Thriving Between Work and Care in Hong Kong: Associations of Work-family Enrichment with Depression

TL;DR

This study explores how work and caregiving can enrich each other in Hong Kong, reducing depression among working caregivers.

Contribution

It identifies bidirectional work-family enrichment mechanisms that reduce depression through gains and reduced burden.

Findings

Work-to-family development enhances gains and suppresses depression.

Positive mood transfer from family to work reduces burden and depression.

The model explains 45% of depression variance in working caregivers.

Abstract

Six out of ten American family caregivers are employed. In Hong Kong, up to one-third of the over 1 million family caregivers for older adults and adults with disabilities are in full-time employment. Work-family enrichment postulates that people gain happiness, knowledge, and tangible resources from one role (e.g., caregiving) and may be transferred to benefit another role (e.g., work), challenging the notion that roles compete for resources and are often conflictual. Between May and July 2025, this online survey collected data from 353 Hong Kong Chinese adults providing care to an adult relative and working full- or part-time (72.0% female; mean age = 46.1 (SD = 11.4)). It explored the impact of work-family enrichment domains on caregiving burden, gains and depression. Based on the Patient-Health Questionnaire-9, 21.8% and 14.7% of the sample showed moderate and severe depressive symptoms respectively. Path analysis tested the mediating roles of burden and gains between six enrichment domains and depression. Two indirect effects were significant: (i) work-to-family development enhances gain and suppresses depression (95% C.I. = -0.78 to -0.17); (ii) transfer of positive mood from family to work reduces burden and depression (95% C. I. = -1.43 to -0.13). The model explained 45% of depression’s variance. Work-family enrichment works bidirectionally (family to work and work to family) and both affectively and cognitively. With an example from a family-friendly social enterprise, we will discuss how employers may facilitate social capital and benefit-finding in employees’ dual role, besides adjustable work hours and shifts, for effective support.