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• 11. [Article] Finding Fit Between Work and Family Responsibilities When Caring for Children with ADHD Diagnoses

  Finding fit between work and family responsibilities is challenging for parents, especially when raising a child with mental health difficulties. The purpose of this study was to investigate the relationship ...

  Citation × Citation Citation Abstract Copy Title: Finding Fit Between Work and Family Responsibilities When Caring for Children with ADHD Diagnoses Author: Sellmaier, Claudia, Leo, Michael C., Brennan, Eileen M., Kendall, Judy, Houck, Gail M. Year: 2016 Finding fit between work and family responsibilities is challenging for parents, especially when raising a child with mental health difficulties. The purpose of this study was to investigate the relationship of children’s problematic behaviors to maternal employment and difficulty combining work and family obligations. Data were analyzed from 174 mothers parenting a child with a diagnosis of attention deficit hyperactivity disorder who completed child problem behavior (child behavior checklist), family functioning, and employment measures at baseline and 12 months later. Results from logistic regression analysis indicated that children’s problematic behaviors predicted maternal employment. Structural equation modeling showed that children’s higher baseline scores on the child behavior checklist internalizing scale were related to difficulty combining work and family at 12 months, even after controlling for difficulty of combining work and family at baseline. Children’s externalizing scores were not found to predict difficulty combining work and family responsibilities. Further analysis did not confirm mediation between children’s externalizing and internalizing behaviors, family conflict, and difficulty combining work and family. Given these results, service providers need to more comprehensively address the intersection of children’s mental health difficulties and work–family fit in order to better support caregivers as parents and employees. Title: Finding Fit Between Work and Family Responsibilities When Caring for Children with ADHD Diagnoses Author: Sellmaier, Claudia, Leo, Michael C., Brennan, Eileen M., Kendall, Judy, Houck, Gail M. Year: 2016 Finding fit between work and family responsibilities is challenging for parents, especially when raising a child with mental health difficulties. The purpose of this study was to investigate the relationship of children’s problematic behaviors to maternal employment and difficulty combining work and family obligations. Data were analyzed from 174 mothers parenting a child with a diagnosis of attention deficit hyperactivity disorder who completed child problem behavior (child behavior checklist), family functioning, and employment measures at baseline and 12 months later. Results from logistic regression analysis indicated that children’s problematic behaviors predicted maternal employment. Structural equation modeling showed that children’s higher baseline scores on the child behavior checklist internalizing scale were related to difficulty combining work and family at 12 months, even after controlling for difficulty of combining work and family at baseline. Children’s externalizing scores were not found to predict difficulty combining work and family responsibilities. Further analysis did not confirm mediation between children’s externalizing and internalizing behaviors, family conflict, and difficulty combining work and family. Given these results, service providers need to more comprehensively address the intersection of children’s mental health difficulties and work–family fit in order to better support caregivers as parents and employees. Close

• 12. [Article] IV-E Waiver Evaluation – Leveraging Intensive Family Engagement (LIFE) Program Evaluation

  In partnership with Oregon’s Department of Human Services, we are conducting qualitative and quantitative research to document the implementation and outcomes of the LIFE program. LIFE is an innovative ...

  Citation × Citation Citation Abstract Copy Title: IV-E Waiver Evaluation – Leveraging Intensive Family Engagement (LIFE) Program Evaluation Author: Furrer, Carrie Jeanne, Duong, Thuan, Cross-Hemmer, Amanda, Green, Beth L. Year: 2016 In partnership with Oregon’s Department of Human Services, we are conducting qualitative and quantitative research to document the implementation and outcomes of the LIFE program. LIFE is an innovative approach to reducing time in out of home placement by providing intensive, multi-modal interventions that integrate Family Finding, Family Meetings, Parent Mentors, and a focus on family and youth voice in reducing the time spent in care for youth at high risk for long term foster care placements. Title: IV-E Waiver Evaluation – Leveraging Intensive Family Engagement (LIFE) Program Evaluation Author: Furrer, Carrie Jeanne, Duong, Thuan, Cross-Hemmer, Amanda, Green, Beth L. Year: 2016 In partnership with Oregon’s Department of Human Services, we are conducting qualitative and quantitative research to document the implementation and outcomes of the LIFE program. LIFE is an innovative approach to reducing time in out of home placement by providing intensive, multi-modal interventions that integrate Family Finding, Family Meetings, Parent Mentors, and a focus on family and youth voice in reducing the time spent in care for youth at high risk for long term foster care placements. Close

• 13. [Article] Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study

  Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. ...

  Citation × Citation Citation Abstract Copy Title: Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study Author: Perry, MacKenna Laine Year: 2015 Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed. Title: Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study Author: Perry, MacKenna Laine Year: 2015 Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed. Close

• 14. [Article] North Douglas County Community Needs Health Assessment (Phase 1)

  Beginning in February 2016, the North Douglas County (NDC) communities of Drain, Elkton, and Yoncalla, Oregon engaged in a Community Health Needs Assessment (CHNA) planning process, focusing on children ...

  Citation × Citation Citation Abstract Copy Title: North Douglas County Community Needs Health Assessment (Phase 1) Author: Lambarth, Callie H., Reid, Diane, Green, Beth L. Year: 2016 Beginning in February 2016, the North Douglas County (NDC) communities of Drain, Elkton, and Yoncalla, Oregon engaged in a Community Health Needs Assessment (CHNA) planning process, focusing on children ages birth-to-8 and their families. The purpose of this process was to explore, understand, and integrate linkages between early learning and young child and family health; identify health-related resources currently available and accessible to NDC families; and prioritize health areas of interest to be explored during the CHNA. The North Douglas County CHNA builds on community partnerships already established in the region through initiatives that aim to coordinate and align early learning and K-12 systems. The work of Yoncalla Early Works (“YEW”, initiated in 2012 with funding from The Ford Family Foundation and Children’s Institute) and North Douglas P3 (“NDP3”, initiated in 2014 with funding from the Oregon Community Foundation) demonstrate community commitment to supporting young children and families. The work of community members through these initiatives laid the foundation for the region’s readiness to engage in a Community Health Needs Assessment (CHNA) planning process Ultimately, this first planning phase of the CHNA resulted in recommendations to conduct Phase 2 of the CHNA in North Douglas County, and is expected to get underway in summer/fall 2016 in collaboration with community members. The Community Health Needs Assessment will seek to answer the following questions: 1. What does health look like for children ages birth-to-8 and their families in North Douglas County? 2. What health services are available and accessible to children and families in North Douglas County? 3. What health services do families in North Douglas County need and want? 4. What needs to happen for health services to be available and accessible for North Douglas County children ages birth-to-8 and their families? Title: North Douglas County Community Needs Health Assessment (Phase 1) Author: Lambarth, Callie H., Reid, Diane, Green, Beth L. Year: 2016 Beginning in February 2016, the North Douglas County (NDC) communities of Drain, Elkton, and Yoncalla, Oregon engaged in a Community Health Needs Assessment (CHNA) planning process, focusing on children ages birth-to-8 and their families. The purpose of this process was to explore, understand, and integrate linkages between early learning and young child and family health; identify health-related resources currently available and accessible to NDC families; and prioritize health areas of interest to be explored during the CHNA. The North Douglas County CHNA builds on community partnerships already established in the region through initiatives that aim to coordinate and align early learning and K-12 systems. The work of Yoncalla Early Works (“YEW”, initiated in 2012 with funding from The Ford Family Foundation and Children’s Institute) and North Douglas P3 (“NDP3”, initiated in 2014 with funding from the Oregon Community Foundation) demonstrate community commitment to supporting young children and families. The work of community members through these initiatives laid the foundation for the region’s readiness to engage in a Community Health Needs Assessment (CHNA) planning process Ultimately, this first planning phase of the CHNA resulted in recommendations to conduct Phase 2 of the CHNA in North Douglas County, and is expected to get underway in summer/fall 2016 in collaboration with community members. The Community Health Needs Assessment will seek to answer the following questions: 1. What does health look like for children ages birth-to-8 and their families in North Douglas County? 2. What health services are available and accessible to children and families in North Douglas County? 3. What health services do families in North Douglas County need and want? 4. What needs to happen for health services to be available and accessible for North Douglas County children ages birth-to-8 and their families? Close

• 15. [Article] The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals

  An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse ...

  Citation × Citation Citation Abstract Copy Title: The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals Author: DePasquale, Nicole, Polenick, Courtney A., Davis, Kelly D., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2017 An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or “sandwiched” caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. Title: The Psychosocial Implications of Managing Work and Family Caregiving Roles: Gender Differences Among Information Technology Professionals Author: DePasquale, Nicole, Polenick, Courtney A., Davis, Kelly D., Moen, Phyllis, Hammer, Leslie B., Almeida, David M. Year: 2017 An increasing number of adults, both men and women, are simultaneously managing work and family caregiving roles. Guided by the stress process model, we investigate whether 823 employees occupying diverse family caregiving roles (child caregiving only, elder caregiving only, and both child caregiving and elder caregiving, or “sandwiched” caregiving) and their noncaregiving counterparts in the information technology division of a white-collar organization differ on several indicators of psychosocial stress along with gender differences in stress exposure. Compared with noncaregivers, child caregivers reported more perceived stress and partner strain whereas elder caregivers reported greater perceived stress and psychological distress. With the exception of work-to-family conflict, sandwiched caregivers reported poorer overall psychosocial functioning. Additionally, sandwiched women reported more family-to-work conflict and less partner support than their male counterparts. Further research on the implications of combining a white-collar employment role with different family caregiving roles is warranted. Close

• 16. [Article] The Stories We Tell: A Qualitative Inquiry to Multiracial Family Storytelling

  A narrative inheritance is comprised of the stories told by family members that are received by a younger generation and used to help construct identity. According to the communication theory of identity, ...

  Citation × Citation Citation Abstract Copy Title: The Stories We Tell: A Qualitative Inquiry to Multiracial Family Storytelling Author: Thomas, Mariko O. Year: 2014 A narrative inheritance is comprised of the stories told by family members that are received by a younger generation and used to help construct identity. According to the communication theory of identity, identity is formed through communication. Additionally, the storied resource perspective looks at narratives as a major method of creating and maintaining identity. This study looks at the kinds of narrative inheritance concerning race that people in multiracial families receive and possible ways it affects racial identity formation. Findings from 12 semi-structured interviews indicate that narratives of racism, cultural pride, and hardship are prevalent in multiracial families. Additionally, findings show that varying family structures may affect the transference of racial narratives between generations, which can in turn affect how multiracial children choose to identify themselves racially. Title: The Stories We Tell: A Qualitative Inquiry to Multiracial Family Storytelling Author: Thomas, Mariko O. Year: 2014 A narrative inheritance is comprised of the stories told by family members that are received by a younger generation and used to help construct identity. According to the communication theory of identity, identity is formed through communication. Additionally, the storied resource perspective looks at narratives as a major method of creating and maintaining identity. This study looks at the kinds of narrative inheritance concerning race that people in multiracial families receive and possible ways it affects racial identity formation. Findings from 12 semi-structured interviews indicate that narratives of racism, cultural pride, and hardship are prevalent in multiracial families. Additionally, findings show that varying family structures may affect the transference of racial narratives between generations, which can in turn affect how multiracial children choose to identify themselves racially. Close

• 17. [Article] Supervisor Self-Other Agreement, Family-Supportive Supervisor Behaviors and Job Attitudes

  This paper joins the literature on family-supportive supervisor behavior research and the self-other agreement (SOA) paradigm to ask the question, how does a congruent perspective in the supervisor-employee ...

  Citation × Citation Citation Abstract Copy Title: Supervisor Self-Other Agreement, Family-Supportive Supervisor Behaviors and Job Attitudes Author: Mahoney, Luke D. Year: 2017 This paper joins the literature on family-supportive supervisor behavior research and the self-other agreement (SOA) paradigm to ask the question, how does a congruent perspective in the supervisor-employee dyad relate to service-member workplace attitudes and work-family relationships? Supervisors rated themselves on Family-Supportive Supervisor Behaviors (FSSB) and were in turn rated by their service-member employees. Results of a polynomial regression and surface-response analysis point to the conclusion that as supervisor and service-members’ ratings of the supervisors FSSB rise in tandem, self-reported service-member workplace outcomes (job satisfaction, organizational commitment) rose as well. The variance in work-to-family conflict and work-to-family enrichment was not captured to a large enough extent by the SOA model to support the surface-response analysis. Contained within are further results and a discussion about the importance of congruence between both perspectives. Title: Supervisor Self-Other Agreement, Family-Supportive Supervisor Behaviors and Job Attitudes Author: Mahoney, Luke D. Year: 2017 This paper joins the literature on family-supportive supervisor behavior research and the self-other agreement (SOA) paradigm to ask the question, how does a congruent perspective in the supervisor-employee dyad relate to service-member workplace attitudes and work-family relationships? Supervisors rated themselves on Family-Supportive Supervisor Behaviors (FSSB) and were in turn rated by their service-member employees. Results of a polynomial regression and surface-response analysis point to the conclusion that as supervisor and service-members’ ratings of the supervisors FSSB rise in tandem, self-reported service-member workplace outcomes (job satisfaction, organizational commitment) rose as well. The variance in work-to-family conflict and work-to-family enrichment was not captured to a large enough extent by the SOA model to support the surface-response analysis. Contained within are further results and a discussion about the importance of congruence between both perspectives. Close

• 18. [Article] Effects of Work-family Interface Conflicts on Salesperson Behaviors: A Double-edged Sword

  Work–family interface conflicts have typically been cast in a negative light due to their detrimental consequences. This study offers new insights by uncovering conditions under which such conflicts may ...

  Citation × Citation Citation Abstract Copy Title: Effects of Work-family Interface Conflicts on Salesperson Behaviors: A Double-edged Sword Author: Miao, C. Fred, Wang, Guangping Year: 2017 Work–family interface conflicts have typically been cast in a negative light due to their detrimental consequences. This study offers new insights by uncovering conditions under which such conflicts may produce both positive and negative effects on salesperson job-related behaviors in the context of B2B sales. Drawing on cognitive appraisal theory as an overarching theoretical framework, the authors suggest that informal controls (i.e., professional control and self-control) have differential moderating effects in salespeople’s primary and secondary appraisal processes when faced with work–family conflict and family–work conflict. Dyadic data from a matched salesperson–customer sample reveals that professional control amplifies, whereas self-control mitigates, the positive effect of work–family conflict on perceived stress. Professional control amplifies the positive effect of stress on in-role behavior, and self-control strengthens positive effects of stress on in-role behavior and customer-directed extra-role behavior while suppressing unethical behavior under high stress. Moreover, the two types of informal controls moderate the direct effects of family–work conflict on salesperson behaviors in an opposite fashion, such that under a strong professional control, family–work conflict reduces in-role and extra-role behaviors and induces unethical behavior, whereas a strong self-control alleviates such detrimental effects. These findings suggest that work–family interface conflicts should be viewed as a double-edged sword capable of producing both positive and negative consequences under certain conditions, offering new theoretical insights and important managerial implications for this prevalent phenomenon in sales management. Title: Effects of Work-family Interface Conflicts on Salesperson Behaviors: A Double-edged Sword Author: Miao, C. Fred, Wang, Guangping Year: 2017 Work–family interface conflicts have typically been cast in a negative light due to their detrimental consequences. This study offers new insights by uncovering conditions under which such conflicts may produce both positive and negative effects on salesperson job-related behaviors in the context of B2B sales. Drawing on cognitive appraisal theory as an overarching theoretical framework, the authors suggest that informal controls (i.e., professional control and self-control) have differential moderating effects in salespeople’s primary and secondary appraisal processes when faced with work–family conflict and family–work conflict. Dyadic data from a matched salesperson–customer sample reveals that professional control amplifies, whereas self-control mitigates, the positive effect of work–family conflict on perceived stress. Professional control amplifies the positive effect of stress on in-role behavior, and self-control strengthens positive effects of stress on in-role behavior and customer-directed extra-role behavior while suppressing unethical behavior under high stress. Moreover, the two types of informal controls moderate the direct effects of family–work conflict on salesperson behaviors in an opposite fashion, such that under a strong professional control, family–work conflict reduces in-role and extra-role behaviors and induces unethical behavior, whereas a strong self-control alleviates such detrimental effects. These findings suggest that work–family interface conflicts should be viewed as a double-edged sword capable of producing both positive and negative consequences under certain conditions, offering new theoretical insights and important managerial implications for this prevalent phenomenon in sales management. Close

• 19. [Article] Who is Making Ends Meet in the Portland Region? A Profile of Poverty and Self-Sufficiency among Greater Portland Families

  The Portland metro region economy is near a complete recovery from the damage of the Great Recession that began seven years ago. Unemployment in April of 2015 was 5.2 percent, cut in half from the 2011 ...

  Citation × Citation Citation Abstract Copy Title: Who is Making Ends Meet in the Portland Region? A Profile of Poverty and Self-Sufficiency among Greater Portland Families Author: Kimmell, Jamin, Martin, Sheila A. Year: 2015 The Portland metro region economy is near a complete recovery from the damage of the Great Recession that began seven years ago. Unemployment in April of 2015 was 5.2 percent, cut in half from the 2011 rate of 10.5 percent. The region ranked among the top 10 metro region areas in the nation for employment growth in 2014. Unfortunately, the benefits of this economic resurgence are not experienced equally. Ideally, economic recovery should lead to jobs and wages that enable Portland metro region families to earn enough to provide for their basic needs. Low unemployment cannot offer high quality of life if the jobs available do not pay adequate wages to make ends meet. Furthermore, public and nonprofit organizations are burdened by the demand on social services caused by families that cannot earn enough to cover basic needs like food, housing and health care. Many families in the Portland region do not earn adequate income to make up for the rising costs of life’s necessities, and self-sufficiency eludes far more families than is indicated by federal poverty statistics. Households headed by women or people of color, and families with children, are highly overrepresented among those who cannot make ends meet. Education can close part of this racial and gender gap, but it is not a panacea; other barriers persist for those families who are least likely to attain self-sufficiency. This study is a demographic analysis of self-sufficiency in the Portland metro region. Title: Who is Making Ends Meet in the Portland Region? A Profile of Poverty and Self-Sufficiency among Greater Portland Families Author: Kimmell, Jamin, Martin, Sheila A. Year: 2015 The Portland metro region economy is near a complete recovery from the damage of the Great Recession that began seven years ago. Unemployment in April of 2015 was 5.2 percent, cut in half from the 2011 rate of 10.5 percent. The region ranked among the top 10 metro region areas in the nation for employment growth in 2014. Unfortunately, the benefits of this economic resurgence are not experienced equally. Ideally, economic recovery should lead to jobs and wages that enable Portland metro region families to earn enough to provide for their basic needs. Low unemployment cannot offer high quality of life if the jobs available do not pay adequate wages to make ends meet. Furthermore, public and nonprofit organizations are burdened by the demand on social services caused by families that cannot earn enough to cover basic needs like food, housing and health care. Many families in the Portland region do not earn adequate income to make up for the rising costs of life’s necessities, and self-sufficiency eludes far more families than is indicated by federal poverty statistics. Households headed by women or people of color, and families with children, are highly overrepresented among those who cannot make ends meet. Education can close part of this racial and gender gap, but it is not a panacea; other barriers persist for those families who are least likely to attain self-sufficiency. This study is a demographic analysis of self-sufficiency in the Portland metro region. Close

• 20. [Article] Who Benefits From Family Support? Work Schedule and Family Differences

  Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research ...

  Citation × Citation Citation Abstract Copy Title: Who Benefits From Family Support? Work Schedule and Family Differences Author: Jennings, Kristen S., Sinclair, Robert S., Mohr, Cynthia D. Year: 2016 Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work–family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. Title: Who Benefits From Family Support? Work Schedule and Family Differences Author: Jennings, Kristen S., Sinclair, Robert S., Mohr, Cynthia D. Year: 2016 Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work–family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. Close