Impact of Care-Recipient Health Conditions on Employed Caregiver Well-Being: Measure Development and Validation.

The research was designed to help our understanding of the relationship between care-recipient health and caregiver well-being. To achieve this goal, we followed the measurement development steps outlined by Hinkin. We began by identifying 18 care-recipient health conditions that encapsulated the breath of caregiver duties pertaining to specific recipient health conditions.

Something's Gotta Give: The Relationship Between Time in Eldercare, Time in Childcare, and Employee Wellbeing.

While existing research indicates that "sandwiched" employees (those with both childcare and eldercare demands) have lower wellbeing than employees with only eldercare demands, there is little understanding how childcare and eldercare demands interact to create those differences. Drawing on two studies, we hypothesize childcare demands amplify the negative impact of eldercare demands on wellbeing. Study 1 operationalizes childcare as a dichotomous variable (i.

The impact on employees of providing informal caregiving for someone with dementia.

Objective: To determine if employees who are concurrently providing informal caregiving for a person with dementia (DCG) experience greater challenges than employees providing informal caregiving to older adults without dementia (ND CG).

Method: From a sample of employee respondents to a national Canadian survey three groups were studied: ND CG, and two subgroups of DCGs defined by the level of demand posed by the care recipient (CR) - low dementia demand (LDD) and moderate/high dementia demand (HDD). The dependent variables were CGs' job profile, health/well-being, nature of caregiving and work-caregiving balance and CRs' health demands.

A Canadian national survey of informal employed caregivers of older adults with and without dementia: Work and employee outcomes.

Background: The majority of family caregivers (CG) caring for older adults, many of whom have dementia, are employees concurrently contending with the work demands and the stress and conflicts of caregiving. Both employers and CG employees are challenged by the need to address this problem.

Method: A cross-sectional Canadian survey was distributed nationally to working informal CGs of older adults in 2015 to 2016.

Attitudes towards unions through a generational cohort lens.

Studying a large American union, we report on findings from two studies investigating perceptions of and attitudes towards unions through a generational cohort lens. Study one explores the link between generational cohort and members' perceptions of unions, employing qualitative analysis of 100 interviews: 30 Millennials, 35 Gen X, and 35 Baby Boomers. Analysis determined that union members focus on either ideological or instrumental explanations to support perceptions that their generation was either pro-union or anti-union.

Overloaded and stressed: A case study of women working in the health care sector.

Although role overload has been shown to be prevalent and consequential, there has been little attempt to develop the associated theory. The fact that the consequences of role overload can be positive or negative implies that the relationship between role overload and perceived stress depends partly on the environment within which role overload is experienced (i.e.

The relationship between work arrangements and work-family conflict.

Background: A review of the literature determined that our understanding of the efficacy of flexible work arrangements (FWA) in reducing work-family conflict remains inconclusive.

Objective: To shed light on this issue by examining the relationship between work-to-family conflict, in which work interferes with family (WFC), family-to-work conflict, in which family interferes with work (FWC), and four work arrangements: the traditional 9-5 schedule, compressed work weeks (CWWs) flextime, and telework.

Methods: Hypotheses were tested on a sample of 16,145 employees with dependent care responsibilities.

When more is less: An examination of the relationship between hours in telework and role overload.

Background: Proponents of telework arrangements assert that those who telework have more control over their work and family domains than their counterparts who are not permitted to work from home.

Objective: Using Karasek's theory we hypothesized that the relationship between demands (hours in work per week; hours in childcare per week) and strain (work role overload; family role overload) would be moderated by the number of hours the employee spent per week teleworking (control).

Methods: To determine how the number of telework hours relates to work role overload and family role overload, we follow the test for moderation and mediation using hierarchical multiple regression analysis as outlined by Frazier et al.

"What you see depends on where you stand" exploring the relationship between leadership behavior and job type in health care.

Purpose: This chapter seeks to increase our understanding of health care employees' perceptions of effective and ineffective leadership behavior within their organization.

Design/methodology/approach: Interviews were conducted with 59 employees working in a diversity of positions within the case study hospital. Interviewees were asked to cite behaviors of both an effective and an ineffective leader in their organization.

Elder care and the impact of caregiver strain on the health of employed caregivers.

Objective: As the baby-boom generation moves towards middle age, and their parents toward old age, the number of employees who combine care for an elderly dependant and work will increase in number. These employees are "at risk" of experiencing caregiver strain. This paper advances our understanding of these trends by examining the relationship between caregiver strain and the health of employed caregivers.

An empirical assessment of generational differences in basic human values.

This study assessed generational differences in human values as measured by the Schwartz Value Survey. It was proposed that the two most recent generations, Millennials and Generation Xers, would value Self-enhancement and Openness to Change more than the two older generations, Baby Boomers and Matures, while the two older generations would value Self-transcendence and Conservation more. The hypotheses were tested with a combined sample of Canadian knowledge workers and undergraduate business students (N = 1,194).