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

Abstract

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.

Work-Family Balance and Organizational Support for Fathers: An Analysis of Obstacles and Levers in Québec (Canada)

“…Fear of judgment and discrimination hampers men from accessing parental leave or work-hour adjustments, a challenge notably faced by managers across public and private sectors (Borgkvist et al, 2021;Almer, Cohen, & Single, 2003). The tension between the traditional 'ideal worker' image and evolving concepts of masculinity adds further complexity (Dallos & Kovács, 2021;Coltrane et al, 2013). The need for men to reconcile professional and caregiving identities emerges as a pivotal concern, particularly as these intersect with broader masculine identities (Borgkvist, 2020;Cooper, 2002;Barbeta-Viñas & Muntanyola-Saura, 2020).…”

Flexible working for all? How collective constructions by Austrian employers and employees perpetuate gendered inequalities

“…Women tend to feel more entitled to reduced working hours and part-time career options in order to fulfill the ideal of maternal presenteeism (Edgley 2021) and intensive mothering (Diabaté & Beringer 2018), while less likely making claims to career advancement (Luekemann & Abendroth 2018) or to female breadwinning (Miller et al 2021). For their part, men's sense of entitlement to these family-friendly options may possibly be reduced due to the ideal of the breadwinning father (Alemann et al 2017;Dallos & Kovács 2021) and arise only in highly supportive organizational cultures (Bernhardt & Bünning 2017). Furthermore, men seem to be more likely to work flexibly in the context of their full-time employment than to reduce working hours, as do women (Langner 2018;Liebig & Kron 2017).…”