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Overcoming Barriers to Part-Time Work

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A recent study in the Journal of Family Psychology found that mothers who work part-time report less work-family conflict than those who work full-time. Results also indicated that mothers who work (full- or part-time) are healthier than non-employed mothers.

Researchers Cheryl Buehler and Marion O’Brien examined mother’s well-being, parenting and family functioning of 1,364 mothers from the time their child was born until the child entered 5th grade. The parenting and family functioning measures included how mothers’ rate their partner’s sharing of household chores, as well as how sensitive mothers were in responding to their child and how involved they were in learning and school activities.

Another study recently highlighted in the news found that relationships fare better when partners do equal amounts of housework. I am a firm believer in the power of equality, especially when it comes to splitting housework and both partners are working outside of the home. It makes sense that if mothers have supportive partners at home and aren’t overburdened with housework then their relationship and well-being would benefit.

In the conclusion of the Journal of Family Psychology article, the researchers state that if organizations recognized part-time work as “a legitimate approach to building a career while maintaining a healthy family life” it would benefit employees, as well as the organization’s bottom line. This leads me to ask:

What policies and practices does your organization have in place that support part-time work (as opposed to using part-time work as an approach to cost-savings)?

How does your organization approach part-time employee benefits?

Photo Credit http://www.flickr.com/photos/winton / CC BY 2.0

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About this Entry

This page contains a single entry by Jessica McKenzie Peterson published on December 21, 2011 11:08 AM.

Why Do We Micromanage? was the previous entry in this blog.

Building a Healthy Organization is All About Talent is the next entry in this blog.

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