Caregivers of Children with Special Healthcare Needs: A Quantitative Examination of Work-Family Culture, Caregiver Burden, and Work-Life Balance

The purpose of the current study was to examine the relationships between organizational work-family culture, caregiver burden, and work-life balance among employed caregivers of children with special healthcare needs. The potential moderating role of organizational work-family culture in the relationship between caregiver burden and work-life balance was also investigated. Using convenience sampling, data were collected from 150 primary caregivers who work or recently worked in the past three months and have at least one child with a special healthcare need. Participants completed an online survey. Findings revealed increasing caregiver burden was related to lower work-life balance, while organizational work-family culture was positively related to it. Organizational work-family culture, and two of its three facets (i.e., managerial support and time demands), were significant moderators, but only before COVID-19. Future researchers could focus on underrepresented groups and communities, examine organizational work-family culture in various industries, and improve work-life balance during social and economic downturns. With increases in dual earner and single parent households, employers should consider how their culture supports employees with households with a child with special healthcare needs. This is the first study to apply organizational work-family culture to employed caregivers with a child with special healthcare needs and test it as a moderator of the relationship between caregiver burden and work-life balance. Caregiver burden is negatively related to work-life balance. Organizational work-family culture is positively related to work-life balance. Organizational work-family culture moderates the relationship between caregiver burden and work-life balance. Managerial support and time demands moderate the caregiver burden-work-life balance relationship. Employers should consider how their culture supports employees with households with a child with special healthcare needs.