Parental involvement and young women's contraceptive use

Young adult women in the United States tend to delay family formation, pursue higher education and professional jobs, and become sexually active before marriage. Using effective contraception is the best way to ensure that nonmarital parenthood does not disrupt educational and career plans. Because parental involvement in education shapes teenagers’ attitudes about school and work by encouraging achievement and by providing a home environment that values education, this study assesses whether it may also influence contraceptive choices during early adulthood. Analysis of data from 3,828 young women who participated in the National Education Longitudinal Study indicates that parental involvement not only increases the odds that young adult women use contraception, but it is also tied to the likelihood of using specific birth control methods.     

THE CONSEQUENCES OF CARING:

Sociologists of emotion have examined the ways that workers are required to manage their emotions on the job, while studies of family emotion work reveal the effort involved in providing emotional support at home. Analyzing data collected from married or cohabiting women hospital workers, we examine the relations between women's job and family emotion work and the effects of both on women's job-related well-being. Consistent with "scarcity" views of women's emotional energy, we find that performance of family emotion work has negative consequences for women's job-related well-being. Consistent with "expansion" perspectives, however, women who perform some emotional labor on the job are more likely than other women to perform family emotion work. Our findings support a view that incorporates elements of both scarcity and expansion perspectives. We conclude that the job-related well-being of women hospital workers is less influenced by performance of emotional labor at work than it is by women's and their partners' involvement in family emotion work.     

Opting Back In: The Influence of Time at Home on Professional Women's Career Redirection after Opting Out

Limited research on professional women's labour force re‐entry after a career break (so‐called ‘opting out’) finds that women redirect away from former careers. Little is known about why this occurs. Our study, based on in‐depth interviews with 54 at‐home mothers, extends prior research to address this question. We find that among women who intended to return to work (who constitute the majority), most planned to pursue alternative careers, typically in traditionally female‐dominated professions or were uncertain about their career direction; few planned to return to their former employers. The reasons for this redirection were women's negative experiences in family inflexible occupations, skill depreciation and perceived age discrimination. Equally or more important, however, was their adaptation to new constraints and opportunities at home (such as increased involvement in mothering and community work), which engendered an aspirational shift towards new, care‐oriented professions that were lower paid and had lower status. We discuss the policy implications of these findings.     

Older Professional Women's Views on Work: A Qualitative Analysis

This qualitative study reports on the career experiences of older professional women using consensual qualitative research. Thirteen women over age 50 were interviewed regarding the influences of gender and age on work. In general, all participants reported career adaptability, and many participants also reported specific subthemes of career adaptability (i.e., concern, control, curiosity, and confidence) as resources. These subthemes denote participants' future orientation, self‐discipline as evidenced by their conscientiousness in career decisions, active information seeking, and certitude that they have the ability to solve career‐related problems. Relationships with colleagues were also considered critical, and participants acknowledged the benefits and drawbacks of being a woman and being older. These women were able to achieve flexibility and autonomy in their work and spoke about the importance of work–family balance and boundaries. Practitioners are encouraged to consider how career adaptability is manifested within the interplay between gender and age, because this can influence career counseling with older women.     

Beyond the Mommy Track: The Influence of New-Concept Part-Time Work for Professional Women on Work and Family

This study investigates how the option for new-concept part-time work influences the ability of mothers of preschool children working in professional occupations to successfully integrate work and family responsibilities while maintaining career opportunities. Data are from a subset of the 1996 IBM Work and Life Issues Survey in the United States (n = 687). Compared to their counterparts who worked full time, mothers who worked in these part-time positions reported significantly greater work-family balance and did not report significantly less career opportunity. The part-time group reported 47% fewer work hours and 41% lower income than the full-time group. These data support the notion that new-concept part-time work is a viable option to assist women in professional careers to successfully integrate their family career. Implications of these findings are presented.     

Making It In and Making Out: Women in Professional Occupations in Britain and France

The relationship between gender, work and organization in professional occupations can be shown to vary according to different work environments and national contexts. The career patterns of women in chartered accountancy and law in Britain and France are explored in different types of organization in order to determine whether the societal structuring of these occupations is gendered and whether women fare better in small professional practices or large bureaucratic organizations. The findings are derived from a comparative study which combined macro-level data with in-depth qualitative analysis of work and family life histories of a small number of women professionals. While women in the two countries and two occupations were found to share many of the same problems in establishing and pursuing a career, the evidence suggests that women in France may have a marginal advantage over their British counterparts, not so much because they have access to more extensive statutory employment rights but rather because they are more often employed in small practices where they are able to use their independence and their control over working conditions and work-time arrangements to structure their careers according to their own requirements and interests.     

Influence of Work Place Sex Segregation on Family Life

The purpose of the article is to examine the influence of the sex structure, i.e., the proportion of men and women doing the same sort of work and having daily contacts, at work on family life. The data consists of mail responses by 692 married or cohabiting men and 667 women in 11 occupational groups in Southern Finland. The data was analyzed by using cross tabulations and path analysis. The results indicate that integration of men and women in paid work is sometimes problematic for the family. It is connected with work romances, involvement in work at the expense of the family, career competition between the spouses, and unhappiness in marriage. But women also profit from sex integration of work in their family life. As the husbands of women working with men participate in domestic work at home more than other husbands, these women often consider their marriages to be happy.     

The Role of Work‐Related Skills and Career Role Models in Adolescent Career Maturity

The authors used data for 2,722 British adolescents, ages 14–18 years, to explore whether work‐related skills and career role models are associated with career maturity when sociodemographic characteristics (age, socioeconomic status, gender, family structure), family support (mother involvement, father involvement), and personal characteristics (self‐confidence, academic motivation) are controlled. Having work‐related skills and having a career role model were positively associated with career maturity, and having career pressure was negatively associated with career maturity. Family structure and socioeconomic status were unrelated to career maturity. Academic motivation, mother involvement, father involvement, and self‐confidence were related to career maturity at the bivariate but not at the multivariate level.     

In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

Career Counseling of Chinese American Women: Are They in Limbo?

The voices for political and financial equality as well as freedom in work and family appear persuasive in the United States. The traditional cultural thoughts, however, persist to alienate Chinese American women from their American counterparts and from the world of work. Counselors play a vital role in exploring the cultural values and specific career needs of Chinese American women and in promoting a healthier environment in which Chinese American women can be empowered to fulfill their optimum occupational potential. In this article, the cultural values and vocational barriers of Chinese American women are explored, and suggestions for career counseling approaches are provided.     

Gender and professional identity: A qualitative study of social workers practising as counsellors and psychotherapists

This article presents an analysis of the interactions between gender and class in the career pathways of social workers practising as counsellors and psychotherapists. Gender is one of the strong patterns found in the empirical data generated by a qualitative study of the professional identity of practitioners in social work. Gender was found to have a strong influence on the career choices made by men and women in social work. Women in the sample have pursued career directions that continue to have a strong clinical focus, combined with other roles such as management, supervision and training. They are more likely to express the need to balance their working lives with the needs of their families. Men are more likely to single-mindedly pursue careers in management and to express feelings of responsibility to provide for their families once children are born. However, the analysis of data also found that men were more likely to identify their family origins as working class, while women identify their family backgrounds as middle class. This patterning shows the complex interactions between gender and class in determining life outcomes. These differential pathways and work preferences need to be recognised and addressed to work towards more equitable outcomes for practitioners within social work, so that structural disadvantages on the basis of gender and class are challenged rather than replicated.     

Gender differences in young adults’ inclination to sacrifice career opportunities in the future for family reasons: comparative study with university students from Nairobi,Madrid, and Reykjavik

This article addresses the question of to what extent young people show an inclination to accept some sacrifice in their career progression in the future in order to reach a better work–family balance. Data come from a survey conducted among a sample of 2383 university students who attended three universities: University of Nairobi, University of Iceland, and Complutense University of Madrid. After building a set of indicators about career and family involvement aspirations of respondents, and after conducting a statistical and regression analysis, this research shows that young women (on average) still have a greater predisposition than young men to make sacrifices in the future in their working careers in order to achieve a better work–family balance. Moreover, having a high degree of leadership aspirations and belonging to an egalitarian household tend to reduce the inclination to sacrifice career opportunities, whereas having a high inclination to be involved in childcare in the future and having the perception of a future work–family conflict tend to increase it. Gender attitudes have a differential effect on female and male students: having traditional gender attitudes tends to increase the inclination to sacrifice career opportunities in the case of female students and reduce it in the case of male students.     

CAREER COMMITMENTS OF AMERICAN WOMEN:

The side bets of career commitment in the form of education, occupational preparation, employer selection, full-time involvement, role-conflict avoidance, incorporation of the career into the self-concept and the building of a relatively congruent construction of reality are examined for a sample of metropolitan women aged 25 to 54. The most committed select a specific occupation, obtain appropriate education and job training and organize their role cluster, generalized self and construction of reality around being career women or at least paid workers. It is possible, however, that some of these side bets are very difficult to establish in the conservative climate of current America.     

Career Pathways into Retirement in the UK: Linking Older Women's Pasts to the Present

Understanding of how women's experiences in retirement are shaped by their pre‐retirement lives is limited. In this paper we utilize an innovative mix of measures to examine the link between career histories and expectations and experiences of retirement. Analysis of timeline data capturing the long working lives of a sample of older women identifies five different pathways into retirement. We explore these trajectories in detail to determine how they are shaped and their links to different outcomes in later life. The analysis shows how different career histories unfold and how they shape expectations and experiences of retirement. Long, professional career pathways leave women feeling enabled in retirement, women following more fragmented pathways are more constrained, and some trajectories, including pathways involving transitions into professional careers in later life, can leave older women financially and emotionally vulnerable in older age.     

Men at Work and at Home: Managing Emotion in Telework

Home‐based telework, as one of the flexible working options available today, is unique in its ability to blur physically and emotionally the boundaries between work and home. This article explores how men experience working from home, how they construct their identities as workers and as parents in this ambiguous location and how, as fathers, they manage the emotional work of reconciling family and career in this context. Our findings suggest that in order to manage the emotional aspects of telework men will, at times, focus on either the professional or parental part of their identity in their narratives, and at times attempt to ‘have it all’. We conclude that telework can provide a space where men can adopt emotional discourses and practices traditionally associated with women and, particularly, with working mothers.     

Is There a Time for Everything? Attitudes Related to Women's Sequencing of Career and Family

Attitudes affecting career and family choices are examined in a sample of 203 US university business students, both male and female. 4 sequencing patterns were examined: the timing of marriage and career, simultaneously balancing career and family, the timing of career and children, and the choice of career with no children. Opinions were sought about women's careers before marriage, careers before children, the ability to balance children and career, and no children with a career. The results of the intercorrelation matrix analysis showed that age, marital status, and number of children were significantly correlated at a low level. Age and race were related to the belief that women should have careers before marriage. Gender is related to the beliefs about women's career before children, no children with a career, and the ability to balance a career and children. Multiple regression resulted in gender differences: women were significantly less likely to believe in no children with a career (t = 4.40, p 0.001). Women were also more likely to believe that career comes before having children (t = 2.15, p .05) and that women can successfully balance a career and children (t = 3.27, p .001). Race and attitudes were also significantly related to sequencing career and marriage (t = 2.64, p .01). The belief that women should establish their careers before marriage was more likely to occur among minorities, which was an unexpected finding. The implication is that men are more traditional in their beliefs about working women and marriage. Additional research is suggested on the examination of the relationship between race, nationality, and attitudes about the sequencing of career and marriage. An instrument that measures women's development and the factors influencing sequencing decisions at different career stages is needed. Questions remain unanswered about whether women desiring children choose less demanding careers, whether women's choice of career or employer is influenced by family considerations, and the relationship between husband's and wive's career ideals and their plans for children. The implications for counselors are that women need to be made aware of the options available and advantages and disadvantages for the sequencing of career and family. Conflict may occur with the spouse over sequencing choices. Additional counseling in various stages of a career is also important.     

Enabling and constraining family: young women building their educational paths in Tanzania

For an increasing number of African girls and women, upgrading the level of education has become a strategy for life improvement. This paper analyses the role that family plays in enabling women's education and contributes to understanding on the interconnectivity of education, work and family in women's lives in collective societies. The analysis focuses on how young Tanzanian women perceive the role of family and education in their ‘youth task’, of becoming adult. The analysis is based on interviews with seven young Tanzanian women enrolled in non-formal secondary education and nine professional women enrolled in higher education. The results show that the women were determined to pursue higher levels of education and committed to continuous self-improvement. The women identified family both as a motivator of further education and as a constraint for their individual aims and ambitions. Respecting and maintaining good family relations were given priority over individual aims and decisions. Consequently, the reasons for women to educate themselves were drawn from the overall benefits to the future of the family and the society at large. Findings suggest a major role of the family in determining the success in improving education and professional advancement of girls and women in Tanzania.     

Hispanic Women Managers and Professionals: Reflections on Life and Work

Much of the research on professional and managerial women actually describes the experiences of White women, excluding those of other racial and ethnic backgrounds. This exploratory qualitative study focuses on the life and work experiences of Hispanic women in managerial and professional positions and how those experiences influence their career possibilities. Data from individual interviews of first‐, second‐ and third‐generation Hispanic women in the USA are used to illustrate a framework of career possibilities that reflects both cultural and personal perspectives. Implications for further study are addressed.     

Undergraduate Activists in the Woman's Movement and Their Public: Attitudes towards Marriage and the Family

Abstract

This paper compares the attitudes towards women's home and famiy roles of two groups of undergraduate women: undergraduate activists in the Women's Liberation Movement and a random sample of non-activist undergraduates. Data from both of these groups pertaining to career aspirations, marital and fertility expectations, communal living arrangements, and possible strains between future family and work roles are examined. While the desire to combine family and career roles is typical of undergraduate women in both groups, there are important differences between activists and non-activists in their plans for integrating the two role constellations. Activist women's responses are also compared with positions on women's family roles indicated by spokeswomen of the wider radical Women's Movement, and some important differences are suggested by the data. The paper concludes by briefly exploring the implications of the findings for future social change in the family and in the society of which it is a part.     

Long Working Hours and the Corporate Gender Divide in Japan

While the workplace custom of working long hours has been known to exacerbate gender inequality, few have investigated the organizational mechanisms by which long working hours translate into and reinforce the power and status differences between men and women in the workplace. Drawing on 64 in‐depth interviews with workers at financial and cosmetics companies in Japan, this article examines three circumstances in which a culture of long working hours is disadvantageous for women workers, and the consequences of those circumstances: (a) managers in Japanese firms, reinforcing gender stereotypes, prioritize work over personal and family lives; (b) non–career‐track women experience depressed aspirations in relation to long working hours and young women express a wish to opt out due to the incompatibility of work with family life; and (c) workers who are mothers deal with extra unpaid family work, stress such as guilt from leaving work early, salary reduction and concerns over their limited chances for promotion. The article argues that the norm of working long hours not only exacerbates the structural inequality of gender but also shapes employed women's career paths into the dichotomized patterns of either emulating workplace masculinity or opting out.