Kelloway E K, Gottlieb B H
Department of Psychology, University of Guelph, Ontario, Canada.
Womens Health. 1998 Spring;4(1):1-18.
The growth of women's participation in the labor force and evidence of the conflict they experience between job and family demands have spurred many employers to introduce alternative work arrangements such as flextime, job sharing, and telecommuting. Drawing on data gained from a sample of women (N = 998) in two large Canadian organizations, this study evaluates two mediational models of the impact of alternative work arrangements on women's stress and family role competence. Specifically, it tests and finds support for the hypotheses that (a) work arrangements involving scheduling flexibility (telecommuting and flextime) promote these aspects of women's well-being by increasing their perceived control over their time, and (b) arrangements involving reduced hours of employment (part-time employment and job sharing) promote well-being by reducing perceived job overload. Discussion of these findings centers on their implications for employed women, their employers, and future research.
女性劳动力参与率的增长以及她们在工作与家庭需求之间所经历冲突的证据，促使许多雇主引入了诸如弹性工作时间、工作分担和远程办公等替代性工作安排。本研究利用从加拿大两个大型组织中的女性样本（N = 998）获取的数据，评估了替代性工作安排对女性压力和家庭角色能力影响的两种中介模型。具体而言，它检验并找到了对以下假设的支持：（a）涉及日程安排灵活性的工作安排（远程办公和弹性工作时间）通过增强女性对时间的感知控制来促进她们在这些方面的幸福感，以及（b）涉及减少工作时长的安排（兼职工作和工作分担）通过减轻感知到的工作负荷来促进幸福感。对这些研究结果的讨论集中在它们对职业女性、她们的雇主以及未来研究的启示上。
