WW“WWWWIWWHIWWWMIMI 132 779 THS MICHIGAN STATE UNIVERSITY LIBRARIES lI/lll/llI/l/HlllIll/HillWill/Ill l/Ill/Il/ll 3 1293 01707 5288 This is to certify that the thesis entitled WOMEN’S ROLE CONFLICT AND PERCEIVED MARITAL SATISFACTION presented by Mary Elizabeth Markle has been accepted towards fulfillment of the requirements for M.S.N. degree in Nursing W 41]qu FOO/C412, Major professor Date 4/» A3 ’9Y 0-7539 MS U is an Affirmative Action/Equal Opportunity Institution “LIBRARY Mlchlgan Stab r Unlvorstty I PLACE IN RETURN BOX to remove this checkout from your record. TO AVOID FINES return on or before date due. MTE DUE DATE DUE DATE DUE me campus-p.14 W's ROLE CONFLICT AND PERCEIVED mm SATISFACTION By Mary Elizabeth Markle A tit-SIS Submitted to Michigan State University in partial fulfillment of the requirements for the degree of MASTER OF SCIENCE IN NURSING College of Nursing 1998 ABSTRACT WOMEN'S ROLE CONFLICT AND PERCEIVED MARITAL SATISEACTIGN By Mary Elizabeth Markle This correlational study examined women' s role conflict and perception of marital satisfaction. A secondary analysis of data with a sanple of 149 married, professional women with children was performed. Using an adaptation of House's (1981) model for stress research, it was hypothesized that as role conflict increased, marital satisfaction would decrease. In addition, number of children , number of hours worked, and type of employment were studied as objective sources of role conflict to see what effects they had on role conflict and marital satisfaction. There was a weak but significant negative correlation between role conflict and marital satisfaction, but no associations were established among sources of role conflict and marital satisfaction. Implications of study results for advanced nursing practice and primary care include the need for assessment of working women' s role conflict to provide interventions to reduce such conflict and increase marital satisfaction. This thesis is dedicated to my husband, Steven Markle my daughters, Elizabeth and Rebecca my parents, Bernard and Louise Riggs and my friends, Marianne Ball, Stephanie Palmer, and Nancy Paola iii ACKNOWLEDQIENTS In gratitude to my thesis committee, including thesis chairpersons, Mildred A. Omar, Ph.D., R.N.C., and Linda Beth Tiedje, Ph.D., R~N., Rachel Schiffman, Ph.D, RuN;, and.Mhnfred.Stommel, Ph.D, for their encouragement and eaqpertise . iv TABLE OF CONTENTS . The Problem Introduction ............................................... 1 Statement of the Prdblam ................................... 4 Hypothesis and Research Question ........................... 4 . Review of the Literature Conceptual Definitions ..................................... 5 Review and Synthesis of Existing Literature ................ 7 Critique of Existing Literature ........................... 10 Theoretical Framework ..................................... 11 .lMethods Research Design ........................................... 15 Sample .................................................... 15 Operational Definitions ................................... 17 Protection of Human Subjects .............................. 19 Instrument ................................................ 19 Data.Analysis Plan ........................................ 21 .Assumptions and Limitations of Study methodology .......... 23 . Results Analysis of the Hypothesis and Research Question .......... 23 . Discussion Interpretation of Findings ................................ 25 Implications of Results for Theoretical Framework ......... 29 Implications of Results for Existing Literature...’ ........ 30 Implications of Results for Advanced nursing Practice and Primary Care ................................. 30 Recommendations for Further Research ...................... 32 Summary ................................................... 33 . Appendices A: Recruitment, Eligibility, and Data Collection Procedures of the Original Study ....................... 35 8: Previous Research Approvals and subject Consent ........ 38 C: Current (1997) Research Approval ....................... 41 D. Stress and Coping Among Nemen Professionals ............ 42 7. List of References .......................................... 46 8. List of Tables ............................................. vii 9. List of Figures ........................................... viii vi LIST OF TABLES 1 Descriptive Characteristics of Study Variables ............... 24 2 Table of Step 1 of the Regression Model ...................... 25 3 Table of step 2 of the Regression Model ...................... 26 vii LIST OF FIGURES 1 Conceptual Framework for the Stress Process .................. 12 2 Adapted Theoretical Framework to Associate Women' s Role Conflict and Perception of Marital Satisfaction .............. 13 viii The Problem Introduction Role conflict and marital satisfaction experienced.by women are subjects of concern and interest that have been addressed.by researchers (Amatea S Fong—Beyette, 1987; Etaugh 8 Gilomen, 1987; Greenstein, 1995; thewski, 1986; Pina S Bengston, 1993; Spitze, 1988). Little attention, however, has been given to a possible relationship between the two. This is despite the far-reaching cultural, societal and.economdc trends prevailing in the last 30 years germane to women's life experiences that include role fulfillment in marriage, parenting, and.participation in the paid work force. The purpose of this study was to examine the relationshflp between women's role conflict and.perceived.marital satisfaction, while controlling for three potential objective sources of role conflict: (a) number of children in a family, (b) number of weekly hours worked.by women in.paid.employment outside of the home, and (c) type of employment women were engaged in (as university faculty or employed in business). This was explored in a secondary analysis of data collected.by Tiedje (1992). Contemporary American women are likely to be challenged with experiencing a multitude of roles, often at the same time. This has been heightened by the accelerated influx of womem.into paid employment roles that has taken place in the last three decades (Spurlock, 1995). This shift for women has occurred simultaneously with societal and.personal expectations for many who have continued to desire marriage and motherhood. In 1990, 50% of women with children under age six were working outside the home (Darling-Fisher 8 Tiedje, 1990). In 1994, this trend continued, as two thirds of babies born in the United States were to women between the ages of 25 and 44, 75.5% of whom were employed in the American labor force (The Wall Street Journal, 1995) . Women have entered a new paradigm that necessitates the mastery and successful integration of additional and unfamiliar roles. In this process, traditional reliance on socialization offered by women of past generations, a cultural mainstay, has often not been possible. This is especially true for women of the “Baby Boom" generation who were born between 1946 and 1965 (Sheehy, 1995) . Daughters of this generation are not living the same lives their mothers did earlier in this century; older generations have been unable to consistently provide clear guidance for navigation through the new paradigm. It is conceivable that women born after 1965 may now be benefiting from some of the groundbreaking experiences of their older Baby Boom sisters. However, an anhiguity and lack of clarity still often exists for these younger women as well (Sheehy, 1995) . When women are faced with integrating the multiple roles of wife, mother and employee, it is likely the patterns and dynamics of family relationships will be impacted. This may be in part this to the evolution and transformation of traditional family patterns as women have acquired more roles . An exanple of such a change in traditional patterns is the alteration of role expectations by either or both spouses. Commonly, the issue of division of labor is central to the experience of role expectations and a source of conflict.between spouses (Iogev, 1986) . A.key issue is the impact of these developments on the marital relationship. Clearly, some degree of impact is certain as the dynamics of family relationships are affected. This often includes the initiation and.perpetuation of role conflict. Framing women's perceptions of marital satisfaction as a critical component in the intricate web of family dynamics served to illuminate this question. Interest in pursuing the question was predicated on the assumption that.marriage remains a critical stabilizing social institution and.fundamental source of social integration (Hemstrom, 1996). This study is significant because although there is much research that has examined.women's marital satisfaction and role conflict, there has been little done to associate the two concepts in a meaningful manner. In an effort to do so, it is hoped this study will add.to the knowledge base available to advanced.practice nurses who work with clients facing the challenges of women’s recent paradigm shift. By examining the possible relationship between role conflict and.marital satisfaction, advanced.practitioners may be able to offer strategies and interventions to assist women who raise children in increasing their levels of marital satisfaction and decreasing their role conflict. In addition, by working mutually with clients to maximize marital satisfaction and lessen or at least.buffer role conflict, advanced practice nurses may simultaneously strive to promote optimal emotional and.physica1 health of each family member and the family unit itself. Statement of the Problem women challenged.by the1multiple role experience face demands not only from.traditional role expectations of wife and mother, but also of employee. Responsibility for several roles allows an opportunity for role conflict to occur (Spurlock, 1995). Thus, to fully understand how marital satisfaction may be maximized in an effort to strengthen families, the potential association with role conflict warrants closer and more thorough examination. This study explored the association between the variables, women‘s role conflict and.perceived marital satisfaction. women who were married,:mothers, and engaged in professional occupations were the subjects of interest. This study also sought to identify three potential objective sources of role conflict. Hypothesis and Research gagstion The hypothesis for this study was: There is a negative correlation.between women's role conflict and.perceived marital satisfaction. The research question in this study was: How are the potential objective sources of role conflict (number of children, number of weekly hours worked, and type of employment) related to perceptions of role conflict and.ultimately to marital satisfaction? Review of the Literature Conceptual Definitions Mtual Definition of Women' s Role Conflict In considering the literature pertaining to women’s role conflict (Amatea 5 Fong-Beyette, 1987; Greenglass, Pantony S Burke, 1988; Johnson 5 Johnson, 1980; Majewski, 1986; Mbore 5 Gabi, 1995; Paden 5 Buehler, 1995; Spurlock, 1995; Stryker, 8 Stathmm, 1985), several crucial elements that define the phenomenon were prominent. First, as an antecedent, a woman must be engaged in two or more roles that possess significantly different expectations within each role as to how the roles are to be fulfilled. If these expectations are extremely diverse to the point of being incompatible, role conflict is likely to occur (Majewski, 1986; Moore 5 Gobi, 1995; Paden 8 Buehler, 1995) . A second recurrent theme in defining role conflict was the element of time, or more specifically, the lack of time (Moore 8 Gobi, 1995) . Women engaged in multiple roles commonly experience a sense of never having enough time to accomplish all that is expected of them.(Stryker 8 Statham, 1985). Role conflict often results when women believe that the lack of tmme causes some role domain responsibilities to suffer in order to promote other role domain expectations. This is further exacerbated.by distractions and interruptions created by one role domain when women are engaged in fulfilling obligations in another role domain. An additional constituent in defining role conflict apparent in the literature was the negative effect it can impose on women's health and well-being. This may be manifested in the forms of chronic fatigue and exhaustion, and in some women, more extreme psychological stress and depression.(Amatea S Pong- Beyette, 1987; Gooduin, 1997; Greenglass et a1., 1988; Houston, Gates 8 Kelly, 1992). In synthesizing the above for purposes of this study, a conceptual definition of women's role conflict was developed. Role conflict is defined as an outcome for a woman engaged in fulfilling simultaneous roles characterized by the following: (a) expectations within one role create circumstances causing the fulfillment of another role's expectations to suffer, (b) a woman/s belief there is not enough.time to fulfill multiple role expectations, exacerbated.by interruptions and distractions created by multiple roles, and (c) negative health and well- being. Mtual Definition of Women's Perceived Marital Satisfaction IMarital satisfaction in dual income couples has been studied in.many recent research efforts (Moore 8 Gobi, 1995; Paden 5 Buehler, 1995;‘Vannoy & Philliber, 1992;‘Wiersma 5 Bang, 1991). These efforts have alluded to a global and general notion of marital satisfaction for both spouses while examining more specific interactions between a husband and wife, such as the division of labor. umberson (1995) defined.women's marital satisfaction as having two components, the first being a belief that the spouse offers social support. Social support in umberson's study was defined as the positive, emotionally satisfying qualities inherent in the marital relationship. The researcher's second component of marital satisfaction was a woman's sense that marital harmony was being attained in the relationship. Paden and Buehler (1995) defined women's marital satisfaction as feeling supported emotionally, possessing a sense of being cared.about, and feeling loved, esteemed and valued by a spouse. Greenstein (1995) proposed a definition of women's marital satisfaction that incorporated a woman's belief that there is fairness and equity present in the marital relationship, especially in regard to how tasks are divided such as caring for dependents and division of household labor. For purposes of this study, a conceptual definition of women's perception of marital satisfaction was developed. It is an outcome characterized.by a woman's belief that her marital relationship provides her with heppiness, stability and support in an enjoyable context. Review and Synthesis of Existing Literature Role Conflict .As more women entered the labor force in the late 1970's to mid 1980's, research on the resulting role implications proliferated (Burke 5 Heir, 1976; Holohan 5 Gilbert, 1979; Keith 8 Schafer, 1980). Studies identified increased.marital dissatisfaction among dual-earner couples with children (Bailyn, 1970; Orden 5 Bradburn, 1969; Wright, 1978). Woman who had primary responsibilities for both care of the children and the household were found to be most dissatisfied (Berk, 1985; Rice, 1979; Scanzoni, 1978). This proliferation of roles for women often had the outcome of producing role conflict . F'actors employed women identified as contributing to role conflict included: (a) lack of time, (b) child-related problans such as making optimal childcare arrangements, (c) unsatisfactory arranganents for shared division of housework with spouses , and (d) maternal guilt (Bishop, 1985). Studies, however, conducted in the mid to late 1980's and early 1990' s indicated employed married mothers were reporting decreased levels of stress and greater levels of marital satisfaction and well-being than married mothers who were not enployed (Etaugh 5 Gilcmen, 1987; nibbard 5 Pope, 1985) . Tiedje, Wortman, Downey, Enuons, Biernat and Lang (1990) found that for women engaged in performing multiple roles , both role conflict and enhancement were experienced simultaneously . A study by Schwartz (1994) of women who were either single or married, mothers or childless, working or not, revealed that for those who were married, women who had the most roles reported the most satisfaction in marriage. These positive trends cited may be the result of: (a) society accepting a working mother as the norm (Amato 8 Booth, 1995), (b) women developing a sense of mastery over multiple roles (Elman & Gilbert, 1984), and (c) men participating more at home (Bernardo, Shehan & Leslie, 1987; Coverman, 1986; Greenstein, 1996). Two trends regarding the impact of women's occupations on role conflict were noted in the literature. First was the association.made between types of women's employment, and accompanying status, related to subsequent effects on marriage. In.marriages where women had greater employment status (e.g., professional occupations) than their spouses, women's role conflict often increased along with marital discord.(Thompson a walker, 1989). Flexibility in women's employment with the emergence of time-flexible work opportunities for women, however, has been shown to lessen or buffer women's role conflict by decreasing the burden of having to choose between work and domestic role obligations (Mbore & Gobi, 1995; Schwartz, 1989). marital Satisfaction There is evidence to support a relationship between role conflict and marital satisfaction (Greenglass et a1., 1988; Kluwer, Heesink, a‘van De'Vliert, 1997; Thompson a walker, 1989; Yogev, 1986).'Vannoy and Philliber (1992) explored how a wife's employment affected marital satisfaction. The researchers found that in couples where the wife participated in the labor force, decreased.marital satisfaction was experienced. 10 Pina and Bengston (1993) reported that a working wife's perception of support from.her husband.was a driving force in shaping her sense of happiness, with marital satisfaction included in the conceptualization of a woman's happiness. The researchers directly linked more equal division of housework (social support) with greater happiness for women. Tomlinson (1987) examined marital satisfaction during role acquisition after the birth of a first child" women's evaluations of postbirth marital satisfaction were shown to be positively influenced.by greater paternal involvement in childcare and negatively influenced.by marital inequity (unequal gains from the relationship). Rogers (1996) studied marital satisfaction by examining how the number of children impacts parental family demands. Findings suggested that as the number of children in a family increases, women employed full-time experience more marital conflict and less marital satisfaction. In Roger's study, this was attributed to marital interactions and quality that were compromised due to increased role conflict experienced.by women. Critique of Existingyliterature Role conflict and.marital satisfaction appeared.often in the literature. However, the availability of studies attempting to demonstrate a direct association.between the two was very limited. In addition, methodological issues were notedWIMany of the studies utilized variables grounded in perceptions only and lacked.measures of an objective nature (Amato a Booth, 1995; 11 IMajewski, 1986; Moore 5 Gobi, 1995). Regarding study design issues, while there was a large body of work that quantitatively described role conflict and marital satisfaction (Greenglass et a1., 1988; Hajewski, 1986;‘Vannoy & Philliber, 1992; umberson, 1995), research of a longitudinal nature was lacking. Another shortcoming was that samples in a majority of studies were relatively homogenous with little diversity in race, ethnicity and social class. Sample subjects were primarily comprised of white, upper income professionals (Darling-Fisher 8 Tiedje, 1990; Greenglass et a1., 1988; Greenstein, 1996; Paden G Bushler, 1995). This may have affected study findings related to role conflict. This study addressed some shortcomings in.previous research by attempting to establish a direct association between women's role conflict and.marital satisfaction. In addition, possible objective sources of role conflict were explored to take that variable out of a strictly subjective context. Theoretical Framework work by House (1981) was adapted to provide a theoretical framework for this study. House's original conceptual framework is depicted in Figure 1. The adapted theoretical framework for use in this study of role conflict and.marital satisfaction is Shown in Figure 2. House's Original Conceptual Framework Figure 1, the original conceptual framework was developed.by House for stress research to examine the relationships among 12 SOCIAL SUPPORT: May act a as buffer during the stress process STRESSORS: Objective Social Conditions Conducive to Stress EXPERIENCED STRESS (II’TIIS STUDY 18 (rams smraarm mumm- mammar- lcanm, issues mp, mar was”) l0lll”8.flanl CUUIZICIQ HEALTH (Longer-term coping effectiveness & adjustment) l.Physical Health 2.Psychiatric Symptoms 3.8motiona1 Distress 4.well-being G Life Satis factions (n! ms STUDT'IS IUIII"8 FIICIIVID.IIRIIII SITIBIICTIUIV Figgge 1 . Conceptual framework for the stress process . Adapted from House (1981) . 13 W W OF W’s ROLE W’s Pm W’s ROLE CONFLICT CONFLICT mm ”TIM” 1.! of children ZwicuHMNua*nn$ed 3Jnmn‘mfeqphamnnt Fig_1_1_re 2 . Adapted theoretical framework to associate women' s role conflict and.perception of marital satisfaction. three key concepts; stress, social support and health. The variables used in this study, Objective Sources of women's Role Conflict, Women's Role Conflict, and Women's Perceived Marital Satisfaction, are included within the original framework to illustrate their position within the framework. In the original framework, social support is seen as a coping strategy that has the ability to buffer the impact of stress on health. House conceptualized stress as a process first initiated by an individual's response to objective social conditions conceptualized as Stressors. This study's Objective Sources of women's Role Conflict are included within House's conceptualization of Stressors. House suggested that these objective conditions are then perceived, internalized, and ultimately experienced as stress when individuals are unable to fulfill strong needs or values, or when demands and expectations exceed what they perceive they are capable. Accordingly, this study’s variable, women's Role Conflict, is included within House’s conceptualization of Experienced Stress. House 14 conceptualized Health as an outcome affected by the stress process. Included in these outcomes are well-being and life satisfactions. The latter is of interest in this study such that this study's variable, women’s Perceived Marital Satisfaction, is included within Health as a type of life satisfaction. eggpted Theoretical Framework for this Study Figure 2 is a simplified adaptation for use in this study of House's original framework.‘flhat remains are the variables used in this study: (a) Objective Sources of Women's Role Conflict, (b) women's Role Conflict and (c)‘flomen's Perceived Marital Satisfaction. The first variable in the simplified adapted framework, Objective Sources of women's Role Conflict, has been derived from House's broader conceptualization of Stressors. The second variable in the adapted framework, women’s Role Conflict, is conceptualized as a response to objective stressors. In the adapted framework, women's Role Conflict has been derived from House's broader conceptualization of Experienced Stress, and in this context is compatible with this study’s conceptual definition of the variable. The third variable in the adapted framework, women's Perceived Marital Satisfaction, has been derived from House' s broader conceptualization of Health. Marital satisfaction is viewed as a subset of life satisfactions, a component of health as defined.by House, and in this context is compatible with the conceptual definition of marital satisfaction used in this study. 15 The linking mechanisms that capture relationships among concepts is more complex in the original framework due to House' s larger set of variables. The adapted framework consists of only three primary variables that are directly associated. While the focus of this study was not to establish causality between role conflict and marital satisfaction, the adapted framework does utilize directional links congruent with this study’ s hypothesis and research question. The adapted framework visually proposes that the objective sources of role conflict influence role conflict, which in turn influences marital satisfaction. Methods Research Design This study was a secondary analysis of data collected by Tiedje in 1992 that was part of a larger longitudinal study. The present study of women' s role conflict and marital satisfaction utilized only one of the data collection points of the larger study and was executed within a non-experimental correlational design. It was hypothesized that role conflict negatile influenced marital satisfaction. This study also explored- correlations among role conflict, marital satisfaction, and three objective sources of role conflict: (a) number of children, (b) number of weekly hours worked, and (c) type of euployment. Sale Tiedje's original sanple consisted of 201 women selected in 1985 from two broadly defined occupational categories, university faculty and women employed in business. The mean age of the women 16 was 34.6 years. They had.been married an average of 8.6 years, and had an average of 1.6 children. The median total family income was $76,581. Unfortunately, the same demographic information regarding sample subjects at the time data were collected in 1992 (on which this study of role conflict and marital satisfaction was based) was not available, with the exception of the number of children. In addition, other demographic statistics including highest educational level achieved and ethnic background of subjects were not available. Sample subjects involved in the larger longitudinal study provided data over a period of time gathered in the form.of questionnaires known as‘waves I-v; For additional information regarding recruitment, eligibility, and data collection procedures of the original study, refer to Appendix.hm This study of role conflict and marital satisfaction was based on the'wave‘v data point administered.by Tiedje in 1992, with 154 respondents (out of the initial sample size of 201 in 1985). Sample criteria for inclusion in this study of role conflict and.marital satisfaction consisted of the following characteristics at the thme‘wave‘v data were drawn in 1992: (a) subjects were married, (b) subjects had at least one child, and (c) subjects were currently employed..All 154 wave v respondents met the first two aforementioned criteria. Five subjects, however, were not currently employed and were therefore, deleted from this study's data analysis yielding a sample size of 149 for this study. 17 Operational Definitions Role Conflict For this study, role conflict was measured in the eleventh section of the Wave V instrument, titled Role Conflict (Appendix D). Women' s role conflict was operationally defined as the aggregate score from 13 Wave V Role Conflict scale items labeled RC1e, RC1e, RC1e, RC2d, RC2e, RCZf, RC2j, RC2k, RC21, RC2p, RC2q, RC2r, and RC2s. Possible scores ranged from 13 to 65. For this study, the 13 Wave V Role Conflict scale items were reversed to allow for consistency with the marital satisfaction variable; thus higher scores indicated a higher degree of role conflict. Marital Satisfaction For this study, marital satisfaction was measured by use of the same six item sub-scale found in the fourth section of the Wave V questionnaire, titled Life Roles Satisfaction (Appendix D). Three of the items labeled LRSZa, LRSZb, and LRSZd, were phrased as satisfactions, and three items labeled LRSZc, LRSZe, and LRSZf, as strains. Women' s perception of marital satisfaction was operationally defined in this study as the aggregate score of these six Wave V Marital Satisfaction scale items. As in the Wave V study, possible scores ranged from 6.00 to 30.00, with higher scores reflecting higher degrees of marital satisfaction. Hunter of Children This study analyzed the number of children the subjects were raising and caring for . Since the third section of the Wave V questionnaire, titled Parenting, did not include a direct 18 inquiry regarding number of children, one related scale item labeled P6a (Appendix.D) was utilized to arrive at the needed information. number of children was operationally defined.by a new variable that was created having interval values of 1 through 4 directly corresponding to actual number of children, such that response options were: 1 (having one child), 2 (having two children), 3 (having three children), and 4 (having four or more children) . Number of Hours Worked This study utilized existing‘Wave‘V numeric interval data in the first section titled Chronic Stress and Strain in Jobs, and used the item.labeled JSlc (APPOndix.D). This data corresponded directly to the actual number of hours worked such that response options ranged from 12 (twelve hours a week worked), through 70 (seventy hours a week worked) serving as this study's operational definition of the variable. me or W This study measured type of employment as either university faculty or employed in business. This was operationally defined by a dichotomous variable created for this study. The‘Wave V instrument did not specifically request participants to list occupation, but rather asked university faculty to describe more fully their employment conditions in the first section of the questionnaire titled Chronic Stress and Strain in Jobs (Appendix D). By use of item.J813, it was detemmined.that the participants who did not respond at all to 19 this section, and who were currently employed, were employed in business. Status as being currently employed.was determined.by item.J81a. Protection of Human subjects This study was a secondary analysis of research previously epproved. For information regarding previous research approvals and initial subject consent, refer to Appendix 3. Approval was obtained for this study in June 1997, from the University Committee on Research Involving Human Subjects (UCRIHS) at Michigan State University, East Lansing, Michigan (Appendix C). Confidentiality was maintained for all study subjects during this most recent period of data utilization. As with prior research of the subjects, this was facilitated by identification of subjects in the data set by case number only. Instrument The Wave V instrument, Stress and Coping Among Women Professionals, was used in this study (Appendix D). It is an adaptation of the previous Wave I-IV’instruments developed by Tiedje et a1.(1985) to study various dimensions of women's role conflict. The‘Wave‘V instrument is a 52 page self-administered questionnaire that incorporates several types of question formats: forced—choice, short answer narrative, and three five- item.Likert scales responses. The Wave V'questionnaire is organized into 13 sections. 20 Women's Role Conflict For this study, women' s role conflict was measured in the eleventh section of the Wave V instrument using an adaptation of the Role Concurrence Perception scale initially developed by Tiedje et a1. (1985) and utilized in Waves I-IV. The scale was originally designed to measure how women coubine perceptions of role conflict and role enhancement. The adapted scale used by Tiedje for Wave V in 1992 was expanded to 25 itans (13 role conflict items and 12 role enhancement items). The response options ranged from 1 (a_great deal) to 5 (not at all), and within a second Likert scale, from 1 (very true) to 5 (not true at all). The itans were grouped according to three role combinations: (a) overall career-family, (b) career-marriage, and m)uuuwumum. Possible scores measuring role conflict ranged from 13.00 to 65.00. For this study, the 13 Wave V Role Conflict items were used after score reversal. A reliability analysis of these 13 scale items alone yielded an alpha coefficient of .82 for this study. Women' s Perceived Marital Satisfaction Women’ a perceived marital satisfaction was measured in this study by use of the same sub-scale found in the fourth section of the Wave V questionnaire. The sub-scale used measured marital satisfaction as one of three life satisfactions. The three sub-scales were developed by Tiedje et al. (1985) , using an adaptation of Pearlin and Schooler's (1978) measures of 21 satisfactions with life roles. Key elements the scale measured included: (a) a woman's perception of happiness with her marriage, (b) a woman's perception her marriage provides stability, (c) a woman' s perception her marriage provides her with emotional support, and (d) a woman' s perception her marriage is not a source of frustration, anger or insecurity to her. Bach role domain (spouse, parent and employee) was examined with parallel sixritem.scales. All itemm were formatted with Likert- scale response choices with response options ranging from 1 (never or almost never) to 5 (always or almost always). The possible range of marital satisfaction scores was 6.00 through 30.00. Higher scores reflected greater marital satisfaction. Reliability of the marital satisfaction scale items was demonstrated.by Tiedje (1992) with an alpha coefficient of .89. A reliability analysis of these six scale items was repeated for this study and.yielded alpha coefficient of .92. Objective Sources of Women's Role Conflict Objective scale items were present in the Wave‘v questionnaire that addressed the number of children, number of hours worked a week, and type of employment. subjects were asked to report information pertaining to these areas based on current status at the time the‘Wave‘V survey was completed. Data.Analygis Plan A.preliminary review of the existing data set revealed that at the time of the‘Wave‘V survey, five of the subjects were not employed. subsequently, the decision was made to delete these 22 five cases from this study. The rationale for this decision was that the role conflict scale items had been designed and structured for use by employed respondents . Since there was no information available regarding how long the five had been not employed, inclusion of them in analysis of the data could have been a distorting influence. Data analysis was performed by the investigator using the SPSS 6.1 couputer software program. A significance level of p :- < .05 was used in all analysis. Descriptive statistics were computed to examine all variables. Because of the nature of the directional hypothesis based on the theoretical framework , a one- tailed correlational analysis was undertaken. A two step hierarchical regression analysis was performed to answer the research question. Initially, as the dependent variable, women's role conflict was regressed on nunber of children, number of weekly hours worked, and type of employment to determine if these potential sources of role conflict explained any variation in role conflict. Next, as the dependent variable, women’ s perceived marital satisfaction, was regressed on women' a role conflict in addition to the three objective sources of role conflict ; nunber of children, number of weekly hours worked, and type of euployment to determine if those potential sources of role conflict, along with role conflict, explained any variation in marital satisfaction. 23 .Assugptions and Limitations of Study Methodology Assugptions It was assumed that all participants in the study were able to read, comprehend, and understand the questions posed to them in the Wave‘V questionnaire. It was also assumed that the subjects submitted responses that were arrived at in an honest manner, and that sufficient time was allowed for accuracy. Limitations Secondary analysis is inherently limited.by a study design and data collection not specifically geared towards the research questions that drive the secondary analysis. In the present case, there are limitations on information regarding demographics, e.g., income data. Results .As described previously, five variables were used in this study. The descriptive characteristics are summarized in Table 1. Analysis of the Hypothesis and Research Question The hypothesis for this study was: There is a negative correlation between women's role conflict and.perceived.marital satisfaction..A weak but statistically significant negative correlation with 5 - -0.16, p < .05 was observed.between the two variables when employing a one-tailed test, indicating support for the hypothesis. The research question in this study was: How are the potential objective sources of role conflict (number of children, number of hours worked, and type of employment) related to 24 Table 1 Descriptive Characteristics of Study;Variab1es Study variables 2 Mean SD Range Role Conflict 149 36.08 7.92 18.00-61.00 Marital Satisfaction 149‘ 22.83 4.54 9.00-30.00 number of Children 148b 1.98 0.76 1.00- 4.00 Number of Hours Worked: Total Sample 149 44.12 11.38 12.00—70.00 By Type of Employment Faculty 78c 47.01 9.95 20.00-70.00 In Business 71 40.94 12.06 12.00-60.00 aSix cases:missing data; mean substitution within each case used. bOne case missing data;:missing case not used in analysis. 0Five cases missing data; mean substitution for faculty used. perceptions of role conflict and ultimately to marital satisfaction? Step 1 of the hierarchical regression model examined.the effects of the potential sources of role conflict on role conflict. As Table 2 illustrates, number of children, number of weekly hours worked, and type of employment were not statistically significant and thus did not.predict any effect on role conflict. Step 2 of the hierarchical model utilized the same independent variables as Step 1, but in addition, role conflict was entered as the first independent variable due to the 25 Table 2 Table of Stepfil of the Regression Model Dependent‘Variable Role Conflict 2 5 =.033 E sig.=.191 Independent‘variables: g Beta t-sig. Type of Employment -1.92 —.124 .152 (as faculty or in business) 0 Hours Worked .06 .088 .309 O of Children 1.21 .118 .157 previous establishment of a significant correlation between role conflict and marital satisfaction. As Table 3 illustrates, the combined effect of the variables accounting for variation of marital satisfaction was mmall and not significant. Individually, role conflict was the only variable that had a significant effect on marital satisfaction. Discussion Interpretation of Findingg It was ascertained that a weak negative correlation existed between role conflict and marital satisfaction. Therefore, the study findings supported the hypothesis that an increase in role conflict is associated with a decrease in marital satisfaction. 26 Table 3 Table of Stepi2 of the Regression'Model Dependent‘variable Marital Satisfaction 2 5 =.043 E sig.=.177 Independent variables: g Beta E-sig. Role Conflict -.104 -.178 .035* Type of Employment -.771 -.085 .327 (as faculty or in business) 4 Hours Worked -.002 -.004 .959 O of Children .589 .098 .240 *2.< .05 compared.to previous research, this finding was similar to that found in the literature (Greenglass et a1., 1988; Kluwer et a1., 1997; Thompson S‘Walker, 1989; Yogev, 1986). While there was support for the hypothesis, the relationship was a weak one. First, it must be acknowledged that essentially the women were relatively satisfied with their marriages, as evidenced.by a.mean.marital satisfaction score of 22.83 (g2 - 4.54), out of a possible high score of 30.00. In addition, as a group, they did not experience marked role conflict as evidenced.by a mean score of 36.08 (§2 c 7.92), out of a possible high score of 65.00. However, one must still consider the weak 2? nature of the relationship. One possible explanation for the weakness was that the measure of role conflict was potentially inadequate as evidenced by the following: 1. By using only one data.point out of longitudinal data, this study may not have accurately reflected the number of hours subjects worked.per week during most of the period.prior to subject's completion of the instrument. 2. This study lacked an adequate measure of work place flexibility. Type of employment, as university faculty or employed in business, did not specifically address the issue of work place flexibility, a potential buffering agent on role conflict. 3. This study lacked.measures of the amount and type of support from others such as family; friends, or professional services. Such support is also a potential buffering agent on role conflict. It was ascertained that the potential sources of role conflict (number of children, number of hours worked, and type of employment) were not related to women's perceptions of role conflict and subsequent marital satisfaction. With respect to role conflict, these findings are somewhat divergent from previous role conflict research. The literature often supported the importance of each potential source of role conflict used in this study (Moore & Gobi, 1995; Schwartz, 1989), especially the number of children (Rogers, 1996), as being key elements in the development of women's role conflict. However, most of the women 28 in this study had only one or two children. This may possibly explain the lack of association between number of children and role conflict found in this sample. Interestingly, however, while the literature identified increased hours of amloyment and certain types of employment with increased role conflict, women in this study worked more than 40 hours weekly either in business or as faculty. While faculty worked more hours (13 - 47.01, SD - 9.95) than women employed in business (M - 40.94, §_l_)_ - 12.06), no differences were seen in perceptions of role conflict for either group. These results may be explained by both employment types possessing work-place flexibility, a characteristic often lacking in types of enployment such as non-professional blue and pink collar occupations. Several other issues regarding the sanple bear exploration as possible factors in yielding the results of this study. First, study outcomes may have been affected in part by the homogenous demographic characteristics of the sample, i.e. , professional status and middle to upper income. Additionally, there was a lack of demographic information regarding the Wave V subjects . No information was available regarding subjects' ages , income, ethnic, or educational backgrounds . Broad assumptions could be made regarding age , income and educational backgrounds based on clues such as correlating ages of children to ages of subjects, university faculty being highly educated, and women uployed as faculty and in business earning middle to high incomes. Still, had such dmographic information been available, it is possible 29 study results would have been rendered more conclusive by virtue of factoring in the variability of additional demogrephic information. Another issue pertaining to study subjects and subsequent study results was the easily identifiable truncation of the sample in regard to both.marita1 satisfaction and role conflict. Keeping that in.mind, it is reasonable to wonder if the correlation.between role conflict and.marital satisfaction would have been greater, had the sample experienced.more role conflict and less marital satisfaction. Implications of Results for Theoretical Framework This sample was relatively satisfied with:marriage and possessed a relatively low degree of role conflict. In addition, role conflict of the sample was not associated with number of children, number of hours worked, and type of employment. The theoretical framework used for this study illustrated a directional association between role conflict and.marital satisfaction. Results of this study did support a directional negative correlation among role conflict and.marital satisfaction. In this regard, use of the theoretical framework was eppropriate. However, study results did not support any direct association of the objective sources of role conflict (number of children, number of hours worked, and type of employment) with role conflict, or indirect association with marital satisfaction. Regarding this, study results did not 30 support the inclusion of these objective sources of role conflict within the theoretical framework . Elications of Results for Existifl Literature There have been few past studies attempting to specifically focus on and associate women' s marital satisfaction and role conflict (Yogev, 1986) as this study did. Because analysis of the data did support the hypothesis, some new knowledge was gained by virtue of these results. Thus, these findings do add to the existing body of knowledge regarding these variables as both concepts and dynamic phenomena. alications of Results for Advanced Nursing Practice and Primary Care Results of this study suggested that there was a negative correlation between women' s role conflict and marital satisfaction as eaqaected. However, these women identified low levels of role conflict and high levels of marital satisfaction. These results lead to several practice inplications for advanced practice nurses (APWs) in primary care. The APN in primary care has the unique opportunity to develop professional relationships with uployed, married women. The APW can acknowledge that while there may be some role conflict, marital satisfaction is still often high. The APR can reframe this dynamic for clients as a positive phenomenon women have achieved through successful coping measures . Positive reinforcement and support can be offered to women by the APN to perpetuate such effective coping. In addition, the APR can help 31 women explore and identify the sources of successful coping strategies to build an awareness of resources that can be tapped into if difficult or stressful situations arise in the future. Simultaneously, the APN needs to recognize that clients who are successfully coping and functioning at high levels may still have concerns regarding role conflict andumarital satisfaction that must not be overlooked. It is important for the APN to recognize that the potential exists for women clients to experience more role conflict and less marital satisfaction than the women in this study. The APR can assess for such increased role conflict through direct inquiry in the health history. If role conflict is identified, further focused inquiry can be conducted to ascertain the woman's perceived.marital satisfaction. The.APN can address this further with the client and explore options available to the woman, such as counseling services, stress management techniques, and whatever the client, herself, might perceive as helpful. Such interventions that include the spouse and address the marital dyad may be indicated. Other interventions to reduce role conflict might include values clarification, priority setting, learning problem solving skills, and time management techniques. In addition, based on individual identification of the sources of role conflict, the LEN can work with clients to utilize community resources that have a potential to lessen role conflict. Such community resources could include work-site child care, support groups, 32 and relaxation techniques. If such services are not available in the coummity, the AER may be instrumental in the development and implementation of them. It is incumbent on the AER in primary care to keep informed of current research pertaining to women's role conflict and marital satisfaction. An ongoing effort to integrate accurate and relevant research findings into practice should.be of priority. Recommendations for Further Research This study found that women's role conflict is but one factor associated with women' s marital satisfaction. More research is needed to explore what other factors, such as coping strategies and coulmmication patterns , may be that influence marital satisfaction of women. In addition, this study determined that the number of children, number of hours worked, and.type of employment were not sources of women's role conflict. Additional research needs to be undertaken to identify more definitively the sources of role conflict such as limdted financial and.other resources, little opportunity for access to domestic goods and services, and compromised social support, which were not available in this study. This study utilized a homogenous sample in termm of geographic location and.professional career status. Future studies with.more diverse samples may reveal that women’s role conflict is more strongly correlated with marital satisfaction than was evident by results of this study. For example, subjects of different ethnicity, income and education levels, geographic 33 location, and employment types would enhance future sample diversity. The instrument in this study may not have adequately captured degrees of role conflict and marital satisfaction. Future consideration should.be given to expanding the measurement of these phenomenon with qualitative means. This could.be accomplished through the use of focus groups and.personal interviews. By continuing to hone and refine the description and measurement of women’s role conflict and marital satisfaction, it :may be ascertained what the other objective and subjective factors are that go into the development of role conflict and marital satisfaction. This study utilized only women as subjects. While it is important to continue research that focuses on women's unique responses to role conflict and.marital satisfaction, further research including partners could be useful in exploring the variables. am Little is found in the literature regarding the association between role conflict and.marital satisfaction. In this study, these two variables were examined, along with the number of children, number of weekly hours worked, and type of employment. It was found that as role conflict increased, marital satisfaction decreased for employed.married women. This information encourages APNs to assess working women's sense of role conflict to provide interventions that might reduce such 34 conflict.2More research is needed as more women are working and are likely to be challenged with experiencing a multitude of concurrent roles. APPENDICES APPENDIX A RECRUITMENT , ELIGIBILITY, AND DATA COLLECTION PROCEDURES OF '1" ORIGINAL STUDY 35 RECRUITMENT, ELIGIBILITY, AND DATA.COLLECTION PROCEDURES OF THE ORIGINAL STUDY Recruitment and Eligibility of the Original Sample This study utilized an existing data set (Tiedje, 1992) that is part of a larger longitudinal data set (Tiedje et a1., 1985- 1997). Initially, Tiedje's study sample consisted of 201 women selected in 1985 through 1986. Potential participants were initially identified through employers. Inclusion criteria required women to: (a) work at least 30 hours a week, (b) be married, (c) currently be residing with their spouse, and (d) have at least one child.between 12 months and five years of age. University professors were identified from faculty lists of the four largest universities in Michigan and.the two largest in the greater Chicago area..All universities contacted agreed to participate. A.telephone screening interview technique was used to ascertain eligibility of all females on the lists. From this method, 116 women were identified as eligible, of which 108 (93%) agreed to participate. Business women were selected from.firms in the same geographic vicinity as the universities. They were recruited through stratified random samples of law, accounting, advertising and.banking companies that had 50 or more employees, were located within a five-county area in Michigan or in Cook County Illinois, and having one of four Standard Industrial Classification (SIC) codes corresponding to the four industries identified. The four 36 SIC codes corresponded to four industries that tend to attract fanale professional level employees. The sampling frame was stratified by size into small, medium and large companies. In all, 104 companies were contacted; 72 in Michigan and 32 in Illinois. Of the Michigan companies, 68 (94%) agreed to participate, as did 26 (81%) of the Illinois based firms . Because of concerns related confidentiality issues, most companies were reluctant to release names of their employees. To circumvent this , the personnel director of each firm was entrusted to identify all professional level women who met the eligibility criteria. In 70% of the companies, the personnel director was able to identify all such women and obtained permission for the researchers to contact the women directly. In cases where the personnel director was unable to identify eligible subjects, directors were asked to distribute letters to all professional level employees. The letter described the study and included a reply form to indicate eligibility and interest of any women who wished to participate. By utilizing this process, 98 eligible business women were identified, of whom 93 (95%) agreed to participate. Data Collection Procedures In the original longitudinal study, once study participant' s consents were obtained (Appendix B) , data collection consisted of a personal interview and self-administered questionnaire completed at four month intervals over a twelve month period of 37 time (waves I-IV, 1985-1986). In addition, spouses of participants completed self-administered questionnaires at the first and fourth data collection times (waves I and IV). The data this study utilized was collected from.a follow-up questionnaire administered seven years later, known as‘Wave‘V. Prior to mailing of the wave‘v questionnaire, an effort was made to contact the original 201 participants. Each woman was sent a letter with a return postcard to confirm current address and willingness to participate. In addition, telephone contact was made to many of the original participants to confirm the same. Of the original 201 participants, 190 were located. Of these, ten expressed a desire to continue on in the study, but not to participate in wave V; Questionnaires were mailed to the remaining 181 women in the fall of 1992. Of these women, 154 completed and returned the requested information. ‘Wave v questions included queries about father's participation in child care, role conflict, and satisfaction with employment, marital and parental roles. An instruction sheet with sample questions was included with the questionnaire, along with instructions specific to each section of the instrument. The information collected in wave'V'was completed.by women only; spouses did not participate. APPENDIX B PREVIOUS RESEARCH APPROVALS AND SUBJECT CONSENT 38 PRINUINIS RESEEJKfliJKPPRONfiJfiBIflflD SUBJEKHECXMWSENT March 5, 1986 HEHORANDUH T0: Dr. Linda Wilson Vice President for Research FROM: James Vessel SUBJECT: Human Subjects Review Committee The Institute for Social Research Human Subjects Review Committee has reviewed the proposal entitled ”Stress and the Caping Process: Role Strain and Role Conflict inn Hommen Professionals,” to be conducted by Camille B. Wortman with support from the National Science Foundation (862110). The Committee finds that this research satisfies the HHS directives as to the protection of the rights and welfare of human subjects. The investigator is hereby reminded of his obligation to advise the Review Committee of any change in protocol which might call into question the involvement of human subjects in a manner at variance with the considerations on which this approval is based. 4%.! James Vessel Assistant Director JW/agj cc: DRDA - Project Representative Hans Wagner Camille Wortman ISR OFFICE OF RESEARCH AND GRADUATE STUDIES University Committee on nascent: Involving Human Subjects (UCRIHS) Michigan State Univetsity 232 Administtation Building East Lansing. Michigan 48824-1046 517/355-2180 FAX; 517/4324 III I' ‘e utmgm Sta? Un-‘terslry (trauma m mm 5: <1 I :5 J" J‘Dflttf't! a! M“, 39 MICHIGAN STATE UNIVERSITY February 19, 1996 To: Linda Beth Tiedje A-230 Life Sciences Building RE: IRBfl: 96-059 TITLE: MULTIPLE ROLE WOMEN: A FOLLOW UP REVISION REQUESTED: N/A CATEGORY: l-C APPROVAL DATE: 02/19/96 TheOUniversity Committee on Research Involving Human Subjects'IUCRIHS) reView of this prOJBCt is complete. I am pleased to adVise that the rights and welfare of the human subjects appear to be adequately protected and methods to obtain informed consent are appropriate. herefore. the UCRIHS approved this project and any revisions listed above. RENEWAL: UCRIHS approval is valid for one calendar year. beginning with the approval date shown above. Investigators planning to continue a progeet be and ene year must use the green renewal form (enclosed with t e original agproval letter or when a. project is renewed) to seek u date certification. There.is a maXimum of four such expedite renewals ossible. Investigators wishing to continue a progect beyond tha time need to submit it again or complete reView. REVISIONS: UCRIHS must review any changes in procedures involving.human subjects, rior to initiation of t e change. If this is done at theOtime o renewal, please use the green renewal form. To reVise an approved protocol at any other time during the year. send your written request to the CRIHS Chair, requesting reVised approval and referenCing the project's IRB # and title._ Include in our request a description of the change and any revised ins ruments, consent forms or advertisements that are applicable. PROBLEMS] CHANGES: Should either of the followin arise during the course of the work, investigators must noti y UCRIHS romptly: (1) roblems (unexpected Side effects‘ comp aints, e c.) involving uman subjects.or I2).changes in the research environment or new information indicating greater risk to the human sub ects than existed when the protocol was previously reviewed an approved. If we can be of any future help, lease do not hesitate to contact us at (517)355-2180 or FAX (517I4 2- 171. Sincerely, vid E. Wright, UCRIHS Chair DEW:bed 40 PARTICIPANT INFORMED CONSENT Stter s and Coping Among Women Piofessionals Institute for Social Research University of Michigan I understand that the Institute for Social Research wants to study stress and ceping in married women . professionals who have small children. I understand that I will be interviewed four times over the course of the study about the problems I encounter in being a professional, a wife, and a mother, how I view these problems and how I manage them. I understand that my participation in this study is completely voluntary, and that I may withdraw from the study at any time. In addition, I understand that if I do not wish to answer a particular question, I may refuse to do so. If I have any concerns or questions about the study, I understand that I may contact Dr. Carol Emmons at (313)763' 4475 or Dr. Camille Wortman at (313)763- -2359, and they will try to answer my questions to my satisfaction. Finally, I understand that the Institute for-Social Research will keep all information completely confidential. Neither the National Science Foundation (NSF) nor any other agency, organization or academic institution will obtain information about individual respondents. NSF will, however, be provided with a final report with statistical. data from everyone combined. Respondent's Name (please print): A ’ .- Respondent's Signature: . .m.‘ Witness: _' Whi— ! . Date: APPENDIX C CURRENT (1997) RESEARCH APPROVAL omcs or RESEARCH AND GRADUATE STUDIES University Commitle Research Involvmg Human Sublects (U1281118) ’31? ;a:1 State University 245 ‘1:- =3stralicn Building E25: iansinq. Michigan 48824-1046 517/355-2180 :ix 517/432-1171 41 CURRENT (1997) RESEARCH.APPROVAL MICHIGAN STATE UNIVERSITY May 20, 1997 TO: Linda Beth Tiedje . . A-230 Life Sciences Building RE: IRB#: 97-338 ‘ TITLE: WOMEN'S PERCEIVED MARITAL SATISFACTION AND ROLL CONFLICT - REVISION REQUESTED: N/A CATEGORY: 1 - E APPROVAL DATE: 05/19/97 The University Committee on Research Involving Human Subjects'(UCRIHS) review of this project is complete. I am pleased to adv as that the rights and welfare of the human subjects appear to be adequately rotected and methods to obtain informed consent are appropriate. herefore, the UCRIHS approved this project and any revisions listed above. RENEWAL: REVI S I ONS : PROBLEMS] CHANGES : UCRIHS approval is valid for one calendar year, beginning with the approval date shown above. Investigators planning to continue a progeet beyond ene'year must use the green renewal form (enclosed with t e original agproval letter or when a. preject is renewed) to seeh u date certification. There.is a maximum of four.such expedite renewals possible. Investigators wishing to continue a project beyond that time need to submit it again or complete reView. UCRIHS must review any changes in procedures involving.human subjects, rior to initiation of t e change. If this is done at the time o renewal, please use the green renewal.form. To revise an approved protocol at any 0 her time during the year, send your written reqnest to the. CRIHS Chair, requesting revised approval and referenCing the project's IRB # and title.. Include in our request a description of the change and any reVised ins ruments, consent forms or advertisements that are applicable. Should.either of the followin arise during the course of the work, investigators must noti UCRIHS romptly: (1) roblems (unexpected side effects, comp aints, e c.) involving uman subjects.or (2).changes in the research environment or new information indicating greater risk to the human sub'ects than existed when the protocol was previously reviewed an approved. If we.can be of any future hel lease do not hesitate to contact us at (517)355 Sincerely, avid E. Wright, Ph.D CRIHS Chair -2180 or FAX (517)4gé- 171. Mary E. Markle APPENDIX D STRESS AND COPING MG W PROFESSIG‘ALS 42 STRESS AND COPING AWNG worm PROFESSIONALS: WAVE V’SECTION ‘11 TITLED ROLE CONFLICT USED IN THIS STUDY TO MEASURE ROLE CONFLICT RC1. Professional people sometimes experience conflicts between their work and family roles . The next questions focus on how you think your performance in various roles is enhanced or hurt by the fact that you are involved in multiple roles. A Great Quite Sol. Just a Deal a Bit Little (1) (2) (3) M) RCla. How much does your per— formance in your career suffer because of your family life or responsibilities? RCIc. How much does your relationship with your husband suffer because of your career or your responsibilities at work? RC1e. How much does your relationship with your child(ren) suffer because of your career or your responsibilities at work? Not at (5) 43 RC2. Please indicate how true the following statements are of yomurtflummghts amxmat comdeUungaaIcareer'auuizfmmilyu Very fairly Souwhat lot Very lot at True True True True All True (1) (2) (3) (4) (5) RC2d. Having a family has slowed down my career development. RCZe. Having a family makes it difficult for me to compete professionally with men, single people, and people without children. RCZf. My family causes me to have distractions and interruptions at work. RCZj. Having a career often leaves me too exhausted to enjoy time with my husband. RC2k. Having a career leaves me with too little time to support my husband's career the way I should. RC21. My having a career places more demands on my husband, leaving him with less time to devote to his own career. RC2p. Having a career causes me to miss out on some of the rewarding aspects of being a parent. RCZq. Having a career often causes me to be tired, irritable, or short- tempered with my child(ren). RC2r. Having a career leaves me with too little time to be the sort of mother I'd like my child(ren) to have. RC2s. Because of my family response- ibilities, the time I spend working is less enjoyable and.more pressured. 44 WAVE V SECTION *4 TITLED LIFE ROLES SATISFACTION USED TO MEASURE MARITAL SATISFACTION IN THIS STUDY LRSZ. I'd like you to think about all the pleasures and problems that go into daily life with your husband. Taking everything into consideration, during the past month, how often have you: Never or Rarely Satin” Often Always or Almost Almost lever Always (l) (2) (3) (4) (5) LRSZa..felt happy in your marriage? LR82b..felt satisfied in your marriage? LRSZc..felt frustrated or angry in your marriage? LRSZd..enjoyed.yourself in your marriage? LRSZe..felt insecure in your marriage? LRSZf..felt unhappy in your marriage? 45 WAVE V SECTION #3 TITLED PARENTING USED TO MEASURE NUMBER OF CHILDREN IN THIS STUDY P6. Here are some descriptions of children's behavior. We’d like you to indicate how much each describes the behavior of each of your children during the past month by circling the appropriate number. Start with the youngest child. For their afl are your child(ren) . . . P68. . .Restless and overactive? 1. Very Much 2. Pretty Much 3. Jllst a little 4. Not at all M0 M6 M0 1 1 2 2 3 3 4 4 w... 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