Short- and Medium-Term Effects of Informal Eldercare on Labor Market Outcomes

Heger, Dörte; Korfhage, Thorben

doi:10.1080/13545701.2020.1786594

Cited by 19 publications

(13 citation statements)

References 49 publications

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“…Across Europe, most working age informal carers combine care with part-time work, and research indicates that older women are less often employed regardless of the intensity of care they provide [ 18 ]. Findings from studies in other European countries indicate that informal care has a negative impact on carers’ employment, with younger women who provide more care in risk of lower income due to reduced working hours [ 18 , 66 ]. Meanwhile, several international studies show that female WKCs are more prone to reduce and limit their participation in paid work compared to men [ 2 , 33 , 67 ].…”

Section: Discussionmentioning

confidence: 99%

Informal care provision among male and female working carers: Findings from a Swedish national survey

et al. 2022

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Introduction Informal carers in paid employment–working carers (WKCs)—have complex support needs. However, little is known about WKCs’ pattern of informal care provision, the support they receive, the impact providing care has on their employment, and how these vary between male and female WKCs. This study describes the pattern of informal care provision and received support among Swedish WKCs. Research method/Design The study was a cross-sectional questionnaire-based survey of a stratified random sample of the Swedish population aged 18 or over. The questionnaire addressed the type and extent of informal care provided, support received and the impact of care provision on employment. Of the 30,009 people who received the questionnaire, 11,168 (37.3%) responded, providing an analytic sample of 818 (7.32% of respondents) employed or self-employed informal carers. Findings A typical Swedish WKC was a middle-aged female, providing weekly or daily care to a non-cohabitant parent, who experiences care as sometimes demanding and receives no formal support as a carer. Female WKCs were more likely than males to care alone and with higher intensity, to report a need for help in meeting their care-recipient’s needs, and to experience care as demanding. Approximately 17% of WKCs reported their employment had been affected due to caring, 40% their ability to work, and 31% their career development opportunities. Female WKCs’ ability to work was affected more than males’, and they were more commonly prevented from applying for work. Conclusion Swedish female WKCs compared to males provide more hours of informal care, across more care domains, more often alone. This places them in a challenging situation when combining paid work and care. Greater recognition of the challenges faced by WKCs is required in Sweden and other countries, as are policies to reduce gender inequalities in informal care provision in this group.

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Section: Discussionmentioning

confidence: 99%

Informal care provision among male and female working carers: Findings from a Swedish national survey

et al. 2022

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“…Any caregiving (i.e., at least weekly provision of care) was assessed by 17 studies. 17,36,37,46,47,[51][52][53][54][55][56][57][58][59][60][61][62] The random-effects model (Figure 2) found a signi cant 4.42-percentage-point reduction (95% CI: -0.0662 to -0.0222, p-value=0.0003) in LFP associated with any caregiving. Heterogeneity was high (I 2 =84.4%) and publication bias was ruled out (p-value=0.254).…”

Section: Characteristics Of the Included Studiesmentioning

confidence: 99%

“…Nine studies assessed the effect of daily caregiving on men's LFP. 36,37,[54][55][56][57][58][59][60] Using the random-effects model (Figure 3), the reduction in LFP due to daily caregiving was 8.00 percentage points (95% CI: -0.125 to -0.0347) and signi cant (p-value=0.002). Heterogeneity was very high (I 2 =96.3%), but there was no publication bias (p-value=0.459).…”

Section: Characteristics Of the Included Studiesmentioning

confidence: 99%

Men who care too much do not work: a systematic review and meta-analysis of the effect of unpaid caregiving by men on their labour market participation

Guo

Coyte

2021

Preprint

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Objective: We conducted a systematic review and meta-analysis to assess the effect of unpaid caregiving by men on their labour force participation (LFP).Methods: English-language journal articles, dissertations and working/conference papers from the MEDLINE, Embase, AgeLine, EconLit, EconPapers and the International Bibliography of the Social Science databases were searched from January 2007 to February 2021. We pooled the marginal effect of caregiving on men’s LFP in a random-effects model where LFP was defined as being gainfully employed while non-LFP comprised all other circumstances. Non-parametric methods were used to estimate the probability that caregiving was negatively associated with LFP. Meta-regressions were conducted with countries stratified by Gross National Income (GNI) per capita as a moderator variable. Secondary analyses were performed on employed men to assess the potential caregiving effect on temporary work exit and permanent retirement.Results: Thirty-one studies (904,694 men) were included in the review with 28 of these studies (892,805 men) used in the meta-analysis. The random-effects model found men who were weekly, daily or primary caregivers to experience a 4.4%, 8.0% and 10.0% reduction in their LFP, when compared to their respective counterparts. We estimated weekly, daily or primary caregivers to have an 87.3% (95% CI: 70%-96%), 87.5% (95% CI: 84%-96%) and 80.8% (95% CI: 67%-100%) chance of a lower LFP. An hourly increase in caregiving was unrelated to LFP (p-value=0.106). Among employed men (24,319 men), caregiving was found to be unrelated with retirement (p-value=0.156) and no meta-analysis was conducted on temporary work exit. No difference was found across countries stratified by GNI per capita.Conclusions: These results urge policy decisionmakers to provide more flexible work arrangements and other protective measures to support male employees who are weekly, daily or primary caregivers. Future meta-analyses should explore the effect of caregiving on other dimensions of labour supply (e.g., hours of work) by men. The scarcity of studies conducted in low-/middle-income countries might be addressed by creating population-based cohorts following the protocol of existing studies such as the American HRS (Health and Retirement Study). JEL classification: J16, J20, J22, J26

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“…These studies are specifically focused on those situations where individuals both work outside the home and are responsible for the care of elderly or disabled people within it. A study into the provision of elder care was recently undertaken by Heger and Korfhage (2020), analyzing the situation of informal caregivers responsible for the provision of long-term care for older family members. The study found that time spent on caregiving often competes with the time spent on paid work, making it difficult for older caregivers to re-enter the labor market after a period of caregiving.…”

Section: Job Flexibility Within Organizationsmentioning

confidence: 99%

Organizational citizenship behavior and job flexibility in Family-Responsible Companies: a study from the perspective of employee family situation

Trapero

Parra

González-Arredondo³

2021

IJSE

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PurposeThe aim of this article is to analyze the relationship between the personal life situation and marital status of the worker and how this relates to organizational citizenship behavior (OCB) and job flexibility. The study has been carried out with a group of Mexican employees from a commercial company located in the northeast of the México.Design/methodology/approachThe research is a nonexperimental empirical study using t-test, Levene’s test and Cohen’s test to analyze the significant relationship between the variables under study for 419 employees. The questionnaire was applied only once without a control group against which to compare. The study was carried out in a commercial company located in a city in northeastern Mexico, covering four municipalities in the conurbation area.FindingsThe research reveals that those workers who participated in the study and who have direct family responsibilities show greater OCB and value job flexibility more highly. The tests also found that a flexible working policy is valued by all those with direct family responsibilities, regardless of their marital status. It is also shown that there is a positive relationship between job flexibility and OCB, although not a strong one.Practical implicationsDecent work implies labor policies that support women and men to have an adequate work–life balance. Companies seeking work–family balance through the implementation of policies such as flexible working arrangements should consider the domestic background of their employees, as this has a direct impact on competitive advantage and is of importance when recruiting and retaining human talent. These findings may also be useful for companies interested in implementing flexible working policies to retain employees with family responsibilities who value the ability to reconcile work and family life.Originality/valueThis research demonstrates the relevance of OCB and job flexibility for employees. If the company wants to enhance OCB, they must consider that personal situation as well as the employee's marital status influences OCB. They should also consider that work flexibility is highly valued by those employees who have children or family dependents.

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Short- and Medium-Term Effects of Informal Eldercare on Labor Market Outcomes

Cited by 19 publications

References 49 publications

Informal care provision among male and female working carers: Findings from a Swedish national survey

Informal care provision among male and female working carers: Findings from a Swedish national survey

Men who care too much do not work: a systematic review and meta-analysis of the effect of unpaid caregiving by men on their labour market participation

Organizational citizenship behavior and job flexibility in Family-Responsible Companies: a study from the perspective of employee family situation

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