HEA 676 Women s Health Research Seminar Brittney Anderson, Brian McDonald, Casey Buss, Laura Jones, Louise Vincent with Paige Hall Smith

Transcription

1 HEA 676 Women s Health Research Seminar Brittney Anderson, Brian McDonald, Casey Buss, Laura Jones, Louise Vincent with Paige Hall Smith

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3 Christine Oppong (1980) Developed for developing countries Identified 7 roles in women s lives Impact of multiple roles on women s status

4 1) Family 2) Domestic Family 3) Partner/Spouse Individual Domestic 4) Worker/Student Me 5) Parent Community Partner 6) Community Member 7) Individual Parent Worker/ Student

5 Responsibility Authority Resources Constraints Stressors Joys Opportunities Status **Each role both COMPLICATES and EXPANDS our lives.**

6 Role responsibilities & expectations differ by sex Over time roles have shifted with more mothers employed Role incompatibility conflict and strain

7 Incompatibility affected by Support, expectations, role mastery, coping Incompatibility affects Health Quality of life

8 Goal: Assess the impact of multiple roles and role incompatibility on health of UNCG employees Steps Reviewed Oppong in relation to current literature to develop fit for today Determined population of interest. Identified outcome and mediating variables based upon literature and our particular areas of interest. Develop a conceptual model grounded in Oppong s theory and literature

9 Role Expectations (Personal Expectations) Job Mastery Role Harmony Health Outcomes (Stress, Anxiety, Perceived Health Status) Oppong (1980) Life Roles (Parent, Worker, Volunteer, Family/Caregiver, Domestic, Individual) Social Support/Status - Use & Benefit (Partner, Community, Work- Policies, Coworkers, & Supervisor) Coping Skills Role Conflict/ Strain/ Spillover Quality of Life Health Behaviors (Physical Activity, Leisure, Smoking, Diet) Role Engagement/Status Role Agency Role Experience Health Outcomes

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11 Questionnaire Developed measures for each of the concepts in conceptual model Mostly standardized instruments Sample list of entire population of UNCG employees, EPA, SPA and student, Provided by Institutional Research N = 5,832 Received approval form UNCG Institutional Review Board

12 DATA COLLECTION: Qualtrics online survey ed to population Invitational sent out with the survey 4 reminders were then sent only to people who had not responded 3 days apart Last reminder told participants that we were closing the survey next day at noon 17 days: March 7th to March 23rd

13 Work-Family Balance Role Strain Managerial Support Career Consequences

14 In the past 3 months how often: 1. Have you not had enough time for yourself because of your job. 2. Have you not had enough time for your family or other important people in your life because of your job? 3. Have you not had the energy to do things with your family or other important people in your life because of your job? 4. Have you not been able to get everything done at home each day because of your job. 5. Have you not been in as good a mood as you would like at home because of your job. 5 point scale: never, seldom, sometimes, often very often Reverse scored for analysis

15 I feel emotionally drained when I get home from work I feel I have too much to do to get everything done I worry about how my kids are when I am working I am comfortable with the arrangements for my children while I am working Making arrangements for my children while I am working involves a lot of effort I worry that other people feel I should spend more time with my children 5-point scale ranging from never to always

16 1. My supervisor is supportive when I have a work problem. 2. My supervisor is fair and doesn t show favoritism in responding to employees personal or family needs. 3. My supervisor accommodates me when I have family or personal business to take care of for example, medical appointments, meeting with child s teacher, etc. 4. My supervisor is understanding when I talk about personal or family issues that affect my work. 5. I feel comfortable bringing up personal or family issues with my supervisor. 6. My supervisor really cares about the effects that work demands have on my personal and family life. 4 point scale: ranging from strongly agree to strongly disagree. Reverse scored for analysis

17 1. At the place where you work, employees who ask for time off for family reasons or try to arrange different schedules or hours to meet their personal or family needs are less likely to get ahead in their jobs or careers. 2. There is an unwritten rule at my place of employment that you can t take care of family needs on company time. 3. At my place of employment, employees who put their family or personal needs ahead of their jobs are not looked on favorably. 4. If you have a problem managing your work and family responsibilities, the attitude at my place of employment is: You made your bed, now lie in it! 5. At my place of employment, employees have to choose between advancing in their jobs or devoting attention to their family or personal lives. 4 point scale: ranging from strongly agree to strongly disagree. Reverse scored for analysis

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19 Sample Demographics (N= 1146) Number % Sex Female % Male % Student Status Not a student % FT Undergrad PT Undergrad % FT Graduate % PT Graduate %

20 Sample Demographics Number % Marital Status Married/Partnered % Single, Never Married % Single, Divorced/Separated % Single, Widowed 7 0.6% Children Yes % No %

21 Sample Demographics Education Number % No Schooling 1 0.1% High School Graduate or GED % Some College (no degree) % 2 Year or Associates Degree % 4 Year College Degree % Masters Degree % Doctoral Degree % Professional Degree 8 0.7%

22 Sample Demographics Race/Ethnicity Number % American Indian or Alaska Native 5 0.4% Asian % Black or African American % White % Hispanic/Latino % Native Hawaiian or Pacific Islander 3 0.3% Other % Prefer not to answer %

23 Sample Demographics Type of Employee N % Undergraduate % Master s Student % Doctoral Student % SPA Staff % EPA Non-Faculty % Non Tenure Track Faculty % Tenure Track Faculty, Non-Tenured % Tenured Faculty %

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29 Group N Undergrad SPA Staff Masters EPA non-f Non TTF TTF -NT TTF- T Doctoral Employee groups in each column have similar means

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31 Variable Standardized Coefficients (Beta) Sex T Significance Employment status Child at home

32 Managerial support is significantly related to work-family conflict (F=5.240; Sign:.000)

33 Career consequences is significantly related to Work- Family Conflict (F=11.875; Sign=.000

34 Job satisfaction is significantly related to Work-Family Conflict (F= 8.159; Sign =.000)

35 Family Support is significantly associated with Work-Family Conflict (F= 1.653; Sign=.035)

36 Friend Support is significantly associated with Work-Family Conflict (F=1.866; Sign=.012)

37 Variable Standardized Coefficients (beta) Sex Employment Status Children at home Managerial Support Career Consequences Job Satisfaction Family Support Friend Support T Significance

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39 Group Correlation Significance Everybody Undergraduates Master s students Doctoral students SPA staff EPA non-faculty Non-tenure track faculty Tenure-track faculty, non-tenured Tenure-track faculty, tenured

40 Group Correlation Significance Everyone Undergraduates Master s students Doctoral students SPA staff EPA non-faculty Non-tenure track faculty Tenure-track faculty, non-tenured Tenure-track faculty, tenured

41 Group Correlation Significance Everyone Undergraduates Master s students Doctoral students SPA staff EPA non-faculty Non-tenure track faculty Tenure track faculty, Untenured Tenure track faculty, Tenured

42 Correlation Significance Everyone Undergraduate Employees Masters Employees Doctoral Employees SPA Staff EPA Non-Faculty Non Tenure Track Faculty Tenure Track Faculty, Non-Tenured Tenure Track Faculty, Tenured

43 Correlation Significance Everyone Undergraduate Employee Masters Employee Doctoral Employee SPA Staff EPA Non-Faculty Non-Tenure Track Faculty Tenure Track Faculty, Non-Tenured Tenure Track Faculty, Tenured

44 Correlations Significance Everyone Undergraduate Employees Masters Employees Doctoral Employees SPA Staff EPA Non-Faculty Non Tenure Track Faculty Tenure Track Faculty, Non-Tenured Tenure Track Faculty, Tenured

45 Correlation Significance Everyone Undergraduate Employees Masters Employees Doctoral Employees SPA Staff EPA Non-Faculty Non Tenure Track Faculty Tenure Track Faculty, Non-Tenured Tenure Track Faculty, Tenured

46 Stress Anxiety Perceived Health status Moderate physical activity Vigorous physical activity Quality of life Leisure satisfaction Significant impact Non-significant impact

47 Variable Standardized Coefficients (beta) T Significance Employee status Child at home Work-Family Conflict Friend Support Family Support

48 Variable Standardized Coefficients (beta) T Significance Employment status Child at home Work-Family Conflict Friend Support Family Support

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50 Sex N Mean F Sign Women Men

51 For parents with children at home, more role strain is associated with: Work factors: less managerial support, greater concerns with career consequences, and more job satisfaction Social support: less friend and family support Poor health: more stress and anxiety, less leisure satisfaction, poorer quality of life but not with physical activity Undergraduate student employees with children at home have significantly greater role strain than other employee groups.

52 Variable Standardized Coefficients (beta) Sex (female) Employment Status Managerial Support Career Consequences Job Satisfaction Family Support Friend Support T Significance

53 Tension and struggles produced by competing expectations or demands upon a person s time, energy, loyalties and material resources Perceived lack of resources to fulfill role expectations or obligations; adequacy of time, material resources, and influence in interpersonal relationships Lack of time and energy, some mood Worry about children and childcare, adequacy Role Conflict Role Strain

54 Internet surveys can yield high results Experts suggest Personal invitation Having met someone involved in the survey Incentives Convenience We did not pilot test because of time constraints

55 Possible reasons Problems with Qualtrics- Long Survey (~ 20 minutes) Ambiguity with term Work- Family Conflict some people think it does not apply to them (single people, those without children) Too busy Some do not respond to surveys

56 What characteristics may be associated with response? Parents possibly more likely to respond Possibly those with more work-family conflict or strain were more likely to respond? What about gender? Do men and women really experience similar work-family conflict or was there something different about the men and women who answered our survey?

57 Is very common Common in almost every employee group No differences between men & women Employees without kids also have WFC Manager support & career consequences more important than family/friend social support -- most people believe they have good support but about 40% fear negative consequences Impacts health and quality of life and is associated with job satisfaction

58 Role strain and role conflict tap into different aspects of work-family-life imbalance Conflict time crunch Strain child care and parental adequacy Among parents with children at home role conflict is not associated with sex role strain is more common for women, even after controlling for other important variables

59 2.0 Improve health, wellness, and quality of life for children, adults, families, and communities through scientific inquiry and application, workforce development, reduction of disparities, sustainability efforts, and recreational opportunities. 2.4 Lead the UNC system in enhancing the health and wellness of students and employees.

60 We hope to contribute to these strategic objective by highlighting and demonstrating that the health of UNCG employees is affected not only by personal health behaviors (such as physical activity, smoking, and nutrition) but also their workplace environment Employees are healthier when they do not fear that they have to choose between work and family; that if they take advantage of available benefits their career will suffer or others will think less of them.

61 Employees are healthier when they work in environments where managers/supervisors are fair and do not show favoritism in responding to employees personal or family needs; accommodate as possible employees when they have family or personal business to take care of; really care about their employees whole lives and the impact that work demands can have on their personal and family life.

62 Although there is little we can do to ease the instability, anxiety and fear that comes with the current budget difficulties, improving managerial support and reducing perceived and real fear for negative career consequences would benefit men and women, faculty, staff and student employees with and without children at home Such modifications are not expensive and could be highly effective in improving employee health and quality of life As our strategic plan states, we owe it to our UNCG employees.

63 Ensure that all employees and managers are aware of existing resources and benefits Develop policies that ensure that these benefits are equally available across employee groups and units Mandate manager education, as part of the Essential Supervisor s Program, that prepares them to provide good support to employees in the are of WFL balance Ensure that employees who take advantage of WFL balance resources/benefits do not suffer negative career consequences Increase child care support and resources

64 What does this study tell us about who has work-family conflict? What about men and women? Why do faculty have more conflict than staff? Why is work-conflict so high for doctoral students? What should we do?