotional states and can form complex attachments to their human companions, the literature lacks a comprehensive examination of these outcomes. This presents a critical paucity in literature given the importance of this long-standing and powerful dynamic. Therefore, in this presentation, we ask—how and what are the implications of humans on their canine companions? As research demonstrates, tens of thousands of years of domestication and socialization have recognized dogs as notable fixtures within human households, shaping how humans live and work. In consideration of the niche role that dogs play within the life course of humans, it is important to extend a critical lens that centers dogs within this understanding. Furthermore, as canine companionship grows increasingly prevalent within households, influencing our futures both at home and work, we must make meaningful attempts to understand their experiences as well as our own.
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Lessons Learned From the Experiences of Parents With Young Children During the First Year of the Pandemic.
.....Ketaki Uma Krishnan, Barnard College - Center for Toddler Development; Sophie Smyke, Barnard College - Center for Toddler Development; Bina Aaronson, Barnard College; Laurel Rosenbaum, Barnard College; Violet Eve Hott, Barnard College; Eleanor Grace Hansen, Barnard College; and Tovah Klein, Barnard College - Center for Toddler Development
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The sudden pandemic upheaval forced unexpected changes and adaptations for families. Our study aims to provide detailed description of experiences of parents with young children (under eight) during the first year of the pandemic, to understand changes in work-life and adaptations. This group had unique needs given the overlap of work and childcare. The study involved 109 parents (N=67 mothers; 42 fathers) nationally interviewed March-August 2021, allowing us to explore shifts in work and family life as they took place.
Semi-structured Zoom interviews were recorded and verbatim transcripts used for identifying emergent themes including shifts, challenges and accommodations. Blurring of work-home life boundaries was prominent. Parents discussed an increasing lack of separation between work-home; pressures to manage demands of both spheres simultaneously with no boundaries. Parents felt inadequate and guilt-ridden over what they could not do well and stress of the overlapping and competing demands; “...it just feels like you're not able to give 100% … to any one thing because you're juggling so many things ...” “It’s easy to feel that isolation, and feel like you're a failure at everything”
Parents spoke of space alterations and changing expectations for self and family as they brought work into previously family-only spaces. Setting boundaries, new communications with partners and subsequent shifts in priorities were discussed as well as a range of complicated feelings.
The shifts in work and child-rearing for families with young children point to ongoing needs, including for greater support, childcare, work flexibility and help establishing reasonable work-life boundaries.
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Impact of Maternal Employee Union Membership on Child Diet Quality in Participants of the National Longitudinal Surveys of Youth.
.....Kristen Davis, Syracuse University; Kamala Ramadoss, Syracuse University; Ying Xu, Syracuse University; and Sarah Marshall, Syracuse University
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Given the concurrent trends of increasing maternal employment and increasing childhood obesity in the US, much research has been devoted to understanding the associations between these two factors. Research on maternal employment and health related behaviors in children has found an overall negative impact of either full- or part-time employment of mothers on the diet quality in children. This study aims to address current gaps in research around more specific characteristics of maternal employment (such as job demand and union membership) and how those characteristics might impact child diet quality. Utilizing data from the National Longitudinal Survey of Youth gathered by the U.S. Bureau of Labor Statistics, a longitudinal sample of 310 employed mothers and their children was gathered from the 2014, 2016, 2018 and 2020 waves. A moderation analysis was conducted to examine the potential moderating effect of union membership/coverage on maternal job demand and the impact on child diet quality across the four waves of data. Results of the moderation analysis showed a positive association between maternal union membership/coverage and child diet quality in 2014, t=2.52, p=.01. The association between mothers’ job demand and child diet quality was not statistically significant. There was no significant moderating effect found between maternal union membership/coverage and job demand on child diet quality. Furthermore, child diet quality in 2014 was significantly correlated with diet quality in 2016, 2018 and 2020. This study makes a significant contribution in understanding the mechanisms through which maternal employment may influence child diet.
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Work and Psychological Recovery Experiences of Second-Generation Asian American and Pacific Islander Workers.
.....Laura Yang, Portland State University; Tori Crain, Portland State University; and Christine Beceril, Portland State University
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Individuals of Asian, Asian American, and Pacific Islander (AAPI) descent comprise approximately 6.7% of the general population (United States Census Bureau, 2022). As one of the fastest growing minority groups, they are projected to reach nearly 15% of the population by 2065, with 38% being foreign-born – surpassing all other racial minority groups (e.g., Lee & Zhou, 2017). Despite rapid growth of this population within the U.S. workforce, research on AAPI workers’ work-nonwork experiences has been limited. One key unexplored area is related to how AAPI workers engage in recovery after work, given their cultural differences and racialized experiences. Drawing on literature examining psychological recovery from work (i.e., restorative process of unwinding outside of work following the experience of workplace stressors; Sonnentag et al., 2017), the current study explores how AAPI workers in the U.S. think about their nonwork time, recover from workplace stress, and view culture as playing a role in how and when they take time off work. This investigation is critical and novel, as research examining recovery from work have almost exclusively investigated this phenomenon with homogenous White samples, and primarily from Europe. The current study uses a qualitative approach (i.e., one-hour interviews with AAPI participants). As data collection is underway, with 18 out of 30 interviews completed (or until saturation is reached), possible themes are likely to capture how AAPI workers spend their time off from work, their beliefs and emotions toward engaging in recovery practices, and tensions between their Asian and American values regarding work.
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HRM in Times of the COVID-19 Pandemic Crisis: Exploring the Effect of EAPs on Employee Job Satisfaction and Turnover Intention.
.....Tsung-Ming Chen, National University of Tainan; and Chiung-Wen Tsao, National University of Tainan
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People around the world began to face a spreading disease called COVID-19 in early 2020, and the severity of this pandemic made the WHO to declare it as PHEIC (Public Health Emergency of International Concern) . The legal requirements for pandemic control have challenged how employers make decisions to achieve a balance between comply with national policies and business activities. Once the decisions are made to rearrange the work schedule, locations, and processes, it is unavoidable to cause multi-faceted impacts on employees. The employees might have different responses adapting the work rearrangement which may violate their willingness and expectations toward work, which in turn, impact their job satisfaction and intention to leave. To retain and improve employees' job satisfaction, the deployment of the employee assistance programs (EAPs) can be a promised solution, as prior studies found that utilizing EAPs enhanced employee outcomes, specifically improving levels of presenteeism, mental health, and functioning.
This study adopts a two-stage approach to collect data, in the first stage, we survey companies on what kind of pandemic control-oriented HR practices and EAPs were deployed in workplaces. In the second stage, in-depth interview was used to understand employees’ perceptions toward those pandemic control-oriented HR practices, and the role of EAPs on HRM in times of the COVID-19 pandemic crisis and employee job satisfaction and turnover intention relationships. The results of this study will help policy makers and employers determine the implementation of pandemic control-oriented HRM practices and the adoption of EAPs.
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The Effect of Role Stressors on Work-Family Conflict via Burnout: A Meta-Analysis and Daily Dairy Study.
.....Gargi Sawhney, Auburn University; and Mallory McCord, Old Dominion University
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Despite ample empirical evidence that suggests a positive relationship between role stressors (i.e., role overload, role ambiguity, and role conflict) and work-family conflict (WFC), no empirical reviews have examined whether burnout is a mechanism through which role stressors are related to WFC. Additionally, although existing meta-analyses in this area have included studies that utilize between-person designs, research has yet to assess whether these findings generalize to research that utilizes within-person designs. The present study addresses two main questions: a) does burnout mediate the relationship between role stressors and WFC? And if so, b) do these findings replicate across two different methodologies? Drawing on the work-home resources model (ten Brummelhuis & Bakker, 2012), we argue that role stressors can deplete existing resources, resulting in burnout. Furthermore, high levels of burnout impedes individuals from partaking in family activities and responsibilities (Kattenbach et al., 2010), resulting in higher WFC. Study 1 used meta-analytic structural equation modeling (Viswesvaran & Ones, 1995) to explore burnout as a mechanism of the role stressors - WFC relationship. In Study 2, we employed a daily diary design with a sample of 164 employees across two consecutive work weeks (i.e., 10 days) to test the same hypotheses. The results of Study 1 revealed that burnout mediated the role stressor - WFC relationship for all three stressors. While role overload and role ambiguity predicted WFC via burnout in Study 2, burnout did not mediate the role conflict - WFC relationship. Our findings have implications for both theory and practice.
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Is This Mutual?: Partner Emotional Support, Emotional Exhaustion, and Professional Efficacy.
.....Rebecca Cole, University of Georgia; and Malissa Clark, University of Georgia
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The theory of work-family enrichment (Greenhaus & Powell, 2006) posits that one’s experiences in one role (for example, psychological resources gained at home) can inform their experience and performance in a second role (for example, performance in one’s work). One such psychological resource is a strong and supportive relationship with one’s romantic partner. Research from the close relationships literature indicates such relationships a strengthened through receiving emotional support provided one’s partner (Reis & Shiver, 1988). While researchers have investigated the role of one’s partner support in buffering job burnout (e.g. Halbesleben, 2006), relatively few studies have investigated the relationship between the congruence of giving and receiving emotional support on burnout. Doing so is important because perceived emotional support received by one’s partner can influence burnout (e.g. Booth-LeDoux et al., 2020) and reciprocity is a determinant of such relationship quality (Thibaut & Kelley, 1959). Further, much of the work thus far has included primarily or exclusively heterosexual couples, which may influence results given gender roles that dictate women perform as emotional caretakers (Eagly, 1987). Given the growing population of same-sex couples, it is important to have research that reflects to the experiences of these families. The current investigation seeks to remedy these issues by examining 170 individuals in same sex-relationships. We utilized polynomial regression and response surface models to investigate the relationship between giving and receiving emotional support on two forms of burnout: emotional exhaustion and decreased professional efficacy.
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How Telepressure Affects Life Satisfaction and Work Detachment: The Moderating Role of Workaholism.
.....Laurel Guffey, University of Georgia; Skylar Oney, University of Georgia; and Malissa Clark, University of Georgia
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Technological advancements enable organizations to constantly reach employees, which may make employees feel obligated to remain available after-hours. Prior research shows that workplace telepressure is positively related to negative outcomes like cognitive burnout (Barber et al., 2015), emotional exhaustion (Cheung et al., 2021), and negatively related to psychological detachment (Barber et al., 2015; Gillet et al., 2023).
To expand upon this work and understanding of this phenomenon in an increasingly connected work culture, we explored the relationships of workplace telepressure on detachment from work and life satisfaction, and examined workaholism as a moderator. The moderating role of workaholism is grounded in boundary theory, which posits that people place boundaries between different life domains (Ashforth et al., 2000), wherein individuals vary in their boundary preferences.
We propose that individuals higher in workaholism are likely to blur boundaries between domains, therefore the negative relationship between telepressure and life satisfaction (H1a) would be weaker since they would not perceive work imposing on their non-work life (H1b). Further, the negative relationship between telepressure and psychological detachment (H2a) is likely stronger for individuals higher in workaholism (H2b), as they are inclined to think about work after-hours (i.e., blurrier boundaries).
Hypotheses 1a (b = .12, p = .302) and 1b (b = .19, p = .261) were not supported. Hypothesis 2a also lacked support (b = .12, p = .110). However, Hypothesis 2b was supported (b = -.30, p = .006), such that the negative relationship was stronger for those higher (b = -.07, p = .493) versus lower (b = .30, p = .001) in workaholism.
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Evaluating the Uptake of CSA B701:17 (R2021) Carer-Inclusive and Accommodating Organizations Standard.
.....Brooke Chmiel, McMaster University
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The CSA B701:17 Carer-inclusive and Accommodating Organizations Standard and accompanying Implementation Guide B701HB-18 Helping Worker-carers in your organization was published in 2017 via a partnership between McMaster University and the Canadian Standards Association (CSA) (Williams et al., 2018). In Canada, 67% of unpaid carers are simultaneously employed (Figure 2); this equals over 5.2 million carer-employees (Magnaye et al., 2023). Although previous intervention research with Canadian workplaces has highlighted the significant health and economic benefits of carer-friendly workplaces (Ding et al., 2020; Ding et al., 2021; Ding et al., 2022), limited uptake of the CSA B701-17 Standard and Guide has occurred. The present study aims to determine the uptake of the CSA B701:17 Carer-Inclusive and Accommodating Organizations Standard and Guide across workplaces in Canada. The objective of the present study is to assess the extent of implementation. The present study uses a mixed-methods approach, beginning with a quantitative survey distributed to all workplaces who have either downloaded the Standard or Guide. A follow-up will be conducted to ensure our response rate is above 50%. This will be followed by a sub-sample (n=30) of qualitative interviews to be conducted virtually. Each interview is anticipated to be approximately 30-45 minutes. Interview data will be transcribed verbatim and analyzed using thematic analysis. Results will provide insight into the degree to which participating workplaces have implemented the Standard or Guide as well as identification of barriers. This will inform next steps specific to the continued knowledge mobilization (KMb) of the Standard and Guide.
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Beyond Just Work and Family: Uncovering Profiles of Multiple Role Involvement.
.....Molly Schoffel, University of South Florida; and Tammy Allen, University of South Florida
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Individuals occupy multiple roles throughout the course of their lives, both work-related (e.g., employee), and nonwork-related (e.g., parent, community member). These roles do not exist independently of each other, but rather interact to contribute to individual’s identity. Most research to date has taken a variable-centered approach to understanding multiple role involvement. The present study takes a person-centered approach to examine patterns of role involvement across the roles of worker, community member, parent, and partner. Using the second wave of the Midlife in the United States (MIDUS) dataset, we identify four role involvement profiles through latent profile analysis, labelled high involvement (72.41%), work before community (17.14%), family first (8.21%), and work before children (2.24%). Covariate analyses indicated while the family first profile experienced significantly lower job control and higher job stress than other profiles, the high involvement profile tended to experience significantly greater psychological well-being and life satisfaction than other profiles. Supplemental analyses revealed older adults were more likely to belong to the work before children profile and less likely to belong to the family first profile than other profiles; additionally, individuals with more co-residing children were more likely to belong to the family first profile and less likely to belong to the work before children profile. Our findings have notable implications for studying how and when roles co-occur in individuals and strengthen the literature on multiple role engagement by demonstrating how patterns of role involvement may enhance role-specific and role-nonspecific outcomes.
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Verification of the Relationship Between Well-Being and Promotion Aspirations of Female Employees - An Analysis Using an International Comparative Survey of 18 Countries -.
.....Eriko Teramura, Meikai University
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This study aims to examine the relationship between the well-being and promotion aspirations of women using microdata collected from men and women in 18 countries across Asia and Western regions. The data used for this analysis come from the Global Employment Reality and Growth Awareness Survey conducted by Persol Comprehensive Research Institute, a Japanese talent introduction company, in 2022. The survey targeted men and women aged 20-69, employed individuals who had lived in the respective countries for three years or more, with 1,000 samples (500 men and 500 women) in each country. The study covered 13 major cities in the APAC region, along with 5 additional countries, totaling 18 countries.
The dependent variables in focus are well-being and promotion aspirations, and a Bivariate Probit Model (Greene, 2003), a simultaneous determination model for both variables, was employed. In the verification process, factors such as individual attributes, organizational culture, and variables related to superiors were considered. The analysis results revealed that various factors related to organizational culture, relationships with superiors, and the current state of work had a positive effect on both well-being and promotion aspirations in the Philippines, Indonesia, Hong Kong, Vietnam, Thailand, the United Kingdom, Australia, the United States, and Sweden. On the other hand, China, France, Taiwan, Germany, South Korea, Japan, and Malaysia were identified as countries where there is a positive effect on well-being but not on promotion aspirations. For India and Singapore, the results indicated that only the relationship with superiors was not associated with promotion aspirations. The findings suggest heterogeneity in the relationship between organizational culture, superior management, and the well-being and promotion aspirations of female employees across different countries.
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Balancing Acts: Navigating the Dual Journey of Work and Caregiving.
.....Lona Choi-Allum, AARP
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A number of older workers experienced a disruption in the workplace in the past five years and caregivers were no exception. A reduction in hours was the most commonly cited reason, primarily due to the COVID-19 pandemic. In a study among 2,000 workers ages 40 and older, results showed that the main driver for working among caregivers was to support other family members, followed by health care coverage, and being eligible for retirement benefits. In fact, caregivers were more likely than non-caregivers to say that the ability to work from home sometimes and paid time off are requirements before accepting a job. Not surprising given that over two in three (68%) working caregivers experienced a number of challenges while caring for an adult family member, including having to work remotely, changing or reducing their hours, maxing out their sick and/or vacation leave, taking temporary leave, or quitting their job. In addition, caregivers were more likely to experience burnout at work than non-caregivers. And for those who took temporary leave or quit their job, over a third said it was difficult to find a job. The COVID-19 pandemic gave caregivers pause to explore ways to reduce their stress at work and reprioritize how their job fits into their life.
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Navigating Academic Motherhood: Mentorship to Help Promote Healthy Work/Life Balance.
.....Elizabeth Bradley, SUNY - Empire State College
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Motherhood brings many challenges for women in academia; namely, work/family balance. Despite a focus on work-life balance and “family friendly” policies that some colleges and universities offer, motherhood continues to have a negative impact on the career trajectory of female academics (Ward & Wolf-Wendel, 2006). For pre-tenure women, often their “biological and tenure clocks tick simultaneously” (Dickson, 2018, p.76). A focus on research during the pre-tenure years is imperative for achieving tenure and promotion in research-focused institutions; yet, having young children and being an active researcher pre-tenure simultaneously is difficult to achieve without adequate support. Many mothers experience a dichotomy between fitting in as an academic and a feeling of “other-ness” as a mother; some feel the pull to conceal their status of motherhood for fear that it will negatively impact the perceptions of others (Schlehofer, 2012).
Many women feel the need to choose between the identity as a mother or that of a strong academic; rather, the two identities can be enhanced and the one can augment the other (Rockinson-Szapkiw et al., 2017). However, this melding of identities and success with both family and work is difficult to achieve and can be much aided by mentoring. Effective mentoring can help faculty mothers achieve optimal dual identity as academics and parents; however, effective mentoring programs are rarely available for this population. In this presentation, results from research on effective mentoring with mothers in academia will be shared, including research-based strategies for successful work-life balance.
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Gender in, Gender Out: Gendered Organizational Leadership and Its Influence on Resources and Activities within Environmental Movement Organizations.
.....Samantha Castonguay, Washington State University
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Countless studies have elucidated the ways in which workplace organizations are organized around gender, such as through male or female domination, inequality-producing practices and processes, and the presence of symbols and ideologies that draw on hegemonic masculinities or femininities (Acker 1990). Further, evidence of a “gendered” organization is highly visible with increasing organizational power. Those with authority imbue organizational priorities, hiring practices, and everyday routines with gendered meanings, and often deem feminine traits as incompatible with workplace success. In this study, we explore the extent to which the gender representation of organization leadership relates to organization resources and activities, using environmental movement organizations as our case. In line with prescriptive gender stereotypes, we find that organization resources are gender-typed: male-led organizations tend to have higher levels of financial resources, whereas female-led organizations tend to have higher levels of human resources. Further, we find that male-led organizations are more likely to engage in politically-risky activities and have high-earning employees, while women-led organizations are more likely to engage in social-justice-oriented environmental initiatives. Although it is unclear which came first – the organization characteristic or the gendered leadership – what is clear is that gender permeates environmental organizations beyond the individual bodies that occupy their ranks, reinforcing stereotypes about who is welcome in the environmental movement and in what capacity.