BACKGROUND: Physicians must balance career and home responsibilities, yet previous studies on work-life balance are focused primarily on work-based tasks. We examined gender discrepancies and factors related to household responsibilities and work-life balance among pediatricians. METHODS: We used 2015 data from the American Academy of Pediatrics Pediatrician Life and Career Experience Study, a longitudinal study of early-career pediatricians. x 2 tests and multivariable logistic regression were used to examine the effects of gender on household responsibilities, satisfaction, and work-life balance attainment. We formally reviewed responses from 2 open-ended questions on work-life balance challenges and strategies for common themes. RESULTS: Seventy-two percent of participants completed the survey (1293 of 1801). Women were more likely than men to report having primary responsibility for 13 of 16 household responsibilities, such as cleaning, cooking, and routine care of children (all P , .001). All gender differences except budget management remained significant when controlling for parttime work status and spouse or partner work status (P , .05). Women were less satisfied with their share of responsibilities relative to others (52% vs 62%; P , .001), and few women and men report being very successful at achieving balance between their job and other life areas (15% vs 19%, respectively; P = .05). Open-ended responses (n = 1145) revealed many barriers to achieving work-life balance. Strategies to increase work-life balance included reducing work hours, outsourcing household-related work, and adjustments to personal responsibilities and relationships. CONCLUSIONS: Female pediatricians spend more time on household responsibilities than male pediatricians, and gender is a key factor associated with work-life balance satisfaction. WHAT'S KNOWN ON THIS SUBJECT: Previous research has revealed that women perform the majority of household labor, yet the extent to which this discrepancy exists for pediatricians is unknown. Work-life conflicts are known to be associated with negative consequences, including professional burnout and career dissatisfaction. WHAT THIS STUDY ADDS: Early-and mid-career female pediatricians spend more time on household responsibilities than male pediatricians, regardless of the intensity of work commitments, and gender is a key factor associated with work-life balance satisfaction.

Recent years have witnessed an increase in scholarly and practitioner interest in the effects of toxic forms of leadership and “win or die” organizational cultures in which employees seek to maintain their own status at all costs, yet there is little research examining the interaction of this type of leadership style and organizational culture. In this survey study of working adults, we demonstrate an association between perceptions of toxic leadership and “masculinity contest cultures” (Berdahl, Cooper, Glick, Livingston, & Williams, 2018).norms, rituals, and belief systems valorizing social dominance, work above other parts of life, physical strength, and the avoidance of weakness. Independently, masculinity contest cultures were associated with higher stress, work/life conflict, intention to job search, work engagement and job meaning, while toxic leadership was associated with lower work engagement and job meaning and higher intention to job search. However, results show a slight increase in work engagement and meaningfulness among men (but not women) who viewed their workplace as a masculinity contest and who reported having a toxic leader. These surprising results provide important insights into how toxic cultures retain employees despite their largely detrimental effects on job attitudes and well‐being.

Access to this document was granted through an Emerald subscription provided by emerald-srm:573577 [] For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -Drawing on social categorization, relational demography, and faultline theories, the purpose of this paper is to examine interpersonal relationships between Hispanic American, European-American, African-American, and Asian-American coworkers in relation to language use in the workplace (English or Spanish). Design/methodology/approach -Employed adults (n ¼ 97) participated in one of four racioethnicspecific focus groups (Hispanic American, European-American, African-American, and Asian-American) at each of four worksites in order to assess their reactions to working in a linguistically diverse environment. Interviews with onsite management and human resource directors were also conducted. Findings -Language issues created noticeable faultlines between English and Spanish speakers. In total, six themes representing issues for multilingual organizations emerged: inclusion vs exclusion, assimilation vs ingroup identification, essential communications, composition issues, utility of speaking English, and negative affective responses. Research limitations/implications -Results highlight the difficulties inherent in working in multilingual groups and the challenges they present for organizations. Results also suggest the importance of group composition in the development of language issues. Originality/value -This paper is among the first to present insight into the experiences of workers in linguistically diverse workplaces, and the barriers presented by language differences. As the number of Hispanics in the US workforce continues to increase, maintaining effective relationships between Spanish and English speakers at work becomes especially important for organizational success. Suggestions for managing a multilingual workforce are included.

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