Organizational work-family culture: A prospective moderator for the caregiver burden of employed caregivers of children with special healthcare needs

Abstract

In the current study, the relationships between caregiver burden, organizational work-family culture, and work-life balance were examined for employed caregivers of children with special healthcare needs. The assessment of work-life balance was considered before and during the COVID-19 pandemic. Caregiver burden includes the physical, emotional, social, and financial impact of caregiving responsibilities, which diminishes work-life balance in the caregiver. Thus, organizational work-family culture was analyzed as a potential moderator in the caregiver burden—work-life balance relationship. The sample consisted of 150 primary caregivers of at least one child with a special healthcare need who works or recently worked in the past three months. Results indicated caregiver burden was negatively related to work-life balance, while organizational work-family culture was positively related to work-life balance. Additionally, organizational work-family culture as a whole, and two of its three facets (i.e., managerial support and negative career consequences), were significant moderators, but only before COVID-19. Also, work-life balance was significantly less during COVID-19 compared to before COVID-19. Future directions, organizational implications, and study limitations are also discussed.