Which representations of their gender group affect men’s orientation towards care? the case of parental leave-taking intentions

Men are currently underrepresented in traditionally female care-oriented (communal) engagement such as taking parental leave, whereas they are overrepresented in traditionally male (agentic) engagement such as breadwinning or leadership. We examined to what extent different prototypical representations of men affect men’s self-reported parental leave-taking intentions and more generally the future they can imagine for themselves with regard to work and care roles (i.e., their possible selves). We expected prototypes of men that combine the two basic stereotype dimensions of agency and communion to increase men’s communal intentions. In two experiments (N1 = 132, N2 = 233), we presented male participants with contrived newspaper articles that described the ideal man of today with varying degrees of agency and communion (between-subjects design with four conditions; combined agentic and communal vs. agentic vs. communal vs. control condition). Results of Experiment 1 were in line with the main hypothesis that especially presenting a combination of agency and communion increases men’s expectations for communal engagement: As compared to a control condition, men expected more to engage in caretaking in the future, reported higher parental leave-taking intentions, and tended to expect taking longer parental leave. Experiment 2 only partially replicated these findings, namely for parental leave-taking intentions. Both experiments additionally provided initial evidence for a contrast effect in that an exclusive focus on agency also increased men’s self-reported parental leave-taking intentions compared to the control condition. Yet, exclusively emphasizing communion in prototypes of men did not affect men’s communal intentions, which were high to begin with. We further did not find evidence for preregistered mechanisms. We discuss conditions and explanations for the emergence of these mixed effects as well as implications for the communication of gendered norms and barriers to men’s communal engagement more broadly.

The Role of Adjacency Pairs to Create Politeness Strategies in Students’ Phatic Utterances

Adjacency pair is one of the language features to make utterances more polite as it creates turn-taking, which means that none of the participants dominates. Adjacency pairs also create functions of phatic communication as stated by Padilla Cruz. According to Levinson, there are nine patterns of adjacency pairs, and most could be found in utterances. The data were taken from 24 students’ phatic utterances, and they were chosen because all participants are classmates. COVID-19 pandemic has forced them not to meet each other for almost 2 semesters, yet they show their closeness and solidarity. After all the data were analyzed using the qualitative method, it can be concluded that there are 7 adjacency pairs: Question-Answer, Offer-Accept, Taking leave-Taking leave, Summons-Answer, Request for information-Grant, Request-Apology, and Greeting-Greeting, and most of them have phatic functions of communication. Using adjacency pairs employs politeness strategies and negative and positive politeness strategies from Brown and Levinson. Negative politeness strategies found are Be conventionally indirect, Question, hedge, and Quality-hedges, while positive politeness strategies found are: Offer, promise, Include both S and H in the activity, and Give gifts to H. One of adjacency- pairs and phatic utterances’ functions is to maintain politeness though the students are classmates with close social distance and equal power, they perform politeness strategies to keep their social relations. The appearance of politeness strategies shows that no matter how informal utterances are, closeness and politeness must stay together.Keywords: adjacency-pairs; phatic utterances; politeness; strategies

Material and embodied resources in the accomplishment of closings in technology-mediated business meetings

This study uses conversation analysis (CA) and video-recorded data from an international company to investigate closings in technology-mediated (i.e. distant) meetings. The focus is on the situated affordances and multimodal resources that the chair and participants deploy to transition from meeting talk to a coordinated exit. Due to restricted access to bodily-visual leave-taking behaviours, other mutually recognized practices need to be implemented to initiate and advance closings: (1) when closing is made relevant as the next step, (2) when opportunity spaces to move out of the closing emerge, and (3) when departure from the meeting needs to be negotiated. This progression requires the close coordination of co-participants’ vocal and embodied conduct in the physical setting and rendering actions publicly intelligible via the screen at specific moments. The analysis portrays closings as emergent, collaborative accomplishments, in which the import of multimodal turn constructions and (dis)aligning behaviours must be negotiated in situ.

Capturing the Gender Gap in the Scope of Parenting Related Leave Policies Across Nations

This article contributes to the conceptual and technical development of cross-national measurement and analysis of the gender gap in the scope of parenting related leave entitlements. That there is a gender gap in the scope of leave benefits is widely acknowledged, but it is rarely quantified. The nomenclature in use around leave policies is diverse and so a first step is to standardise categories and develop a unit of parenting related leave. There is considerable cross-national variation in the configuration of the scope of leave policies. As such, a second step is to consider how best to include the different dimensions of this scope (e.g., duration, payment level, individual parent versus family design) in an estimate of the gender gap in entitlement. Using data collated by the International Network on Leave Policies and Research, a gender gap indicator is created to contribute to our understanding of the inclusiveness of parenting related leave for men as compared to women. This indicator highlights that only two (Iceland and Norway) of 45 countries included in this analysis had achieved a zero-gender gap in terms of entitlement to ‘well-paid,’ individual parenting related leave during the first 18 months of a child’s life. The average gender gap for the countries in the analysis is between two to three months. Only seven countries offered more than two months leave to fathers as an individual entitlement. This is likely to be part of the explanation in many countries for lower leave taking practice by men compared to women.

Alcohol and the Masculine Ideal

This chapter explores the connections between the perpetrators' consumption of alcohol, their acts of violence, and the use of celebratory ritual as expressions of camaraderie and manifestations of masculinity. It investigates how membership in paramilitary organizations like the SS, the SA, and the police shaped and informed masculinity constructs. The chapter also discusses how the relationship between alcohol, martial identity, and entry into manhood was anchored in “leave-taking rituals.” The glorification of martial virtues and violence as “the highest manifestation of manhood” emerged as defining characteristics of the National Socialist ideal of hypermasculinity, especially within the SS and the police complex. For this reason, the chapter highlights the linkage between hypermasculinity and militarism. It analyses the concept of martial masculinity or an exaggerated belief in the necessity for merciless brutality against one's enemies, and it defines the concept of radicalized hypermasculinity by the practice of racial war. Ultimately, the chapter discusses the importance of masculinity as a cultural ideal within political and social organizations.

Post-Leave (Return to Work) Training Needs and Human Resource Development

The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of. The Solution This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave. The Stakeholders HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.