scholarly journals Part-time work and gender inequality in Europe: a comparative analysis of satisfaction with work–life balance

2018 ◽  
Vol 21 (3) ◽  
pp. 378-402 ◽  
Author(s):  
Barbara Beham ◽  
Sonja Drobnič ◽  
Patrick Präg ◽  
Andreas Baierl ◽  
Janin Eckner
Keyword(s):  
Comparative Analysis ◽  
Gender Inequality ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Time Work ◽  
Part Time ◽  
And Gender ◽  
Part Time Work

scholarly journals Part-Time Work and Gender Inequality in Europe. A Comparative Analysis of Satisfaction with Work–Life Balance

2018 ◽  
Author(s):  
Barbara Beham ◽  
Sonja Drobnič ◽  
Patrick Präg ◽  
Andreas Baierl ◽  
Janin Eckner
Keyword(s):  
Working Hours ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Substantial Part ◽  
Full Time ◽  
Life Balance ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Part-time work is an increasingly common strategy for handling work and family—but is it an effective strategy everywhere and for everyone? To answer this question, we examine the satisfaction with work–life balance of workers in 22 European countries included in round five of the European Social Survey. Our results show that part-time workers are more satisfied with their work–life balance than full-time workers; the more so, the fewer hours they put in. Yet, we find an important gender difference: Women in marginal part-time work (< 21 hours/week) are more satisfied than men in a similar situation, and conversely men in full-time work are more satisfied than women working full-time. Further, the societal context plays an important role: substantial part-time work (21–34 hours/week) is more conducive to satisfaction with work–life balance in more gender-egalitarian countries than in countries with low gender equality. Hence, a supportive gender climate and institutional support may entice workers to reduce working hours moderately, which results in markedly increased levels of SWLB.

scholarly journals A comparative analysis of flexible working patterns in Germany and Turkey

2020 ◽  
Vol 9 (4) ◽  
pp. 01-14
Author(s):  
Fulya Aydınlı Kulak ◽  
Vala Lale Tüzüner
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Chi Square ◽  
Life Balance ◽  
Overtime Work ◽  
Home Based ◽  
Flexible Working ◽  
Time Work ◽  
Part Time ◽  
Chi Square Analysis

In this study, the extent of flexible working patterns beginning to replace the conventional working models is examined in companies in Turkey and Germany and the extent of flexible working patterns in the two countries is compared. The objectives of the study are to determine the prevalence of these patterns and to find out the similarities and differences regarding flexible working in the two countries. The flexible working patterns focused on in this study are weekend work, shiftwork, overtime work, part-time work, job sharing, flexitime, fixed-term contracts, home-based work, telecommuting, and compressed workweeks. The research, which is designed with the last round database of the CRANET Survey on Comparative Human Resource Management Research, includes the companies in Turkey and Germany of the 35 participating countries (154 companies from Turkey and 278 companies from Germany which makes a total of 432 companies). In the findings section, first of all, the prevalence of each flexible working pattern in the two countries has been presented. Chi-square analysis has been conducted for each of the flexible working patterns to find out if there are any significant differences in the prevalence of these models in the two countries. As a result, it is determined that the extent of the nine flexible working patterns differed in the two countries. This is to say that the prevalence of several flexible working patterns ensuring the work-life balance of the employees is higher in Germany whereas flexible patterns used for economic reasons and do not add value to the work-life balance of the employees are usually prevalent in Turkey. The only similarity between the two countries is the use of home-based work.  

scholarly journals Überstunden, Ausgleichsmöglichkeiten, Gesundheit und Work-Life Balance

2020 ◽  
Vol 2020 (3) ◽  
Author(s):  
Corinna Brauner ◽  
Anne Marit Wöhrmann ◽  
Nils Backhaus ◽  
Anita Tisch
Keyword(s):  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Regression Analyses ◽  
Life Balance ◽  
Overtime Work ◽  
Time Work ◽  
Part Time ◽  
Negative Relationships

Überstunden sind in Deutschland weit verbreitet. Repräsentative Daten von 7.765 Befragten der BAuA-Arbeitszeitbefragung 2017 zeigen, dass Beschäftigte im Durch-schnitt 3,9 Stunden pro Woche länger arbeiten als vertraglich vereinbart, wobei sich Unterschiede nach Geschlecht, Vollzeittätigkeit, Qualifizierung und Berufen zeigen. Über die Hälfte sind transitorische Überstunden, die durch Freizeit ausgeglichen wer-den. Ein Viertel wird ausbezahlt und jede fünfte Überstunde wird nicht abgegolten. Regressionsanalysen deuten auf einen negativen Zusammenhang von Überstunden mit Gesundheit und Work-Life-Balance hin. Dies gilt sowohl für transitorische Überstunden als auch bei Überstunden ohne Freizeitausgleich, für Teilzeit- und Vollzeitbeschäftigte und unter Kontrolle von Alter, Geschlecht, Bildungs- und Anforderungs-niveau, dem ausgeübten Beruf sowie der vertraglich vereinbarten Arbeitszeit. Overtime is widely spread in Germany. Representative data from 7.765 respondents from the BAuA-Working Time Survey 2017 show that employees work an average of 3.9 hours per week longer than contractually agreed, with differences according to gender, full-time work, qualification levels and occupations. More than half of these are transitory overtime hours, which are compensated by free time. A quarter is paid and every fifth hour of overtime is not compensated. Regression analyses point towards negative relationships with health and work-life balance. This applies to transitory overtime hours as well as for overtime hours without compensatory time off, full time and part time employees, and controlled for age, gender, qualification level, occupations, and contractual working hours. Stratified analyses show some different patterns for employees in night and shift work and for those with mainly private reasons for overtime work.

scholarly journals Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

2018 ◽  
Vol 151 (2) ◽  
pp. 521-545 ◽  
Author(s):  
Heejung Chung
Keyword(s):  
Gender Differences ◽  
Work Life ◽  
Working Time ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Life Balance ◽  
Flexible Working ◽  
Part Time ◽  
Negative Perceptions ◽  
The Uk

AbstractThis study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma—i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers’ commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.

Women in Low Status Part-Time Jobs: A Class and Gender Analysis

2000 ◽  
Vol 4 (4) ◽  
pp. 152-170 ◽  
Author(s):  
Tracey Warren
Keyword(s):  
Life Cycle ◽  
Social Contexts ◽  
Gender Analysis ◽  
Working Lives ◽  
Lower Status ◽  
Time Work ◽  
Part Time ◽  
Gender Based ◽  
And Gender ◽  
Part Time Work

Why, given all the problems associated with part-time employment in Britain, do women work part-time at all? Does the answer to this question lie in gender-based explanations which focus on womenís caring responsibilities? This paper addresses these issues by focusing on the relative experiences of the largest group of part-timers, women working in low status occupations. It is concluded that a gender-informed analysis of womenís part-time employment is clearly vital, but an awareness of further dimensions of social inequality is required if we are to understand diversity amongst part-timers. Relative to full-timers, part-timers are similar in their life-cycle positions, their marital status and motherhood status. However, incorporating a class analysis shows that part-timers in lower status jobs stand apart in that they are disproportionately likely to have been brought up in working class households and, as adults, they are more likely to be living in very low waged households with partners who are also in low paid manual occupations. It is concluded that women go into the lowest status part-time jobs in specific social contexts and, as a result, we cannot lump together into one unified group, women working part-time in manual and higher status occupations, and then talk sensibly about part-time work and its impact on women. It is essential to examine the interaction of gender and class inequalities to better understand these womenís working lives.

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