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Blossoming in work and care: Work and care-related factors of work-family enrichment in local caregivers for older adults
Author(s)
Date Issued
2025
Citation
Lau, B. H. P., & Ng, C. (29 Nov 2025). Blossoming in work and care: Work and care-related factors of work-family enrichment in local caregivers for older adults. 32nd Annual Congress of Gerontology cum 39th Annual General Meeting, Grand Hall, Convention Centre 3 (12W), Hong Kong Science Park, Shatin, N.T., Hong Kong.
Type
Conference Paper
Abstract
Purpose
In Hong Kong, up to one-third of its over 1 million caregivers for elderly, disabled and chronically ill individuals are holding employment. With expanding life- and therefore work-span, working individuals will become an increasingly prominent caregiving workforce. Role theories indicate that individuals engage in multiple roles for transferable benefits. In contrast to work-family conflicts, work-family enrichment, which is a bidirectional construct, captures the transfer of knowledge, skills, efficiency and positive emotions across work and family caregiving for better performance of both roles. This study explored the work- and care-related impetuses among local elderly caregivers.
Method
A cross-sectional online survey was conducted with 487 working caregivers (75.6% female, mean age = 42.0 years ±11.8; 65.5% working full-time; 23.8% part-time) of individuals aged 60 years or above. Multiple regression was conducted to explore the work- and care-related factors of work-to-family enrichment (WTFE) and family-to-work enrichment (FTWE) beyond the impacts of participants’ and care recipients’ demographic characteristics.
Results
Female caregivers were found to report greater enrichment on both directions than male caregivers. Higher caregiver’s age was related to more WTFE, whereas higher care recipient’s age predicted less FTWE, alongside higher caregiver’s educational attainment. FTWE was predicted by a range of work- (workplace support, job insecurity, work centrality) and care- (family function, family centrality) related variables, while WTFE was primarily associated with work-related variables (workplace support, job autonomy, job insecurity, work centrality). Involvement in IADL and ADL tasks, provision of emotional support and care coordination were not related to either direction of work-family enrichment.
Conclusion
While employers may foster WTFE through a supportive workplace and increasing employees’ sense of ownership and security toward their work, care services may enhance FTWE through familyfocused support. Such two-pronged approach is vital for enhancing work-family enrichment amidst the increasing population of working caregivers.
In Hong Kong, up to one-third of its over 1 million caregivers for elderly, disabled and chronically ill individuals are holding employment. With expanding life- and therefore work-span, working individuals will become an increasingly prominent caregiving workforce. Role theories indicate that individuals engage in multiple roles for transferable benefits. In contrast to work-family conflicts, work-family enrichment, which is a bidirectional construct, captures the transfer of knowledge, skills, efficiency and positive emotions across work and family caregiving for better performance of both roles. This study explored the work- and care-related impetuses among local elderly caregivers.
Method
A cross-sectional online survey was conducted with 487 working caregivers (75.6% female, mean age = 42.0 years ±11.8; 65.5% working full-time; 23.8% part-time) of individuals aged 60 years or above. Multiple regression was conducted to explore the work- and care-related factors of work-to-family enrichment (WTFE) and family-to-work enrichment (FTWE) beyond the impacts of participants’ and care recipients’ demographic characteristics.
Results
Female caregivers were found to report greater enrichment on both directions than male caregivers. Higher caregiver’s age was related to more WTFE, whereas higher care recipient’s age predicted less FTWE, alongside higher caregiver’s educational attainment. FTWE was predicted by a range of work- (workplace support, job insecurity, work centrality) and care- (family function, family centrality) related variables, while WTFE was primarily associated with work-related variables (workplace support, job autonomy, job insecurity, work centrality). Involvement in IADL and ADL tasks, provision of emotional support and care coordination were not related to either direction of work-family enrichment.
Conclusion
While employers may foster WTFE through a supportive workplace and increasing employees’ sense of ownership and security toward their work, care services may enhance FTWE through familyfocused support. Such two-pronged approach is vital for enhancing work-family enrichment amidst the increasing population of working caregivers.
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