Dualization and the access to occupational family‐friendly working‐time arrangements across Europe

Chung, Heejung

doi:10.1111/spol.12379

Cited by 54 publications

(82 citation statements)

References 65 publications

(98 reference statements)

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“…However, as we will show later, employers may have different reasons as to why they provide workers more control over their work, and therefore there may be different reasons as to why workers take these arrangements up (see also, Leslie et al 2012). This would then also affect the outcomes of flexible work arrangements (Chung 2018a;Ortega 2009;Clawson and Gerstel 2014). Previous studies that examine how flexible working relates to increases in work intensity/overtime hours do not necessarily tease these differences out.…”

Section: Flexible Working Definitionsmentioning

confidence: 99%

“…Performance oriented flexible working is associated with an increase in unpaid overtime hours for full-time working parents, both mothers and fathers, but not for part-time working mothers Finally, we argue that occupational levels are important in differentiating between the potential outcomes of flexible working. Many studies have shown that higher occupational groups are more likely to have access to flexible working arrangements compared to lower occupational groups (Swanberg et al 2005;Golden et al 2018;Chung 2018a). This may especially be the case for the more performance oriented arrangements (Chung 2017a).…”

Section: Hypothesis 2cmentioning

confidence: 99%

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Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Chung

Horst

2018

Soc Indic Res

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Recent studies have shown that flexible boundaries between work and family may make employees work harder and longer. Yet most studies were not able to show whether there are differences across different types of flexible working arrangements, and whether this relationship may only hold for certain groups of workers. We examine how three different types of flexible working arrangements, that is schedule control, flexitime, and teleworking, are associated with an increase in unpaid overtime hours of workers in the UK using the Understanding Society data from 2010 to 2015 and fixed effects panel regression models. Results show that the flexible arrangements that were introduced primarily for work-life balance purposes, i.e., flexitime and teleworking, do not necessarily increase unpaid overtime hours significantly. On the other hand, workers' control over their schedule, mainly introduced as a part of high-performance strategies, leads to increased unpaid overtime hours. This is especially true for professional men, and women without children, especially those working full-time, and surprisingly part-time working mothers. The results of this study point to the importance of distinguishing between different groups of workers as well as between different types of arrangements when examining outcomes of flexible working. Furthermore, the results of the study contribute to the argument that performance enhancing flexible working arrangements can potentially exacerbate gender inequalities in the labour market by enabling men to commit more time to their jobs, while for women, especially full-time working mothers, this may be less possible.

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Section: Flexible Working Definitionsmentioning

confidence: 99%

Section: Hypothesis 2cmentioning

confidence: 99%

Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Chung

Horst

2018

Soc Indic Res

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“…Before moving on, it is important to provide information on the institutional and gender normative contexts of the UK to better understand why flexibility stigma may be gendered in the UK. Institutional and gender norm contexts influence who has access to flexible working arrangements (Chung 2017a(Chung , 2018b, the nature of flexible working arrangements (Lott 2015;Kurowska 2018), and influence workplace cultures and norms (DiMaggio and Powell 1983). Similarly, the work cultures of the country, namely the prevalence of the 'ideal worker culture' (Williams 1999) and normative views on women and men's role in the family will all shape whether flexible working will be stigmatized and for whom it will carry a heavier stigma.…”

Section: Uk National Context-family Policies and Gender Normsmentioning

confidence: 99%

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

2018

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This study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma-i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers' commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.

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“…Second, socio-demographic factors such as education and age are thought to shape the risk of being an outsider. A lower education is argued to be related to outsider position and hence to a more insecure position at the labor market (Schwander and Häusermann 2013;Chung 2018). Education is also related to underemployment.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Based on these analyses, it has been suggested that the division between insiders and outsiders would be more evident in corporate countries (Palier and Thelen 2010;Biegert 2014). However, Chung (2018) has pointed out that cross-national comparisons concerning the cleavage between insiders and outsiders are not that straightforward: the relatively weaker position of outsiders in some (corporatist) countries might not be a result of their weaker position as such, but due to the fact that insiders' position (in some corporatist) is more better off than in some (non-corporatist) countries. Nevertheless, it can be assumed that there are different country-level factors that are shaping the risk of mother being outsiders or underemployed.…”

mentioning

confidence: 99%

Who Wants to Work More? Multilevel Study on Underemployment of Working Mothers in 22 European Countries

Salin

Nätti

2019

Social Sciences

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This study examines underemployment of working mothers in 22 European countries. Underemployed mothers are defined as those who wish to work longer hours than they are currently working. Compared to unemployment and employment in general, the research tradition of underemployment is less established. This article contributes to the existing knowledge on underemployment in two ways. First, it focuses on a specific group of workers: mothers. Secondly, while the vast majority of earlier studies has concentrated on single countries, this study is cross-national. Using data from the 2010/2011 European Social Survey (ESS), a multilevel analysis provides three major findings. First, underemployment exists in all countries examined, but the prevalence varies significantly. Second, the prevalence and depth (i.e., how large is the gap between preferred and current working hours) of underemployment are not necessarily correlated; a high prevalence can be accompanied by shallower underemployment and vice versa. Third, at the individual-level, underemployment particularly hurts mothers who are in a more insecure position in terms of their economic and labor market situation. At the country level, underemployment is related to a poorer economic situation and less-extensive childcare system.

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Dualization and the access to occupational family‐friendly working‐time arrangements across Europe

Cited by 54 publications

References 65 publications

Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

Who Wants to Work More? Multilevel Study on Underemployment of Working Mothers in 22 European Countries

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