Beyond the “Ideal” Worker: Including Men in Work–Family Discussions

Munn, Sunny L.; Greer, Tomika W.

doi:10.1007/978-3-319-08891-4_2

Cited by 24 publications

(14 citation statements)

References 63 publications

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“…They signal to HR managers that the top of the organization attaches importance to work–family reconciliation. Having work–life policies breaks with the traditional idea of the ideal worker a highly committed, full-time worker, with limited caregiving responsibilities who gets support from an ideal parent (Haas & Hwang, 2007; Mun & Brinton, 2015; Munn & Greer, 2015)—and thus signals that the organization values work–family reconciliation. Furthermore, offering work–life policies not only to women but also to men breaks with the traditional division of roles, which also signals commitment at the top to more gender equality, not only in relation to work and family tasks but also in other areas, such as wages.…”

Section: Theorymentioning

confidence: 99%

Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

Lippe

Breeschoten

Hek

2018

Work and Occupations

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Many organizations in Europe offer work-life policies to enable men and women to combine work with family life. The authors argue that the availability of organizational work-life policies can also reduce gender inequality in wages. The authors test their expectations using the European Sustainable Workforce Survey, with data from 259 organizations and their employees in 9 European countries. Multilevel analyses show that organizations that offer work-life policies have a smaller gender wage gap. Their findings also suggest that both the type and number of policies matter. Contrary to their expectations, dependent care policies, such as parental leave and childcare support, are less important for the gender wage gap than flexibility policies. Controlling for organizational culture regarding family supportiveness does not alter the results.

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Section: Theorymentioning

confidence: 99%

Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

Lippe

Breeschoten

Hek

2018

Work and Occupations

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“…Traditionally caring, nurturing roles are reserved for women, and men’s major responsibility is providing for the family, they are the breadwinners. Over the past decades major changes went under in gender roles and the most prominent transformations can be observed in the world of work: for example, currently women represent about 50% of the U.S. workforce (Munn & Greer, 2015). More and more women hold prestigious high-status positions and gain entry to areas that were originally reserved only for men (e.g., Nguyen, 2005; Rudman & Glick, 2008).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Stereotypes in the Work–Family Interface as an Obstacle to Social Change? Evidence Form a Hungarian Vignette Study

Dallos

Kovács

2020

Journal of Family Issues

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The current study approaches gender in a frame of social and biological dimensions. A vignette study was conducted in Hungary in which we explored people’s perceptions regarding male or female actors behaving in a modern or in a traditional way in a work–family conflict (caring for a sick child). Respondents ( N = 297) evaluated the femininity and masculinity of the actor and the appropriateness of his/her choice. We found that modern gender role behavior triggers approval. Biological sex (male or female actor) and social role of the actor influenced perceptions regarding femininity, but masculinity evaluations were solely based on social role. Thus, our results confirmed the existence of asymmetries in the perceptions of female and male gender role vanguards: modern males are seen similar to traditional females, but similar conflation is not present in the case of modern females. As a consequence, strict gender role expectations toward males work against social changes to a fairer share of family labor.

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“…Building the construct of authenticity on the principle that what is considered normal is authentic contradicts other principles of AL such as inclusivity. The prototypical ideal worker conjures an image of a nondisabled White man devoted to his work above family and himself (Bierema, 2016; Munn & Greer, 2015).…”

Section: Critique Of Authentic Leadershipmentioning

confidence: 99%

(Dis)Ableing Notions of Authentic Leadership Through the Lens of Critical Disability Theory

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Rocco

Munn

2017

Advances in Developing Human Resources

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The Problem. Persons with disabilities (PWD) are regarded as "the Other" and are sequestered from "normative" society because of their "Otherness." "Othering" results in discrimination and the systemic preclusion of PWD. Ableism is the belief that being without a disability, impairment, or chronic illness is the norm. The notion that people without disabilities are the norm and are inherently superior is accepted without critique by those that advocate for authentic leadership. This privileges ableism and furthers the "Othering" of PWD within a leadership style intended to promote self-awareness, beliefs and ethics, and interpersonal relationships. The Solution. The disabled experience and differently abled voice must be restored through relationally "being" with others and authentic dialogue. What is needed is a shift from the deficit model of authentic leadership to a social paradigm of authentic leadership, welcoming of bodily and psychic difference. This will better enable both leaders and employees to craft an authentic profile in the workplace. The Stakeholders. Leaders and those who seek to become leaders following an authentic leadership approach can benefit from a better understanding of how their ingrained belief systems impact those that they lead who are both "ablebodied" and "disabled." Human resource development (HRD) practitioners and leadership development practitioners can use this information to deconstruct and reconstruct leadership development opportunities to be inclusive as an authentic leader.

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Beyond the “Ideal” Worker: Including Men in Work–Family Discussions

Cited by 24 publications

References 63 publications

Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

Stereotypes in the Work–Family Interface as an Obstacle to Social Change? Evidence Form a Hungarian Vignette Study

(Dis)Ableing Notions of Authentic Leadership Through the Lens of Critical Disability Theory

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