Issues for Women in Student Affairs with Children

NASPA Journal ◽  
1997 ◽  
Vol 34 (2) ◽  
Author(s):  
June Nobbe ◽  
Susan Manning
Keyword(s):  
Child Care ◽  
Student Affairs ◽  
Role Models ◽  
Spousal Support ◽  
Work And Family ◽  
Work Environments ◽  
Career Goals ◽  
Flexible Work ◽  
Women In Student Affairs

The article examines how mothers who are employed in student affairs positions balance the responsibilities of work and family. Therough interviews with mothers who were at the least directors of student affairs, issues such as plnning skill, support from supervisors and subordinates, flexible work environments, a lack of role models, changing ambitions and career goals, child care, spousal support, and improved efficiency and effectivenesss were explored and the implications of these factors for administrators discussed.

Women in Student Affairs: Past, Present, and Future Leaders

2013 ◽  
Author(s):  
Delores E. McNair ◽  
Krystal Miguel ◽  
Shauna T. Sobers ◽  
Molly Bechtel ◽  
Steve Jacobson
Keyword(s):  
Student Affairs ◽  
Future Leaders ◽  
Women In Student Affairs

Flexible Work and Housework: Work and Family Constraints on Women's Domestic Labor

Social Forces ◽  
1994 ◽  
Vol 72 (4) ◽  
pp. 1103-1119 ◽  
Author(s):  
H. Silver ◽  
F. Goldscheider
Keyword(s):  
Work And Family ◽  
Domestic Labor ◽  
Flexible Work

Work and Family: Satisfaction, Stress, and Spousal Support

2000 ◽  
Vol 37 (1) ◽  
pp. 16-30 ◽  
Author(s):  
DIANNE L. PHILLIPS-MILLER ◽  
N. JO CAMPBELL ◽  
CHARLES R. MORRISON
Keyword(s):  
Spousal Support ◽  
Family Satisfaction ◽  
Work And Family

Employer-Supported Child Care as a Women-Responsive Policy

1990 ◽  
Vol 11 (4) ◽  
pp. 384-400 ◽  
Author(s):  
JUDITH D. AUERBACH
Keyword(s):  
Child Care ◽  
Labor Force ◽  
Career Paths ◽  
Work And Family ◽  
Primary Data ◽  
Self Interest ◽  
Depth Interviews

The recent “mommy track” debate raises questions about how employers ought best to accommodate women's (and men's) dual commitments to work and family. The “mommy track” approach suggests instituting different career paths for women who expect to have children and those who do not. A less discriminatory approach is to implement family-supportive policies applicable to both women and men. This article examines one such policy — employer-supported child care—and discusses its nature and its implications for improving labor force opportunities for women. Primary data come from two sources: a survey of 99 randomly selected employers in three Eastern states and in-depth interviews with 25 employers across the country, 20 that already support a child-care benefit and five that considered it but decided not to. The article concludes that although employers support child care out of their own organizational self-interest, the implication of their support for women's occupational advancement is not insignificant.

Looking at the Child Care Landscape

PEDIATRICS ◽  
1993 ◽  
Vol 91 (1) ◽  
pp. 179-181
Author(s):  
Joan Lombardi
Keyword(s):  
Child Care ◽  
Parental Leave ◽  
The United States ◽  
Work And Family ◽  
Medical Community ◽  
Child Care Providers ◽  
Care Providers ◽  
Policy Makers ◽  
Care Community ◽  
Introductory Paper

This introductory paper has a threefold purpose: (1) to provide an overview of the various types of child care, any or all of which may be found in an individual American community; (2) to present some terminology that may be used repeatedly in the papers of this supplement; and (3) to begin to discuss the role of the medical community in child care. OVERVIEW OF CHILD CARE This topic may best be explored by discussing the process new parents go through to select child care and by describing some of the obstacles they may face. For those readers who are from the child care community, and therefore familiar with this information, these are problems that can be shared with the medical community in your area. Expectant parents may not begin to think about care until after their baby is born. It is often hard to anticipate the issues related to balancing work and family life until you are actually in the situation. Child care may not be included as a topic in childbirth classes, even though that is probably the first place that the options should be discussed. Once the child is born, a decision may have to be made within the first few weeks after birth, because parental leave is, unfortunately, not guaranteed in the United States. Parents may turn to the pediatrician for advice, but most often they talk with neighbors and friends about child care options. A growing number of parents are beginning to use local Child Care Resource and Referral organizations, which provide consumer education and referral to parents, as well as support and resources to child care providers, policy makers, and the private sector.

Making Workplace Flexibility Work

2019 ◽  
pp. 133-160
Author(s):  
Jamie Ladge ◽  
Danna Greenberg
Keyword(s):  
Working Mothers ◽  
Work And Family ◽  
Flexible Work ◽  
Comprehensive Understanding ◽  
Workplace Flexibility ◽  
Work Arrangements ◽  
Integrate Work ◽  
Flexible Work Arrangement ◽  
Work Arrangement ◽  
Varied Work

Chapter 6 focuses on the topic of flexible work arrangements. Workplace flexibility is often romanticized as an answer to all the challenges working mothers face. While flexibility can be particularly helpful to working mothers as they integrate work and family, it also introduces new complexities working mothers need to consider. This chapter helps women develop a more comprehensive understanding of workplace flexibility. We start with an overview of the different types of flexibility and some of the benefits and challenges women have experienced with these varied work arrangements. We go on to introduce strategies women can put in place to take advantage of a flexible work arrangement and to ensure they are negotiating workplace flexibility in such a way that they don’t trade flexibility for compensation.

Women and family-friendly policies in the Korean government

2008 ◽  
Vol 74 (3) ◽  
pp. 463-476 ◽  
Author(s):  
Sangmook Kim
Keyword(s):  
Work And Family ◽  
Civil Servants ◽  
Work Environments ◽  
Organizational Practices ◽  
Government Organizations ◽  
Korean Government ◽  
Family Culture ◽  
Family Friendly ◽  
Supportive Culture ◽  
Work Family

This paper discusses the desires and realities of women and family-friendly policies in the Korean government. The implementation of policies for gender equality during the past two decades has increased the ratio of women in the civil service. As the number of women in the government has increased, family-friendly policies have been provided for civil servants to balance work and personal life. Family-friendly policies are expected to positively affect the civil servants and government performance. However, the family-friendly policies are not effectively implemented because they are not properly bundled, and civil servants are reluctant to take advantage of these policies under male-centered organizational practices. To aid civil servants in balancing the role requirements of work and family, government organizations should create family-friendly work environments by not only instituting various proper family-friendly programs but also by promoting a supportive culture. Several efforts for establishing such a supportive culture are suggested. Points for practitioners To aid civil servants in balancing the role requirements of work and family, government organizations should create family-friendly work environments by instituting various family-friendly programs and by promoting supportive work—family culture. Only providing family-friendly programs without promoting cultural change is insufficient. Several efforts are essential to establish a supportive work—family culture. First of all, the organizational leaders should be aware of the positive effects of family-friendly programs on employees' attitude and behavior and organizational performance. They need to make civil servants believe that their careers will not be negatively affected by using family-friendly benefits through providing them with counseling and education on family-friendly programs and work—life balance. They should also make every effort to reduce the male-centered organizational practices and to support the work—family concerns of the civil servants.

Investigating the effects of work-family spillovers, gender, and formal mentoring on career goal of managers

2017 ◽  
Vol 38 (8) ◽  
pp. 1065-1085 ◽  
Author(s):  
Hyondong Kim
Keyword(s):  
Work And Family ◽  
Career Goals ◽  
Mentoring Programs ◽  
Formal Mentoring ◽  
Data Set ◽  
Content Type ◽  
Negative Work ◽  
Female Managers ◽  
Work Family ◽  
Positive Work

Purpose The purpose of this paper is to identify whether work-family spillovers significantly affect company managers’ determination of career goals by examining the importance of gender and formal mentoring to these managers. Design/methodology/approach The study sample consisted of 4,222 Korean managers compiled from a large-scale data set (Korean Women Manager Panel) that was collected by the Korea Women Development Institution in two waves (2009 and 2011). Findings Positive work-family spillover is positively related to managers’ career goals, whereas negative work-family spillover is negatively related to such goals. In the presence of positive work-family spillover, formal mentoring is more effective in helping male managers establish and develop career goals. Research limitations/implications The mentoring programs company managers are willing to engage in should be consistent with the gender role. Mentoring programs for female managers are moderately related to the importance of positive work experiences in establishing and developing their career goals. Therefore, to promote the career success of female managers, companies and societies must take actions to change the female managers’ perceptions of their management potentials. Originality/value Gender and formal mentoring programs influence the salience of company managers’ work and family roles, which determines the relationship between positive and negative work-family spillovers and career goals.

Parents as role models: Parental behavior affects adolescents’ plans for work involvement

2011 ◽  
Vol 35 (3) ◽  
pp. 218-224 ◽  
Author(s):  
Bettina S. Wiese ◽  
Alexandra M. Freund
Keyword(s):  
High School Students ◽  
Role Models ◽  
Parental Behavior ◽  
Work And Family ◽  
Work Behavior ◽  
Main Role ◽  
School Students ◽  
Work Involvement ◽  
Parental Work ◽  
Future Work

This study (N = 520 high-school students) investigates the influence of parental work involvement on adolescents’ own plans regarding their future work involvement. As expected, adolescents’ perceptions of parental work behavior affected their plans for own work involvement. Same-sex parents served as main role models for the adolescents’ own plans, whereas opposite-sex parents served as models for the preferred degree of work participation for the adolescents’ future life partners. Interestingly, ideals of how much one’s own parents should have worked were substantially more important than the actual parental work involvement during their childhood. Adolescents, then, are influenced by their parents as role models but they reflect and modify these models according to their beliefs regarding an ideal balance of work and family.

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