Report: Overwork in America: When the Way We Work Becomes Too Much

Galinsky, E., Bond, J. T., Kim, S. S., Backon, L., Browfield, E., & Sakai, K. (2004). Overwork in America: When the way we work becomes too much. Retrieved from the Families and Work Institute website.

This study focused on the concept of overwork and the implication for individuals and employers. In it, 1 in 3 employees reported being chronically overworked, resulting in increased mistakes, feelings of anger toward employers, and resentment for coworkers whom they perceived as not working as hard as they do. There are not only workplace implications but also personal ones, including higher levels of stress, more symptoms of clinical depression, an increased reporting of poor health, and neglect in caring for themselves. The authors examined certain aspects of the workplace in greater detail, such as whether certain demographic groups are overworked more than others, whether vacations help, how work–life priorities change in relation to being overworked, and whether the way we work contributes to being overworked. The report concludes with specific implications for employers and what can be done to alleviate overwork.

Report: The Three Faces of Work-Family Conflict

Williams, J. C., & Boushey, H. (2010). The three faces of work-family conflict: The poor, the professional, and the missing middle. Retrieved from the Center for American Progress website.

According to this study, work–family conflict is higher in the United States than anywhere else in the world. Not only do American families put in longer hours, but they also do so with fewer laws to support working families. This report takes a comprehensive look at work–family conflict across all families, with the exception of the most wealthy. By looking at three different faces of families, a picture is created showing the various ways work–family conflict plays out. The analysis shows that although all families face work–family conflict, they experience it differently, and the politics of resolving these work–family conflicts are defined by these differences. This report shows the disconnect between American families' growing concerns over work–family conflict and lack of legislation that is in place to address the issue.

Report: Work-Family Supports for Low-Income Families

Winston, P. (2014). Work–family supports for low-income families: Key research findings and policy trends. Retrieved from the website of the Office of the Assistant Secretary for Planning and Evaluation.

The study provides compelling research showing that work–family policies can have a positive effect on children's well-being, family income and job stability, employers' productivity, and public health. However, workers in the United States have limited access to work–family supports, especially the lowest wage workers. These workers, while having the least access to work–family supports, also have children who are most likely to experience chronic health conditions, or other special health or developmental needs. Unpaid leave is the most available support, and paid parental leave and flexible work conditions are typically the least available. A section of the report is dedicated to discussing how current work–family supports are pieced together through various local, state, federal, and private action work–family policies. Finally, this report discusses recent proposals to expand work–family supports and suggests next steps for research.

Report: The Work-Life Evolution Study

Harrington, B., (2007). The work–life evolution study. Retrieved from the Boston College Center for Work & Family website.

The study offers a historical perspective on the origins of work–life balance, current trends in the field, as well as a projection of future directions for employers and practitioners in the area of work–life balance. The study also gives insight into how the evolving work–life field has affected management practices over the past 15 years and how it may continue to shape them in the future. A discussion is included about the catalysts of the work–life movement. Some of these include the increase of professional working women and mothers; the impact of media attention drawing public awareness to work–life issues; the cultivation of company images as "family friendly"; and the demands of busy, stressed employees. Once an issue framed by dependent care and employee assistance programs, work–life conflict has evolved to touch many areas of our working lives. As workplace trends manifest in the areas of globalization; diversity; and increased workloads, work hours, and stress, an integrated and aligned approach to work–life balance is projected, changing it from a program-focused solution to a workplace culture change.