Women Academics and Work–Life Balance: Gendered Discourses of Work and Care

This article examines how discourses of work–life balance are appropriated and used by women academics. Using data collected from semi‐structured, single person interviews with 31 scholars at an Australian university, it identifies and explores four ways in which participants construct their relationship to work–life balance as: (1) a personal management task; (2) an impossible ideal; (3) detrimental to their careers; and (4) unmentionable at work. Findings reveal that female academics' ways of speaking about work–life balance respond to gendered attitudes about paid work and unpaid care that predominate in Australian socio‐cultural life. By taking a discursive approach to analysing work–life balance, our research makes a unique contribution to the literature by drawing attention to the power of work–life balance discourses in shaping how women configure their attempts to create a work–life balance, and how it functions to position academic women as failing to manage this balance.     

The Contradictory Effects of Work and Family on Political Activism

This paper examines the contradictory effects of occupations and families on political activism. Based on a comparative study of left-wing and right-wing activists from the 1960s, I find that although people maintain their beliefs and values across the life cycle, occupations and family life become competing interests in sustained political involvement. At the same time, careers can serve as an extension of political beliefs; families also act both to nurture and confirm political beliefs as well as pull people away from the world of politics.     

高职院校兼职辅导员工作定位及方法的思考

辅导员在学生的成长过程中有着重要的影响,针对9 0后高职学生的特点,结合作者在工作中担任兼职辅导员的经历,就辅导员工作定位及工作方法进行了思考。     

Transitions on the Margins of Work and Family Life for Low-Income African-American Fathers

Few studies explore linked transitions in work and family life for low-income African-American men. I examine patterns of work engagement among three cohorts of fathers and explore how they shape transitions in family residence and dynamics of family life. Establishment of a household was considered a shared project with partners and extended kin networks. Findings indicated that most fathers nested residence in households within sporadic spells of employment. Younger cohorts were less able to secure stable work and family arrangements at early ages, in comparison to older and middle cohorts. Implications for social policy include recognition of family formation beyond marital status, including negotiation of household establishment and arrangements for multiple providers in extended kin networks.This study was conducted with support from the National Institute for Child Health and Human Development R03 HD42074-2 to Kevin M. Roy and the Purdue Research Foundation at Purdue University in West Lafayette.     

Hours,Scheduling and Flexibility for Women in the US Low‐Wage Labour Force

Research on women's experiences with work schedules and flexibility tends to focus on professional women in high‐paying careers, despite women's far greater prevalence in low‐wage jobs. This paper seeks to contribute to our understanding of the work‐hours problems faced by women precariously employed in low‐wage jobs by addressing how work‐on‐demand scheduling and other features of part‐time labour in the neoliberal economy limit women's ability to make ends meet. Using data from 17 in‐depth interviews, we identify four themes — unpredictable schedules, inadequate hours, time theft and punishment‐and‐control via hours‐reduction — and the problems they present. Results suggest that much‐championed flexible work policies that seek to encourage women's career advancement may have little bearing on the work‐hours dilemmas faced by low‐wage women workers. We conclude that social change efforts need to encompass work policies geared to low‐wage workers, such as guaranteed minimum hours and increases in the minimum wage.     

Attitudes towards Women's Work Roles and Women Managers in a Sports Organization: The Case of Turkey

In recent years the need to apply gender equality principles to all sectors of Turkish society has been widely acknowledged and has become an increasingly important issue because of the modernization and recent Europeanization project of Turkey. However, even as this has been acknowledged, attempts to apply gender equality in employment in sports organizations have been mostly ignored. This article reports on the attitudes towards women's work roles and women managers of 83 women and 138 men who work in the General Directorate of Youth and Sport (GDYS) which is the biggest national governing body for sport in Turkey. The findings of this study indicate that both female and male workers in the GDYS scored lower on their attitudes towards women's work roles and held more negative attitudes towards women managers. Although male workers scored higher on attitudes towards women's work roles than female workers they held more negative attitudes towards women managers. In addition, femininity scores were found to be the only predictor of attitudes towards women's career advancement. Finally, we discussed these findings regarding previous studies and the sociocultural context of Turkey.     

The Role of Supervision in Professional Development of Social Work Specialists

The professionals use social services supervision as an educational and administrative process, meant to support. Supervision is a relatively new field introduced in the Romanian social welfare institutions. The article approaches the role of supervision in the process of professional development of social workers, following a research based on Grounded theory. We conducted this research into an elite NGO, in the North-Eastern Romania, in the domain of child protection. Supervision is a social practice based on the relationship between a person with extensive professional experience and a professional effectively involved in case management. Supervision is seen as a prerequisite to quality social services organization. Effectiveness of the supervision process may be an indicator of the quality of social work practice in an organization. The data were collected through interviews of participants in the research. The interviewed subjects operate with a definition of the supervision as being a practice based on individual or group interview, formal or informal, consisting in a series of specific phases (initial, development, end). Supervision involves the establishment of professional relationships between the participants and the quality of services and training received. This definition is partially different from those in the literature.     

Advocating the Clinical Social Work Professional Identity: A Biographical Study

Aiming to portray the clinical social work (CSW) professional identity, the present biographical study examines the CSW knowledge and practice domain boundaries as they appear from the perspectives of three Greek mental health social workers who have advocated for the professionalization of CSW. The practitioners' perspectives are studied in relation to their demographic characteristics, education and training, and multidisciplinary relationships. A thematic analysis of the in-depth interviews revealed that these practitioners retained their nuclear social work identity and felt their skills and interests to be different from those endorsed by the present generic social work education and practice system. The study also revealed differences in the educational qualifications and routes that each of the three practitioners followed in order to be able to identify themselves as ‘clinical social workers’. Although the common denominator in the practitioners' perspectives was their training in psychotherapy, the type of psychotherapy training pursued and the experience of personal psychotherapy differentiated each practitioner's ability to theorize on the CSW practice identity. The research data were filtered through a psychodynamic lens to reveal the dynamics of the unconscious processes within the relationships formed between individuals and organizations.     

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.     

Work Volition and Job Satisfaction: Examining the Role of Work Meaning and Person–Environment Fit

Building on core principles within the Psychology‐of‐Working Framework (PWF; Blustein, 2006 , 2008 ), the authors examined mediators that may explain the link between work volition and job satisfaction among employed adults (135 women, 145 men). A structural equation model was tested hypothesizing that person–environment fit and work meaning would fully mediate the work volition–job satisfaction link. Results suggested that the reason work volition related to job satisfaction was because of stronger perceived fit with one's work environment and greater perceived meaning at work. In total, the predictor variables accounted for 82% of the variance in job satisfaction. Based on these findings, clinicians are encouraged to help clients understand the unique factors that may be limiting their work volition and to specifically target barriers that are amenable to change.     

Multiple Social Roles — a Resource or a Burden: Is it Possible for Men and Women to Combine Paid Work with Family Life in a Satisfactory Way?

The aim of this article is to study whether multiple social roles can be seen as a resource or a burden, or in other words, if a strong engagement in both paid work and family life is a positive or negative experience for men and women respectively. The main data used are a data set from Statistics Sweden, the so‐called ULF (the study of living conditions), in which nearly 30,000 randomly selected individuals were interviewed. When analysing how the combined family and labour market situation is related to the number of preferred working hours and psychological distress of individuals, the results show that it is primarily cohabiting women with children who work more than 40 hours per week, who want to reduce their working hours. However, the distress level is not relatively high for this category. Results indicate that many women, and some men, who have multiple social roles express a wish to reduce their working hours, but this does not necessarily mean that the levels of distress are higher for these groups. This may be a result of the fact that the alternative resources provided by multiple social roles in some sense outweigh the stressful effects that double demands have on psychological distress.     

Satisfaction With Work and Family Life: No Evidence of a Cultural Reversal

Hochschild (1997) argued that in recent decades the rewards of work have increased relative to those of family life and that this cultural reversal has aggravated the time bind that families face by increasing working hours. To the contrary, pooled data from the 1973–1994 General Social Surveys indicate that in working families, women have shifted away from finding work more satisfying than home toward finding home a haven. Moreover, were it not for women's growing labor force participation and the changing distribution of marital status, the shift would have been even larger. Men's relative work–home satisfaction has been stable. Finally, finding work a haven is unrelated to weekly working hours, and it has not contributed to any increases in working hours over time.     

Transition From Welfare to Work: Self-Esteem and Self-Efficacy Influence on the Employment Outcome of African American Women

Empirical strength-based research focusing exclusively on African American female welfare recipients and employment outcome is limited. This study examined whether self-esteem and self-efficacy influenced the employment of African American female welfare recipients. Findings indicated that recipients entered the job-readiness program with a significantly high level of self-esteem. Their self-efficacy, however, was positively influenced by the job-readiness program, and once it was completed, the recipient's self-efficacy decreased.     

Launching the workplace flexibility movement: work family research and a program of social change

The Alfred P. Sloan Foundation's Workplace, Work Force & Working Families program was established in 1994 and ended in 2011. Over the course of its 17-year lifespan, this program – through its vision, commitment and unique, pragmatic grant-making strategies – pioneered the interdisciplinary field of work–family research and spearheaded a national movement to create more flexible workplaces that effectively meet the needs of employees and employers. The program's first strategic phase supported high-quality, multidisciplinary research to examine what was happening within working families at all stages of their lives, both at home and at work. Results from these investigations highlighted the structural mismatch between the needs of this diverse workforce – comprised increasingly of working parents and older workers – and the demands of a rigidly structured workplace requiring full-time, full-year work, with little to no flexibility in how, when, or where work gets done. After a decade of scholarly research documenting that the challenges facing American families were not private, individual problems but public, societal concerns, the Sloan Foundation designed and launched in 2003 the National Workplace Flexibility Initiative. Its goals were twofold: to make workplace flexibility a compelling national issue and to establish it as a standard of the American workplace. As a result of the collective efforts of Sloan-supported organizations and people, the stage is now set for a social movement to realign the structure of the American workplace to the needs of the twenty-first century workforce. Lessons for subsequent research-driven social movements close the article.     

Demands and Devotion: Cultural Meanings of Work and Overload Among Women Researchers and Professionals in Science and Technology Industries

How do cultural meanings influence how people experience work‐life demands? Much research, especially quantitative research, on the effects of structural work and family conditions does not account for employees’ cultural beliefs about the meaning of work in their lives. This article uses unique survey data to investigate the effects of employee embrace of elements of the “work devotion schema”—a cultural model that valorizes intense career commitment and organizational dedication—on their sense of “overload,” an experience that includes feeling exhausted and overloaded by all one's roles, net of actual hours on the paid job and family responsibilities. We argue that by cognitively, morally, and emotionally framing work as a valued end, the work devotion schema reduces feelings of overload. Using a case of senior women researchers and professional service providers in science and technology industries, we find that those who embrace work devotion feel less overloaded than those who reject it, net of work and family conditions. However, this effect is curtailed for mothers of young and school‐aged children. We end by discussing implications for flexibility stigma and gender inequality.     

Ecologies of Boundaries: Modes of Boundary Work in Professional Proto‐Jurisdictions

Ecological approaches to professional work, authority, and regulation have seen a resurgence in the sociology of professions, as epitomized in the linked ecologies framework of Andrew Abbott. Alongside this resurgence comes a renewed attention to the way symbolic and material boundaries within and between professions, as well as between professional, university, and political institutions, come to be defined, negotiated, and changed as part of ongoing professional projects. Building on and comparing case studies set in Denmark into three emerging professional “proto‐jurisdictions”—of water‐related climate adaptation, lifestyle disease prevention, and innovation management—this article identifies three key modes of interprofessional boundary work important for such projects. In doing so, it grounds Abbott's meso‐level framework of linked ecologies in more situated accounts of workplace‐level boundary interaction, by reconnecting to a wider tradition of symbolic interactionist studies of professions.     

Boundary Work and Exchange: The Formation of a Professional Service Market

This article develops a processual theory of boundary work and exchange for understanding the emergence and transformation of social structures such as professions and their state regulatory regimes. It argues that social boundaries are often ambiguous and elastic areas, and their social construction involves multiple forms of boundary work (boundary making, boundary blurring, and boundary maintenance) as well as the process of exchange that integrates them. Based upon 256 in‐depth interviews with law practitioners and public officials in twelve provinces of China, 3 years of ethnographic work on a professional Internet forum, and archival research, the study employs the theory of boundary work and exchange to explain the creation, differentiation, and fragmentation of legal professions in three decades of China's economic reform (1979 to 2009).     

Employed Women’s Well-Being: The Global and Daily Impact of Work

Although women derive satisfaction and self-efficacy from work, the potential for stress and the need for balance of multiple roles are of great concern. Utilizing a sample of women from the National Longitudinal Survey cohort Young Women in 1997, this study develops a model which delineates global well-being, measured as life satisfaction and daily well-being, measured as depression, and tests the impact of personal, family, and work variables specifically chosen for each well-being measure. Findings suggest that in addition to personal and family variables, union membership, supervisory capacity, recent promotion, and government employment are significant correlates of global life satisfaction and irregular shifts, paid leave, and telecommuting are significant correlates of daily depression.     

The Scrutinized Priest: Women in the Church of England Negotiating Professional and Sacred Clothing Regimes

This article examines the integration of women priests in the Church of England through the lens of dress. Clothing is a salient dynamic in occupational cultures, particularly in relation to the regulation of gendered bodies. Women's ordination to the priesthood was only sanctioned in 1992. Complex clothing regimes are negotiated, for ordination bestows upon the priest certain clothing rights and responsibilities. However, such attire has traditionally been associated only with the male body, creating tension in relation to women's appropriation of this sacred and professional dress. Based on in‐depth interviews with 17 Anglican clergy women, this article will focus both on the scrutiny the women experienced in relation to their clothing choices, as well as the relationship the women themselves negotiated with their clothes. It will be argued that as representatives of both a sacred and professional domain, clothing had to be carefully managed by clergy. Dress functioned as a key test in women's integration into the organization, often operating as a constraining and exclusionary mechanism.     

From Exploitation to Industry: Definitions,Risks, and Consequences of Domestic Sexual Exploitation and Sex Work Among Women and Girls

In the last 15 years, terms such as prostitution, sex trafficking, sexual exploitation, modern-day slavery, and sex work have elicited much confusion and debate as to their definitions. Consequently several challenges have emerged for both law enforcement in the prosecution of criminals and practitioners in service provision. This article reviews the state of the literature with regard to domestic, sexual exploitation among women and girls in the United States and seeks to (1) provide definitions and describe the complexity of all terms relating to domestic sexual exploitation of women and girls in the United States, (2) explore available national prevalence data according to the definitions provided, and (3) review the evidence of mental health, social, and structural risk factors at the micro-, mezzo-, and macrolevels.