giving and work roles are associated with the quality and functioning of the family. In reviewing research on maternal employment and social policy, Lerner (1994) concludes "... that maternal behavior toward children is enhanced when the mother is in her preferred role. That role can be homemaking or employment outside the home. The benefits that are associated with maternal role satisfaction are both more optimal child functioning and more optimal parental functioning" (p. 93). Concerning perceptions of marital quality, Lerner (1994) finds that "... expectations and practices surrounding role divisions are more important than either socioeconomic or life cycle variables..." (p. 113). Lerner also finds that the division of labor inside the home is a major factor contributing to perceived quality of marriage by both partners, such that the more that the husband does inside the home the greater the perceived quality of marriage. Given such effects of roles within the family, we might expect that such roles and role congruence will affect perceptions of careers as well. A majority of men and women currently available for work are in their childbearing years, and most will have children during their work careers (Friedman, 1991). Behavioral scientists, corporate leaders, and policy makers have become increasingly interested in the ways in which work and family life are interconnected. Coakley (1996) found that the desire for work schedule autonomy was positively related to work/family conflict and intent to leave the organization, indicating the challenge that may be faced by employers in retaining employees. Many organizations are trying to design and implement family-supportive policies with the changing needs of today’s workforce (e.g., telecommuting, home-based work, daycare) in order to retain capable, dedicated employees who may otherwise leave for family responsibilities. Much concern has centered on the implications of &...
