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…
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.
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…
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.
Family friendly workplace policies (FFWPs) are designed to help employees co‐manage work and personal obligations. With the rising aging population and subsequent emphasis…
Family friendly workplace policies (FFWPs) are designed to help employees co‐manage work and personal obligations. With the rising aging population and subsequent emphasis on informal caregiving in Canada, Canadian employees will have to maintain paid work while serving as caregivers for family members at end‐of‐life (EoL). Thus, workplaces need to be prepared to accommodate these workers' requests. The objective of this paper is to explore, qualitatively, the workplace and employee characteristics that are most helpful to employees in EoL caregiving situations from an employer/human resources (HR) perspective so as to inform the development of FFWPs targeting this group.
The authors draw on the findings of five focus group discussions undertaken in 2008 with Canadian employers and HR professionals in the provinces of British Columbia, Manitoba, Ontario, Quebec, and Newfoundland and Labrador.
There are clear differences in how large and small workplaces accommodate employees who are providing EoL care. For instance, larger workplaces are more likely to have set policies around employee EoL care leaves and are unable to accommodate employees' needs that fall outside the scope of these policies; smaller workplaces are less likely to have standard policies for caregiver leaves and are more able to customize responses to leave requests. Employee characteristics such as length of time working for the employer and employee skill level also have a bearing on accommodating employee EoL care leave requests. The presence of HR infrastructure, which is more characteristically found in large workplaces, is also related to the availability of formal FFWPs.
The fact that the data were derived from the employer/HR perspective and not those of actual employees is a limitation. The small sample size and convenience (non‐random) sampling limits the generalizability of the findings.
This research contributes to the limited literature on FFWPs and EoL caregiving accommodations. The findings of this study can directly inform workplace practice, both now and in the years to come, regarding how best to support workers who are also providing informal EoL care to family, friends, and others.