Gender,Work Time,and Care Responsibilities Among Faculty1

This study explores how faculty at one research‐intensive university spend their time on research, teaching, mentoring, and service, as well as housework, childcare, care for elders, and other long‐term care. Drawing on surveys and focus group interviews with faculty, the article examines how gender is related to time spent on the different components of faculty work, as well as on housework and care. Findings show that many faculty report working more than 60 hours a week, with substantial time on weekends devoted to work. Finding balance between different kinds of work (research, teaching, mentoring, and service) is as difficult as finding balance between work and personal life. The study further explores how gendered care giving, in particular being a mother to young children, is related to time spent on faculty work, controlling for partner employment and other factors. Men and women devote significantly different amounts of time to housework and care giving. While men and women faculty devote the same overall time to their employment each week, mothers of young children spend less time on research, the activity that counts most toward career advancement.     

Balancing Work–family Life in Academia: The Power of Time

In the article we analyse the structuring of time among academic employees in Iceland, how they organize and reconcile their work and family life and whether gender is a defining factor in this context. Our analysis shows clear gender differences in time use. Although flexible working hours help academic parents to organize their working day and fulfil the ever‐changing needs of family members, the women, rather than men interviewed, seem to be stuck with the responsibility of domestic and caring issues because of this very same flexibility. It seems to remove, for more women than for men, the possibility of going home early or not being on call. The flexibility and the gendered time use seem thus to reproduce traditional power relations between women and men and the gender segregated division in the homes.     

Work–family Conflict and Job Satisfaction Relationship: The Roles of Gender and Interpretive Habits

This study examined the effects of gender and interpretive habits on the relationship between work–family conflict (WFC) and job satisfaction. The results of the analysis of the data collected from 286 academic personnel suggest that interpretive habits moderate the relationship between WFC and job satisfaction such that the negative effect of WFC and job satisfaction is stronger for employees focusing highly on deficiency, with high necessitating, and low skill recognition, referred to as stress‐predisposing interpretive habits. Furthermore, gender was found to have an influence on the role of interpretive habits in the WFC–job satisfaction relationship. Specifically, WFC had a negative association with job satisfaction for stress‐predisposed male employees while no relationship was found between WFC and job satisfaction for men with a low focus on deficiency, low necessitating and high skill recognition namely, stress‐resilient interpretive habits. Moreover, although WFC had a negative association with job satisfaction for female employees, this relationship was even stronger for stress‐resilient females. The implications of the findings and suggestions for future studies are discussed.     

Work Values in the Second Generation of Gender Equality Pioneers: A Case Study from Norway

This article explores work values in a generational context. Sons and daughters of couples that made untraditional choices in sharing the provider role in Norway in the 1970s were interviewed about work–family adaptation, work motivation and working time preferences. These issues are discussed theoretically in relation to gender socialization in the family as well as to opportunity structures created by welfare state policies. The findings lend support to the generational transmission thesis in that those whose parents made the most radical choices concerning gender equality were more inclined than the others to opt for unconventional solutions. However, the atypical pattern of husband and wife both working part time was reproduced only exceptionally. Irrespective of family background, nearly all interviewees adapted to the pattern of work–family articulation that welfare state policies encourage in working full time or close to full time. Men and women were found to hold similar values with respect to careers. Nearly all would prefer to work fewer hours while work motivation and preferences about the structure of working time differed according to gender.     

Preferences,constraints or schemas of devotion? Exploring Norwegian mothers' withdrawals from high‐commitment careers1

Despite decades of focus on gender equality and work–family balance, parenthood still affects mothers' and fathers' careers differently. Drawing on in‐depth interviews with Norwegian mothers who are relinquishing high‐commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well‐developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth. These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood. Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from high‐commitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of ‘not‐so‐dedicated’ women discovering their ‘genuine’ preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions. We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family‐friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work–family balance by simply reducing practical constraints may have limited – or even counterproductive – impact within high‐commitment occupations where the ‘irreplaceability’ of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work–family policies will continue to facilitate mothers' career withdrawals, expressed as modified individual preferences.     

Teachers as good mothers,mothers as good teachers: Functional and ideological work–family alignment in the South Korean teaching profession

As one of the largest women‐dominated employment niches in many national contexts, the teaching profession has been widely studied, yet the gender, work and family negotiations within this profession deserve fuller attention. The case study of South Korean teachers, one of the most highly qualified teaching workforces in the world, illuminates how particular professions create specific challenges as well as supports for work and family that can counter national patterns of women's low labour force participation. This study engages with theoretical debates regarding ‘work–family conflict' and ‘work–life balance' to develop the alternative framework of ‘work–family alignment' giving greater attention to cultural, ideological and functional dimensions within specific occupations and national contexts. However, rather than expanding opportunities for women, work–family alignment often depends on conformity to normative gender roles — both at work and within families. Nonetheless, the framework of work–family alignment can inform policy implementation by demonstrating that both functional and ideological supports are needed for workplace and state policies to be effective.     

Time and Work–Life Balance: The Roles of ‘Temporal Customization’ and ‘Life Temporality’

This article poses a challenge to the orthodox binary, conceptualization of work–life balance only made possible by relying on the widespread ‘clock time’ worldview, which understands employment practices in terms of the basic time = money equation. In particular, it is the balance metaphor which relies on a quantification of both work and life in order to make sense and can therefore be seen to be based on an understanding of time as a measurable and value‐able unit. This article seeks to begin the exercise of examining the concept of work–life balance through a broader concept of the temporal dimension than simply limited quantitative notions. Two temporal themes are reported from a study which identified employees who had customized their working pattern to suit the various and multi‐dimensional facets of their lifestyles and thereby successfully improved their work–life balance. Participants in this study demonstrated that an improved work–life balance is more about a mind‐set that refuses to be dominated by a work temporality and is determined to create ‘me time’ rather than e.g. simply choosing a four day week or a part‐time job. It is argued that the notion of work–life balance is more usefully conceptualized within a broader notion of ‘livingscapes’ which contain both elements of work and life and that as researchers, our challenge must be to reflect the complexity of this weave within our analyses of individuals’ work–life balance.     

Home‐based Telework,Gender, and the Synchronization of Work and Family: Perspectives of Teleworkers and their Co‐residents

This article explores the relationship between work–family roles and boundaries, and gender, among home‐based teleworkers and their families. Previous literature suggests two alternative models of the implications of home‐based work for gendered experiences of work and family: the new opportunities for flexibility model and the exploitation model. Drawing on the findings of a qualitative study of home‐based workers and their co‐residents, we argue that these models are not mutually exclusive. We explore the gendered processes whereby teleworking can simultaneously enhance work–life balance while perpetuating traditional work and family roles.     

State Policy? Traditional Gender Stereotypes? Relative Contributions of Factors Affecting Positive Work–Family Interface for Working Mothers in Korea

This study explores the gap between policy rhetoric and the reality faced by Korean working mothers, by addressing the following question; whether and to what extent do policy measures for work–family balance contribute to positive work–family interface for working mothers? Although the Korean government has advocated a positive relation between state policy and satisfaction with work–family balance, this is not necessarily the case in practice. To this end, this study focuses on the relative contribution of policy measures to achieve work–family balance reported by working mothers, in relative to traditional gender stereotypes based on Confucian culture as well as working conditions. An empirical analysis with 1,082 Korean working mothers shows interesting findings. First of all, the contribution of policy towards the reported satisfaction in work–family balance is not supported, while the set of traditional gender stereotypes is found to be a negative contributor. Husbands’ psychological support for their wives’ employment, which seems to strengthen the impact of traditional gender stereotypes, follows. The implications of the findings are discussed in depth, by considering the relationships between policy outcomes and traditional gender stereotypes in Korea.     

Family Roles as Moderators of the Relationship Between Schedule Flexibility and Stress

Employer initiatives that address the spillover of work strain onto family life include flexible work schedules. This study explored the mediating role of negative work–family spillover in the relationship between schedule flexibility and employee stress and the moderating roles of gender, family workload, and single‐parent status. Data were drawn from the 2008 National Study of the Changing Workforce, a nationally representative sample of working adults (N = 2,769). The results indicated that schedule flexibility was associated with less employee stress and that these associations were mediated by perceptions of negative work–family spillover. This study found the moderating relationships of gender, family workload, and single parenting in the relationships between schedule flexibility and negative work–family spillover and stress. Schedule flexibility had stronger relationships in reducing negative work–family spillover and stress among women, single parents, and employees with heavier family workloads. The findings provide empirical support for intervention efforts involving schedule flexibility to reduce workplace stress among employees with family responsibilities.     

Parents' Family Time and Work Schedules: The Split‐Shift Schedule in Spain

This study used data on couples from the 2003 Spanish Time Use Survey (N = 1,416) to analyze how work schedules are associated with family, couple, parent–child, and non‐family leisure activities. Spain is clearly an interesting case for the institutionalized split‐shift schedule, a long lunch break rooted in the traditional siesta that splits the workday between morning and evening. Results showed strong negative associations between the split shift and both family and parent–child activities. The evening shift was negatively associated with couple and family time, but not with parent–child time. Women spent much more time than men in parent–child activities for all work categories, and they were more responsive to the spouse's work hours. Men were substantially more active than women in non‐family leisure, considering both individuals' and their spouses' work schedules. Altogether, this study has important implications for scientific and public policy debates.     

Men's Work–life Conflict: Career,Care and Self‐realization: Patterns of Privileges and Dilemmas

This article aims at contributing to a better understanding of men's work–life reconciliation by developing a typology of work and care adaptations drawing on a sample of 102 European men, aged 21–64, working in different work organizations. The article combines qualitative and quantitative data. Multiple correspondence analysis is used to investigate the men's actual adaptations to work, care and self‐realization. ‘Volume of work’ and ‘volume of care’ constitutes separate dimensions that render visible the traditional gendered opposition between a high amount of care combined with low amount of work and vice versa. However, two more untraditional adaptations (low–low and high–high) are identified. Additional analyses show that, even within this all male sample, the distribution of working life privileges corresponds with a high amount of paid work and a low amount of care responsibilities. The structure of the gendered division of labour, status and material privileges is correspondingly rediscovered. A typology of four different positions is derived: the ‘career' position', the care’ position the ‘care and career’ position and the ‘patchwork career’ position. These positions are further investigated utilizing in‐depth interviews, discussing dilemmas and advantages of dilemmas and the advantages of each position. The article concludes that even if the number of available work–life adaptations open to men rise, this change will not necessarily contribute to alter the hierarchical distribution of career and care, privileges and costs in society.     

Self‐Employment as a Strategy for Dealing with the Competing Demands of Work and Family? The Importance of Family/Lifestyle Motives

In this paper, we test the argument that self‐employment may be a strategy for dealing with competing demands of work and family. We do this by comparing work–family conflict experienced by self‐employed and employed men and women. By examining to what extent the self‐employed versus regularly employed value time for themselves and their family — i.e., whether they are driven by family/lifestyle motives in their working life — we examine whether self‐employment can help reduce work–family conflict among those guided by family/lifestyle motives. Using data from a 2011 Swedish survey of 2483 self‐employed and 2642 regularly employed, the analyses indicate that experiences of work–family conflict differ between self‐employed and employees. Self‐employed men and women, especially those with employees, generally experience more work–family conflict than do employees. However, self‐employment can sometimes be a strategy for dealing with competing demands of work and family life. The presence of family/lifestyle motives generally decreases the probability of experiencing work–family conflict, particularly among self‐employed women with employees.     

Bias Avoidance: Cross‐cultural Differences in the US and Australian Academies

Bias avoidance behaviour arises when individuals minimize or hide family commitments to achieve career success. Bias avoidance behaviour can be divided into productive types of behaviour that free up more time and energy for a career and unproductive ones types that involve hiding or covering up caregiving commitments. This article compares reports of bias avoidance from chemistry and English faculty in US and Australian colleges and universities. The analyses reveal behaviour in Australia that is similar to that in the USA together with some evidence of higher levels of bias avoidance among women and higher levels of unproductive bias avoidance in the Australian sample. It is concluded from this cross‐national study that bias avoidance is both pervasive and gendered across the two countries. However, cultural differences are also important and strategies to reduce bias avoidance behaviour should account for these differences.     

Gender Equality and Restless Sleep Among Partnered Europeans

Sleep is situated in the work–family nexus and can be shaped by national norms promoting gender equality. The authors tested this proposition using individual data from the European Social Survey matched to a country‐level measure of gender equality. In individual‐level models, women's sleep was more troubled by the presence of children in the home and partners' unemployment, whereas men's restless sleep was associated with their own unemployment and worries about household finances. In country‐level models, the authors find that in nations that empower women and elevate their status, men and women alike report sounder sleep, and the gender gap in restless sleep is significantly reduced among those living in gender‐equal countries. This study adds to the understanding of gender differences in sleep quality and provides new evidence on the importance of the national context in shaping the pattern of gender inequality in the domestic sphere.     

Separating Spheres? Diverging Trends in Youth's Gender Attitudes About Work and Family

The authors investigated whether trends in attitudes about gender were consistent with the gender stall primarily occurring in the family domain and examined potential mechanisms associated with changing gender norms. Using data from Monitoring the Future surveys (1976–2015), the authors assessed three components of trends in youth's beliefs about gender: the marketplace, the family, and mothers' employment. Findings showed continued increases in egalitarianism from 1976 through the mid‐1990s across all three dimensions. Thereafter, support for egalitarianism in the public sphere plateaued at high levels, rising support for mothers' employment persisted at a slower pace, and conventional ideology about gender in families returned. The changing demographic composition of American high school students did not account for the gender attitude trends. Youth's mothers' employment and increased education were related to increased egalitarianism. Changes in population averages of mothers' employment and educational attainment were only weakly associated with increases in egalitarian attitudes.     

Family‐Supportive Organizational Culture and Fathers' Experiences of Work–family Conflict in Sweden

This study explores fathers' experiences with work–family conflict and their perceptions of how supportive the organizational culture at work is regarding fathers' work–family needs, and whether a family‐supportive organizational culture is associated with less work–family conflict. A total of 377 fathers working in private Swedish companies were surveyed. While a modest proportion of fathers experienced high levels of work‐to‐family conflict, less family‐to‐work conflict was reported. Further, fathers perceived little work–family support from top managers, supervisors, and co‐workers. Our results indicate that the cultures in the examined companies have norms that separate work and family from each other. Fathers seem likely to experience work–family conflict as long as the family‐supportive organizational culture, especially at the work group level, is not well‐developed. When fathers experience their work organizations as family‐supportive, they are likely to be better able to combine work and family and thus to help Swedes achieve a more gender‐equal society.     

Scaling Back and Finding Flexibility: Gender Differences in Parents' Strategies to Manage Work–Family Conflict

Studies show that fathers report work–family conflict levels comparable to mothers. The authors examine gender differences in work‐related strategies used to ease such conflicts. The authors also test whether the presence of young children at home shapes parents' use of different strategies. They address these focal questions using panel data from the Canadian Work, Stress, and Health study (N = 306 fathers, 474 mothers). The authors find that mothers with young children are more likely to scale back on work demands when compared with fathers with young children, but mothers and fathers with older children are equally likely to pursue these strategies. Furthermore, women with young children and men with older children are more likely to seek increased schedule control as a result of work–family conflict when compared with their parent counterparts. The authors situate these findings in the vast literature on the consequences of work–family conflict.     

Children's Postdivorce Residence Arrangements and Parental Experienced Time Pressure

Although the rise in postdivorce joint physical custody has fueled scholarly interest in its impact on children, consequences for parents remain understudied. Because children's residence arrangements determine time and coordination demands associated with child care, this study investigated the relationship between postdivorce residence arrangements and parents' time pressure. Regression analyses on 4,460 formerly married or cohabiting parents in the Netherlands showed that main residence (mother residence, father residence, or joint physical custody) is more strongly related to time pressure than is nonresident parents' visitation frequency. Compared with mother residence, joint physical custody is associated with less time pressure for mothers and slightly greater pressure for fathers, which supports the idea of higher care demands when parents spend more time with their children. The results do not support the role of coordination demands; the extent of interparental contact and the number of transitions the child makes are not related to time pressure.