School of Social Service Adminstration

This study examined the interplay of parental racial-ethnic socialization and youth multidimensional cultural orientations to investigate how they indirectly and directly influence
youth depressive symptoms and antisocial behaviors. Using data from the Korean American Families (KAF) Project (220 youths, 272 mothers, and 164 fathers, N = 656), this study tested the relationships concurrently, longitudinally, and accounting for earlier youth outcomes. The main findings include that racial-ethnic socialization is significantly associated with mainstream and ethnic cultural orientation among youth, which in turn influences depressive symptoms (but not
antisocial behaviors). More specifically, parental racial-ethnic identity and pride discourage youth mainstream orientation, whereas cultural socialization in the family, as perceived by youth, increases ethnic orientation. These findings suggest a varying impact of racial-ethnic socialization on the multidimensional cultural orientations of youth. Korean language proficiency of youth was most notably predictive of a decrease in the number of depressive symptoms concurrently,
longitudinally, and after controlling for previous levels of depressive symptoms. English language proficiency was also associated with a decrease in depressive symptoms, implying a benefit of bilingualism.

The consequences of hours of employment for a worker's work-life interface depends not only on the number of hours of work but also whether a worker perceives that they have some discretion over the setting and timing of their work hours and schedule. When a worker perceives to lack such discretion, this may have at least as much adverse effect on work-life balance as working long or extra hours. This research analyzes data from a large nationally representative survey in the US that permit observation of six indicators of employee-centered flexibility, discretion or control that may or may not be available to workers. Three types of flexibility include the extent to which the employee sets their own scheduled hours, can vary their daily starting and quitting times of work and can take time off during the work day. Three types of inflexibility include whether their overtime hours of work are required by their employer, work shift times are irregular and actual hours of work are longer than their preferred number of hours. Multinomial regression analysis finds that a longer duration of weekly hours, extra days worked per month and working full-time work hours enhances both conflict and fatigue. When controlling for these effects of longer hours, however , having discretion in setting their own work schedule, an ability to vary their own starting and quitting times of work and to take time off during the work day are all associated with lower work-life conflict. Similarly, an inability to refuse overtime work or to realize a preference for part-time hours, and working irregular shift times, are all associated with greater work-family conflict. Having discretion over schedule, ability to take time off during the day and flexible start and end times are all associated with less daily fatigue among full-time workers and salaried workers, however, not among hourly paid workers. Having mandatory overtime work is associated with greater frequency of fatigue, but working irregular shift times has no relation to fatigue. The analysis suggests that an employment relationship of the future that features the type of flexibility which permits better integration of work with non-work time, will promote better daily work-life balance. In particular, granting employees more autonomy to set and adjust the timing of their work schedules will help counter the deleterious effects of longer work hours on the daily well being of workers. The implications for collective action through public policy or collective bargaining, in countries such as US and Australia, are that creating more individualized working time structures and options for more workers would better facilitate daily work-life balance. . Extending the demands-control model: A daily diary study of job characteristics, work-family conflict and work-family facilitation. Journal of Occupational and Organizational Psychology (2005), 78, 155-169 Byron Kristin, A meta-analytic review of work-family conflict and its antecedents Journal of Vocational Behavior 67 (2005) 169-198.