The Experts below are selected from a list of 73827 Experts worldwide ranked by ideXlab platform
Megan M. Sweeney - One of the best experts on this subject based on the ideXlab platform.
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Work-Family Conflict and retirement preferences.
The journals of gerontology. Series B Psychological sciences and social sciences, 2006Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:This study investigates relationships between retirement preferences and perceived levels of work-Family Conflict. Using the large sample of 52-54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work-Family Conflict, evaluated the extent to which work-Family Conflict was a mediating mechanism between stressful work and Family circumstances and preferences to retire, and explored potential gender differences in the association between work-Family Conflict and preferring retirement. Work-Family Conflict was positively related to preferences for both full and partial retirement. Yet work-Family Conflict did not appear to mediate relationships between stressful work and Family environments and retirement preferences, nor did significant gender differences emerge in this association. Our analyses provide the first direct evidence of the role played by work-Family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work-Family Conflict to retirement preferences is an important task for future researchers.
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Work–Family Conflict and Retirement Preferences
Journals of Gerontology Series B-psychological Sciences and Social Sciences, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives. This study investigates relationships between retirement preferences and perceived levels of work–Family Conflict. Methods. Using the large sample of 52–54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work–Family Conflict, evaluated the extent to which work–Family Conflict was a mediating mechanism between stressful work and Family circumstances and preferences to retire, and explored potential gender differences in the association between work–Family Conflict and preferring retirement. Results. Work–Family Conflict was positively related to preferences for both full and partial retirement. Yet work– Family Conflict did not appear to mediate relationships between stressful work and Family environments and retirement preferences, nor did significant gender differences emerge in this association. Discussion. Our analyses provide the first direct evidence of the role played by work–Family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work–Family Conflict to retirement preferences is an important task for future researchers.
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Work-Family Conflict and Retirement Preferences
California Center for Population Research, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives: This study investigates relationships between perceived levels of work-Family Conflict and retirement preferences. Methods: Using the large sample of 52-54 year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimate multinomial logistic regression models of preferences for partial and full retirement within the next ten years. We examine the association between preferences for retirement and perceived work-Family Conflict, evaluate the extent to which work-Family Conflict is a mediating mechanism between stressful work and Family circumstances and preferences for retirement, and explore potential gender differences in the association between work-Family Conflict and retirement preferences. Results: Work-Family Conflict is positively related to preferences for both full and partial retirement. Yet work-Family Conflict does not appear to mediate relationships between stressful work and Family environments and retirement preferences, nor do significant gender differences emerge in this association. Discussion: Our analyses provide the first direct evidence of the role played by work-Family Conflict in the early stages of the retirement process, although we are not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work-Family Conflict to retirement preferences is an important task for subsequent research.
James M. Raymo - One of the best experts on this subject based on the ideXlab platform.
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Work-Family Conflict and retirement preferences.
The journals of gerontology. Series B Psychological sciences and social sciences, 2006Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:This study investigates relationships between retirement preferences and perceived levels of work-Family Conflict. Using the large sample of 52-54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work-Family Conflict, evaluated the extent to which work-Family Conflict was a mediating mechanism between stressful work and Family circumstances and preferences to retire, and explored potential gender differences in the association between work-Family Conflict and preferring retirement. Work-Family Conflict was positively related to preferences for both full and partial retirement. Yet work-Family Conflict did not appear to mediate relationships between stressful work and Family environments and retirement preferences, nor did significant gender differences emerge in this association. Our analyses provide the first direct evidence of the role played by work-Family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work-Family Conflict to retirement preferences is an important task for future researchers.
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Work–Family Conflict and Retirement Preferences
Journals of Gerontology Series B-psychological Sciences and Social Sciences, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives. This study investigates relationships between retirement preferences and perceived levels of work–Family Conflict. Methods. Using the large sample of 52–54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work–Family Conflict, evaluated the extent to which work–Family Conflict was a mediating mechanism between stressful work and Family circumstances and preferences to retire, and explored potential gender differences in the association between work–Family Conflict and preferring retirement. Results. Work–Family Conflict was positively related to preferences for both full and partial retirement. Yet work– Family Conflict did not appear to mediate relationships between stressful work and Family environments and retirement preferences, nor did significant gender differences emerge in this association. Discussion. Our analyses provide the first direct evidence of the role played by work–Family Conflict in the early stages of the retirement process, although we were not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work–Family Conflict to retirement preferences is an important task for future researchers.
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Work-Family Conflict and Retirement Preferences
California Center for Population Research, 2005Co-Authors: James M. Raymo, Megan M. SweeneyAbstract:Objectives: This study investigates relationships between perceived levels of work-Family Conflict and retirement preferences. Methods: Using the large sample of 52-54 year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimate multinomial logistic regression models of preferences for partial and full retirement within the next ten years. We examine the association between preferences for retirement and perceived work-Family Conflict, evaluate the extent to which work-Family Conflict is a mediating mechanism between stressful work and Family circumstances and preferences for retirement, and explore potential gender differences in the association between work-Family Conflict and retirement preferences. Results: Work-Family Conflict is positively related to preferences for both full and partial retirement. Yet work-Family Conflict does not appear to mediate relationships between stressful work and Family environments and retirement preferences, nor do significant gender differences emerge in this association. Discussion: Our analyses provide the first direct evidence of the role played by work-Family Conflict in the early stages of the retirement process, although we are not able to identify the sources of Conflict underlying this relationship. Identifying the sources of this Conflict and the psychological mechanisms linking work-Family Conflict to retirement preferences is an important task for subsequent research.
Wu Liang-liang - One of the best experts on this subject based on the ideXlab platform.
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The Stressors in Professional Women's Work-Family Conflict
Chinese Journal of Applied Psychology, 2003Co-Authors: Wu Liang-liangAbstract:Based on some current studies on the"work-Family Conflict",role Conflict faced by professional women in Hangzhou was investigatesed in this research.The status quo of the professional women's work-Family Conflict was outlined,relationship of the women's work-Family Conflict and the stressors was discussed,and factors influencing the extent of work-Family Conflict for the professional women were analyzed.
Teresa Ciabattari - One of the best experts on this subject based on the ideXlab platform.
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single mothers social capital and work Family Conflict
Journal of Family Issues, 2007Co-Authors: Teresa CiabattariAbstract:The purpose of this paper is to examine work-Family Conflict among low-income, unmarried mothers. I examine how social capital affects work-Family Conflict and how both social capital and work-Family Conflict affect employment. I analyze the Fragile Families and Child Wellbeing Study, a national sample of non-marital births collected in 1998-2000 and 1999-2002. Results show that social capital reduces unmarried mothers' reports of work-Family Conflict, especially for low-income women. In addition, mothers who report high levels of work-Family Conflict are less likely to be employed; this pattern holds for women who are not looking for work as well as those who are. However, even at high levels of Conflict, low-income women are more likely to be employed. The results suggest that work-Family Conflict has two consequences for unmarried women: it keeps them out of the labor force and makes it more difficult for women who want to work to maintain employment stability.
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Single Mothers, Social Capital, and Work–Family Conflict
Journal of Family Issues, 2007Co-Authors: Teresa CiabattariAbstract:The purpose of this paper is to examine work-Family Conflict among low-income, unmarried mothers. I examine how social capital affects work-Family Conflict and how both social capital and work-Family Conflict affect employment. I analyze the Fragile Families and Child Wellbeing Study, a national sample of non-marital births collected in 1998-2000 and 1999-2002. Results show that social capital reduces unmarried mothers' reports of work-Family Conflict, especially for low-income women. In addition, mothers who report high levels of work-Family Conflict are less likely to be employed; this pattern holds for women who are not looking for work as well as those who are. However, even at high levels of Conflict, low-income women are more likely to be employed. The results suggest that work-Family Conflict has two consequences for unmarried women: it keeps them out of the labor force and makes it more difficult for women who want to work to maintain employment stability.
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Single Mothers, Social Capital, and Work–Family Conflict
Journal of Family Issues, 2007Co-Authors: Teresa CiabattariAbstract:The purpose of this article is to examine work–Family Conflict among low-income, unmarried mothers. Analyzing the Fragile Families and Child Wellbeing Study, a national sample of nonmarital births, I examine how social capital affects work–Family Conflict and how both social capital and work–Family Conflict affect employment. Results show that social capital reduces unmarried mothers' reports of work–Family Conflict, especially for low-income women. In addition, mothers who report high levels of Conflict are less likely to be employed; this pattern holds for women who are looking for work and those who are not. However, even at high levels of Conflict, low-income women are more likely to be employed. The results suggest that work–Family Conflict has two consequences for unmarried women: It keeps them out of the labor force and makes it more difficult for women who want to work to maintain employment stability.
Richard G. Wilkinson - One of the best experts on this subject based on the ideXlab platform.
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Family Conflict and slow growth.
Archives of disease in childhood, 1997Co-Authors: Scott Montgomery, Mel Bartley, Richard G. WilkinsonAbstract:AIMS Having previously observed that slow growth in childhood is associated with subsequent labour market disadvantage, an attempt was made to determine whether Family Conflict is associated with slow growth to age 7 years, independently of material disadvantage. METHODS A total of 6574 children born between 3 and 9 March 1958 who were members of the British National Child Development Study were used in these analyses. Slow growth at age 7 years was indicated by short stature defined as the lowest fifth of the height distribution. In multivariate analysis, adjustment was made for fully attained adult height as a measure of genetically predetermined height. RESULTS A total of 31.1% of children who had experienced Family Conflict were of short stature compared with 20.2% of those who had not, representing relative odds of 1.79 (95% confidence interval (CI) 1.39 to 2.30). After adjustment for social class, crowding, sex, and predetermined height, the relative odds were slightly reduced to 1.62 (95% CI 1.18 to 2.23). A total of 44.0% of children from the most crowded households were of short stature compared with 16.4% of those from the least crowded. The unadjusted relative odds were 3.99 (95% CI 2.94 to 5.41) and after adjustment for the potential confounding variables they were 3.07 (95% CI 2.08 to 4.51). Low social class was also a risk for short stature at age 7 years, but this was not statistically significant after adjustment for the other confounding factors. CONCLUSIONS Family Conflict during childhood was independently associated with slow growth to age 7 years. Key messages Stress caused by Family Conflict results in slow growth to age 7 years A higher proportion of the shortest 20% of 7 year old children have experienced psychosocial stress Slow growth may indicate impaired psychological development caused by stress Family Conflict may have lifelong consequences for some children Slow growth may be a useful marker for psychosocial stress
