Work-Family Issues and Perceptions of Stress Among Pediatric Faculty and House Staff

2001 ◽  
Vol 1 (3) ◽  
pp. 141-149 ◽  
Author(s):  
Jessica A. Kahn ◽  
Susan K. Parsons ◽  
Philip A. Pizzo ◽  
Jane W. Newburger ◽  
Charles J. Homer
Keyword(s):  
House Staff ◽  
Family Issues ◽  
Work Family

scholarly journals Male Is a Gender, Too: A Review of Why Gender Matters in Economics by Mukesh Eswaran

2016 ◽  
Vol 54 (4) ◽  
pp. 1362-1376 ◽  
Author(s):  
Julie A. Nelson
Keyword(s):  
Gender Differences ◽  
Economic Analysis ◽  
Global Perspective ◽  
Preferential Treatment ◽  
Review Of The Literature ◽  
Family Issues ◽  
Work Family

Mukesh Eswaran's Why Gender Matters in Economics presents a generally well-researched review of the literature on women and economics, and admirably attempts take a global perspective. Eswaran's analysis is compromised, however, by an unreflective use of perspectives and methods that themselves, when seen in a broader perspective, reflect gendered biases. With particular reference to Eswaran's discussions of gender differences in preferences, the preferential treatment of groups, and work/family issues, this essay outlines how these biases arise, and how economic analysis must change if it is to become more rigorous. (JEL A11, B54, D12, J16)

Challenges Faced by Women

2012 ◽  
pp. 147-155
Author(s):  
P. Jyothi
Keyword(s):  
Workplace Stress ◽  
Recruitment And Retention ◽  
Family Issues ◽  
Work Family ◽  
Role Demands ◽  
Skill Shortages ◽  
Conflicting Role

Workplace stress and pressures confronted by an employee due to conflicting role demands and their desire to lead a fulfilling life have brought certain issues to the forefront. Retaining talent and making the workplace enjoyable have been the endeavors of behavioral scientists. BPO jobs demand specific behaviors from their employees, which might result in individual stress. In the context of skill shortages, work-family issues came to be viewed primarily as a recruitment and retention matter. The challenges faced by women while working in a BPO sector are varied, and organizations need to take several initiatives to handle the attrition levels.

Understanding the "Mommy Tracks"

2011 ◽  
pp. 164-181
Author(s):  
Jeria L. Quesenberry ◽  
Eileen M. Trauth ◽  
Allison J. Morgan
Keyword(s):  
Career Decisions ◽  
Theoretical Argument ◽  
Personal Lives ◽  
Family Balance ◽  
It Workforce ◽  
Family Issues ◽  
Geographical Regions ◽  
Work Family ◽  
The Individual ◽  
Gender And It

Despite the recent growth in the number of women in the American labor force, women are still underrepresented in the IT workforce. Key among the factors that account for this under-representation is balancing work-family issues. This article presents a framework for analyzing work-family balance from a field study of women employed in the American IT workforce. The findings are examined through the lens of the individual differences theory of gender and IT to show the range of ways in which work-family considerations influence women’s IT career decisions. The framework is used to support the theoretical argument that women exhibit a range of decisions regarding career and parenthood: the non-parent, the working parent, the back-on-track parent, and the off-the-track parent. These findings illustrate an identifiable theme that crosses geographical regions and timeframes; societal messages are complex and difficult to digest and are processed in different ways by different women, yet they contribute to the decisions women make about their professional and personal lives.

Understanding the Mommy Tracks in the IT Workforce

2011 ◽  
pp. 1178-1183
Author(s):  
Jeria L. Quesenberry ◽  
Eileen M. Trauth
Keyword(s):  
Maternity Leave ◽  
Family Balance ◽  
Women's Participation ◽  
It Workforce ◽  
Family Issues ◽  
Work Family Balance ◽  
Work Family ◽  
The Individual ◽  
Female Responses ◽  
Gender And It

Despite the recent growth in the number of women in the American labor force, women are under represented in the IT workforce. Key among the factors that account for this under representation is balancing work-family issues. Some researchers have speculated that IT work is not an ideal fit for working mothers because of long work hours, increased conflicts with family responsibilities, and the difficulty of returning after maternity leave to an industry with ever evolving technologies (Kuosa, 2000; Webster, 1996). This article reports on an empirical study that explored the influence of work-family balance on American women’s participation in the IT workforce by using the Individual Differences Theory of Gender and IT (Trauth, 2002; Trauth, Quesenberry, & Morgan, 2004; Trauth, Huang, Morgan, Quesenberry, & Yeo, 2006). In doing so, we summarize a work-family balance study presented in greater detail in Quesenberry, Morgan, and Trauth (2004) and Quesenberry, Trauth, and Morgan (2006) that articulates the ways in which individual and environmental factors influence female responses to issues of work-family balance.

Time Spent on Child Care by Fathers in Leadership Positions: The Role of Work Hours and Flextime

2015 ◽  
Vol 38 (8) ◽  
pp. 1066-1088 ◽  
Author(s):  
Martin Gasser
Keyword(s):  
Child Care ◽  
Underlying Mechanism ◽  
Work Hours ◽  
Leadership Position ◽  
Leadership Positions ◽  
Moderated Mediation Model ◽  
Family Issues ◽  
Supervisor Leadership ◽  
Work Family

The present study examines the effect of a supervisor (leadership) position on a father’s time spent on child care (child care involvement). Drawing on time use and work–family research, it adapts the “stress of higher status” hypothesis to child care involvement and explicates the underlying mechanism. The proposed moderated mediation model posits that (1) a leadership position means longer work hours, which explains the lower child care involvement, and that (2) this process depends on the possibility to choose when to start and quit work (flextime), which weakens the work–family border. A Swiss sample ( n = 2,820) of tertiary-educated, employed fathers from couple households is used to conduct the analysis. The results provide evidence for both (1) and (2), although, contrary to expectations, flextime does not mean longer work hours for leaders. The issue of child care involvement by fathers in leadership positions has wider relevance for work–family issues, because they are supervisors and thus shape work environments.

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