The Great Convergence: Gender and Unpaid Work in Europe and the United States

Over the past decades, men's and women's time use in industrialized nations has changed dramatically, suggesting a gender revolution. Women increased their time in paid work and reduced time in unpaid activities, while men increased their time in unpaid work, but not enough to compensate for women's retreat. We investigate developments regarding men's and women's unpaid work across Europe and the United States, using time diary data from the mid‐1980s and onward. We find evidence for gender convergence in unpaid work over time, but different trends for housework and childcare. Gender convergence in housework primarily resulted from women reducing their time, whereas childcare time increased for both sexes, resulting in convergence only where men increased more than did women. Decomposition analyses show that trends in housework and childcare are explained by changes in behavior rather than compositional changes in population characteristics. Though level differences in unpaid work persist, our findings regarding trends support gender convergence in that they are general across country contexts that vary regarding policy and social norms about gender, family, and work.     

Challenges in Meeting the Mental Health Needs of Urban Asian American Adolescents: Service Providers’ Perspectives

Although Asian American youth are often viewed as the model minority group who are doing well, research with youths, parents, and school personnel have documented significant unmet mental health needs among this population. However, little is known about the perspectives of service providers who work with Asian American youth in afterschool and mental health care settings with respect to what they perceive as challenges meeting the psychosocial needs of the population. The current exploratory study used Consensual Qualitative Research to analyze in-depth interviews with mental health providers, educators, and advocates working with Asian American youths in a multiethnic large urban environment. Results found that service providers were attuned to the multiple needs of the community but also spoke of challenges in meeting basic and psychological needs due to difficult family dynamics, structural stressors (e.g., economic and legal), and societal stigma and discrimination. We draw implications for providing more integrated services across different levels of urban Asian American adolescents’ ecological system to better meet the psychosocial challenges facing this population.     

Time with Children: Do Fathers and Mothers Replace Each Other When One Parent is Unemployed?

This article aims to study the substitution of parental time between the mother and the father. Taking the “experience” of unemployment as a release from the time constraint, we analyse time transfers between partners in such a situation. A bivariate Tobit model is applied on the French time-use data. It shows that parents quite rarely substitute the time devoted to children between each other, except for child transportation and childcare. Parents do not want to relinquish their parental activities, a fact which reflects their desire to contribute to the children’s education, and the contribution of parental time to the balance of power between spouses. Exchanges remain asymmetric: non-employed fathers release less their partner from parental tasks than unemployed mothers do, which reflects the weight of gender social norms.     

Wenn andere haben,was ich nicht habe — Die intrapsychische und interpersonelle Dynamik des Neides

Envy is an undesired and painful emotion. It’s also socially sanctioned. Envy is at the same time an emotion which is difficult to recognize because it is shown in a masked form. The article explains the genesis and the dynamic of envy in affected persons as well as in a social field. It’s clearly shown that envy has a depressive, a hostile as well as a growth encouragement dynamic.     

Is there a wage cost for employees in family‐friendly workplaces? The effect of different employer policies

This article assesses the wage impact of different family‐friendly employer policies: in‐kind or in‐cash child‐related benefits and flexible work schedule arrangements. We use French matched employee–employer data with a rich set of indicators of family‐friendly benefits, and we pay attention to the possible endogeneity of worker–employer matching. Our results show that the provision of in‐cash or in‐kind benefits is associated with higher wages for women, while flexible work schedules have no significant effect on wages. Our results lead us to reject the hypothesis of compensating wage differentials: women do not appear to face a trade‐off between wages and a better work–life balance. Our findings are more in line with the enhancing productivity theory: in‐kind benefits reduce the time devoted to household activities and alleviate conflict between professional life and family life, thereby improving women's work effort and productivity. This is not the case for flexible work arrangements, which may be perceived as negatively related to workers’ commitment to their job.     

Not for everyone: intra-organisational divides and the stratification of access to work–life policies

Prior research documented a number of factors pertaining to employees or to organisational cultures that can prevent employees from accessing employer-driven work–life policies (WLP). Our study focuses on factors originating in the jobs themselves. We conducted 98 in-depth employee interviews in two multinational companies based in Europe and led feedback sessions with human resources executives. Three mechanisms explained the observed stratification of access to WLP across jobs: (1) the intra-organisational digital divide prevented ‘less digital’ employees from collecting information about WLP on the intranet and thus impaired awareness of the policies; (2) the divide in worksite size prevented employees on smaller worksites from accessing childcare centres, sports or health facilities and (3) the divide in job types restricted access to WLP for specific occupations. The stratification of access to WLP was not strategically driven by human resources; rather the divides were largely unintentional. Our study uncovers inequalities of access originating in the jobs themselves and provides a theoretical integration of the various sets of factors that may promote or hinder employee awareness of WLP. Our findings suggest that organisations should strive to identify these inequalities and to provide ways to cope for these, for instance by offering other forms of support.