The Time Bind: When Work Becomes Home and Home Becomes Work

Hochschild, Arlie Russell

doi:10.4324/9780429499821-63

Cited by 529 publications

(416 citation statements)

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“…Research on time allocation indicates that among families with children, time is spent first on children, then on spouses, then on individual leisure (see Hochschild, 1989Hochschild, , 1997Jacobs & Gerson, 2001). As a result, time adequacy was assessed by asking respondents, "Do you feel that the time you have for yourself is too much, just enough, or not enough?"…”

Section: Independent Variablesmentioning

confidence: 98%

I Just Can’t Fit It in! Implications of the Fit Between Work and Family on Health-Promoting Behaviors

Pagnan

Seidel

Wadsworth

2016

Journal of Family Issues

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Individuals working long hours and/or experiencing work-related stress, including work-family conflict, are less likely to engage in health-promoting behaviors. Grounded in a life course perspective and guided by the conceptualization of life course fit, this study examined appraisals of fit between work and family roles and engagement in health-promoting behaviors, specifically physical activity and family meals, using a sample of parents (n = 811). The sample was drawn from the 2008 National Study of the Changing Workforce, a nationally representative sample of workers in the United States. Results suggest that multiple dimensions of fit were associated with greater frequency of exercise and family meals. Furthermore, parenting demands and eldercare moderated these associations. A better understanding of the proximal processes related to engagement in health-promoting behaviors would be valuable in understanding how to secure the health and well-being of families for the future.

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Section: Independent Variablesmentioning

confidence: 98%

I Just Can’t Fit It in! Implications of the Fit Between Work and Family on Health-Promoting Behaviors

Pagnan

Seidel

Wadsworth

2016

Journal of Family Issues

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“…The goal of the training was to teach supervisors FSSB, thus leading to improved employee perceptions of their supervisors’ FSSB. Research has long recognized the critical role of supervisors in interpreting policies and acting as gatekeepers to the use of flexible work and family leave policies (Blair-Loy & Wharton, 2002; Hammer, Kossek, Zimmerman, & Daniels, 2007; Hochschild, 1997; Kossek, Ollier-Malaterre, Lee, Pichler, & Hall, in press). Recently scholars have identified these specific dimensions of supervisor support for family and personal life as potentially effective intervention targets (Hammer et al, 2009; Hammer et al, 2011) that lead to increased personal resources (e.g., work-family enrichment; Odle-Dusseau et al, 2012), and decreased resources loss (i.e., decreased work-family conflict).…”

Section: Mechanisms Underlying Work-family Intervention Effectsmentioning

confidence: 99%

Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

Hammer¹,

Johnson²,

Crain³

et al. 2016

Journal of Applied Psychology

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We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 healthcare facilities using a group-randomized trial. Based on Conservation of Resources theory and the Work-Home Resources Model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family and employee control over work time would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline, 6-month and 12-month post-intervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month and organizational citizenship behaviors at the 12-month follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors, compared to employees in the control facilities. The hypothesized mediators of perceptions of family supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes.

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“…Castells (1997) predicted that the emergence of knowledge economies signalled the end of patriarchalism, a transformation in women's employment, and as a result, family life. Feminist scholarship has convincingly demonstrated that the detrimental effects of such conflicts are particularly acute for women (Crompton, 2006;Duncan et al, 2003;Hakim, 2000;Hochschild, 1997). ICT is concerned with the production of largely immaterial and non-rival virtual objects in a digitized work environment with few infrastructural constraints (Coyle, 1999).…”

Section: Normalizing a Masculinist And Heterosexist Ethic In Organizamentioning

confidence: 99%

“…Scholars, policymakers and private actors continue to be preoccupied with this notion. There is indisputable evidence to suggest that work-life conflict is a more acute problem for women, resulting in lower levels of job satisfaction, low career and life satisfaction, and increased levels of stress, exhaustion and fatigue (Hochschild, 1997;McRae, 2003;Sointu, 2005). This assumption led to the prioritization of quick-fix solutions that tended to follow gender-typical paths and perpetuate fundamental gender inequalities (Britton, 2000).…”

Section: Wlb Rhetoric In the Ict Sectormentioning

confidence: 99%

Who Gets to ‘Work Hard, Play Hard’? Gendering the Work–Life Balance Rhetoric in Canadian Tech Companies

Hari

2016

Gender Work & Organization

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This article is based on an exploratory study of the implicit gender norms in work–life balance (WLB) rhetoric in ten Canadian information and communication technologies (ICT) organizations. Interviews with human resources (HR) managers and preliminary company website analysis revealed a masculinist and heterosexist bias in the implementation of WLB practices, legitimized by the gender composition of the workforce and the demanding yet inherently rewarding nature of the ICT sector. Participants deliberately separated care (read: childcare) from WLB (read: flexible hours and working from home), reproducing the assumption that an ‘ordinary’ worker is a man with a female partner who assumes primary responsibility for the reproductive realm. The study concludes with: (i) recommendations to increase HR's role in providing functional support for WLB practices and (ii) three future directions for research. This article contributes to a general call in feminist scholarship to apply a gendered lens to WLB practices.

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The Time Bind: When Work Becomes Home and Home Becomes Work

Cited by 529 publications

References 0 publications

I Just Can’t Fit It in! Implications of the Fit Between Work and Family on Health-Promoting Behaviors

I Just Can’t Fit It in! Implications of the Fit Between Work and Family on Health-Promoting Behaviors

Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

Who Gets to ‘Work Hard, Play Hard’? Gendering the Work–Life Balance Rhetoric in Canadian Tech Companies

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