Caregivers are responsible for the care of another, such as a young adult, disabled child, elderly parent, or sick spouse. Individuals who have caregiving responsibilities must blend the often-contradictory behavioural expectations from the different roles in which they reside. Building on the theoretical foundations of Conservation of Resources theory, this study tests a mediational model explicating the process through which caregiver burden impacts mental health through work-family conflict among a community sample of 1,007 unpaid caregivers in the greater Chicago area who responded to a mail survey at three time points. Structural equation modelling analyses indicate strain-based conflict as being a consistent mediator between caregiver burden and mental health at baseline and two years later. These findings can inform practice and policy for workers with caregiving responsibilities.

Employees who feel the urge and preoccupation to respond to workplace asynchronous communication quickly may be suffering from workplace telepressure (WPT). Although information and communication technologies have many organizational benefits, it is imperative to understand the cost of blurring work and family roles. Using the Job Demands‐Resources model, the relationship between WPT and key outcomes, such as strain, work‐family conflict, family‐work conflict (FWC), and burnout was examined. In Study 1, a sample of 220 working students supported the mediation of strain in the WPT and work‐family and family‐work relationship. Additionally, Study 2 expanded this model using a sample of 269 working individuals. Specifically, the relationship between WPT and burnout was sequentially mediated by strain and either work‐family or FWC. Implications are discussed.

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Although the caregiver literature has explored a wide array of different variables, there is a gap in research on how demographics of the care recipient affect their caregiver. Using data from a diverse sample of 1,007 unpaid caregivers, individuals were separated into four groups based on care recipient age; childcare, adultcare, eldercare, and those with care recipients from multiple age categories. Then, following previous literature, childcare was split into four groups based on the age of the youngest child cared for (0-2 years; 3-5 years; 6-12 years; and 13-17 years). Group differences were found in work-family conflict (time) and five types of caregiver burden. Specifically, time-dependence burden differed most between groups with caregivers of children (0-2 years) having the highest levels and caregivers of children (13-17) having the lowest levels. There were no differences found between groups for job satisfaction, turnover intentions, or family-work conflict. Additional differences were found when considering caregivers' gender. This research is an exploratory step in understanding how age of care recipient relates to different outcomes for caregivers. Implications are discussed.

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