Scaling Back and Finding Flexibility: Gender Differences in Parents' Strategies to Manage Work–Family Conflict

Young, Marisa; Schieman, Scott

doi:10.1111/jomf.12435

Cited by 67 publications

(47 citation statements)

References 74 publications

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“…Indeed, prior research demonstrates that demanding jobs and work‐to‐family conflict reduce marital satisfaction (Voydanoff, 2005b) and lower parental engagement with children (Ferreira et al, 2018). Moreover, the competing demands between work and family also influence workers' (especially mother's) decisions to scale back on their jobs or seek greater schedule control to allocate more time and energy to manage family‐related responsibilities (Young & Schieman, 2017). Taken together, these points underscore the importance of understanding the links between stratification and stress processes in the work–family interface as individuals gain levels of authority; it can reveal harmful downstream consequences for individuals' work‐family interface in ways that ripple through other aspects of family role quality and functioning.…”

Section: Discussionmentioning

confidence: 99%

With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

Badawy

Schieman

2020

J of Marriage and Family

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ObjectiveThis study investigates how status gains in job authority over time are related to three work‐ and family‐related stressors: job pressure, role blurring, and work‐to‐family conflict.BackgroundFamily scholars have long been interested in identifying work conditions as sources of change and stress in family life. Sociologists have devoted much effort in understanding the consequences of stratification for stress exposure—especially for those individuals with status‐based disadvantages. The present study advances work–family research by shifting focus to the status‐based stress exposure of individuals who transition into higher status positions in the workplace.MethodThis study uses four waves of panel data from the Canadian Work, Stress, and Health Study from 2011 to 2017 (N = 8,240 observations in pooled analysis). We use fixed effects regression techniques to analyze this diverse sample of Canadian workers with multi‐item measures of focal variables.ResultsWe find that increases in job authority are associated with increases in job pressure, role blurring, and work‐to‐family conflict. Moreover, we find that supervisor support is an effective workplace resource to alleviate some of the stress that comes with greater workplace power.ConclusionThese findings highlight nuances embedded in the status boost of gaining greater authority in the workplace by revealing some of its downsides for work‐related pressures and strains in the work–family interface. We discuss the implications of these results for stratification and work–family stress research by integrating insights from the stress of higher status and job demands–resources models.

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Section: Discussionmentioning

confidence: 99%

With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

Badawy

Schieman

2020

J of Marriage and Family

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“…Mothers, especially of young children, are still more likely than fathers to scale back hours (Young & Schieman, ). Women are more likely to feel stressed not only in response to their own long work hours but also to their partners'; in contrast, men are less likely to say they feel stressed by their wives' work hours (Craig & Brown, ; Shafer, Kelly, Buxton, & Berkman, ).…”

Section: Paid Work and Familiesmentioning

confidence: 99%

Work and Family in the Second Decade of the 21st Century

Perry‐Jenkins

Gerstel

2020

J of Marriage and Family

190

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In the second decade of the 21st century, research on work and family from multiple disciplines flourished. The goal of this review is to capture the scope of this work–family literature and to highlight both the valuable advances and problematic omissions. In synthesizing this literature, the authors show that numerous scholars conducted studies and refined theories that addressed gender, but far fewer examined racial and class heterogeneity. They argue that examining heterogeneity changes the understanding of work–family relations. After briefly introducing the broad social, political, and economic context in which diverse work–family connections developed, this review uses this context to address the following three main themes, each with subtopics: (a) unpaid work including housework, parenting as work, and kin work; (b) paid work including work timing and hours, money (i.e., motherhood penalty, fatherhood bonus, marriage bonus, kin care penalty), relationships (i.e., coworkers, supervisors), and work experiences (i.e., complexity, autonomy, urgency); and (c) work–family policies (i.e., scheduling and child care). Given the breadth of the work–family literature, this review is not exhaustive but, rather, the authors synthesize key findings on each topic followed by a critique, especially with regard to the analyses of differences and inequalities around gender, race, ethnicity, and social class.

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“…Therefore, although Spanish society’s gender-role attitudes have substantially evolved towards more egalitarian attitudes (Arpino et al, 2015; Comas-d’Argemir & Soronellas, 2019; Domínguez-Folgueras et al, 2018), previous research has shown that more traditional gender-role behaviors persist (Abril et al, 2015). Indeed, once young couples become parents, gender inequality within the household increases (Domínguez-Folgueras, 2015; Young & Schieman, 2018). However, the role of the institutional dimension in individuals’ decision-making is crucial.…”

Section: Introductionmentioning

confidence: 99%

Why Is Part-time Unpaid Parental Leave (Still) Gendered? Narratives and Strategies of Couples in Spain

Bueno

Grau‐Grau²

2020

Journal of Family Issues

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This article examines men’s and women’s reasoning regarding part-time unpaid parental leave use intentions once paid leave ends by using 52 original interviews conducted with highly educated men and women aged 24 years to 35 years in stable partnerships in Spain. We identify three part-time unpaid parental leave use strategies concealing six different narratives. Our results offer interesting gender discrepancies that reveal intended unpaid leave use arrangements. Our comparison of men’s and women’s narratives suggests that men seem to overestimate the egalitarianism within their relationships by being highly predisposed to take unpaid leave. Our analysis indicates that economic uncertainty and labor-market barriers (including persistent gender inequality) perpetuate a gendered use of this gender-neutral policy even among couples who show strong gender-egalitarian attitudes.

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Scaling Back and Finding Flexibility: Gender Differences in Parents' Strategies to Manage Work–Family Conflict

Abstract: Studies show that fathers report work-family

Cited by 67 publications

References 74 publications

With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work‐Family Strains

Work and Family in the Second Decade of the 21st Century

Why Is Part-time Unpaid Parental Leave (Still) Gendered? Narratives and Strategies of Couples in Spain

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