Aperçu

Résumé (français)

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Résumé (anglais)

Work-family conflict and time pressure have emerged as potent and pervasive stressors in the daily lives of Canadian workers. Yet little is known about the socioeconomic distribution of these work-family outcomes, or the underlying mechanisms, because previous research has largely focused on homogeneous samples, typically consisting of well-educated managers and/or professionals. Drawing on the Stress Process Model as an overarching framework, and through statistical analyses of confidential data from Cycle 20 of the General Social Survey (2006), the dissertation at hand seeks to address this significant gap in knowledge by exploring how and why socioeconomic status (i.e., education or occupation) affects exposure to work-family conflict and time pressure. The findings of this dissertation are largely consistent with (limited) previous research, demonstrating that higher-status individuals in terms of education, occupation, or income are more exposed to work-family conflict and time pressure than their lower-status counterparts. Only in the case of work-to-family conflict do the findings diverge somewhat from this pattern, as individuals in both the highest and lowest occupational groups have the greatest and identical exposure to this work-family outcome. Further, the socioeconomic distribution of work-family conflict is invariant across gender and parental status. However, gender and parenthood jointly condition the occupational distribution of time pressure, such that mothers in managerial occupations have the greatest exposure. Job- and home-related demands and resources consistently affect work-family conflict and time pressure across socioeconomic groups. However, constellations of job- and home-related demands and resources tend to differ between socioeconomic groups, largely accounting for the observed socioeconomic distributions of work-family conflict and time pressure. This suggests that, in order to be effective, government and workplace policies and programs intended to ease earning- and caring-role combination must be designed with an understanding of the unique circumstances that give rise to work-family issues among higher- and lower-status individuals.