Insights Into Time & Place Management — Quick Insight 6 | TPM
does the influence of time & place management (tpm) policies differ by worker family care responsibilities?
Based on an analysis by Lisa Stewart Ph.D., Assistant Professor in the Department of Health, Human Services and Public Policy at California State University Monterey Bay
May 2014—One of the most compelling reasons that organizations provide TPM policies is to help their employees manage family responsibilities; yet, little is known about whether these policies work as well for workers with more intense and complex care responsibilities as they do for workers with more moderate care responsibilities. For some workers, family care refers to typical care provided to school age children. For other workers, it refers to long hours spent providing care for a disabled spouse.
- Formal TPM policies generally had positive effects for groups near the “typical” end of the family care continuum, but no significant effects for groups near the exceptional end of the family care continuum.
TPM policies have positive effects on work engagement and organizational commitment for workers with care responsibilities for older adults, and positive effects on job satisfaction for workers with care responsibilities for children. TPM policies do not have significant effects on any of the three outcomes (work engagement, organizational commitment, and job satisfaction) for workers with sandwich or exceptional care responsibilities. Formal TPM policies—at least as most organizations have implemented them—may not be very effective for workers with exceptional care responsibilities.
- Informal TPM-related workplace supports have positive effects for all groups with family care responsibilities.
Informal TPM-related workplace supports, particularly supervisor support, are effective for both workers with typical care responsibilities and those with exceptional care responsibilities. Informal supports are arguably more adaptable to the specific circumstances in which workers find themselves. For instance, while it could be difficult to craft a formal flexible scheduling policy to adequately meet the needs of a worker caring for a disabled spouse and minor children, a supportive supervisor could help workers balance their family responsibilities, even if those responsibilities were relatively intense or uncommon.