Emerging workplace childcare service in Ethiopia: Exploring experience, determinants of use, benefits, and challenges of use among mothers working at the Federal Democratic Republic of Ethiopia Ministry of Revenue

Abstract

The increasing participation of women in formal employment across various sectors has become evident in many developing countries, including Ethiopia, over the past few decades. This shift has created gaps in unpaid care work, traditionally performed by women, resulting in potential role conflicts between professional and family responsibilities. Guided by spillover theory, which explains how experiences in one domain (e.g., work) can positively or negatively affect outcomes in another (e.g., family), this study examines how workplace childcare services influence maternal well-being, child development, and job performance. Workplace childcare is conceptualized as a potential moderator that enhances positive spillover and mitigates negative spillover between work and family roles. The study also draws on attachment theory, which emphasizes the importance of proximity and consistent interaction between caregivers and young children during early developmental stages. By allowing mothers to remain physically close to their children and maintain periodic contact during the workday, workplace childcare may reduce maternal anxiety and support secure caregiver-child attachment. The primary population of interest consisted of female public employees at the Ministry of Revenue who had at least one child under the age of three enrolled in the on-site daycare facility, representing direct beneficiaries of the service. Additionally, a small number of institutional staff members, including the daycare coordinator, a nurse, and a childcare assistant, were included as key informants to provide insights into institutional operations and policy implementation. A mixed-methods design was employed. For the qualitative strand, a purposive sampling strategy selected 10 mothers and 3 key institutional informants based on their use of the daycare service, willingness to participate, and diversity in job roles and family structures. For the quantitative component, a stratified random sampling method was applied to achieve balanced representation across marital status, educational attainment, number of children, and job level. A total of 89 mothers currently using the service participated in the survey, providing data sufficient for descriptive and correlational analyses. The findings indicate that mothers primarily utilize workplace childcare due to time constraints, limited alternative options, and financial considerations. The service has many benefits, such as better health for children, better cognitive development, less stress for mothers, and more productivity at work. However, the study also noted challenges, such as strict age limitations for enrollment, exposure to illness, and early-morning preparation stress. Significant correlations were observed between perceived childcare quality, reduced maternal stress, and higher job satisfaction, highlighting the critical role of institutional childcare in promoting gender equity, employee performance, and child development. The study recommends policy revisions to expand eligibility criteria, strengthen operational standards, and extend workplace childcare provisions to other public and private institutions. Future research should adopt longitudinal designs and include perspectives of non-users and male caregivers.