Family or Future in the Academy?

2016 ◽  
Vol 87 (1) ◽  
pp. 204-239 ◽  
Author(s):  
Seher Ahmad
Keyword(s):  
Young Children ◽  
Family Formation ◽  
Academic Career ◽  
Tenure Track ◽  
Family Policies ◽  
Opt Out ◽  
Tenured Position ◽  
Tightly Coupled ◽  
Work Family ◽  
Pipeline Model

This article critically reviews recent literature on the relationship between family formation and academic-career progression, emphasizing obstacles women face seeking a tenured position and beyond. Evidence indicates that the pipeline model is dominated by “ideal worker” norms. These norms impose rigid, tightly coupled, sequential, time-bound requirements on aspiring academics, making the raising of young children and advancing an academic career incompatible. Studies indicate that women with PhDs and young children are disproportionately more likely to leak out of the tenure-track pipeline. Lack of family friendliness is one of the chief reasons why women opt out of tenure-track careers. One way to increase the proportion of tenured women is to adapt the pipeline model by bolstering institutional work–family policies and providing child care centers. Departmental leaders can ensure that making use of work–family policies does not negatively affect tenure decisions. Collecting longitudinal data to evaluate how well policies are working is critical.

scholarly journals Unmarried cohabitation and its fertility in Ireland: Towards post-Catholic family dynamics?

2019 ◽  
Vol 28 (1) ◽  
pp. 5-28
Author(s):  
Benoît Laplante ◽  
Teresa Castro-Martín ◽  
Clara Cortina ◽  
Ana Fostik
Keyword(s):  
Family Formation ◽  
Negative Relationship ◽  
Late Development ◽  
Irish Society ◽  
Same Sex ◽  
Family Policies ◽  
Same Sex Marriage ◽  
Unmarried Cohabitation ◽  
The Church ◽  
Family Behaviour

Ireland was known for being conservative in family matters. The 2015 referendum that allowed same-sex marriage and the 2018 one that allowed abortion showed this is no longer true. This article aims at better understanding recent family change in Ireland by looking at changes in values on topics related with family behaviour and change in behaviour related with family formation–the rise of unmarried cohabitation, and childbearing within unmarried cohabitation–with a focus on the Catholic dogma and its role in the Irish society. We use data from the 2008 European Value Survey and from the five censuses conducted between 1991 and 2011. We find that the young have been moving away from the teachings of the Church on unmarried cohabitation, but that a few years before the 2018 referendum, they were still close to it on abortion. There is no clear negative relationship between cohabitation or fertility within cohabitation and education, but the use of cohabitation seems to vary according to education. The most enduring legacy of the Church doctrine seems to be the late development of family policies that make motherhood hard to reconcile with work and might explain why cohabiting women have few children.

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

A Mother-Scholar During COVID-19

2020 ◽  
pp. 107780042097875
Author(s):  
Van Lac
Keyword(s):  
Distance Learning ◽  
Young Children ◽  
Faculty Member ◽  
Research Productivity ◽  
Junior Faculty ◽  
Junior Faculty Member ◽  
Tenure Track ◽  
Qualitative Researcher ◽  
Global Pandemic ◽  
Emergent Literature

This poem highlights the current challenges and the lived realities of a mother-scholar during COVID-19. As a mother of two young children, the author details how the global pandemic has thrown her life into chaos as she attempts to provide support to her children with distance learning while also fulfilling her duties with teaching, research, and service as a junior faculty member on the tenure-track. Reinforcing the emergent literature on the lack of research productivity during this pandemic for mother-scholars, the author as a qualitative researcher illuminates this exact challenge in her poem.

Kaleidoscope Careers and Evolving HRM Issues

2009 ◽  
pp. 584-591
Author(s):  
Sherry E. Sullivan ◽  
Lisa A. Mainiero ◽  
Siri Terjesen
Keyword(s):  
Personal Values ◽  
Corporate Values ◽  
Men And Women ◽  
Nontraditional Careers ◽  
Linear Sequence ◽  
Technological Advances ◽  
Opt Out ◽  
Career Model ◽  
Work Family ◽  
Lifestyle Activities

The quotations from Isobel and Jackie illustrate the very real problems that individuals encounter when trying to combine work, family, and lifestyle activities. In the course of our research, we interviewed thousands of men and women, who like Isobel and Jackie, were enacting nontraditional careers; careers based on their personal values, relationships, and life priorities rather than careers dominated by corporate values. Like many others, both Isobel and Jackie later left their corporate jobs to start their own companies. This growing phenomenon of individuals, especially women, leaving established, “plum” corporate jobs was highlighted in recent media stories regarding the “opt-out revolution” which emphasized women’s desire to focus on family rather than career. Similarly, there was a shift in the academic literature away from models that focused on describing careers as a linear sequence of hierarchical promotions in one or two organizations to concepts that reflect nonlinear career structures and view careers as having “multidirectional” patterns (Baruch, 2004). This new, nontraditional, flexible career model has been described as “boundaryless,” “protean,” “post-corporate,” “intelligent,” and “customized” (Arthur & Rousseau, 1996; Arthur Inkson & Pringle, 1999; Hall, 1996; Peiperl & Baruch, 1997; Valcour, Bailyn, & Quijada, 2005). Many of these newer models, however, fail to fully recognize workplaces changes due to increased globalization and technological advances and fail to fully capture the differences in how men and women enact their careers (Powell & Mainiero, 1992, 1993).

scholarly journals I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

2020 ◽  
Vol 12 (14) ◽  
pp. 5519
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
Jaime Sánchez-Ortiz
Keyword(s):  
Direct Effect ◽  
Structural Equation ◽  
Service Sector ◽  
Well Being ◽  
Health Problems ◽  
Equation Model ◽  
Family Policies ◽  
Work Family ◽  
Positive Direct ◽  
The Impact

Among the main causes of absenteeism are health problems, emotional problems, and inadequate work-family policies (WFP). This paper analyses the impact of the existence and accessibility of WFP on work absenteeism, by considering the mediating role of the well-being, which includes emotional as well as physical or health problems, that is generated by these policies. We differentiate between the existence of the WFP and its accessibility, as the mere existence of the WFP in an organisation is not enough. Additionally, workers must be able to access these policies easily and without retaliation of any kind. The model includes the hierarchy and the gender as moderating variables. To test the proposed hypotheses, a structural equation model based on the partial least squares structural equation modelling (PLS-SEM) approach is applied to a sample of employees in the service sector in Spain. On the one hand, the findings show that the existence of WFP has no direct effect on absenteeism; however, accessibility to these policies does have a direct effect on absenteeism. On the other hand, both the existence and accessibility of WFP have positive direct effects on emotional well-being. In addition, emotional well-being is positively related to physical well-being which, in turn, promotes a reduction in absenteeism. Finally, significant differences in the relationship between the existence of WFP and emotional well-being confirm the special difficulty of female managers in reconciling family life and work life.

The impostor phenomenon and work–family conflict: An assessment of higher education

2020 ◽  
pp. 089202062095974
Author(s):  
Megan B Shreffler ◽  
Jessica R Murfree ◽  
Martin R Huecker ◽  
Jacob R Shreffler
Keyword(s):  
Higher Education ◽  
Gender Differences ◽  
Family Conflict ◽  
Significant Positive Correlation ◽  
Impostor Phenomenon ◽  
Tenure Track ◽  
Work Family Conflict ◽  
Years Of Service ◽  
Work Family ◽  
The Relationship

Top faculty are often at risk for experiencing the impostor phenomenon (IP) in the competitive landscape of higher education. Similarly, work–family conflict (WFC) impacts many individuals who work in higher education. The present study aimed to examine the relationship between the IP and WFC in higher education using a sample of university faculty in North America ( N = 197). Data were analysed based on faculty ranking, years of service to the profession and reported gender identity. Findings indicated a significantly higher presence of impostor experiences among tenure-track faculty, varying levels of impostor experiences based on years of service to the profession and no gender differences in IP levels. Finally, findings showed a significant positive correlation between the IP and WFC. Given the prevalence of the IP and WFC in higher education, we conclude with recommendations for administrators to implement programming to recognize and address the presence and consequences of the IP and WFC in higher education.

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