Although previous studies have acknowledged the connections between gender and emotional competences, more research is needed on how gender and emotion interact to influence psychosocial risks at work. This paper addresses how gender stereotypes and emotions simultaneously act as psychosocial antecedents of organizational stress. Following the principles of psychological androgyny, we propose that a combination of communion and agency can serve as a preventive factor at work and lead to healthier responses by providing a wider range of emotional competences to deal with organizational demands. Following previous methodological approaches, we include a quantitative review about scientific research on occupational health in the PsycINFO database during the period 1980–2017 from a multidimensional gender perspective that differentiates between studies addressing the topic from either sex, gender or gender identity dimensions. Finally, we propose new analytical directions to deal with psychosocial hazards at work by underscoring some of the complex ways in which gender and emotional competences influence psychosocial risks at work.

Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18-30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave policies and women's political representation partially explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by cross-national variations in women's (rather than men's) leave intentions. Financially generous leave and gender-egalitarian policies (linked to men's higher uptake in prior research) were not associated with leave intentions in men. Rather, men's leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed.

In the original article, we neglected to include the funder "Generalitat Valenciana" (Spain), "AICO-2017-073" to LG. The authors apologize for this error and state that this does not change the scientific conclusions of the article in any way. The original article has been updated.

Introduction and objectives. In the higher education and research sector, efforts have been employed in diverse countries to bring about gendered structural change, and most strategies pursue such a goal through the implementation of formal changes in its structures and policies. Leaning on the feminist institutionalism theory, the aim of this article is to discuss the importance of understanding how the formal and the informal institutional norms interact between each other in initiatives seeking gender equality in leadership and decision-making in the specific context of higher education institutions. Methodology. A qualitative approach has been followed. Interviews with members of the Board of Directors of a higher education and research institution in northern Spain have been conducted and analysed, aiming at identifying the barriers to the access of women to leadership positions and possible measures to overcome them. Results. The analysis confirmed the impact caused by the gendered dynamics present at both individual and institutional levels to GE initiatives. While the importance of formal institutional commitments to gender equality has been recognised, the analysis recalls the attention to the fact that informal settings shape the applicability of formal policies, with continuous references to the traditionally unequal distribution of power and attribution of value to women and men. Discussion and added value. Although much theoretical knowledge has been produced in the field of gender and institutions, especially concerning the gendered bases of institutions, the field still lacks within-process studies on the aspects influencing the obtained outcomes of developed initiatives pursuing gender equality in institutional leadership. The study developed in this paper allows for replication in different contexts, hence contributing to the refinement of the existing knowledge on the dynamics of change in gender-oriented initiatives