scholarly journals CONFLITO TRABALHO-FAMÍLIA, POLÍTICAS DE APOIO À FAMÍLIA E GÊNERO: UM PANORAMA DO ATUAL CENÁRIO DE ESTUDOS/WORK-FAMILY CONFLICT, FAMILY AND GENDER SUPPORT POLICY: A PANORAMA OF THE CURRENT SCENARIO OF STUDIES

2017 ◽  
Vol 11 (6) ◽  
pp. 1377
Author(s):  
Nágila Giovanna Silva Vilela ◽  
Mariane Lemos Lourenço
Keyword(s):  
Family Conflict ◽  
Employee Relations ◽  
Work Family Conflict ◽  
Management Journal ◽  
Diversity And Inclusion ◽  
Family Issues ◽  
Current Scenario ◽  
Support Policy ◽  
And Gender ◽  
Work Family

A dificuldade em conciliar as demandas do trabalho e da família tem contribuído para que homens e mulheres regularmente enfrentem conflitos entre essas duas esferas. O conflito trabalho-família, decorrente da incompatibilidade de pressões de papéis profissionais e familiares vem sendo o cerne de diversos trabalhos, principalmente na literatura internacional. Visando reduzir os impactos negativos causados por tais conflitos, as organizações e os governos de vários países têm proposto políticas para auxiliar na harmonia entre trabalho e família. Diante disso, o objetivo desse trabalho é analisar como as políticas de apoio à família que visam reduzir o conflito trabalho-família se diferem entre países e de acordo com o gênero, tanto no que diz respeito à oferta, quanto à sua utilização. Para atingir esse propósito, foi feita uma pesquisa bibliográfica em periódicos de destaque (como Employee Relations, Equality, Diversity and Inclusion, Human Resource Management, Journal of Family Issues, Personnel Review, Revista de Administração Contemporânea, entre outros) com publicações sobre a temática nos últimos anos.  Foi possível verificar a importância do contexto social para a compreensão dessas políticas e como elas são percebidas pelos trabalhadores. 

Meaning and Identity Implications of Age 30: Experiences of Women Professionals from India

2019 ◽  
Vol 12 (2) ◽  
pp. 104-111
Author(s):  
Supriya Rakesh
Keyword(s):  
Family Conflict ◽  
Women Professionals ◽  
Work Family Conflict ◽  
Diversity And Inclusion ◽  
Opt Out ◽  
Gender And Age ◽  
Employed Women ◽  
And Gender ◽  
Work Family ◽  
Experiences Of Women

Age is an important aspect that influences women’s career choices and identities. For employed women, age 30 is often associated with gendered discourses around reproductive time-lines, work–family conflict, stalling of careers or ‘opt-out’ from the workforce. However, age is often ignored in research on women’s careers as well as organisational diversity and inclusion practices. Through an interpretative study of corporate women professionals from India, this article examines the meaning and identity implications of age 30. Findings point to tensions and contradictions in social norms at the intersection of age and gender, and age 30 as a barrier or outer limit for participants’ realisation of strong career identities.

Supervisor and mentoring effects on work-family conflict in logistics

2019 ◽  
Vol 49 (6) ◽  
pp. 644-661 ◽  
Author(s):  
Michael J. Maloni ◽  
David M. Gligor ◽  
Robin A. Cheramie ◽  
Elizabeth M. Boyd
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Intent To Leave ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavior Based ◽  
And Gender ◽  
Work Family ◽  
And Behavior

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

A two-study examination of work–family conflict, production deviance and gender

2012 ◽  
Vol 81 (2) ◽  
pp. 245-258 ◽  
Author(s):  
Merideth Ferguson ◽  
Dawn Carlson ◽  
Emily M. Hunter ◽  
Dwayne Whitten
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Production Deviance ◽  
And Gender ◽  
Work Family

Work–family conflict related to culture and gender

2009 ◽  
Vol 12 (2) ◽  
pp. 251-273 ◽  
Author(s):  
Shahrnaz Mortazavi ◽  
Nisreen Pedhiwala ◽  
Maggie Shafiro ◽  
Leslie Hammer
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
And Gender ◽  
Work Family
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