Work-Life Balance:

BALANCING WORK AND FAMILY                        Maternity Leave Alternative: Bring the Baby to Work We have confirmed more than 110 organizations that currently allow babies in the workplace. These companies range across more than 36 different states and more than 20 different industries, including credit unions and banks, law firms, retail stores, schools, government agencies, software companies and consulting firms. BALANCING WORK AND FAMILY Big returns for companies willing to give family strategies a chance For the 21st year, we have compiled our report on the family-friendliest companies in America.

Work Interfering Family (WIF) Family Interfering Work (FIW) Work-Family Conflict Work Interfering Family (WIF) Family Interfering Work (FIW) Time based interference / conflict Stress based interference / conflict Behavior based interference / conflict

The Basic Model of Spillover (Frone, Yardley, & Markle, 1997) Well-being in Work Domain Demands & Supports In Work Domain WFC (WIF & FIW) Well-being in Family Domain Demands & Supports In Family Domain

Psychological Well-Being Satisfaction with support Source of support Type of support Work Support Satisfaction with family Guilt Negative Family Outcomes Work interfering family Work Demands overload involvement control Psychological Well-Being control involvement overload Negative Work Outcomes Family Demands Family Interfering Work Turnover intention Job satisfaction Family Support Type of support Source of support Satisfaction with support

Gender Differences

Gender Difference in Experiences of WIF & FIW

Correlates of WFC: An Exploratory Analysis for Women Emotional Spousal Support Life Satisfaction Depression -.32*** Work Overload -.24*** .48*** Satisfaction with Parenthood .39 *** -.34*** Organizational Support WFC -.17 ** .51*** Employment Related Guilt .32*** Satisfaction with Childcare Facilities -.13 * Children’s Behavioral Problems -.19 ** -.34*** -.25** Perceived Satisfaction of Child(ren) with Time Spent with Parents Family Relations Performance Change

Correlates of WFC: An Exploratory Analysis for Men Life Satisfaction Instrumental Spousal Support -.17* Depression -.19* .29*** Satisfaction with Parenthood -.35*** WFC .20** .60*** Employment Related Guilt Work Overload -.32*** Family Relations

Cross-Cultural Differences “Work and family – almost conflict in terms” (An Australian woman) “Work and family: salt and pepper of life” (A Taiwanese woman) “I work for my own personal well-being. I cannot waste my years of education” (An American woman) “My family is my priority; I do everything for them – I work like crazy so that they don’t have to go through the difficulties that I have gone through in life” (A Chinese men)

“I am 30 years old and single “I am 30 years old and single. I have to choose if I want to make my professional dreams come true or my woman dreams. I’m living with my parents and I’ve been selfish because I am quite ambitious” (A Mexican woman) “I come back tired from work, and my neighbors come in to drink coffee, and to check how I manage my home duties” (An Arab woman) “My mother-in-law said when we had our first child, ‘Do the tigers give their babies to the elephants to get raised? Do the elephants ever give their babies to the lions to get raised?’ I thought ‘Oh gosh, I better stay at home with my own kids’”. (An American women) “My mother-in-law almost got fainted when I told her that I wanted to give my child to daycare. She took it as the biggest insult to herself” (A Turkish woman)

Theoretical Sampling of Countries Non-institutional (extended family or paid workers) Israel Taiwan Ukraine India Turkey Indonesia Spain US Canada Australia Societal Support Systems Institutional (family-friendly governmental & institutional policies & practices) HIGH LOW Gender Development Index (country ranking; low ranking indicates better development)

Project 3535 Team

Cross Cultural Comparisons: WIF & FIW

Cross Cultural Comparisons: Positive Spillover

Helpfulness of Practices to Balance Work and Family Max 5 points

Satisfaction with Organizational and Governmental Work-Life Balance P&Ps Max 5 points

The Cross Over Effect: Wife-to-Husband Model Work Overload – Wife Family-to-Work Conflict - Wife Work-to-Family Conflict - Wife Marital Satisfaction - Husband .15* .39*** -.18** -.12 The Cross Over Effect: Wife-to-Husband Model χ² /df GFI AGFI TLI CFI RMSEA 1.73 0.982 0.929 0.90 0.966 0.062

The Cross Over Effect: Husband-to-Wife Model Work Overload Husband Family-to-Work Conflict – Work-to-Family Conflict - Husband Life Satisfaction - Wife Marital Satisfaction – Employment Related Guilt – .15* .45*** .22** .16* -.18* -.22** The Cross Over Effect: Husband-to-Wife Model χ² /df GFI AGFI TLI CFI RMSEA 1.51 0.979 0.93 0.924 0.97 0.052

What about ME...? ‘Self’ being identified with work ‘Self’ being identified with family SELF FAMILY WORK SELF FAMILY WORK ‘Self’ as a separate domain SELF FAMILY WORK

Three Dimensional Life Balance (Aycan, Eskin & Yavuz, 2007) Personal Life Demands Work Demands Family Demands Supports From Work From Family Self-Management skills

Work-Family-Personal Life Conflict (WFPC) (work inter. personal life) (family inter. personal life) (work inter. family) (family inter. work) (personal life inter. work) (personal life inter. family)

WFCP and Psychological Well-Being Life Satisfaction Depression Anxiety Burnout WIF .24*** .13* .35*** WIP .21*** FIW FIP -.28*** .18*** .25*** PIW PIF Standardized Beta weights: Note: *p < .05. **p < .01. ***p < .001.