Gender Role Ideology, Work–Family Conflict, Family–Work Conflict, and Marital Satisfaction Among Korean Dual-Earner Couples

The purpose of this study was to examine the effect of the gender role ideology of Korean dual-earner couples on marital satisfaction through work-to-family conflict and family-to-work conflict. The subjects of the study were 4059 participants (2434 men and 1625 women) in South Korea selected from the 2015 Fact-Finding Survey in Families. Results of the study revealed that women scored higher on gender role ideology and family-to-work conflict, but men scored higher on work-to-family conflict and marital satisfaction. Gender role ideology had a significant indirect relationship on marital satisfaction through family-to-work conflict for men in the study, but there was no significant indirect relationship found for the women studied. Gender differences existed between marital satisfaction and its predicting variables. Based on the results of this study, the discussion in this article addresses implications and future research directions.

Shouldering a double burden: the cultural stigma of the dogma of gender role ideology and its impact on work–family conflict

PurposeDrawing on the role theory and work–family border theory, this study aims to examine the relationship between work/family demands and sui generis forms of work–family conflict and further investigates the gender role ideology as a moderator of the relationship between work/family demands and work–family conflict.Design/methodology/approachThe data were garnered with a self-reported questionnaire from randomly selected 569 employees working in the banking sector. As a caveat, nonresponse bias, common method variance and the reliability and validity of the measure were examined.FindingsThe results revealed that work demand and family demand were strongly related to both time- and strain-based work–family conflict; however, the relationship was not established with behavioural-based conflict. Notably, the findings affirmed the existence of a neglected form of psychological-based work–family conflict as the pièce de résistance and established a strong connection with its precursor. The dogma of gender role ideology, as a moderator, was indubitably confirmed and strengthened the positive relationship between family demand and family-to-work conflict.Practical implicationsThe present study emphasises the importance of work/family demands and gender role ideology on work–family conflict. Consequently, it behoves human resource managers, strategists and practitioners to frame the organisational arrangements to alleviate the work–family conflict.Originality/valueThe present study fills a hiatus by establishing the relationship between work/family demand and work–family conflict with its cultural beliefs in the context of a collectivist culture.

The Privileged Sex? An Examination of Gendered Beliefs and Well-Being in Evangelical Men

The current study sought to investigate the relationship between benevolent sexism, gender role ideologies, and well-being in Evangelical men. Despite recent research that has established a relationship between restrictive gender beliefs and negative outcomes for women, few studies have addressed the relationship between these variables in men. Furthermore, Evangelical men’s specific experience has not been explored, in spite of religiosity’s association with these beliefs. Therefore, this study directly assessed relationship between well-being and two kinds of restrictive gender beliefs (i.e., benevolent sexism and traditional gender role ideology) in a sample of Evangelical men. Results showed that endorsement of benevolent sexism and traditional gender role ideology were related to lower levels of eudaimonic well-being for this population. Additionally, it was found that different patterns of relationship exist between restrictive gender beliefs and the two kinds of well-being: eudaimonic well-being (e.g., purpose and meaning) and hedonic well-being (e.g., pleasure and satisfaction) for this population. Specifically, the negative relationships with eudaimonic well-being were stronger than the negative relationships with aspects of hedonic well-being.

Direct and indirect effects of work‒family enrichment: role of gender role ideology

Purpose The purpose of this paper is to examine the antecedents (i.e. work‒family culture and decision latitude) and outcome (innovative workplace behavior (IWB)) of work‒family enrichment (WFE). The study also examines the moderated mediation hypothesis between WFE and outcome, considering work‒life balance (WLB) as a mediator and gender role ideology (GRI) as the moderator. Design/methodology/approach Data for the study were collected through a questionnaire survey from 426 Indian dual working parents, working in various sectors, through purposive sampling technique. Findings The study found that work‒family culture and decision latitude are positively related to WFE, which, in turn, results in increased IWB, with WLB acting as its mediator. Further, the study also found a moderating effect of GRI between WFE and WLB relationship; more specifically, the relationship between WFE and balance is stronger for egalitarian employees (high GRI). Research limitations/implications Using self-reported questionnaire data and a cross-sectional research design is the limitation of this study. Originality/value The study examines a relatively less focused phenomenon of work‒life interface, that is WFE in one of the underrepresented contexts like India; further, the study extends the range of antecedents and outcomes of WFE. Additionally, it contributes to understand the enrichment‒balance relationship, whereby it explains the role of GRI in developing a balanced perception.

Multi Dimensionality of work family conflict in East and West: how do Malaysians fare?

Malaysians employees significantly experienced less time and strain based WFC compared to Western employees. However, Malaysian employees experienced significantly more behavior-based WFC compared to Western counterparts. Malaysian employees in this study scored second lowest in time-based WFC and lowest in strain-based WFC. On the other hand, Malaysian employees experienced second highest behavior based WFC compared to Western employees. It is interesting to note that, in contrast to Western findings, the Malaysian employees experienced more behavior based conflict than time based or strain based conflict, particularly among male Malaysian employees. Cultural dimension of Malaysians society such as collectivism and tradiational gender role ideology may explained the findings.

Gender Role Ideology in Pixar’s “Wall-E” and “Monsters University”

Animation films have increasingly evolved throughout the years. No longer just a medium to convey stories, films also become an agent to express one’s beliefs. In this thesis, I discuss how Pixar demonstrates their ideal gender role through their films, Wall-E and Monsters University, with the assumption that Pixar deconstructs traditional gender role to show Pixar’s belief that a character can only be successful when he or she is able to adopt traits from both extremes. In order to accomplish this, I use gender role theory. In the analysis, I find out that both films’s existing ideology is that masculine gender role traits are put in higher hierarchy. However, the main characters’s characterization shows gender role traits which debunk the existing ideology such that both masculine and feminine traits become equally important to adopt. As a result, I can see that Pixar supports androgyny through their main characters. I also discover that their ideology can be used for increasing their profit income.