Congratulations to Chelsea Dicker who on Tuesday, March 24, 2026 successfully defended her dissertation.
The title of Chelsea’s dissertation is, "NEVER OFF DUTY: EXPLORING PERCEIVED ORGANIZATIONAL SUPPORT AMONG CHILDCARE WORKERS WHO ARE MOTHERS NAVIGATING DUAL CAREGIVING ROLES."
Overview of Problem: Childcare workers who are also mothers of young children represent a vital segment of the early childhood education (ECE) workforce in the United States. In 2024, 68.3% of mothers with children under six participated in the labor force, and 94% of childcare workers identified as female, illustrating the prevalence of women, many of them mothers, within this essential workforce. Despite their critical role, childcare workers continue to face low wages, limited benefits, and high emotional labor, which contribute to workforce instability and turnover rates approaching 27%. Persistent turnover disrupts the continuity of care, reduces program quality, and exacerbates inequities for children and families who rely on early care and education.
Research Purpose: The purpose of this qualitative study is to describe the experiences of childcare workers who are mothers of childcare-age children. Drawing upon Eisenberger et al.’s (1986) Organizational Support Theory, this study seeks to understand childcare workers’ perceptions concerning the extent to which their workplace values their contribution and cares about their well-being.
Research Design: This study utilized a qualitative design with an interpretive inquiry approach to explore the lived experiences of childcare workers who are mothers of childcare-age children. Interpretive inquiry provides a lens for understanding how participants construct meaning from their organizational experiences and form perceptions of support.
Sample: A purposive sample of 15 full-time childcare workers employed in private childcare centers across the United States who are mothers of at least one child between the ages of zero and five will be recruited.
Data Collection and Analysis: Data were gathered through semi-structured interviews conducted via Zoom, lasting approximately 60 minutes. Data were analyzed using inductive coding, allowing themes to develop from participants’ narratives. Transcripts were initially hand-coded and then organized and refined using qualitative analysis software. Codes were clustered into broader categories and themes, which were interpreted through the lens of Organizational Support Theory to understand how participants perceived workplace support while navigating their dual roles as childcare workers and mothers.
Findings: Four primary themes developed from the analysis: (a) a double standard of care, (b) the need for flexibility, (c) exhaustion and stress associated with double-duty caregiving, and (d) support for navigating motherhood. Participants described navigating overlapping caregiving roles in which they were expected to provide nurturing care for children in their classrooms while simultaneously managing responsibilities for their own children. Many participants reported emotional exhaustion and persistent fatigue resulting from continuous caregiving across work and home environments. Flexibility in scheduling and supportive leadership were identified as critical factors that helped participants balance these demands. However, participants frequently described support as inconsistent and dependent on individual supervisors rather than embedded within formal organizational policies. When relational and structural supports were present, participants reported feeling valued and more capable of sustaining their roles as both educators and mothers.
Conclusions/Implications: The findings suggest that childcare workers who are mothers experience significant work–family overlap that shapes their perceptions of organizational support. While participants expressed strong commitment to the caregiving profession, their perceptions of organizational support were influenced by the presence of flexibility, empathetic leadership, and organizational benefits such as discounted childcare. The study highlights the importance of implementing organizational practices that recognize employees’ dual caregiving roles. Implications include, but are not limited to the need for childcare organizations to institutionalize flexible scheduling, strengthen staffing support systems, provide mental health and wellness resources, and expand childcare benefits for employees. These changes may improve employee well-being, increase workforce retention, and strengthen the sustainability of the early childhood education workforce.
DISSERTATION COMMITTEE CHAIR(S):
Dr. Susan V. Iverson
DISSERTATION COMMITTEE MEMBER(S):
Dr. Lisa Beck
Dr. Emily Creamer
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