Index
ISBN: 978-1-80455-593-4, eISBN: 978-1-80455-592-7
ISSN: 1530-3535
Publication date: 19 April 2023
This content is currently only available as a PDF
Citation
(2023), "Index", Abendroth, A.-K. and Lükemann, L. (Ed.) Flexible Work and the Family (Contemporary Perspectives in Family Research, Vol. 21), Emerald Publishing Limited, Leeds, pp. 229-234. https://doi.org/10.1108/S1530-353520230000021008
Publisher
:Emerald Publishing Limited
Copyright © 2023 Anja-Kristin Abendroth and Laura Lükemann
INDEX
Note: Page numbers followed by “n” indicate notes.
Accessible colleagues
, 17
Autonomy
, 12, 75–77, 204
Availability
, 105–107, 133, 181
Balance satisfaction
, 7
Balanced panel
, 172
BIBB/BAuA Employment Survey (2018)
, 131
Black middle-class working mothers
, 221
Blurred boundaries
, 21
Blurring
, 20–22
Bootstrap re-sampling technique
, 113
Boundary control
, 24
Boundary management
, 5, 9–10, 13, 16, 20–22, 26
theory
, 36
Boundary theory
, 5
Boundary-spanning demands
, 132
Boundary-spanning resources
, 132
Bundesministerium für Arbeit und Soziales (BMAS)
, 42
Canadian General Social Survey (2010)
, 168
Care responsibilities
, 24
flexible work, and work-to-family conflict
, 63
CFA model
, 81
Child-care
, 19
responsibilities
, 7, 12, 18, 20
Children at home and WLB, number and age of
, 77–78
Clerical workers
, 106
Co-workers
, 51
relationships with supervisor and
, 43
WFH and relationships with co-workers and supervisors
, 39–41
Colleagues
, 17–18, 23, 26
Commuting
faces of
, 20
time saved from commuting and WLB
, 78–79
Computer terminals
, 37
Conflict
, 6, 208
Contextual demands
, 203
Contextual resources
, 203
Convenience sampling approach
, 211
COVID-19 crisis
, 102–103
COVID-19 pandemic
, 4, 10, 13, 25, 32, 50, 70, 202
boundary management
, 9–10
demands and resources
, 12
descriptive statistics
, 13–14
effects of COVID-19 pandemic on WFC
, 117–119
empirical setting
, 10
Finnish context during
, 72
home
, 12
home demands and resources
, 18
interview study
, 16–17
JD-R model
, 8–9
MLR
, 14–16
personal resources
, 18–23
WLB satisfaction
, 6–8
work demands and resources
, 17–18
working from home
, 7–8
Cross-lagged panel model
, 81, 84
structural paths and correlations
, 95
post-hoc multigroup analysis of structural paths and correlations
, 96–97
Cross-partner effects
, 163, 175
of flexibility
, 169
Cross-partner models
, 172
Cross-partner perspective
, 181
Cross-partner transitions
, 168–170
Degree of self-regulation
, 12
Demand-control-support model (DCS model)
, 166
Demands
, 8, 12, 203
Dependent relatives
, 38
Descriptive statistics
, 215
Digital communication platforms
, 39
Domains
, 7
domain-specific dimensions
, 170
Domestic division of labor
, 169
Dual-earner couples
, 88, 166, 169, 179, 206
E-mails
, 39
Employees
, 26, 135, 139, 141
well-being
, 165
Employer data
, 42
Employment-related guilt
, 209
Equality approach
, 7
Excessive work pressure
, 75
Exchange theory
, 107
Face-to-face conversations
, 17
Families
, 32
demands
, 41
different effects for women and men with and without family responsibilities
, 132–135
family-specific differences
, 131
family-to-work conflict
, 209
flexibility
, 16
life
, 20
workers in
, 33
Family flexibility ability (FFA)
, 12, 16
Family-interfering-with-work (FIW)
, 208
Family-to-work conflict (FWC)
, 35, 45, 67, 73, 76, 78, 104, 209
Fatherhood bonus
, 106
Fathers
, 108
Federal Institute for Occupational Safety and Health (BAuA)
, 131
Federal Institute for Vocational Education and Training (BIBB)
, 131
Female teleworkers
, 109
Finland
, 72, 77, 79, 87
Finnish Context during COVID-19 Pandemic
, 72
Fixed rules
, 37, 51
Flexibility
, 222
enactment theory
, 166
importance of
, 34–41
policies
, 222
stigma
, 106
in work scheduling
, 135
Flexible place
, 205
Flexible schedules
, 205
Flexible work
, 43
arrangements
, 147
designs
, 205
social relationships, and FWC
, 62
social relationships, and WFC
, 60–61
and work–family conflict
, 35–37
Flexible working arrangements
, 163
individual transitions
, 166–168
and subjective well-being among parents
, 166
Flexible-resource perspective
, 107
Flexiplace
, 32, 36, 51
Flexitime
, 163–165, 171
additional analyses
, 172–173
analytical strategy
, 172
cross-partner effects
, 175
Formal overtime
, 139
Frequent face-to-face interactions
, 39
Full information maximum likelihood (FIML)
, 80
Gender
, 137, 141
differences
, 106, 134
effects of gender on WFC
, 115–117
gender-children constellation
, 137
gender-specific assumptions
, 134
gender-specific differences
, 131
moderating role of
, 108–109
stereotypes
, 144
General Social Survey
, 180
German BIBB/BAuA Employment Survey
, 137
German Family Panel, The
, 111
German Workplace Ordinance
, 148n1
Germany, availability and use of telework in
, 105–106
Government
, 72
employees
, 4
Grandparents
, 109
Greedy-role perspective
, 107
Guilt
, 207–208
Health satisfaction
, 175
High-qualified employees
, 110
High-quality care
, 218
Home
, 12
demands
, 18–23
resources
, 18–23
Homeschooling
, 19–20, 24
Homeworking employees
, 77
Horizontal gender segregation
, 106
Independent variables
, 171–172
Individual preferences
, 52
Individual transitions
, 166–168
Informal overtime at home as impediment
, 135–137
Information and communication technologies
, 105
Integrated boundaries
, 9
Integrated pattern
, 22
Inter-role conflicts
, 35
International Socio-Economic Index of occupational status (ISEI)
, 112
Intersectional approach
, 103
Intervention efforts
, 222
Interview study
, 10, 209
Job autonomy
, 43, 53, 71, 80
Job demands
, 71–72, 85
in remote work context
, 74
Job demands-resources theory (JD-R theory)
, 5, 8–9, 70, 72–73, 76, 132
Job performance
, 76
Job resource
, 71
Job satisfaction
, 76
Key resources
, 220
Kindergartens
, 102
Life satisfaction
, 165
and domain specific well-being
, 167
levels
, 173, 181
Location flexibility
, 32
Location-independent telework
, 103
Longitudinal approach
, 163
Longitudinal designs
, 223
Longitudinal measurement invariance
, 81
Marital status
, 171
Maximum likelihood estimation
, 13
Maximum likelihood estimator (MLR)
, 80
Measurement model
, 84
Mediating role of telework
, 107–108
Mediation model
, 216
effects
, 107–111
Meta-analyses
, 36
Micro–transitions
, 37
Model chi-square test
, 84
Moderation effects
, 107–111
Mommy myth
, 209
Motherhood ideologies
, 221
Mothers
, 44, 71
Multidimensional Assessment of Parenting Scale (MAPS)
, 213, 221
Multinomial logistic regression (MLR)
, 13–16
Multivariate analyses
, 44, 141–145
Multivariate results
, 46–50
Negative parenting behaviors
, 220
Negative work–home interference
, 73
Netherlands
, 4–5, 10, 23
Non work resource
, 85
Non-telework segregating family
, 120
Non-work demands
, 77
Non-work resources
, 77
Nova-Weba questionnaire
, 80
Occupational status
, 112, 117
effects of occupational status on WFC
, 115–119
importance of
, 105–106
and work-to-family conflicts among parents
, 107–111
Ordinary least squares (OLS)
, 138, 141, 215
Organization for Economic Cooperation and Development (OCED)
, 202
Organizations
, 26
Pandemic
, 5, 23, 33
Parent education programs
, 222
Parenthood
, 202
Parenting behaviors
, 219
and W-HRM
, 206–207
workplace flexibility and
, 218–219
Partner
, 18–20, 24, 36, 44
Pearson’s r correlation tests
, 214
Perceived autonomy
, 205
Personal resources
, 16, 18, 203, 218
role blurring and boundary management
, 20–22
self-regulation
, 22–23
two faces of commuting
, 20
Positive parenting
behavior
, 213
broadband scale
, 213
Positive reinforcement
, 214
subscale
, 214
Pre-COVID
, 10
Pre-pandemic sample
, 112
Predictor variables
, 137
Proactive parenting
, 214
Production
, 203
Proportion by chance rate (PCC)
, 14
Quantitative workload
, 71, 74–75, 80
Remote work
, 53n1, 70, 73–74, 78
(see also Flexible work)
autonomy and WLB
, 75–77
job demands and resources and WLB in remote work context
, 74
quantitative workload and WLB
, 74–75
remote working from home
, 71
Resources
, 8, 12, 35
in remote work context
, 74
Respondents
, 17, 22
Results Only Work Environment (ROWE)
, 206
Role blurring
, 107–110, 119–121
Scholars
, 6, 34
Schools
, 102
Self-regulation
, 16, 22–23
Sensitivity analyses and further analyses
, 44–45
Social distancing
, 32
Social isolation
, 32
Social support
, 52
Sports activities
, 20
Standardized factor loadings of WLB
, 81
Strain-based work–family conflict
, 43, 208
Stressors
, 203
Structural equation modeling
, 80
Subjective well-being
, 165
cross-partner effects
, 175
flexible working arrangements and subjective well-being among parents
, 166–168
Superiors
, 106
Supervisor support
, 206, 224
Supervisors
, 51
relationships with supervisor and co-workers
, 43
supervisory support for WLB
, 12
WFH and relationships with co-workers and
, 39–41
Task interdependency
, 12
Telecommuting
, 53n1
Telephone
, 39
Telework
, 53n1, 104, 116, 131
(see also Remote work)
among parents
, 104–105
availability and use of telework in Germany
, 105–106
effects of telework on WFC
, 115–119
as enabler of better temporal alignment of work and private life
, 132–135
mediating role of
, 107–108
Teleworking
, 163–165
cross-partner effects
, 175
data
, 170
Temporal alignment
, 131–137
Temporal flexibility
, 43, 53
Temporal strategies
, 21
Time-based WFC
, 43, 208
Traditional gender-role models
, 147
U.K.
, 163
Understanding Society
, 168, 170
data set
, 170, 173
survey data
, 182
Upper-middle class working mothers
, 221
Vertical gender segregation
, 106
Warmth behavior
, 216–217
Warmth subscale
, 214
Women
, 162, 209
different effects for women and men with and without family responsibilities
, 132–135
Work
, 12
context
, 5, 75
demands
, 17–18, 203
devotion schema
, 136
overload
, 75
pressure
, 12, 16
resources
, 17–18, 203
spheres
, 120
tasks
, 7
work-family multitasking
, 107
work–family border theory
, 36, 102, 104, 107, 166
work–family enrichment
, 218
work–family policy
, 202
work–family support
, 48
work–home conflict
, 203
work–home enrichment process
, 203, 218
Work design questionnaire (WDQ)
, 12
Work-interfering-with family (WIF)
, 208
conflict
, 209
WIF-guilt
, 210
Work-interfering-with-family guilt scale (WIFGS)
, 214
Work-life integration
, 32–35, 44, 50–53
Work-life segmentation
, 36
Work-to-family conflict (WFC)
, 32, 42–43, 73, 104–105, 113–114, 208
availability and use of telework in Germany
, 105
flexible work and
, 35–37
gender differences
, 106
importance of occupational status
, 105–106
measures
, 112–113
mediating role of telework
, 107–108
moderated mediation analysis
, 115
moderating role of COVID-19 pandemic
, 109–111
moderating role of gender
, 108–109
need for additional flexibility when working from home
, 37–39
occupational status and work-to-family conflicts among parents
, 107
and telework among parents
, 104–105
WFH and
, 34–41
Work–family domain
, 202
work–family guilt in
, 208
Work–family guilt
, 202, 209, 211, 214–215, 223
influence of work–family guilt on parenting practices
, 210
and parenting behavior
, 218–219
policy and practice implications
, 221–222
role of
, 207–211
and W-HRM
, 204–206
in work–family domain
, 208
and work–family guilt
, 219–220
workplace flexibility and
, 219–220
Work–home resources model (W-HRM model)
, 203, 220
parenting behavior and
, 206–207
workplace flexibility and
, 204–206
Working conditions
, 102–103, 106
Working from home (WfH)
, 7–8, 50, 53n1, 130, 135, 138–139, 168
analytical strategy
, 44–45
informal overtime at home as impediment
, 135–137
need for additional flexibility when
, 37–39
and relationships with co-workers and supervisors
, 39–41
telework as enabler of better temporal alignment of work and private life
, 132–135
theoretical considerations and previous research
, 132
work–family conflict
, 34–41
Working mothers
, 211, 214–215
and parenting behavior
, 218–219
policy and practice implications
, 221–222
procedure and instrument
, 211–213
and W-HRM
, 204–207
and work–family guilt
, 219–220
Working part-time
, 109
Working remotely during COVID 19-Pandemic
, 79–81
Finnish context during COVID-19 pandemic
, 72
JD-R Theory
, 72–73
job demands and resources and WLB in remote work context
, 74–77
non-work demands and resources
, 77
number and age of children at home and WLB
, 77–78
remote work and WLB
, 73–74
time saved from commuting and WLB
, 78–79
Work–life balance (WLB)
, 70, 73–77, 80–81, 85, 164–165
number and age of children at home and
, 77–78
in remote work context
, 74
satisfaction
, 5–8, 12
time saved from commuting and
, 78–79
Workload
, 71, 74
Workplace culture
, 33, 138, 222
Workplace flexibility
, 163, 202, 211, 213–215
as contextual resource
, 204
and home outcomes
, 206
and parenting behavior
, 218–219
and W-HRM
, 204–206
and work–family guilt
, 219–220
Workplace policies
, 224
Workplace policy-related interventions
, 222
World Happiness Report (2015)
, 182n1
Zero drag
, 106
- Prelims
- Section 1: Flexible Work and the Family During the COVID-19 Pandemic
- Chapter 1: When Home Becomes the Workplace: Work–Life Balance Experiences During the COVID-19 Pandemic
- Chapter 2: Working from Home During the COVID-19 Pandemic: Lessons Learned About the Relationship Between Flexible Work and Work–Family Conflict
- Chapter 3: Working Remotely During the COVID 19-Pandemic: Work and Non-Work Antecedents of Work–Life Balance Development
- Section 2: Gender, Parenthood, and Status-Specific Patterns of Flexible Work and the Family
- Chapter 4: Does Telework Mediate the Impact of Occupational Status on Work-to-Family Conflicts? An Investigation of Conditional Effects of Gender and the COVID-19 Pandemic
- Chapter 5: Does Working from Home Improve the Temporal Alignment of Work and Private Life? Differences Between Telework and Informal Overtime at Home by Gender and Family Responsibilities
- Section 3: Linked-Lives Perspective on Flexible Work and the Family
- Chapter 6: Individual and Cross-Partner Transitions to Flexitime and Teleworking and Cognitive Subjective Well-Being
- Chapter 7: Workplace Flexibility, Work–Family Guilt, and Working Mothers’ Parenting Behavior
- Index