scholarly journals Has the Economic Lockdown Following the Covid-19 Pandemic Changed the Gender Division of Labor in Israel?

2021 ◽  
pp. 089124322110012
Author(s):  
Meir Yaish ◽  
Hadas Mandel ◽  
Tali Kristal
Keyword(s):  
Gender Inequality ◽  
Unpaid Work ◽  
Paid Work ◽  
Flexible Work ◽  
Work Arrangements ◽  
Work From Home ◽  
The Family ◽  
Allocation Of Time ◽  
Using Data ◽  
Families With Children

The economic shutdown and national lockdown following the outbreak of COVID-19 have increased demand for unpaid work at home, particularly among families with children, and reduced demand for paid work. Concurrently, the share of the workforce that has relocated its workplace to home has also increased. In this article, we examine the consequences of these processes for the allocation of time among paid work, housework, and care work for men and women in Israel. Using data on 2,027 Israeli adults whom we followed since the first week of March (before the spread of COVID-19), we focus on the effect of the second lockdown in Israel (in September) on the gender division of both paid and unpaid work. We find that as demand for housework caused by the lockdown increases, women—especially with children—increase their housework much more than men do, particularly when they work from home. The consequences of work from home and other flexible work arrangements for gender inequality within the family are discussed.

scholarly journals “Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum

2018 ◽  
Vol 46 (1) ◽  
pp. 3-44 ◽  
Author(s):  
Sylvia Fuller ◽  
C. Elizabeth Hirsh
Keyword(s):  
Work Life ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Wage Gaps ◽  
Work Arrangements ◽  
Work From Home ◽  
Educational Groups ◽  
Wage Penalties ◽  
Face Time ◽  
The Impact

This article focuses on how flexible work arrangements affect motherhood wage penalties for differently situated women. While theories of work–life facilitation suggest that flexible work should ease motherhood penalties, the use of flexibility policies may also invite stigma and bias against mothers. Analyses using Canadian linked workplace–employee data test these competing perspectives by examining how temporal and spatial flexibility moderate motherhood wage penalties and how this varies by women’s education. Results show that flexible work hours typically reduce mothers’ disadvantage, especially for the university educated, and that working from home also reduces wage gaps for most educational groups. The positive effect of flexibility operates chiefly by reducing barriers to mothers’ employment in higher waged establishments, although wage gaps within establishments are also diminished in some cases. While there is relatively little evidence of a flexibility stigma, the most educated do face stronger wage penalties within establishments when they substitute paid work from home for face time at the workplace as do the least educated when they bring additional unpaid work home. Overall, results are most consistent with the work–life facilitation model. However, variability in the pattern of effects underscores the importance of looking at the intersection of mothers’ education and workplace arrangements.

Stresses and Successes

Women's Work ◽  
2018 ◽  
pp. 139-158
Author(s):  
Zoe Young
Keyword(s):  
Work Life ◽  
Paid Work ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Professional Work ◽  
Work Arrangements ◽  
Part Time

This chapter explores the events and outcomes after a year of combining motherhood and professional work using part-time and flexible work arrangements for the 30 women interviewed in this study. None of the women were unequivocal about the benefits or otherwise of using flexible work arrangements as a work–life reconciliation strategy. A near universal experience was that the working pattern the women had embarked upon when they were first interviewed was not the pattern they were working a year later. All but 4 of 30 women had made further adjustments to the time, timing, or location of their paid work. What women identify as the drivers of those further adjustments reveals much about the level of support for flexible work arrangements in important jobs at the pivotal stage in careers when women's progress to the top of large organisations slows down.

scholarly journals Walking a High Beam

2011 ◽  
Vol 6 (2) ◽  
pp. 120-131 ◽  
Author(s):  
Jason T. Castillo ◽  
Greg W. Welch ◽  
Christian M. Sarver
Keyword(s):  
Father Involvement ◽  
Fragile Families ◽  
Nonresident Fathers ◽  
Flexible Work ◽  
Workplace Flexibility ◽  
Policy And Practice ◽  
Employment Stability ◽  
Work Arrangements ◽  
Using Data ◽  
The Relationship

Compared with resident fathers, nonresident fathers are more likely to be unemployed or underemployed and less likely, when they are employed, to have access to flexible work arrangements. Although lack of employment stability is associated with lower levels of father involvement, some research shows that increased stability at work without increased flexibility is negatively related to involvement. Using data from the Fragile Families and Child Wellbeing Study ( N = 895), the authors examined the relationship between nonresident fathers’ employment stability, workplace flexibility, and father involvement. Results indicate that workplace flexibility, but not employment stability, is associated with higher levels of involvement. Policy and practice implications are discussed.

Leading learning and innovation in organizations: A distributed leadership perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ankita Tandon
Keyword(s):  
Distributed Leadership ◽  
Flexible Work ◽  
Content Type ◽  
Leadership For Learning ◽  
Work Arrangements ◽  
Leadership Models ◽  
Distributed Approach ◽  
Work From Home ◽  
Current Context

Purpose This paper explores the role of distributed leadership for learning and innovation in organizations. Learning and innovation being collective interactive processes, individual leadership is not the most effective way to drive them. This paper discusses how developing a distributed approach to leadership can be useful in enhancing the effectiveness of these processes, particularly in the current context of dispersed and remote working spurred by the pandemic. Design/methodology/approach This paper draws on literature from the domains of leadership and learning to discuss how effectiveness of learning and innovation can be enhanced through the application of appropriate leadership models. Findings This paper brings out the importance of developing a distributed leadership approach to enhance learning and innovation in organizations. It provides actionable suggestions that can be used by organizations to develop shared leadership capabilities. Originality/value Moving away from traditional leadership models, this paper highlights the significant role that distributed leadership can play to enhance the effectiveness of collective processes such as learning and innovation. The approach is even more relevant in the current pandemic context where organizations are operating in a distributed setup with flexible work from home arrangements. Learning and innovation in such virtual, asynchronous work arrangements is a challenge. Development of distributed leadership mindset and approach can enable organizations to operate more effectively in the new normal.

Defining Disability for Women and the Problem of Unpaid Work

1988 ◽  
Vol 12 (4) ◽  
pp. 401-415 ◽  
Author(s):  
Susan T. Reisine ◽  
Judith Fifield
Keyword(s):  
National Policy ◽  
Unpaid Work ◽  
Structural Factors ◽  
Paid Work ◽  
Methodological Issues ◽  
Family Work ◽  
The Family ◽  
Societal Expectations ◽  
Unpaid Family Work ◽  
Low Pay

National policy and much of scholarly research on disability overlook the importance of unpaid family work and instead focus on disability in paid work, largely in male samples. Because of societal expectations about appropriate social roles for men and women, women tend to assume responsibility for unpaid work in the family and also tend to have paid work that is characterized by low pay and limited autonomy. This article discusses the political, theoretical, and methodological issues relating to defining and measuring paid and unpaid work disability for women and men within the context of these structural factors. The results of a study analyzing disability in both paid work and unpaid family work among a sample of 206 women with rheumatoid arthritis are presented. The study demonstrates the feasibility of measuring disability in family work and shows that women experience significant limitations in homemaker functioning as well as in paid work roles.

Compromised Choices

Women's Work ◽  
2018 ◽  
pp. 83-98
Author(s):  
Zoe Young
Keyword(s):  
Family Life ◽  
Personal Goals ◽  
Paid Work ◽  
Flexible Work ◽  
Work Arrangements ◽  
Work Transition ◽  
Part Time ◽  
Line Manager ◽  
Made In

This chapter focuses on the compromise that has come to characterise the experience of combining careers and motherhood. For eight women in this study, compromise defined their part-time and flexible work transition in marked ways. They are highly aware of the constraints that stymie their personal goals. One woman recounts her experience of negotiating access to flexibility in her paid work arrangements with a line manager who was unsupportive. Another explains her success and failures negotiating with her husband to share her domestic workload. Compromised choice intention narratives reflect working-pattern choices that are structured by external circumstances and are made in situations that are not as open or free as they could be in terms of facilitating women's achievement of their ideal ways to combine work with family life.

Juxtaposing The Great Indian Kitchen and the Kudumbashree: Women, Work and Agency in Kerala

2021 ◽  
pp. 097370302110358
Author(s):  
Daigy Varghese ◽  
Shubha Ranganathan
Keyword(s):  
Young Woman ◽  
South Asian ◽  
Unpaid Work ◽  
Women’S Empowerment ◽  
Ethnographic Research ◽  
Paid Work ◽  
Women's Agency ◽  
The Family ◽  
Women’S Agency ◽  
Household Labour

The recent Malayalam film ‘The great Indian kitchen’ invoked debate in Kerala on women’s unpaid work in the house. Taking off from this film, this commentary draws on ethnographic research with women participating in the Kudumbashree, a women’s empowerment programme in Kerala, to engage with questions of paid work, household labour and care arrangements within the household. While the film depicts the struggles of a newly wedded young woman in her in-laws’ house and how she leaves the marriage to follow her dreams, this article shifts the focus to the tactics and strategies used by women in their 40s and 50s who remain within the family fold. We look at the experiences of these women who negotiate work and care arrangements to meet their needs. In doing so, we seek to understand what these strategies say about the conceptualisation of women’s agency and independence, particularly in South Asian contexts.

scholarly journals Benefits and Challenges of Telework During The Covid-19 Pandemic

2021 ◽  
Vol 14 (2) ◽  
pp. 129-135
Author(s):  
Susanti Saragih ◽  
◽  
Santy Setiawan ◽  
Teddy Markus ◽  
Peter Rhian ◽  
...  
Keyword(s):  
The Other ◽  
Remote Work ◽  
Flexible Work ◽  
Work Arrangements ◽  
Work From Home ◽  
Total Respondent ◽  
Hr Managers ◽  
The Impact ◽  
Work Arrangement ◽  
At Home

During the Covid-19 pandemic, the term work from home (WFH) has been introduced to refer to a work arrangement in which individual can complete their duties while they are at home. While most flexible work arrangements are a preference, work from home is mandatory. Therefore, the impact of WFH during the Covid-19 pandemic needs to be studied. The total respondent of this study is 337 employees, who are works at home during the pandemic. The results showed that the three main benefits employees might gain during WFH are flexibility, more time with family, and less travel time. On the other side, employees struggle to balance their personal and work life, access to websites or software, and limited devices and workspace. Most of the companies are not ready for the WFH scheme though some of them gave support to employees (e.g., quota subsidy). This research gave some essential suggestions for HR managers in designing remote work for the future.

scholarly journals PENGARUH FLEXIBLE WORK ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEKERJA LEPAS DI PROVINSI BALI

2021 ◽  
pp. 817
Author(s):  
Ni Putu Sri Damayanti ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Working Hours ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Arrangements ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Family ◽  
Flexible Work Arrangement ◽  
Work Arrangement

Flexible work arrangements have been widely used to meet the needs of workers and manage work. Flexible working hours and methods will make it easier for workers to coordinate their work and social schedules. The purpose of this study was to determine the effect of flexible work arrangements and job satisfaction on the productivity of freelancers. The population is all self-employed workers in Bali Province. The sample used in this study was 100 respondents who were collected during the 7 days of the survey. Data collection was obtained from the results of questionnaires which were distributed directly to all entrepreneurs in the province of Bali. Furthermore, to analyze the data used multiple regression analysis. The results of this study indicate that flexible work arrangements effectively affect the productivity of entrepreneurs. The reaction of the freelancers is that they believe that through this work system, they can manage their work schedule more flexibly and become happier and happier. more efficient and closer to the family. Job satisfaction has an impact on work efficiency. It can be seen that there is a significant positive correlation (correlation) between job satisfaction and productivity of freelancers.

scholarly journals The gender(ed) division of labour in Europe: patterns of practices in 18 EU countries

2018 ◽  
Author(s):  
Vanessa Cunha ◽  
Susana Atalaia
Keyword(s):  
Division Of Labour ◽  
Care Work ◽  
Paid Work ◽  
Household Work ◽  
Welfare Regimes ◽  
Eu Countries ◽  
Country Level ◽  
Allocation Of Time ◽  
Families With Children ◽  
Cross National

Drawing on cross-national data from ISSP 2012, this paper aims to identify and characterize the patterns of gender division of labour in European families with children. Analysis focuses on gender role practices at country level, assuming that welfare regimes frame the gendered allocation of time to paid work, care work and household work. From a cluster analysis based on time-use (weekly hours and sex asymmetries) in 18 EU countries, six patterns are identified. Findings disclose the relevance of disentangling care work from household work in order to understand in more detail the diversity of patterns across Europe.

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