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Advances in Developing Human Resources, Vol. 9, No. 4, 527-543 (2007)
DOI: 10.1177/1523422307305491

HRD Responses to Work—Family Stressors

Marcie Pitt-Catsouphes

Center on Aging & Work/Workplace Flexibility at Boston College

Christina Matz-Costa

Boston College School of Social Work, and Project Manager of the Sloan Work and Family Research Network

Shelley M. MacDermid

Department of Child Development and Family Studies at Purdue University

The problem and the solution. Employers who are interested in reducing employee conflict between work and family may develop work—life initiatives to help them better manage their work—family stress. In this article, the authors examine ways in which human resources development (HRD) professionals could enhance the effectiveness of their work—life policies and programs by assessing the extent of employees' work—family demands, the availability of needed resources, and the effectiveness of adaptive strategies and tactics that employees could use at home, at work, and in the community to fulfill their work and family responsibilities. Examples of demands, resources, and strategies are drawn from the Nurturing Families Study. Practical suggestions for HRD practice are discussed.

Key Words: work—life • stress • coping


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