Transcript PPT, pdf

The Impact of a Multilevel Intervention on
Work-Family Conflict in a Randomized
Controlled Trial
Presenter: Alyssa Westring, PhD
with:
Joint Principal Investigators:
Jeane Ann Grisso MD MSc & Stephanie Abbuhl MD
Emily Conant MD, Mary Sammel ScD, Rebecca Speck PhD
MPH, Patricia Scott, Lucy Tuton PhD
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Background
• “Beyond Bias & Barriers” report
noted importance of
“unrecognized features of the
organizational culture that affect
men & women differently”
• Led to 2008 NIH RFA “Research
on causal factors and
interventions that affect the
careers of women in science”
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Overview
Our Goal:
To create an environment
where women can succeed
fully in their careers,
maximizing their contributions
to academic medicine and
improving workplace for all
faculty
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3-Tiered
Intervention
Theoretical Model
Level 1
Women
Faculty
Proximal
Outcomes
Senior
Leadership
Women
Faculty
Distal
Outcomes
Department/
Division
Outcomes
Level 2
Department/
Division
Task Forces
Level 3
Women
Assistant
Professors
Culture
conducive
to
Women’s
Academic
Success
- Job
satisfaction
- Job
commitment
- Publications
- Grants
- Implement
Task Force
recs
- Work selfefficacy
- Intention
to leave
- Culture
change
- Work-family
conflict
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Research Design
Baseline Survey
N = 133
Cluster
Randomization
Intervention
Follow-up
Survey
N = 130
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Key Research Questions
1. What is the impact of the
intervention on work-family
conflict?
2. How does
department/division culture
affect these relationships?
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Research Question 1
• Work-Family Conflict
• Time-based and Strain-based WIF and FIW
• Carlson, Kacmar, & Williams (2000)
• Good reliability at baseline and follow-up
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Research Question 1
Changes in Conflict over Time
TWIF
SWIF
TFIW
SFIW
% decrease
over time
p-value
2.4%
6.8%
3.0%
1.2%
0.168
0.006
0.256
0.559
*controlling for baseline conflict levels
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Research Question 1
Conflict change
TWIF
SWIF
TFIW
SFIW
Intervention vs
p-value
control difference
(d)
- 0.054
0.024
0.058
- 0.138
0.704
0.879
0.690
0.129
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*controlling for baseline conflict levels
Research Question 2:
Does culture matter?
Culture Conducive to Women’s Academic Success (CCWAS)
Culture Conducive
to Women’s
Academic Success
Freedom
from
Gender
Bias
Support
for
Work-Life
Balance
Equal Access to
Opportunities
Chair
Support
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TWIF
Research Question 2:
Culture Matters at Baseline
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SWIF
Research Question 2:
Culture Matters at Baseline
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Research Question 2
• Understanding changes in WFC as a
result of unit culture
• Analyses collapsed across
intervention/control groups
• Model for culture validated at Time 2
Culture Conducive
to Women’s
Academic Success
Freedom
from
Gender
Bias
Support
for
Work-Life
Balance
Equal Access to
Opportunities
Chair
Support
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Research Question 2
Culture Scores over Time
• Across conditions, culture improved
significantly over time
• t = 2.61, p = .007
• No significant differences between
intervention and control conditions
• t = .55, p > .05
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Research Question 2:
Predicting changes in TWIF
Coefficient P-value
Baseline Unit CCWAS
-.44
.059
CCWAS Change
-.40
.051
Baseline TWIF
-.41
.001
Constant
2.69
.003
*adjusting for baseline levels of TWIF and clustering within units by culture
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Research Question 2:
Predicting changes in SWIF
Coefficient P-value
Baseline Unit CCWAS
-.18
.232
CCWAS Change
-.45
.037
Baseline SWIF
-.44
.001
Constant
1.85
.001
*adjusting for baseline levels of SWIF and clustering within units by culture
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Research Question 2:
Predicting changes in TFIW
Coefficient P-value
Baseline Unit CCWAS
-.53
.001
CCWAS Change
-.35
.083
Baseline TFIW
-.41
.001
Constant
2.85
.001
*adjusting for baseline levels of TFIW and clustering within units by culture
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Research Question 2:
Predicting changes in SFIW
Coefficient P-value
Baseline Unit CCWAS
-.19
.185
CCWAS Change
-.08
.734
Baseline SFIW
-.45
.001
Constant
1.53
.001
*adjusting for baseline levels of SFIW and clustering within units by culture
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Conclusions
•Strain-based work-interferencewith-family decreased for
intervention and control units.
•Culture matters for work-family
conflict over time
• More supportive cultures at baseline are
associated with lower conflict over time
• Greater improvements in culture are
associated with lower conflict over time
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Limitations
• Interventions were not directly
targeted to address work-family issues
• Post-intervention outcomes are
measured only 2 months after 3-year
intervention
• Variable levels of engagement at
individual & department levels
• Contamination & Co-intervention
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Discussion
•What have we learned so far?
•Where do we go next?
We appreciate your insights and
suggestions!
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