Julia R. Henly

The Negotiation of Child Care and Employment Demands Among Low-Income Parents

Low-income working mothers face significant child care challenges. These challenges are particularly salient in an era of welfare reform, when welfare recipients are under increased pressure to find a job. The current study examines how child care demands are negotiated for an urban sample of low-income mothers. The sample includes a racially and ethnically diverse group of 57 respondents with and without welfare experience who are mothering children under 13 years of age and working in entry-level jobs. Findings suggest that respondents seek arrangements that are affordable, convenient, and safe, and informal arrangements may be most compatible with convenience and cost considerations. Informal care is not universally available, however, andmay be less reliable. Implications for child care policy are discussed.

Nonstandard Work Schedules: Employer‐ and Employee‐Driven Flexibility in Retail Jobs

Nonstandard scheduling is a pervasive feature of the American workplace. Drawing from interviews with 54 low‐income mothers employed in six retail workplaces in the Chicago area, and from interviews with representative human resource managers in each workplace, this study demonstrates how employer practices introduce variability and unpredictability into the schedules of female workers who have young children. It also suggests that employee‐driven control over scheduling, made available through informal workplace practices, can temper the instability of nonstandard schedules more than formal flexibility delivered through employer policies. The lack of worker control over schedules is posited to lead to various work‐family challenges.

SUBJECTIVE CONSTRUCTIONS OF NEIGHBORHOOD BOUNDARIES: LESSONS FROM A QUALITATIVE STUDY OF FOUR NEIGHBORHOODS

ABSTRACT: This article explores the boundaries of neighborhoods as subjectively constructed by 37 adolescents and 33 parents across four census-defined block groups in a Western city. We examine the degree of consensus among participants on the spatial boundaries of their neighborhoods, the stability of participants’ subjectively constructed neighborhood definitions, and the overlap between subjectively constructed definitions and census block group and tract definitions. Through an analysis of qualitative interviews, we isolate four factors that appear to influence how participants define their neighborhood boundaries: physical and institutional characteristics of the neighborhood, its class, race, and ethnic composition, perceived criminal threats from within and outside the neighborhood, and symbolic neighborhood identities. These factors can operate to facilitate or compromise consensus and stability about neighborhood boundaries and identity. The study findings are exploratory but suggest several avenues for further investigation into how parents and adolescents construct neighborhood boundaries and the possible influences that subjective neighborhood definitions have on families.

Schedule flexibility in hourly jobs: unanticipated consequences and promising directions

This article considers the challenge of extending conventional models of flexibility to hourly jobs that are often structured quite differently than the salaried, professional positions for which flexibility options were originally designed. We argue that the assumptions of job rigidity and overwork motivating existing flexibility options may not be broadly applicable across jobs in the US labor market. We focus specifically on two types of flexibility: (1) working reduced hours and (2) varying work timing. We first review central aspects of the US business and policy contexts that inspire our concerns, and then draw on original analyses from US census data and several examples from our comparative case-study research to explain how conventional flexibility options do not always map well onto hourly jobs, and in certain instances may disadvantage workers by undermining their ability to earn an adequate living. We conclude with a discussion of alternative approaches to implementing flexibility in hourly jobs when hours are scarce and fluctuating rather than long and rigid.

Unpredictable Work Timing in Retail Jobs

Unpredictability is a distinctive dimension of working time that has been examined primarily in the context of unplanned overtime and in male-dominated occupations. The authors assess the extent to which female employees in low-skilled retail jobs whose work schedules are unpredictable report greater work–life conflict than do their counterparts with more predictable work schedules and whether employee input into work schedules reduces work–life conflict. Data include measures from employee surveys and firm records for a sample of hourly female workers employed across 21 stores of a U.S. women’s apparel retailer. Results demonstrate that, independent of other dimensions of nonstandard work hours, unpredictability is positively associated with three outcomes: general work–life conflict, time-based conflict, and strain-based conflict as measured by perceived employee stress. Employee input into work schedules is negatively related to these outcomes. Little evidence was found that schedule input moderates the association between unpredictable working time and work–life conflict.

The complexity of support : The impact of family structure and provisional support on african American and white adolescent mothers' well-being

The importance of social support to the well-being of adolescent parents is a frequently discussed topic in the teen parenting literature. However, the meaning and conceptualization of social support varies across study and the heterogeneity within the teen parent population is often overlooked. In an effort to understand its role more precisely, the present study defined support both in terms of its structural and provision components, and examined the association of these components with both perceived psychological and behavioral measures of maternal well-being for a sample of white and African American teen mothers. Specifically, the relative contribution of household structure and provisional social support to the well-being of a sample of 107 African American and 146 white teen mothers was measured respectively. Results indicate great variability in the structural and provisional support adolescent mothers receive, regardless of race. Independent of other effects, provisional supports are more strongly associated with maternal well-being than is family structure. Further, the impact of these different types of support varies by race.

Post-Welfare Employment and Psychological Well-Being

SUMMARY Current public assistance policies are removing many recipients from the welfare rolls, regardless of their income level. This article examines the post-assistance well-being of a stratified probability sample of 426 “able-bodied” women and men who lost cash benefits when Michigan terminated its General Assistance program in 1991. The relationship of demographic, human capital, and psychological resource variables to employment status, depressive symptomatology and life satisfaction is examined utilizing two panels of survey data, collected approximately one and two years after the program ended. Findings demonstrate that personal mastery is related to employment status and risk of depression, and sense of burden is linked to both psychological outcomes, controlling for relevant demographic and human capital variables. Gender is related to risk of depression; however, its relation to employment is dependent on the presence of children in the household. Steady employment is positively associated with psychological well-being. Overall, the findings suggest that the majority of former recipients faced employment difficulties and psychological hardship, and that services should be targeted to subgroups of former recipients with particular risk factors.

Work Schedule Flexibility: A Contributor to Employee Happiness?

This article contributes to knowledge regarding determinants of happiness by examining the independent role played by having discretion over one’s working time, using data pooled from two years of a nationally representative US survey. Controlling for a worker’s income bracket and work hours duration, having work schedule flexibility in the form of an ability to take time off during the work day and, to a somewhat lesser extent, to vary starting and quitting times daily, are both associated with greater happiness, whereas an ability to refuse overtime work is weak at best. The associations are generally stronger among workers paid by the hour than by salary. Worker utility functions thus may be enhanced by including the timing and flexibility of working time. Policies and practices that promote more employee-centered flexible working time may not only help workers alleviate work-life time conflicts, but also promote worker well-being generally, especially among hourly-paid workers.

What Explains Short Spells on Child-Care Subsidies?

Child-care assistance is a critical safety net program that directly benefits families and society. But short spells and program churning raise concerns about the effectiveness of the child-care subsidy program to support stable employment and contribute to long-term family economic stability. On the basis of data that link administrative child-care assistance records with survey data on a sample of subsidy recipients in Illinois and New York, we examine demographic, employment, child-care, and subsidy program characteristics associated with the risk of experiencing child-care subsidy instability. As we hypothesized, these factors relate to exit risk, confirming and extending past research on determinants of subsidy instability. The study contributes new policy-relevant knowledge about how employment instability and public benefit rules and practices shape clients’ program experiences and in turn how subsidy (in)stability may operate as a mechanism through which stable employment and economic security are ultimately achieved or threatened.

Age, Wage, and Job Placement: Older Women’s Experiences Entering the Retail Sector

Older women seeking employment often find opportunities limited to low-wage jobs, such as those in retail. We report findings about job placement and starting wages for hourly workers hired at a women’s apparel retailer from August 2006 to December 2009. We examine competing hypotheses regarding the role of age in explaining women’s job placement and starting wages. Although newly hired women age 55+ earn higher wages and are placed in higher-quality jobs than the youngest women (ages 18–22), they are less likely to be placed in better-quality jobs than their midlife counterparts. Overall, wage differences are largely explained by job quality.