Precarious work schedules and flexibility: implications for work-caregiving conflict and parenting stress.

Autor/inn/en	Kim, Jaeseung; Henly, Julia R.
Titel	Precarious work schedules and flexibility: implications for work-caregiving conflict and parenting stress. Gefälligkeitsübersetzung: Prekäre Arbeitspläne und Flexibilität: Auswirkungen auf Konflikte zwischen Beruf und Betreuung und Stress bei der Elternschaft.
Quelle	In: Social forces, (2026) online first, 19 May 2026, 20 S. PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; Zeitschriftenaufsatz
ISSN	1534-7605
DOI	10.1093/sf/soag049
Schlagwörter	Familie; Mutter; Kinderbetreuung; Stress; Arbeitszeitflexibilität; Arbeitszeitgestaltung; Mitbestimmung; Niedriglohn; Beruf; Geringfügige Beschäftigung; Qualifikation; Arbeitszeit; Schichtplan; Subventionierung; Auswirkung; Flexibilität; Abhängig Beschäftigter; USA
Abstract	"Although there is growing recognition that unstable and unpredictable work schedules create challenges for working parents, research is scarce on whether access to flexibility from different resources can attenuate problems created by scheduling instability. Guided by Emlen's conceptualization of flexibility and the Job Demands-Resource Model, we examine the buffering effects of flexibility resources-from work, child care, and family-on work-caregiving conflict and parental stress in the context of work schedule instability. We first assessed the direct relationship between schedule instability and these outcomes and found it was associated with a higher level of work-caregiving conflict but not parenting stress. We then considered the direct and moderating role of flexibility resources and found that work schedule input and provider flexibility buffered the relationship between schedule instability and work-caregiving conflict. Policy implications to ameliorate work schedule instability and strengthen flexibility resources are discussed." The study refers to the period 2011-2014 (Author's abstract, IAB-Doku).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2026/4