scholarly journals Gendering boundary work: Experiences of work–family practices among Finnish working parents during COVID‐19 lockdown

2021 ◽  
Author(s):  
Katri Otonkorpi‐Lehtoranta ◽  
Milla Salin ◽  
Mia Hakovirta ◽  
Anniina Kaittila
Keyword(s):  
Boundary Work ◽  
Work Experiences ◽  
Working Parents ◽  
Family Practices ◽  
Work Family

scholarly journals The Relationship between Boundary Work Tactics and Work-Family Conflict among Working Women

2016 ◽  
Vol 2 (1) ◽  
pp. 1-12
Author(s):  
Nur Fatihah Abdullah Bandar ◽  
Mila Tay ◽  
Dayang Kartini Abg Ibrahim ◽  
Zaiton Hassan
Keyword(s):  
Family Conflict ◽  
Survey Methodology ◽  
Boundary Work ◽  
Working Women ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Work Family ◽  
The Relationship ◽  
Private Organisation

This study aims to identify the relationship between boundary work tactics (behavioral, temporal, physical and communicative) and work-family conflict among working women. A survey methodology was used in this study. This research involves the utilisation of questionnaire which was administered among one-hundred and three (103) working women currently working in a selected organisation. This study was conducted in a selected private organisation in Kuching, Sarawak. The relationship between boundary work tactics and work-family conflicts was analyzed using the Pearson’s correlation analysis test. The results of this study revealed that there is a significant relationship between behavioral tactics, temporal tactics, and communicative tactics with work-family conflict. Hence, from this study, the organisation can implement more strategic tactics to reduce work-family conflicts when the working women are challenged to balance responsibilities between their work and family.

scholarly journals How can we become more equal? Public policies and parents’ work–family preferences in Germany

2021 ◽  
pp. 095892872110357
Author(s):  
Mareike Bünning ◽  
Lena Hipp
Keyword(s):  
Parental Leave ◽  
Public Policies ◽  
Full Time ◽  
Working Parents ◽  
Part Time ◽  
Time Position ◽  
Work Family ◽  
Employed Parents ◽  
The Right ◽  
Policy Setting

This study examines how public policies affect parents’ preferences for a more egalitarian division of paid and unpaid work. Based on the assumption that individuals develop their preferences within a specific policy context, we examine how changes in three policies affect mothers’ and fathers’ work–family preferences: the availability of high-quality, affordable childcare; the right to return to a full-time job after having reduced hours to part-time and an increase in the number of ‘partner months’ in parental leave schemes. Analysing a unique probability sample of parents with young children in Germany from 2015 ( N = 1756), we find that fathers would want to work slightly fewer hours if they had the right to return to a full-time position after working part-time, and mothers would want to work slightly more hours if childcare opportunities were improved. Full-time working parents, moreover, are found to prefer fewer hours independent of the policy setting, while non-employed parents would like to work at least some hours. Last but not least, our analyses show that increasing the number of partner months in the parental leave scheme considerably increases fathers’ preferences for longer and mothers’ preferences for shorter leave. Increasing the number of partner months in parental schemes hence has the greatest potential to increase gender equality.

scholarly journals Supportive Organisational Cultures and their effects on Male Civil Engineers

2012 ◽  
Vol 4 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Valarie Francis
Keyword(s):  
Family Conflict ◽  
Work Culture ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Balance ◽  
Intentions To Quit ◽  
Organisational Values ◽  
Work Family ◽  
The Relationship ◽  
Civil Engineers

Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.   

Contextualising Highly Skilled South Asian Migrant Woman as A Worker: Exploring Her Work Experiences in Traditional Migration Countries

2016 ◽  
Vol 5 (2) ◽  
Author(s):  
Shruti Kalyanaraman
Keyword(s):  
South Asian ◽  
Job Search ◽  
Labour Force ◽  
Coping Mechanisms ◽  
Policy Framework ◽  
Migrant Women ◽  
Work Experiences ◽  
Career Trajectory ◽  
Highly Skilled ◽  
Work Family

This review addresses the career trajectory of highly skilled Asian migrant women. Previous studies have highlighted a plethora of experience of these women across work, family and immediate environment. This review offers a feminist perspective on this category of women as a productive part of labour force in the host country and to bring popular research pieces of the last decade under one roof is the objective of this review. The countries in focus are traditionally immigrant friendly nations such as USA, Canada, New Zealand and Australia. Experiences at each level of work life are traced: right from job search to on- the-job experiences. Coping mechanisms of situations are detailed with possible influence in the identity of the worker. The review concludes with instances of highlight for this category of women in the state policy framework.

Untangling the role of CEOs' political ideology in the provision and inclusiveness of work–family policies: a multi-level conceptual model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dorothea Roumpi
Keyword(s):  
Conceptual Model ◽  
Political Ideology ◽  
Chief Executive ◽  
Institutional Pressures ◽  
Family Policies ◽  
Line Managers ◽  
Content Type ◽  
Family Practices ◽  
Work Family

PurposeAcknowledging the importance of work–family practices that extend beyond what is legally mandated and that cover the needs of a diverse workforce, this paper offers a conceptual model that explores the factors that can influence the provision and inclusiveness of work–family policies in organizations.Design/methodology/approachThe conceptual model is based on a thorough literature review of relevant articles in the fields of management and political science.FindingsIn line with the upper echelons perspective, chief executive officers’ (CEOs') political ideology is a multidimensional concept, comprising two main dimensions (financial and social) that can influence the provision and inclusiveness of work–family practices. Moreover, the proposed conceptual model considers other important factors, such as the centrality of the CEO's political ideology, as potential moderating factors, as well as the conditional role of institutional pressures. Finally, the proposed model takes into account the important role of line managers/supervisors in the implementation of work–family policies and shows the importance of the provision and inclusiveness of work–family practices for critical organizational outcomes (organizational attraction and turnover).Originality/valueThe proposed conceptual model offers a more in-depth understanding of the factors that influence the provision and inclusiveness of work–family policies.

European gender cultures

2019 ◽  
pp. 101-122
Author(s):  
Vera Lomazzi ◽  
Isabella Crespi
Keyword(s):  
Gender Role Attitudes ◽  
Gender Mainstreaming ◽  
Working Parents ◽  
Socially Constructed ◽  
Family Balance ◽  
Gender Regimes ◽  
Work Family Balance ◽  
And Gender ◽  
Work Family ◽  
Positive Effect

Wondering whethergender mainstreaming really supports the shift to a more gender-egalitarian Europe,this chapter explores the intertwined relation between individual gender role attitudes, gender regimes,and gender cultures in Europe. It investigates how structural aspects, which determine the opportunities available for men and women to achieve their goals, as well as cultural features, which establish socially constructed, predominant family models and legitimised gender roles, contribute to explaining individuals’ beliefs in gender equality. The chapter reports empirical evidence of the positive effect of work-family balance policies, which enshrines the gender mainstreaming principles, on the promotion of gender egalitarian beliefs. Thesepolicies and workplace practices allow working parents to combine their professional and personal responsibilities, directly affecting their opportunity structures. Because of such realistic opportunities, people tend to express more egalitarian views. At the same time, the implementation of work-family balance policies transmits a certain idea of a lifestyle model and family pattern, legitimising them through structural elements that contribute to changing current gender regimes.

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