Bias in Employment Decisions about Mothers and Fathers: The (Dis)Advantages of Sharing Care Responsibilities

Vinkenburg, C.J.; Engen, M.L. van; Coffeng, J.K.; Dikkers, Josje

doi:10.1111/j.1540-4560.2012.01773.x

Cited by 38 publications

(37 citation statements)

References 31 publications

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“…However, normative beliefs about parenting are strongly gendered. While mothers who combine work with family care are viewed positively, fathers who do so often suffer career penalties (Vinkenburg, Van Engen, Coffeng, & Dikkers, 2012). Most mothers (and some fathers) work part‐time during their children's early years, supported by a mix of private and state childcare provisions (Cousins & Tang, 2004).…”

Section: Methodsmentioning

confidence: 99%

Entitled to a Sustainable Career? Motherhood in Science, Engineering, and Technology

Herman

Lewis

2012

Journal of Social Issues

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Section: Methodsmentioning

confidence: 99%

Entitled to a Sustainable Career? Motherhood in Science, Engineering, and Technology

Herman

Lewis

2012

Journal of Social Issues

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“…Fathers on a ‘daddy track’ who worked reduced hours were perceived as less competent and successful than full‐time working fathers (Vinkenburg et al . ).…”

Section: Career Advancement: Theory and Backgroundmentioning

confidence: 97%

Climbing the Ladder: Gender‐Specific Career Advancement in Financial Services and the Influence of Flexible Work‐Time Arrangements

Noback

Broersma

Dijk

2013

Brit J Industrial Rel

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The aim of this study is to gain insight into the gender‐specific career advancement of about 10,000 middle‐ and top‐level managers in a Dutch financial services company. Our results indicate that women earn less, work at lower job levels, but show slightly higher career mobility than men. However, working a compressed four‐day nine‐hours‐a‐day workweek turns out to be favourable for women who are ‘rewarded’ for working full time, whereas men are ‘penalized’ for not working five days a week. Introducing this form of flexibility into a predominantly masculine organizational culture offers new opportunities for career advancement, albeit solely for women.

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“…Working mothers, sharing responsibilities with their partners, are generally perceived in a positive way (Vinkenburg, van Engen, Coffeng, & Dikkers, 2012) and as such, women generally feel a greater entitlement for using work-life initiatives. (Durbin & Tomlinson, 2010;Lewis, 1997).…”

Section: Practical Implicationsmentioning

confidence: 99%

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

Fritz

Knippenberg

2017

Human Resource Management

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Despite the increase in female leaders, women still remain a minority. As aspiration, defined as the interest for achieving a leadership position, is one predictor of advancement, it is important to understand conditions fostering female leadership aspiration. Because women face more domestic and child care responsibilities, we predict that there is an interaction between gender and work–life initiatives. These initiatives help employees balance their work and private life through simplifying the integration and diminishing tension between the two spheres. Because the work–life interface poses greater challenges for women, we hypothesize that work–life initiatives have a stronger influence on women's leadership aspiration. Results of a survey of N = 402 employed men and women supported this hypothesis. The interaction effect of gender and work–life initiatives on leadership aspiration was positive, implying that women's leadership aspiration is more influenced by work–life initiatives. Our other hypothesis which states that work–life initiatives—regardless of gender—are positively related to leadership aspiration was supported. Hence, men's leadership aspiration also was positively influenced by the availability of such initiatives. This study suggests that by implementing work–life initiatives, such as flexible work arrangements, leaves of absence, or on‐site child assistance, organizations may encourage leadership aspiration for both genders. Our data show that the interaction effect of gender and work–life initiatives was positively related to leadership aspiration, but this may particularly hold true for women.

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Bias in Employment Decisions about Mothers and Fathers: The (Dis)Advantages of Sharing Care Responsibilities

Cited by 38 publications

References 31 publications

Entitled to a Sustainable Career? Motherhood in Science, Engineering, and Technology

Entitled to a Sustainable Career? Motherhood in Science, Engineering, and Technology

Climbing the Ladder: Gender‐Specific Career Advancement in Financial Services and the Influence of Flexible Work‐Time Arrangements

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

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