A mediational model of workplace flexibility, work-family conflict, and perceived stress among caregivers of older adults
A mediational model of workplace flexibility, work-family conflict, and perceived stress among caregivers of older adults
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DOI：
10.1080/13668803.2015.1034656
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发表时间：
2016-01-01
影响因子：
2.3
通讯作者：
Pitt-Catsouphes, Marcie
中科院分区：
文献类型：
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作者：
Brown, Melissa;Pitt-Catsouphes, Marcie
随着越来越多的员工成为照顾者，工作场所资源在支持照顾者方面的作用引起了研究人员、雇主和政策制定者的关注。工作场所的灵活性是人们特别感兴趣的一种资源，有研究探索灵活性(即让员工在一定程度上控制工作的时间和/或地点)是否与员工和雇主的重要结果有关。这项调查开发并测试了一个中介模型，解释了工作场所灵活性通过三种不同的方式运作的过程-影响美国员工的照顾者压力。使用《国家劳动力变化研究》(2008)中的211名照顾者样本，结果表明，工作与家庭冲突在感知的工作场所灵活性与照顾者压力之间，以及获得灵活工作选项与照顾者压力之间的关系中起中介作用。然而，当灵活性作为应答者正式使用弹性工作选项来运作时，调解模式就不受支持。讨论了对雇主和未来研究的影响。
As an increasing number of employees become caregivers, the role of workplace resources in supporting caregivers has attracted the attention of researchers, employers, and policy-makers. Workplace flexibility is one type of resource that has attracted particular interest, with research exploring whether flexibility (that is, giving employees some control over when and/or where work gets done) is related to important outcomes for both employees and employers. This investigation develops and tests a mediational model explicating the process through which workplace flexibility operationalized in three distinct ways - impacts caregiver stress among US employees. Using a sample of 211 caregivers from the National Study of the Changing Workforce (2008), results show that work-to-family conflict mediates the relationship between perceived workplace flexibility and caregiver stress as well as the relationship between access to flexible work options and caregivers stress. However, the mediational model is not supported when flexibility is operationalized as respondents' formal use of flexible work options. Implications for employers and future research are discussed.