PMC 2017 February 01.Grzywacz and SmithPageAugustine (2013) reported that women who were employed in higher prestige, more professional jobs engaged in more developmentally generative parenting than lower status mothers and that the beneficial association of prestige with parenting was stronger among women with lower educational attainment. Similarly, controlling for selection effects and other confounds, Yetis-Bayraktar and colleagues (Yetis-Bayraktar, Budig, TomaskovicDevey, 2013) reported greater math and reading scores among children whose mothers had higher levels of occupational complexity. In regard to fathers, Goodman and colleagues (Goodman, Crouter, Lanza, Cox 2008) reported that lower occupational self-direction was associated with less father engagement in parenting, especially for those in rural areas. Other features of work and their implications for parenting have been investigated, including nonstandard work schedules (Grzywacz et al., 2011; ; Strazdins, Clements, Korda, Broom, D’Souza, 2006; Strazdins, Korda, Lim, Broom, D’Souza, 2004) and levels of job control (Costigan, Cox, Cauce, 2003; MacDermid Williams, 1997). The evidence base documenting workplace sources of variability in work amily 3-Methyladenine chemical information conflict is far more developed than research focused on employment or work conditions and parenting. Informed heavily by the fields of industrial/organizational psychology, organizational behavior, and management, there is substantial evidence indicating that several features of a working parent’s job is associated with work amily conflict. The most recent meta-analysis of the antecedents of work amily conflict (Michel, Kotrba, Mitchelson, Clark, Baltes, 2011), which reviewed 142 studies and 178 unique samples, reported that employee appraisals of overload at work was the strongest correlate of work interference with family; the average correlation adjusted for unreliability in measurement (i.e., ) was .55. Generic job PF-04418948 supplier stressors and role conflicts within the workplace had the second and third strongest associations with work interference with family ( = .50 and = .41, respectively). Organizational support, supervisor support, and coworker support are consistently associated with less work interference with family, and the beneficial effects of coworker support are stronger for parents than for childless individuals (Michel et al., 2011). Separate metaanalyses of the effects of organizational supports (Kossek, Pichler, et al., 2011) and policies (Butts, Casper, Yang, 2013) suggest they are associated with less work interference with family, particularly for workers with children (Butts et al., 2013). Michel and colleagues (2011) reported associations of several work conditions with family interference with work. Overload at work had the strongest association with appraisals of FWI ( = .26), whereas job role conflicts and generic job stressors had the second and third strongest associations with this outcome ( = .25 and = .24). The average adjusted correlations of work conditions with FWI are notably smaller than those reported WFI. Working at a family-friendly organization was also associated with less family interference with work, and there was no evidence that any of the organizational predictors of FWI differed by parental status. The vast majority of studies included in these meta-analyses were cross-sectional in nature and thus provide very limited ability to infer causation. However, results from a pilot int.PMC 2017 February 01.Grzywacz and SmithPageAugustine (2013) reported that women who were employed in higher prestige, more professional jobs engaged in more developmentally generative parenting than lower status mothers and that the beneficial association of prestige with parenting was stronger among women with lower educational attainment. Similarly, controlling for selection effects and other confounds, Yetis-Bayraktar and colleagues (Yetis-Bayraktar, Budig, TomaskovicDevey, 2013) reported greater math and reading scores among children whose mothers had higher levels of occupational complexity. In regard to fathers, Goodman and colleagues (Goodman, Crouter, Lanza, Cox 2008) reported that lower occupational self-direction was associated with less father engagement in parenting, especially for those in rural areas. Other features of work and their implications for parenting have been investigated, including nonstandard work schedules (Grzywacz et al., 2011; ; Strazdins, Clements, Korda, Broom, D’Souza, 2006; Strazdins, Korda, Lim, Broom, D’Souza, 2004) and levels of job control (Costigan, Cox, Cauce, 2003; MacDermid Williams, 1997). The evidence base documenting workplace sources of variability in work amily conflict is far more developed than research focused on employment or work conditions and parenting. Informed heavily by the fields of industrial/organizational psychology, organizational behavior, and management, there is substantial evidence indicating that several features of a working parent’s job is associated with work amily conflict. The most recent meta-analysis of the antecedents of work amily conflict (Michel, Kotrba, Mitchelson, Clark, Baltes, 2011), which reviewed 142 studies and 178 unique samples, reported that employee appraisals of overload at work was the strongest correlate of work interference with family; the average correlation adjusted for unreliability in measurement (i.e., ) was .55. Generic job stressors and role conflicts within the workplace had the second and third strongest associations with work interference with family ( = .50 and = .41, respectively). Organizational support, supervisor support, and coworker support are consistently associated with less work interference with family, and the beneficial effects of coworker support are stronger for parents than for childless individuals (Michel et al., 2011). Separate metaanalyses of the effects of organizational supports (Kossek, Pichler, et al., 2011) and policies (Butts, Casper, Yang, 2013) suggest they are associated with less work interference with family, particularly for workers with children (Butts et al., 2013). Michel and colleagues (2011) reported associations of several work conditions with family interference with work. Overload at work had the strongest association with appraisals of FWI ( = .26), whereas job role conflicts and generic job stressors had the second and third strongest associations with this outcome ( = .25 and = .24). The average adjusted correlations of work conditions with FWI are notably smaller than those reported WFI. Working at a family-friendly organization was also associated with less family interference with work, and there was no evidence that any of the organizational predictors of FWI differed by parental status. The vast majority of studies included in these meta-analyses were cross-sectional in nature and thus provide very limited ability to infer causation. However, results from a pilot int.
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