Feelings of competency in the parental role, termed parenting self-efficacy, have been associated with well-being and positive parenting outcomes. Given the unique stresses inherent in raising a child with autism, parents may find it challenging to maintain a positive sense of well-being and self-efficacy. Study aims were to investigate associations between maternal self-efficacy and parenting cognitions among mothers of children with autism. Mothers (n = 170) completed questionnaires on paper or via the Internet. In a hierarchical linear regression, depression, parenting stress, agency, and guilt each accounted for unique variance in maternal self-efficacy when controlling for time since diagnosis and the presence of a second child with a disability. Autism knowledge was not associated with parenting self-efficacy. Self-efficacy appears to be associated with well-being, agency, and feelings of guilt among mothers of children with autism. Parent- and family-based interventions designed to support parental well-being and focusing on parenting cognitions may enhance parenting self-efficacy.

Maternal self-efficacy and associated parenting cognitions among mothers of children with autism.

The purpose of this article was to propose and test a motivational model of work turnover. The model posits that feelings of relatedness toward work colleagues and feelings of competence jointly and positively affect self-determined work motivation, which in turn facilitates work satisfaction but prevents emotional exhaustion. Moreover, work satisfaction and emotional exhaustion respectively lead to negative and positive effects on turnover intentions. Finally, over time, turnover intentions translate into turnover behavior. A total of 490 alumni from a school of administration completed a questionnaire assessing the various components of the motivational model. Results from structural equation modeling analyses (with EQS; Bentler, 1992) supported the motivational model. Results are discussed in light of the relevant literature, and future research directions are proposed.

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A Motivational Model of Work Turnover

The present study investigated how both mindfulness and managerial autonomy support affect work adjustment. Two hundred and fifty-nine working adults were recruited online, and they were assessed for individual differences in mindfulness and the autonomy-supportive versus controlling style of their management at work. Also assessed were indicators of work-related adjustment, namely, burnout, turnover intention, and absenteeism. Results showed that both autonomy support and mindfulness had direct relations with employee work well-being. Less autonomy-supportive work climates thwarted employee’s basic psychological needs at work, which partially explained the association of lower autonomy support at work and decreased work adjustment. These indirect effects were moderated by mindfulness. Specifically, people higher in mindfulness were less likely to feel need frustration, even in unsupportive managerial environments. Mindfulness thus appears to act as a protective factor in controlling work environments. These results not only highlight mindfulness as a potential pathway to wellness at the workplace, but also speak to the relevance of autonomy support in work environments in promoting employee work well-being.

Mindfulness, Work Climate, and Psychological Need Satisfaction in Employee Well-being

The purpose of this study was to gain insight into the relations between time use, dissatisfaction, and marital conflict about the division of house-hold labor and paid work. A cross-sectional survey was conducted among 54 Dutch couples who were either expecting their first child or had a first child under 12 months old. Couples experienced more conflict about household labor than about paid work. Conflict about household labor was related solely to wives' dissatisfaction with the division of household labor which was predicted by both their own and their spouse's contribution to housework. Conflict about paid work revolved around both spouses' dissatisfaction with the husband's working hours. The majority of spouses preferred husbands to spend less time on paid work.

Marital conflict about the division of household labor and paid work

The division of labor as a source of conflict is a concern for many couples. This study goes beyond the mere prediction of the amount of marital conflict by scrutinizing the relationship between spouses' discontent with the division of labor, their conflict interaction patterns, and subsequent outcomes. In addition, it aims to explain the relationship between wives' discontent with the division of labor and their conflict avoidance by looking at the moderating effect of spouses' gender role ideology. A survey of 494 Dutch couples showed that constructive and destructive conflict outcomes were predicted by spouses' discontent with the division of labor via marital interaction. The wife's discontent with housework was positively related to wife-demand/husband-withdraw interaction, which, in turn, predicted destructive conflict outcomes. Constructive conflict outcomes were predicted by mutually integrative interaction, which was, in turn, predicted by lower levels of discontent with the division of labor. Finally, traditional wives and wives with traditional husbands were more inclined to avoid conflict about the division of labor-despite their discontent-than egalitarian wives and wives with egalitarian husbands.

The marital dynamics of conflict over the division of labor

College women's intentions to return to work following childbirth were compared to behavior 10 years later. Using an Ajzen-Fishbein model, college intentions were significantly related to how soon a mother returned to work after the birth of her first child. The amount of variance explained was significant for intentions and behavior. College intentions were influenced by perceived consequences, approval of significant referents, and personal control. Return to work was predicted by intention to do so, even though the behavior occurred an average of seven years after the intention was declared. This behavior was more likely to occur among those who had a sense of personal control.

Returning to Work Following Childbirth: The Relationship Between Intentions and Behavior

Tables Preface Sources of Ambiguity in Women's Development: The Context The Women as College Students Careerists Homemakers Breadwinners Nesters Summarizing the Big Picture Implications and Future Directions Appendix Selected Bibliography Index

Work-Family Role Choices for Women in Their 20s and 30s: From College Plans to Life Experiences

In the attempt to overcome shortcomings of previous research on women's employment patterns, married women's employment behavior was examined successively over a five year period (1976–1981). Logistic regression and discriminant function analyses were performed on a sample of 366 wives in dual earner families from the Panel Study of Income Dynamics. Attitudes as well as work and family factors differentiated women who worked continuously full-time from women who worked either part-time or intermittently during the five year period. The findings are discussed in the context of social change and the impact of changing norms on married women's work patterns.

A panel study of married women's work patterns

The purpose of this study was to understand the reasons why college-educated women leave organizations after childbirth. Results from 228 women who participated in a study of intention to work following childbirth indicated specific work and family factors that differentiated mothers who returned to work from mothers who stayed home after childbirth. Comparisons were also made between women who had a child and those who anticipated having a child. The findings are discussed in terms of their implications for organizational policy makers.

Factors influencing women's decision to leave an organization following childbirth

In the attempt to overcome shortcomings of previous research on women's employment patterns, married women's employment behavior was examined successively over a five year period (1976-1981). Logistic regression and discriminant function analyses were performed on a sample of 366 wives in dual earner families from the Panel Study of Income Dynamics. Attitudes as well as work and family factors differentiated women who worked continuously full-time from women who worled either part-time or intermittently during the five year period.

Eileen Kaplan

Papers

Returning to Work Following Childbirth: The Relationship Between Intentions and Behavior

Work-Family Role Choices for Women in Their 20s and 30s: From College Plans to Life Experiences

A panel study of married women's work patterns

Factors influencing women's decision to leave an organization following childbirth

A panel study of married women's work