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This study aims to investigate the effect of sandwich-generation caregiving (caregiving for elders and children simultaneously) on employed caregivers’ job satisfaction when compared with non-sandwich caregiving patterns of no caregiving, children-only caregiving and elders-only caregiving. This study also aims to explore whether depression mediates this effect and whether three types of caregivers-friendly work time (less work-time length, less nonstandard work-time schedule and more work-time autonomy) buffer these direct and indirect effects.

A sample of 7,571 Chinese employees is chosen from the 2020 China Family Panel Studies through a multistage stratified sampling design.

After controlling for employees’ sociodemographic, work and other caregiving characteristics, this study finds that sandwich-generation caregiving is indeed more likely to negatively affect employees’ job satisfaction when compared with no caregiving and elders-only caregiving, but to the same extent as children-only caregiving. This study also suggests that the effect of sandwich-generation caregiving on job satisfaction is mediated by employees’ depression and that three types of caregiver-friendly work time help to weaken the negative effects on employees’ depression and job satisfaction.

To the best of the authors’ knowledge, this is the first study to explore the negative spillover effect and its mechanisms of caregiving on employees’ job satisfaction through focusing on a special caregivers group: employed sandwich-generation caregivers. These results shed light on the importance of extending caregiver studies to the workplace and provide implications for organization managers and human resources practitioners to design caregiver-friendly workplace policies to maintain employed caregivers’ work-family balance.

There is a growing recognition that when employees who are caregivers lack the organizational support/resources to manage their paid work with care responsibilities, it could result in poor job performance, increase absenteeism, and have an impact on their well-being. Very little is known about managers’ perceptions in supporting their employees through workplace initiatives such as caregiver-friendly workplace policies (CFWPs). The purpose of this paper is: to examine managers’ experience(s) with employees that are engaged in formal paid care and informal care; to explore availability of CFWPs; and to explore managers’ standpoints on offering CFWPs to support their employees.

The authors draw on the findings from semi-structured qualitative interviews with 20 (n=20) managers working in the health care sector in an urban-rural region in Ontario, Canada.

Intersectionality analysis of participant interviews revealed three key themes: managers’ experiences with employees who are caregivers; knowledge and availability of CFWPs; and balancing business care with staff care.

Data were drawn from health care sectors in one community in Ontario, Canada and may not generalize to other settings. The small sample size and purposive sampling further limits the generalizability of the findings.

Study findings can be applied to develop workplace policies and procedures that are responsive to workers who are providing unpaid care.

This study contributes to limited literature on manager’s perspectives in supporting employees through CFWPs.

Previous research on the work-family nexus has tended to concentrate on childcare responsibilities. This neglects consideration of an increasing population of employees who care for dependents such as elders, impaired partners or disabled children. Therefore, the aim of this study is to investigate organizational and personal resources as antecedents of work-family conflict (WFC) and irritation in a sample of employed family caregivers.

Data were collected from 508 employees within one organization who had informal family caregiving responsibilities.

The results indicate that a supportive work-family culture was an important resource for reducing WFC and health-related self-efficacy reduced irritation. In sum, when a company fosters a family-friendly culture that includes working in a constructive and understanding manner with employees who have informal family caregiver responsibilities, it becomes easier for the employees to integrate the demands of work and family demands. Moreover, health-related self-efficacy is an important resource that can improve stress and future researchers should give it greater consideration.

This study contributes to existing literature by the identification of personal and organizational resources of informal family caregivers with the aim to reduce their stress experiences.

This study focuses on the adoption of wearable technologies in a context where care-providing organizations can offer, in collaboration with caregivers, better care. Drawing on dual-factor theory and from the caregiver perspective, this study identifies and examines factors of technology adoption in four developing countries.

This study was undertaken using a quantitative approach. A survey was distributed among 1,013 caregivers in four developing countries in Asia including Iran, Azerbaijan, Turkmenistan and Iraq and collected quantitative data for model validation and hypotheses analysis. Building on the technology adoption literature, we identified six constructs that impact the behavioral intention of caregivers to use wearable technologies in aged care-providing organizations.

Our dual-factor model was successfully validated, and all hypotheses were supported. However, different results were found in the selected countries within the cross-country analysis.

This study has significant implications for the study of emerging technologies in aged care service operations. It provides a theoretical framework that may be adapted for future research, enabling practitioners in aged care to better understand the crucial role of technology adoption in service operations. Less attention was paid to the adoption of wearable technologies in aged care, particularly in developing countries, where healthcare services in aged care impose heavy costs on care providers.

The purpose of this scoping review was to identify the availability of caregiver-friendly workplace policies (CFWPs) from January 2015 to June 2019.

In order to determine changes over time, the present review is consistent with the methodology used in a scoping review of CFWPs conducted by the same research group five years earlier. This included applying an iterative database search to identify relevant articles, applying inclusion-exclusion criteria and performing qualitative thematic analysis on eligible articles. Both academic literature and literature that is not peer-reviewed were considered.

A total of 80 papers were included, with 82 unique workplaces identified. Three main qualitative themes were discussed: (1) inclusivity, (2) generosity and (3) culture. The finance, education, healthcare and technology industries were most generous. The most common CFWPs offered were support services; paid leave; backup adult care and flexible work arrangements.

This review narrows the gap in the literature by providing a comprehensive synthesis of CFWPs availability to better understand how workplaces are currently supporting caregiver-employees (CEs) while providing recommendations on how to support CEs moving forward.

This paper discusses significant differences from the first scoping review undertaken by the same research group five years ago, suggesting that progress has been made in the workplace culture needed to accommodate carer-employees.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Acknowledging the importance of work–family practices that extend beyond what is legally mandated and that cover the needs of a diverse workforce, this paper offers a conceptual model that explores the factors that can influence the provision and inclusiveness of work–family policies in organizations.

The conceptual model is based on a thorough literature review of relevant articles in the fields of management and political science.

In line with the upper echelons perspective, chief executive officers’ (CEOs') political ideology is a multidimensional concept, comprising two main dimensions (financial and social) that can influence the provision and inclusiveness of work–family practices. Moreover, the proposed conceptual model considers other important factors, such as the centrality of the CEO's political ideology, as potential moderating factors, as well as the conditional role of institutional pressures. Finally, the proposed model takes into account the important role of line managers/supervisors in the implementation of work–family policies and shows the importance of the provision and inclusiveness of work–family practices for critical organizational outcomes (organizational attraction and turnover).

The proposed conceptual model offers a more in-depth understanding of the factors that influence the provision and inclusiveness of work–family policies.

As employed carers tend to experience work interruptions and conflict between work and care, especially women, this paper aims to assess the availability and accessibility of carer-friendly workplace policies (CFWPs) in Quebec workplaces.

An online survey was distributed to members of the Association of Human Resources Management Counsellors in Quebec. The authors used a validating quantitative data design. The data was collected between October 2019 and the end of February 2020 and the questionnaire yielded 122 valid responses.

Adult/elder care responsibilities remain systematically perceived less important than childcare or general work-life balance needs. The current distribution of CFWPs within Quebec workplaces is unlikely to ensure carers sufficient support to prevent or significantly mitigate negative repercussions. Notable differences were found between organization type and size.

There is a need for expanding CFWPs through increased support services, educational workshops, broader access to flexible work arrangements and manager training.

The results support recent research findings pointing that women with caring responsibilities face important opportunity costs and risk falling in precariousness. Carers should be able to maintain a social income from other sources to compensate a reduced activity on the labor market.

By investigating the availability of CFWPs in Quebec workplaces, this paper adds insights regarding the availability and access to CFWPs regionally and in small and medium size workplaces, rather than identifying best practice from workplaces across the globe. Workplace policies are analyzed for adult/elder care specifically.

This study aims to describe survivors of stroke circumstances, issues with providing care for survivors of stroke and services expected by caregivers and survivors of stroke.

A qualitative research design was conducted in Singburi Province. Data collection methods included in-depth interviews, focus groups and participatory observations. Semi-structured in-depth interview guides, quality-of-life scale and depression scale were used to collect data from survivors of stroke, their caregivers, health personnel, local governors and village health volunteers. Naturalistic research tradition was used for qualitative data analysis and descriptive statistics for quantitative data analysis.

The majority of survivors of stroke had hemiplegic limb and severe deficits in their activities of daily living. Caregivers were family members, and they often developed depression. Issues with providing care to stroke survivors included lack of knowledge about stroke and home care, inadequacy and discontinuity of care and the shortage of stroke care personnel in the community. A stakeholder's expected stroke services included the provision of effective continuing care, community participation in care and enhancing the village health volunteer's capacity.

This study illustrated the stroke service systems in rural Thai communities. The study's findings could be applied when planning future research using community participation to test a model of care for stroke survivors to promote better outcomes and be responsive to the needs of stroke survivors, especially those who are disabled.

The purpose of this paper is to investigate the impact of various employment characteristics on the health of Canadian caregiver-employees (CEs), who are working full-time in the labor market while also providing informal/family care to adults.

Framed with Pearlin et al.’s (1990) stress model and using data from Statistic Canada’s General Social Survey Cycle 26 (2012), several work-related variables for caregivers were considered, including the availability of various forms of caregiver-friendly workplace policies (CFWPs), and a series of work interferences (WIs) experienced as a result of the caregiving role.

This study provides evidence for the value of CFWPs in all workplaces. Counter-intuitively, family and other forms of support were found to negatively relate to both physical and mental health.

This suggests that CFWPs will not only have an impact on CEs’ physical health outcomes, but will likely decrease the effect of the WIs experienced.