1. Coping with work-family conflict: personal or organizational solutions? Professors Anit Somech and Anat Drach-Zahavy University of Haifa, Israel Tuesday, September 16th, 2014 9:00-10:00 am ET “Coping with work-family conflict: The reciprocal and additive contributions of personal coping and organizational family-friendly support” published in Work & Stress: An International Journal of Work, Health & Organisations Boston College Center for Work and Family

2. Background Started in 2000 Center for Families at Purdue University Boston College Center for Work & Family Named for Rosabeth Moss Kanter Rigorous nomination process: Review 2500 articles 70 scholarly journals 35 scholarly reviewers international reach Boston College Center for Work and Family

3. Goals To find and promote the “best of the best” work- family research To increase the impact of research To foster discussions about quality – of research and of programs Boston College Center for Work and Family

4. Thank You to our Sponsors! Boston College Center for Work and Family Abbvie Allstate Insurance Company American Express AstraZeneca Pharmaceuticals BNP Paribas Bristol-Myers Squibb Cardinal Health, Inc. Chevron Corporation Chubb & Son Insurance Deere & Company Deloitte LLP Eli Lilly and Company F. Hoffmann-LaRoche AG FM Global, Inc. Genentech Herman Miller IBM Intel Johnson & Johnson KPMG-LLP LA Metro Transit Marriott International Merck & Company, Inc. MetLife Mondelez Global National Security Agency Northern Trust Corporation Northrop Grumman ES Novartis Pearson Inc. PricewaterhouseCoopers Prudential Financial Raytheon Company Sanofi-aventis Sodexo State Street Corporation Toyota Motor Sales USA, Inc. United Parcel Service University of Kentucky US Navy

5. Anit Somech Prof. Anit Somech is an organizational psychologist, and the Head of Educational Administration Department, University of Haifa, Israel. Anit Somech graduated from and the University of Haifa received her Ph.D. degree in the Department of Industrial Engineering and Management, at the Technion, the Israel Institute for Technology. Research Areas: Work motivation Participative leadership organizational citizenship behavior (OCB) at the individual, team, and organizational level Social loafing Team work Boston College Center for Work and Family

6. Anat Drach-Zahavy Anat Drach-Zahavy ​, Senior Lecturer Graduated from and the University of Haifa received her Ph.D. degree in the Department of Industrial Engineering and Management, at the Technion, the Israel Institute for Technology. Research Areas: How employees can balance work and family domains Leadership and teamwork in healthcare Safety Patient Centered Care Nurses' health Evidence Based Practice Boston College Center for Work and Family

7. Individual and Organizational Solutions to Work-Family Conflict Individual and Organizational Solutions to Work-Family Conflict Anit Somech & Anat Drach-Zahavy, University Of Haifa, Israel

8. My work and family interest Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 8

9. A quick quiz…?  “ Work and family – almost conflict in terms”  “Work and family: salt and pepper of life”  “I work for my own personal well-being. I cannot waste my years of education”  “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”  “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”  “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”  “I can’t view myself only as a mother, nor can I see myself as a working woman solely” Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 9 An Australian woman A Taiwanese woman A Chinese man A Mexican woman A Turkish woman An Israeli woman An American woman

10. Work Family conflict: defined “a form of inter-role conflict in which the role pressures from work and family domains are mutually incompatible in some respect ” (Greenhaus and Beutell,1985).  The bi-directional nature of the conflict (WIF, FIW)  Time, strain, and behavior aspects of WFC  Conflict VS balance /enhancement/positive spillover /enrichment Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 201410

11. Work-Family Conflict(WIF) Time- Based Strain- Based Behavior - Based Not enough time to fulfill responsabilities at home due to the time required to spend at work The stress from job often makes me irritable when I get home Behaviors expected at work are not compatible with those expected at home 11 Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014

12. Family-Work Conflict (FIW) Time- Based Strain- Based Behavior - Based Not enough time to fulfill responsabilities at work due to the time required to spend at home The stress from home is often transferred to my work life Behaviors expected at home are not compatible with those expected at work 12 Anat Drach-Zahavy, Invited Presentation at the Universidad de Iberoamérica, 21.3.2013

13. Family-Work Enrichment?  The traditional perspective is that work and family are conflicting domains  The more modern perspective is that work can also enrich family life just as family life can enrich work e.g., “I can’t view myself only as a mother, nor can I see myself as a working woman solely- every facet of live complements the other…” Anat Drach-Zahavy, Invited Presentation at the Universidad de Iberoamérica, 21.3.201313

14. The project TotalFemaleMaleCountry 20912386Australia 652303349Canada 576300276India 312175137Indonesia 236118 Israel 38128695US 19711879Spain 28220577Taiwan 326161165Turkey 317117891382Total Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 14

15. Cross Cultural Comparisons: Work-Family Conflict & Positive Spillover 15 Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014

16. A quick quiz…?  “ Work and family – almost conflict in terms”  “Work and family: salt and pepper of life”  “I work for my own personal well-being. I cannot waste my years of education”  “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”  “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”  “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”  “I can’t view myself only as a mother, nor can I see myself as a working woman solely” Anat Drach-Zahavy, Invited Presentation at the Universidad de Iberoamérica, 21.3.2013 16

17. Type of inter-role conflict  The roles of employee and parent are seen as conflicting in Israel  The roles of employee and spouse are seen as conflicting in Singapore and India;  Roles of employee and social woman (e.g., organizing and attending social events and functions) are viewed as conflicting in the Arab sect of Israel and Indonesia. Anat Drach-Zahavy, Invited Presentation at the Universidad de Iberoamérica, 21.3.201317

18. Consequences of WIF and FIW WorkFamily Personal Attitudes Strain Withdrawal beh. Performance Attitudes Strain Health Burnout Life stress Attitudes Source: Shaffer, Joplin, & Hsu., 2011 18 Anat Drach-Zahavy, Invited Presentation at the Universidad de Iberoamérica, 21.3.2013

19. Family consequences: Source: Duxbury and Higgins (2001). Work Life Balance in the New Millennium: Where Are We? Where Do We Need to Go? Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 201419

20. How can we cope with WFC?

21. "It's bizarre that the produce manager is more important to my children's health than their pediatrician”. ( Meryl Streep- an American actress ) Who is responsible for workers health?  Workers should be responsible for balancing their work and family domains Individual coping  The organization should develop family-friendly policies and practices - An instrumental approach  It’s the worker privilege to work in work conditions, which allow him to maintain balance Org. Support 21 Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014

22. The individual perspective- How do employees cope with WFC?  Coping refers to the cognitive and behavioral efforts individuals use to manage taxing demands appraised as exceeding their personal resources (Lazarus & Folkman, 1984).  It is the things people do to avoid being harmed by life's strain (Aryee et al., 1999).

23. Developing a taxonomy for coping with WFC Source: Somech, A., & Drach-Zahavy, A. (2007). Strategies for coping with work-family conflict: The distinctive relationships of gender-role ideology. Journal of Occupational Health Psychology, 12, 1–19.

24. Study aim To develop a taxonomy for coping with WFC, that 1.Is specific to the context of WFC 2.Differentiates between strategies for coping with work demands and WIF, and with family demands and FIW. Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 24

25. 1. Superman at work/home 1. Superman at work/home Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 25 (H) (H) “I have to be perfect on all facets of life. Therefore I wake up at 4 AM, I work in my little garden, I feed the animals, water my vegetable garden, I bake fresh bread for everyone, and do all the housekeeping jobs. Then, I wake-up my husband and children, and prepare for work” (Supervising nurse, 45, married with 7 children). (W) (W) “I have to be in control and to do every task from the most important to the least important by my own” (A male nurse, 26, married +1). Insisting on doing on her/his own all work/families duties perfectly

26. 2. Good enough at work/home 2. Good enough at work/home Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 201426 (H) (H)"On my way back home, I take dishes that my mother in-law cooked for me, and when I come home I light the stove, that my neighbors will see the smoke and think that I am cooking” (A psychologist, 30, Married with two young children). (W) (W) Leaving training at 1700PM (A social worker, 32, married +2). Lowering the performance of work/family responsibilities to a less than perfect level.

27. 3. Delegation at work/home 3. Delegation at work/home Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 27 Managing her /his own work/family duties by delegating some to others. (H) (H)“Women at home function as coordinators. This is one role that the husband doesn’t do.. I arrange car-pooling to school and after-class activities, I coordinate baby-sitting among my the great parents, and set play-meetings for my kids…” (A nurse, 26, married +3). (w) (w) “ At work, I try not to do everything by myself, and I learn to get support and help from colleagues when I can” (A male nurse, 46, married +4).

28. 4. Priorities at work/home 4. Priorities at work/home Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 201428 Setting priorities in handling work/home duties (H) (H) “It’s really my decision whether I’m here to serve my husband, my children, my parents. I can decide that this is what I want to do this night, but if I am stressed, I can decide to skip it and order a pizza, or use pre-cooked meals.” (w) (w) ”I decided it’s not a good time to continue my education“

29. Coping Strategies at Home/Work by Nation Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 201429

30. Strategies for Coping With Work–Family Conflict: The Distinctive Relationships of Gender Role Ideology Source: Somech, A., & Drach-Zahavy, A. (2007). Strategies for coping with work-family conflict: The distinctive relationships of gender-role ideology. Journal of Occupational Health Psychology, 12, 1–19.

31. The effect of gender-role ideology These attitudes typically run along a continuum from traditional to modern: Traditional attitudes conform to expected differences in roles for men and for women. Modern attitudes do not support the segregation of roles by gender, and hold female and male roles to be equal at home and at work. Gender-role attitudes are generally conceived as opinions and beliefs about the ways that family and work roles do and should differ according to sex (Harris & Firestone, 1998).

32. Study Aims & Hypothesis Aim: Aim: to examine the effectiveness of the various coping strategies for decreasing WIF and FIW conflict Hypothesis: Hypothesis: Sex and gender role ideology will moderate the relationship between coping strategies and the level of FIW and WIF conflict.

33. Method Sample:  679 participants (59% females) who worked full-time in various organizations in Israel.  All participants had at least 1 child under 14 living with him/her.  Data was collected through a survey in two waves.

34. Findings  Men reported significantly higher levels of WIF and FIW as compared with women. FIW M=3.84 and 3.71; t(669)=5.2** WIF M=3.84 and 3.59; t(662)=6.6**  Men and women reported a significantly higher level of WIF than FIW. t (278) = 4.23** ; t (399) = 2.31*

35. Coping Strategies by Gender, and Gender-Role Ideology Coping Strategies by Sex and Gender- Role

36. Effectiveness of Coping strategies for decreasing FIW MenWomen ModernTraditionalModernTraditional Good Enough-Home n.s Delegation- Home n.s Super-Work n.s Delegation- Work n.s Priorities- Work Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 36

37. Effectiveness of Coping strategies for decreasing WIF MenWomen ModernTraditionalModernTraditional n.s Good Enough-Home n.s Good Enough-Work n.s Delegation- Work Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 37

38. Interim Conclusions-I  Personal coping works! but should be understood by considering the employee’s sex and gender-role.  However, this does not mean that organizations should not be urged to provide employees with the appropriate resources to balance competing and conflicting demands from work and family domains.

39. Organizational Family- Friendly supports Source: Drach-Zahavy, A. & Somech, A., & (2009). Organizational family friendly supports: Managers as compared with non- managers. Paper presented at the AOM meeting, Atlanta, USA. Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 39

40. Organizational Family-friendly Supports (OFFS) Policy  Policy (e.g., flextime, home-office, reduced work hours)  Benefits  Benefits (extra maternity leave, health insurance)  Services  Services (childcare in the workplace, breast feeding accommodations)

41. The project TotalFemaleMaleCountry 20912386Australia 652303349Canada 576300276India 312175137Indonesia 236118 Israel 38128695US 19711879Spain 28220577Taiwan 326161165Turkey 317117891382Total Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 41

42. Perceived Usefulness of Organizational Practices Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 42 Please indicate the extent to which the workplace practice cited helped you to maintain work family balance when you used it

43. The effectiveness of using OFFS Non- managers Managers n.s. Policy n.s. Services n.s. Benefits Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 43 WIF Non- managers Managers n.s. Policy n.s. Services n.s. Benefits FIW

44. Interim Conclusions-II  Ask your employees what can help them in balancing work and family domains!  Suggesting OFFS is not enough!!! Implementation of such policies should be followed by an adequate culture signaling employees that it is OK to use them…

45. Source: Somech, A., & Drach-Zahavy, A (Equal authorship) (2012). Coping with work-family conflict: The reciprocal and additive contributions of personal coping and organizational family- friendly support. Work & Stress, 26(1), 68-90. Towards an integrative perspective for decreasing work–family conflict: Integrating personal coping strategies and organizational family- friendly supports

46. Study’s Questions:  what helps more to decrease employees’ WIF and FIW?  How do these sources of support interact to decrease WFC? Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 46

47. Method Sample:  474 participants (51% females) who worked at least 75%-time in various organizations (25% in the healthcare sector).  All participants had at least 1 child under 14 living with him/her.  Data was collected through a survey in two waves.

48. Findings FIW Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 48

49. Findings- Continued FIW Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 49 WIF

50. Interim Conclusions-III  Personal coping matters!  OFFS matter when: (1) personal coping is low; (2) when individual resources are reciprocated by the organizations’ efforts, thus raising fairness perceptions. Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014

51. Personal implications: How to cope with WFC?  Understand your priorities, and choose your coping strategy accordingly.  Determine your own standards for completing work and/or family tasks in line with your priorities.  Let Go of Guilt!  Establish limits and boundaries and remember they are necessary for balancing work and Family  Build a Support Network. Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 51

52. Organizational implications: How to help employees to cope with WFC?  Invite employees to participate in the design of the specific supports.  communicate the efforts and good will on behalf of the organization.  Design tailored-made OFFS  Accompany OFFS with a culture, that legitimate the actual use of the various practices  At least at individual societies, employees seek fairness: not to exploit and not to be exploited! Anit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 52

53. And even not one word yet about personal life …. AAnit Somech & Anat Drach-Zahavy, Rosabeth Moss Kanter Award, 2014 53

54. Boston College Center for Work and Family Questions or comments?

55. Boston College Center for Work and Family Thank you for attending! Save the date for future Kanter Award webinars: It's all a blur: workload and work-family Wednesday, November 19, 2014 10am-11am ET Featuring Paul Glavin, Assistant Professor of Sociology, McMaster University, and Scott Schieman, Associate Professor of Sociology, University of Toronto Visit to https://www.bc.edu/content/bc/centers/cwf/Kanter.html register We hope you'll join us!https://www.bc.edu/content/bc/centers/cwf/Kanter.html