Finances are a prevalent source of stress. In a sample of 799 nursing home workers measured multiple times over 18 months, we found that higher perceived income inadequacy, the perception that one\'s expenses exceeds one\'s incomes, was associated with poorer self-reported mental health indicators and Epstein-Barr Virus antibody titers (a marker of cell-mediated immune function). Perceived income inadequacy predicted outcomes over and above the role of other socioeconomic status variables (objective household income and education). Mental health variables were not related to Epstein-Barr Virus antibody titers. Additionally, we found an interaction between perceived income inadequacy and informal caregiver status on our mental health outcomes; informal caregivers with higher perceived income inadequacy had poorer mental health than non-caregivers with the same perceived income inadequacy. Our findings may add nuance to the reserve capacity model, which states that those at lower socioeconomic levels are at higher risk of adverse health outcomes partly because they have fewer resources to address demands and strain. Perceived income inadequacy may significantly predict mental and physical well-being beyond other socioeconomic status variables, especially among lower-income employees. Caregiving stress and perceived income inadequacy may have synergistic effects on mental health.

OBJECTIVE: This study examined the effectiveness of a newly developed work-family life support program on the work-family interface and mental health indicators among Japanese dual-earner couples with a preschool child(/ren) using a randomized controlled trial with a waitlist.
METHODS: Participants who met the inclusion criteria were randomly allocated to the intervention or the control groups (n = 79 and n = 85, respectively). The program comprised two 3-h sessions with a 1-month interval between them and provided comprehensive skills by including self-management, couple management, and parenting management components. The program sessions were conducted on weekends in a community center room with 3-10 participants. Outcomes were assessed at baseline, 1-month, and 3-month follow-ups. Primary outcomes were work-family balance self-efficacy (WFBSE), four types of work-family spillovers (i.e., work-to-family conflict, family-to-work conflict, work-to-family facilitation, and family-to-work facilitation), psychological distress, and work engagement reported by the participants.
RESULTS: The program had significantly pooled intervention effects on WFBSE (P = .031) and psychological distress (P = .014). The effect sizes (Cohen\'s d) were small, with values of 0.22 at the 1-month follow-up and 0.24 at the 3-month follow-up for WFBSE, and -0.36 at the 3-month follow-up for psychological distress. However, the program had nonsignificant pooled effects on four types of work-family spillovers and work engagement.
CONCLUSIONS: The program effectively increased WFBSE and decreased psychological distress among Japanese dual-earner couples with a preschool child(/ren).

Spousal bereavement is one of the most stressful experiences in adulthood. In a sample of 183 widow(er)s, bereaved about three months prior, we examined the intersection of employment, family income, and health outcomes (proinflammatory marker production, perceived stress, and grief symptoms). Bereaved employees had higher levels of monocyte-stimulated interleukin-6, tumor necrosis factor-α, chemokine ligands 4, and perceived stress than bereaved retirees. We also found an interaction such that family income was positively associated with perceived stress and grief symptoms for employed window(er)s, but not for retirees. These findings align with the reserve capacity model, which states that people at higher levels of socioeconomic status have more psychosocial resources to address psychosocial stressors. Employment likely served as an added psychological and inflammatory burden for all bereaved workers, except those with the highest incomes.

The early career phase is a key period of identity maintenance and change. But, it is also ripe with important, attention-grabbing occurrences (i.e., critical events) that may modify these processes, particularly influencing women\'s leadership pursuit. Because previous research has overlooked if or how such events might alter identifying or if these processes differ for people who identify as men and women, we integrate the identity and critical events literatures to elaborate on how positive and negative critical events may shape men and women\'s identifying in the work- and non-work domains over time. We propose that critical events\' effects on identity salience will occur both within and across domains, but that these effects will be stronger within (vs. across) domains. While both positive and negative events can exert negative effects on subsequent identity salience, we propose that the effects of critical events on identity salience may be stronger for women (vs. men). Finally, we connect work identity salience with subsequent leadership status, including contextual moderators that enhance or undermine these effects (i.e., inclusive organizational climate and mega-threats, respectively). We conclude with theoretical and practical implications of this research, including for workforce efficiency and social sustainability. We also highlight calls for future research stemming from our review [e.g., sustainability critical events and gendered analyses for (more) accurate science] as well as fruitful research areas and innovative practices at the work-non-work interface for professionals on the path to leadership.

Two dyadic studies address the link between workplace incivility and dysfunctional (i.e., authoritarian and permissive) parenting, and the role played by parent cognitions and well-being in these relationships. One hundred and forty-eight working mother-spouse dyads participated in Study 1. Mothers reported on their own workplace incivility experiences and parenting self-efficacy, while husbands rated mothers\' authoritarian parenting behaviour. Results showed that parenting self-efficacy mediates the effects of workplace incivility on authoritarian parenting. Study 2 sought to replicate and extend these findings with a sample of one hundred and seventy-five working parent-spouse dyads. Working mothers and fathers reported on their own workplace incivility experiences, parenting self-efficacy and burnout, while their spouses rated their authoritarian and permissive parenting. The moderating effects of romantic relationship conflict were also assessed. Results supported the role of self-efficacy in mediating the relationship between workplace incivility and authoritarian parenting, with effects exacerbated among those experiencing higher levels of romantic relationship conflict. Moreover, incivility related to working parents\' burnout, and in turn, permissive parenting. Our findings shed light on an understudied social context wherein workplace incivility may shape one\'s personal life, and broadens our understanding of the nature, scope, and impact of this workplace problem.

Employed parents raising children with disabilities manage exceptional care responsibilities along with their work careers. This study examines the effects of targeted diversity training on human resource (HR) professionals\' knowledge of the work-family experiences of these parents, and on their self-efficacy in providing workplace supports. Using computer-based training in field settings, 64 U.S. human resource professionals in an international company participated in two diversity training sessions. Data related to knowledge and efficacy of dependent and disability care were collected before the first training and immediately after the second. HR participants demonstrated significant increases from pretest to posttest on the trained items: knowledge of dependent and disability care and self-efficacy regarding provision of workplace supports. There was no change in relevant but untrained variables over time. Training HR professionals on parents\' exceptional care responsibilities, specific community resources, and heightened self-efficacy promoted their likelihood to grant flexible work arrangements. Results suggest HR self-efficacy is developmental, building on prior knowledge of dependent care and tenure in HR positions. This is one of the first studies that address the effects of HR diversity training regarding employees providing exceptional care. Theoretical developments and implications for inclusive practices are discussed.

The purpose of this study is to determine the effect of teleworking on self-reported job satisfaction and workers\' productivity in the context of the COVID-19 pandemic. A survey was administered to 331 teleworkers belonging to industrial companies, whose data were analyzed with a PLS-SEM structural equation model. The results indicate that communication with coworkers, time spent teleworking, and workplace suitability positively affect self-reported productivity, while trust on the part of supervisors and workplace suitability positively affect job satisfaction. On the other hand, work-family conflict negatively affects job satisfaction and self-reported productivity, whereas communication with coworkers, support from supervisor and time spent teleworking have no significant effect on job satisfaction. This study provides relevant information for industrial organizations to improve the job-satisfaction and productivity in large scaled teleworking contexts, as should have been implemented during the mandatory preventive isolation due to the health crisis related to the transmission of SARs-CoV-2.

We use the conservation of resources (COR) theory to propose a work-family model of stress in remote work. We propose that interruptions from family are a unique hindrance stressor, detrimental for the employee\'s challenge and hindrance stress responses in remote work, which, in turn, have distinct effects on resource-oriented attitudes and states of both the employee and spouse. Namely, we expect that both partners\' satisfaction with the work arrangement, employee engagement, and spouse family overload will be associated with the way the employee experiences stress in remote work (stress response). We also integrate the effort-recovery model to examine whether two types of breaks taken by employees while working remotely replenish resources lost through interruptions. Using a sample of 391 couples, we find support for all hypotheses that pertain to the employee. Findings involving the spouse support the primacy of the resource loss tenet in COR theory, in that these detrimental effects are significant in crossing over to the spouse via hindrance but are not significant via challenge stress. We discuss the implications of these findings, emphasizing that interruptions are harmful for both types of stress experienced by remote employees (i.e., lower \"good\" and higher \"bad\" stress responses), and interruptions appear to have far-reaching effects on both partners. However, choosing to use breaks for both nonwork goals and self-care can buffer these otherwise detrimental effects.

UNASSIGNED: Inflammation plays a known role in the development of cardiovascular disease (CVD), the leading cause of death in the United States and a condition that disproportionately affects Blacks. Although social stressors are frequently studied, the role of positive experiences in inflammation and its potential for CVD remains understudied. To address this gap, we examined the relationship between work family enrichment and inflammation in a population-based sample of working adults.
UNASSIGNED: Participants were 447 working adults from Refresher Cohort of the National Study of Midlife Development in the United States (MIDUS) and the oversample of Blacks from the Milwaukee, WI. Serum concentration of pro-inflammatory biomarkers (IL-6/sIL-6r; CPR; Fibrinogen) were obtained via blood draw. Family-to-work enrichment (FtoWE) and work-to-family enrichment (WtoFE) were each assessed with four established survey questions.
UNASSIGNED: Blacks had higher concentrations of IL-6, CRP and Fibrinogen, and lower levels of sIL-6r than whites. A significant inverse relationship was observed between WtoFE and systemic inflammation as well as WtoFE and serum IL-6 concentration.
UNASSIGNED: Individuals who perceived a stronger enhancing effect from work onto family showed lower levels of systemic inflammation and decreased concentrations of the pro-inflammatory cytokine IL-6; highlighting the potential work-family enrichment or other positive experiences may have in buffering the negative cardiovascular effects of inflammation. However, variation between racial groups remain undetermined.

Anticipating the deleterious effects of pandemic mitigation protocols on faculty\'s research and creative work, many universities introduced mechanisms for pre-tenured faculty to receive tenure clock extensions. Unlike most stop-the-clock extensions, which occur on an individual basis, the stop-the-tenure-clock during COVID-19 was a mass-triggering event that applied to all faculty. Informed by social role theory, we examined this unique situation of stop-the-tenure clock decisions by faculty at two different universities within the same state system. Institutional level demographic and field of study data on faculty decision making at one high research activity university (n = 97) and one very high research activity university (n = 387) were examined at two time points; a first tenure-clock stop opportunity and a second tenure-clock stop opportunity. Results show that although the overall rates of clock-stops were much larger at the research-intense university, the characteristics of who was most likely to accept or opt out of the first tenure-clock stop were similar at both universities. Ethnic minoritized faculty at both universities had greater odds of accepting the clock-stop. Results also showed that at both universities, women were somewhat more likely to accept the first tenure clock extension, and exploratory follow-up shows this gendered decision manifested differently depending on field of study. Relatively few faculty accepted the second tenure clock-stop. Our findings provide a portrait of who accepts or declines tenure clock extensions with important implications for downstream effects on equity within the academy.