Eldercare responsibilities, interrole conflict, and employee absence: A daily study.

Abstract

A model was developed specifying that the number of hours employees spend providing care to or interacting with elderly parents predicts conflict between the roles of employee and caregiver. Interrole conflict was subsequently expected to predict partial absence from work (e.g., arriving late). Seventeen employed eldercare providers completed a daily questionnaire for 20 work days. The data were standardized and pooled, and the proposed model was tested by using structural equation modeling. The proposed model provided a good fit to the data. A competing model that added the direct effects of hours of interacting with and hours of providing care to parents on partial absence provided a significantly better fit. The potential impact of the findings on employees and organizations is discussed.

Caregiver burden and vocational participation among parents of adolescents with CF

“…We observed a strong, graded, association between the CB‐GSI scale and several occupational outcomes. Consistent with previous research in different therapeutic areas, we observed that parents reporting higher caregiver strain faced higher risk of requiring job accommodations (i.e., change shift schedule, turn down career opportunities, change job), presenteeism, family leaves and days of reduced working times in the past month. These associations proved to be independent of CF severity (i.e., BMI percentile, pulmonary exacerbations, FEV 1 , health care utilization), and parent‐related socio‐demographic factors.…”

The effects of work–family conflict and family–work conflict on nonattendance behaviors

“…Thus, the simultaneous relationships of WFC and FWC with absenteeism remain somewhat unclear. In addition, Hepburn and Barling (1996) found that a composite index of leaving early and tardiness were highly correlated with parent -work interrole conflict. However, they confounded the two nonattendance behaviors and did not directly assess WFC or FWC.…”

Construct Validity of the Work Productivity and Activity Impairment Questionnaire across Informal Caregivers of Chronically Ill Older Patients

“…Similarly, caregivers who remain in the workforce are more likely to miss work time than noncaregiver employees [6,15], with lower income, minority and female caregivers being most likely to miss time from work [16]. The impact of caregiving on work productivity increases as the intensity of caregiving increases; for example, assisting with greater number of tasks, caring for an individual with cognitive limitations, or providing more hours of caregiving [6,7,17]. The actual lost work time, or absenteeism (due to caregiving), is difficult to quantify, but has been estimated at 8 to 12 days a year [18,19].…”