Abstract / Summary
Abstract Background Population ageing and longer working lives mean that increasing numbers of people must balance paid employment with informal caregiving responsibilities. Classical role theories characterise these roles as conflicting because they compete for individuals’ limited resources. By contrast, the work–family enrichment perspective proposes that resources can be transferred between roles, thereby enhancing quality of life in each domain. This study explored the lived experiences of work–family enrichment among working caregivers in Hong Kong and the factors underlying these experiences. Methods Semi-structured individual interviews were conducted with participants who provided informal care to an older relative or an adult relative with a chronic illness and who had engaged in paid employment during the six months preceding data collection (mean age = 47.7 years, SD = 13.1). Directed thematic content analysis was conducted using data from 29 participants who described at least one experience of work–family enrichment. Results Two mechanisms of work-to-family enrichment were identified, namely acquiring knowledge and skills for caregiving and having a legitimate yet gratifying respite from caregiving. Two mechanisms of family-to-work enrichment were also revealed, including acquiring skills for work and regulating work stress by emotional gratification from caregiving. Both instrumental and emotional processes were evident in the two directions of resource transfer, but with greater salience from work-to-family enrichment. Supportive factors included family-friendly working-hour and leave policies, co-worker support, similarities between work and caregiving, harmonious family relationships and filial values. Conclusion Our findings demonstrate how resources are positively transferred between work and caregiving and underscore the importance of workplace and family support in facilitating this process. The findings reinforce the need for family-friendly organisational cultures, leave and working-hour policies that respond to caregiving needs, and psychosocial interventions that support resource transfer and foster more rewarding work–family experiences. We also advocate worker-friendly social services that better align services and work schedules, thereby improving access for caregivers with the greatest needs.