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Factors Associated with Negative Spillover from Job to Home Among Latinos in the United States

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Abstract

This study estimates the impact of working conditions and individual and family characteristics on negative spillover (NS) from job to home among Latinos and Non-Latino White workers. Among Non-Latino Whites, younger individuals, females, and workers with young children and a spouse or partner in residence experience higher levels of NS compared to older individuals, males, those without young children, and singles, respectively. Among Latino workers, the only significant individual or family characteristic associated with NS is gender. Working conditions, including hours worked, supervisor support, job pressure, and job autonomy significantly impact NS for both groups. The relationship between NS and workplace culture was supported by the data for Non-Latino White workers only.

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Author information

Authors and Affiliations

  1. University of Wisconsin-La Crosse, La Crosse, USA

    Enilda A. Delgado

  2. Illinois State University, Normal, USA

    Maria E. Canabal

Authors
  1. Enilda A. Delgado
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  2. Maria E. Canabal
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Additional information

Enilda A. Delgado, University of Wisconsin-La Crosse, 1725 State Street, La Crosse, WI 54601; e-mail: Delgado.enil@uwlax.edu.

Maria E. Canabal, Illinois State University, Campus Box 5060, Normal, IL 61790; e-mail: mcanabal@ilstu.edu.

Appendix

Appendix

Definition of Variables

Negative Spillover from Job to Home: This variable is an average of five variables (1=never, through 5=very often)

  • a. “In the past 3 months, how often have you NOT had enough time for yourself because of your job?”

  • b. “In the past 3 months, how often have you NOT had enough time for your family or other important people in your life because of your job?”

  • c. “In the past 3 months, how often have you NOT had the energy to do things with your family or other important people in your life because of your job?”

  • d. “In the past 3 months, how often have you NOT been able to get everything done at home each day because of your job?”

  • e. “In the past 3 months, how often have you NOT been in as good a mood as you would like to be at home because of your job?”

(Index responses range from 1 through 5. 1=low spillover, through 5=high spillover.)

Overall Life Satisfaction (1=Very satisfied; 2=Somewhat satisfied; 3=Somewhat dissatisfied; 4=Very dissatisfied)

Age: Respondent’s age in years

Gender (0=Male; 1=Female)

Education: (1=Less than high school diploma; 2=High school or GED; 3=Some college, no degree; 4=Associate degree; 5=Four year college degree; 6=Graduate or professional degree)

Occupation (0=Executive/administrator/manager/professional; 1=Other)

Marital Status (0=Spouse/partner in residence; 1=All other arrangements)

Any Children Under 6 in Household? (0=Yes; 1=No)

Family Income: Total family income in 1997 dollars

Hours Worked per Week in all Jobs: Total number of hours worked per week in all jobs.

Overall Supervisor Support: This variable is an average of nine variables (1=Strongly disagree, through 4=Strongly agree)

  • a. My supervisor keeps me informed of things I need to do my job well.

  • b. My supervisor has realistic expectations of my job performance.

  • c. My supervisor recognizes when I do a good job.

  • d. My supervisor is supportive when I have a work problem.

  • e. My supervisor is fair when responding to employee personal/family needs.

  • f. My supervisor accommodates me when I have family/personal issues.

  • g. I feel comfortable bringing up personal/family issues with my supervisor.

  • h. My supervisor cares about effects of work on personal/family life.

(Index responses range from 1 through 4. 1=Low support, through 4=High support.)

How Pressured on Job?: This variable is an average of three variables (1=Strongly disagree, through 4=Strongly agree)

  • a. Job requires that I work very fast.

  • b. Job requires that I work very hard.

  • c. Never have enough time to get everything done on the job.

(Index responses range from 1 through 4. 1=Low pressure, through 4=High pressure)

Autonomy on the Job: This variable is an average of three variables (1=Strongly disagree, through 4=Strongly agree)

  • a. Freedom to decide what I do on my job.

  • b. Own responsibility to decide how job gets done.

  • c. I have a lot of say about what happens on my job.

(Index responses range from 1 through 4. 1=Low autonomy, through 4=High autonomy)

Index of Workplace Culture: This variable is an average of four variables (1=Strongly agree, through 4=Strongly disagree)

  • a. Unwritten rule: Can’t care for family needs on company time

  • b. Putting family/personal needs ahead of job not viewed favorably

  • c. Work–family problems are workers’ problem, not company’s

  • d. Must choose between advancement and attention to family/personal life

(Index responses range from 1 through 4. 1=Low support, through 4=High support)

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Delgado, E.A., Canabal, M.E. Factors Associated with Negative Spillover from Job to Home Among Latinos in the United States. J Fam Econ Iss 27, 92–112 (2006). https://doi.org/10.1007/s10834-005-9001-8

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  • DOI: https://doi.org/10.1007/s10834-005-9001-8

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