Abstract:Although German mothers’ labor force participation has increased in recent decades, German men’s participation in domestic labor has not increased proportionally. Thus, mothers still face a “double burden.” We analyzed the total time parents spent on childcare and on various particular activities, such as learning with children, playing with children, basic childcare, talking with children, managing children’s activities, and reading with children. We identified a very slow gender convergence in childcare patt… Show more
“…This is explained by higher WPC scores for part-time working female employed physicians. Their higher scores might be related to engagement in childcare to a larger extend than their male spouses, although this pattern is changing in Germany [ 24 , 25 ]. This finding is interesting, since WPC research has become more important, given a weakening of traditional gender roles [ 3 ].…”
Background: Work-privacy conflict (WPC) has become an important issue for medical professionals. The cluster-randomized controlled IMPROVEjob study aimed at improving job satisfaction (primary outcome), with additional outcomes such as examining the work-privacy conflict in German general practice personnel. Using baseline data of this study, the relationship between work-privacy conflict and job satisfaction (JS) was analyzed. In addition, factors associated with higher WPC were identified. Methods: At baseline, 366 participants (general practitioners (GPs) in leadership positions, employed general practitioners, and practice assistants) from 60 German practices completed a questionnaire addressing socio-demographic data and job characteristics. Standardized scales from the German version of the COPSOQ III requested data concerning job satisfaction and work-privacy conflict. Both scores range from 0 (lowest) to 100 (highest). Multilevel analysis accounted for the clustered data. Statistical analyses were performed using IBM SPSS and RStudio software, with a significance level set at p < 0.05. Results: Job satisfaction was 77.16 (mean value; SD = 14.30) among GPs in leadership positions (n = 84), 79.61 (SD = 12.85) in employed GPs (n = 28), and 72.58 (SD = 14.42) in practice assistants (n = 254). Mean values for the WPC-scale were higher for professionals with more responsibilities: GPs in leadership positions scored highest with 64.03 (SD = 29.96), followed by employed physicians (M = 45.54, SD =30.28), and practice assistants (M = 32.67, SD = 27.41). General practitioners and practice assistants working full-time reported significantly higher work-privacy conflict than those working part-time (p < 0.05). In a multilevel analysis, work-privacy conflict was significantly associated with job satisfaction (p < 0.001). A multiple regression analysis identified working hours, as well as and being a practice owner or an employed physician as factors significantly influencing WPC. Discussion: WPC was high among general practice leaders and practice personnel working full-time. Future interventions to support practice personnel should focus on reducing WPC, as there is good evidence of its effects on job satisfaction.
“…This is explained by higher WPC scores for part-time working female employed physicians. Their higher scores might be related to engagement in childcare to a larger extend than their male spouses, although this pattern is changing in Germany [ 24 , 25 ]. This finding is interesting, since WPC research has become more important, given a weakening of traditional gender roles [ 3 ].…”
Background: Work-privacy conflict (WPC) has become an important issue for medical professionals. The cluster-randomized controlled IMPROVEjob study aimed at improving job satisfaction (primary outcome), with additional outcomes such as examining the work-privacy conflict in German general practice personnel. Using baseline data of this study, the relationship between work-privacy conflict and job satisfaction (JS) was analyzed. In addition, factors associated with higher WPC were identified. Methods: At baseline, 366 participants (general practitioners (GPs) in leadership positions, employed general practitioners, and practice assistants) from 60 German practices completed a questionnaire addressing socio-demographic data and job characteristics. Standardized scales from the German version of the COPSOQ III requested data concerning job satisfaction and work-privacy conflict. Both scores range from 0 (lowest) to 100 (highest). Multilevel analysis accounted for the clustered data. Statistical analyses were performed using IBM SPSS and RStudio software, with a significance level set at p < 0.05. Results: Job satisfaction was 77.16 (mean value; SD = 14.30) among GPs in leadership positions (n = 84), 79.61 (SD = 12.85) in employed GPs (n = 28), and 72.58 (SD = 14.42) in practice assistants (n = 254). Mean values for the WPC-scale were higher for professionals with more responsibilities: GPs in leadership positions scored highest with 64.03 (SD = 29.96), followed by employed physicians (M = 45.54, SD =30.28), and practice assistants (M = 32.67, SD = 27.41). General practitioners and practice assistants working full-time reported significantly higher work-privacy conflict than those working part-time (p < 0.05). In a multilevel analysis, work-privacy conflict was significantly associated with job satisfaction (p < 0.001). A multiple regression analysis identified working hours, as well as and being a practice owner or an employed physician as factors significantly influencing WPC. Discussion: WPC was high among general practice leaders and practice personnel working full-time. Future interventions to support practice personnel should focus on reducing WPC, as there is good evidence of its effects on job satisfaction.
“…In this context, Dohoon and Minjae found the daily play missions that the 100 Dads Group offers to be a great source of ideas for activities to do with their children. This suggests that online communities could provide considerable help even when it comes to fathers’ involvement in developmental and play‐related childcare, dimensions where fathers are understood to be already relatively highly involved in comparison to routine aspects of childcare (Craig, 2006; Steinbach & Schulz, 2022; Yeung et al, 2001). According to Dohoon,Dads have a hard time building relationships with their kids, we don't know how to play with them, I was like that, [I wondered,] how should I play with my kids?…”
Objective: This work aims to document the different ways in which leave-taking fathers in South Korea engage with online media to address some of their challenges as male primary caregivers. Background: Although involved and caring fathers are becoming more common, childcare responsibilities still remain gendered. To equalize the gendered division of childcare, there is a need to gain a better understanding of the cultural barriers that fathers face in caring for their children and the ways that fathers could be supported, including through informal online communities. Methods: This article qualitatively analyzes semistructured interviews with fathers in Korea as well as posts from blogs by parents of young children about their experiences of taking parental leave and being a primary caregiver for their children. Results: Caregiving fathers experience similar exclusion and isolation in offline and online spheres from both communities dominated by mothers and those dominated by men who do not identify as caregivers. However, by engaging in online media communities for caregiving fathers, they learn to be better caregivers, connect with other fathers, and influence other parents through their online activities. Although such online activities allow fathers to address their various struggles as male caregivers, some fathers voiced reservations and critiques of online communities.
Conclusion:In general, most fathers reported positive experiences from online activities that allowed them to address their experiences of exclusion as male caregivers, but there remains room for greater inclusion and accessibility for fathers.
“…This is important, because it undermines narratives that family‐friendly or ‘women‐friendly’ policies will inevitably lead to greater gender equality in earnings and care work. In fact, my findings suggest that there is still much continuity in work‐family care patterns in Continental Europe for majority of people (see Steinbach & Schulz, 2021).…”
German family policy was dramatically reformed in the 2000s because of dual reforms to parental leave and childcare provision. While considerable evidence has suggested the reforms affected employment and other outcomes, this article asks what the consequences of these reforms are for the family, specifically for patterns of work‐family arrangements. Moreover, it asks how education matters for work‐family arrangements post‐reform. Using German Socio‐Economic Panel data, I show that college‐educated mothers giving birth to their first child after the reforms earned roughly half of household income if they benefited from expanded local childcare access. By contrast, in areas with lower childcare availability, even among the college‐educated, mothers' earnings resemble pre‐reform patterns, where mothers earn between a quarter to a third of household income. Therefore, the reforms contributed to greater differences in family structures based on the education. One interpretation of these findings is that the status reproducing nature of the Continental welfare states has recalibrated for the modern age, de‐gendered for those with the greatest labour market returns.
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