Beyond Work-Life “Integration”

Abstract

Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work. Several factors enshrine cherished identities around current workplace norms. The work devotion schema demands that those who are truly committed to their work will make it the central or sole focus of their lives, without family demands to distract them. Importantly, the work devotion schema underwrites valued class and gender identities: Work devotion is a key way of enacting elite class status and functions as the measure of a man--the longer the work hours and higher the demand for his attention, the better. Advocating change in the way work is done and life is lived meets resistance because it places these cherished identities at risk. Resistance to these identity threats keeps current workplace norms in place. This is why even the business case-which shows that current practices are not economically efficient-fails to persuade organizations to enact change. What is needed now is sustained attention to the implicit psychological infrastructure that cements the mismatch between today's workplace and today's workforce.

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

“…Traditional gender roles involve women in the role of primary caregiver, and thus women are more susceptible to identity conflict from work than their male counterparts (Hodges and Park, 2013; Williams et al, 2016). For example, the role of “good” mother and wife is very different to that of “good” father and husband (Nomaguchi et al, 2005).…”

Fathering and Flexible Working Arrangements: A Systematic Interdisciplinary Review

“…Additionally, the reference lists from key articles identified through the search process were also examined for any relevant articles that had not already been identified. The years 2008-2019 were chosen because they provided roughly a decade of research during which there has been increased interest in the issue of fathering and flexible work (Kossek, 2010(Kossek, , 2018Williams, Berdahl, & Vandello, 2016); work-family policy across many Westernized countries (Koslowski & Kadar-Satat, 2019;O'Brien, 2009); and various significant socioeconomic changes, such as the global recession of 2008 (Sigurdardottir & Garðarsdóttir, 2018). Several factors have driven increased interest in flexible working for fathers during this period, including an increased understanding of the benefits derived from father involvement and the way men's flexible working may facilitate gender equality.…”

Gender and leadership aspiration: The impact of work–life initiatives

“…In order to cater to these domestic responsibilities, women, more so than men, are the ones “limiting their work efforts for the sake of family life” (Maume, , p. 867) and as such, many women, particularly those having children, seek flexible jobs (Barbulescu & Bidwell, ; Cabrera, ; Corrigall & Konrad, ; Eagly & Carli, ; Ferriman, Lubinski, & Benbow, ; Gerstel & Clawson, ; Loscocco, ). However, as the ideal employee is still characterized as someone who always prioritizes work over family (Bailyn, ; Kelly, Ammons, Chermack, & Moen, ; Williams, Berdahl, & Vandello, ), and as working long hours is often equated with commitment (Kossek, Ollier‐Malaterre, Lee, Pichler, & Hall, ), women who show that they are family‐oriented are often considered to undertake an obvious withdrawal from the contest for power (Guillaume & Pochic, ). Taking part in work–life initiatives and a retraction from power, however, cannot be equated.…”