Their Mother's Daughters? The Intergenerational Transmission of Gender Attitudes in a World of Changing Roles

Moen, Phyllis; Erickson, Mary Ann; Dempster‐McClain, Donna

doi:10.2307/353470

Cited by 252 publications

(190 citation statements)

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“…7 The primary analyses explore effects of parents' care work on the log-odds that respondents will do paid care work. We estimate models separately for men and women to allow for gender differences in the processes of social reproduction-in particular to identify effects of the same-sex parent (Aschaffenburg 1995;Moen, Erickson, and Dempster-McClain 1997;Beller 2009). Samples are restricted to employed persons of prime working age, defined as 25 to 64 years old.…”

Section: Methodsmentioning

confidence: 99%

Is There a Caring Class? Intergenerational Transmission of Care Work

Charles¹,

Ellis²,

England³

2015

SocScience

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Most research on intergenerational social reproduction has been concerned with upward and downward movements across rank-ordered, "big-class" categories or along continuous gradients of status, income, or skill. An exception is the more nominal conceptualization of the social structure offered in recent research that focuses on qualitative differences in life conditions across occupational "microclasses. " The present analysis broadens this nominal approach by considering social reproduction across an important qualitative dimension that bridges multiple occupations: whether or not one's work centrally involves care. Based on data from the U.S. General Social Surveys, results provide little evidence that care work is transmitted from parents to children. While women and men whose parents worked in care are more likely to do so themselves, this association is attributable to a general tendency for people to work in the same detailed occupation as their parents. Parents pass along their vertical status positions, and sometimes their specific occupations, but not care work as such. Parent-child similarity in caring outcomes likely reflects transmission of values, skills, knowledge, and network ties that are specific to detailed occupations, rather than attributable to care work broadly defined.

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Section: Methodsmentioning

confidence: 99%

Is There a Caring Class? Intergenerational Transmission of Care Work

Charles¹,

Ellis²,

England³

2015

SocScience

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“…It is acknowledged that differences in rates of women's LFP crossnationally are linked not only to policy regimes but also to local, country-specific gender norms (Charles 2011). Since gender norms and values are subject to early socialisation processes (Bandura 1997;Moen, Erickson, and Dempster-Mcclain 1997;Burt and Scott 2002), we expect gender role attitudes to vary across ethnic groups (Kane 2000;van de Vijver 2007), and therefore contribute to explaining ethnic differences in women's labour force transitions.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Labour market entries and exits of women from different origin countries in the UK

Khoudja

Platt

2018

Social Science Research

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In the context of increasing women's labour force participation (LFP) across Western countries, there remain large differences in LFP for women of different ethnic origins.While existing research has demonstrated that part of these differences can be attributed to compositional differences (age, qualifications, family context etc.) and to differences in gender role attitudes and religiosity, residual 'ethnic effects' typically remain. Further insight into the drivers of such differences has the potential to inform us about factors shaping women's LFP more widely. In this paper we exploit a largescale longitudinal study of the UK to investigate ethnic differences in both LFP entry and exit probabilities. We examine how far we can account for overall ethnic differences in LFP entry and exit, taking account of individual characteristics, gender role attitudes and religiosity, and the contribution of relevant life-course events. We find that, adjusting for all these factors, Indian and Caribbean women do not differ from White majority women in their labour force entry and exit probabilities but that Pakistani and Bangladeshi women are less likely to enter and more likely to exit the labour market, while Black African women have higher entry rates. We also find that Pakistani and Bangladeshi women's labour market entries and exits are less sensitive to partnership and child-bearing events than other women's.

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“…A strong positive association between the grandmother's higher education and single motherhood may conceal a weak negative association between the daughter's higher education and single motherhood. We cannot introduce the mother's labor status in the model because of its high correlation with educational level and single motherhood in Spain and Italy (Garriga 2010), but we may control it indirectly through the effect of the grandmother's labor status, since the mother's labor status is positively associated with the daughter's labor status (Moen, Erickson, and Dempster-McClain 1997;Farré and Vella 2013).…”

Section: Analytical Planmentioning

confidence: 99%