Coworking as a Career Strategy: Implications for the Work and Family Lives of University Employees

Sweet, Stephen; Moen, Phyllis

doi:10.1023/b:ihie.0000018909.62967.b5

Cited by 12 publications

(4 citation statements)

References 17 publications

(13 reference statements)

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“…Different cultures, policies, and practices around work produced different couple work strategies (Barnett and Brennan, 1997;Barnett, Gareis, and Brennan, 2009;Bianchi et al, 2007;Blossfeld and Hofmeister, 2006;Moen, 2003). Sweet and Moen (2004), for example, found most (38%) middle-class working couples in the US follow a neotraditional strategy, with husbands having the "main" career job and wives working in less demanding, shorter-hours jobs (see also Sweet and Moen, 2007). Similarly in the Netherlands, most dual earners have 1.5-earner families.…”

Section: Seeking Transformation Not Assimilation or Accommodationmentioning

confidence: 99%

From ‘work–family’ to the ‘gendered life course’ and ‘fit’: five challenges to the field

Moen

2011

Community, Work & Family

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114

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractThis paper * introduces the concepts of the 'gendered life course' and 'life-course fit' in order to provide a broader, dynamic, and contextual perspective on the match or mismatch characterizing the social environments confronting workers, their families, and their communities. It summarizes five challenges confronting scholars of community, work, family, and policy: (1) updating outdated concepts and categories; (2) incorporating the gendered life course and family strategies to improve fit; (3) recognizing social change; (4) seeking work-time policy transformation, not simply assimilation or accommodation; and (5) focusing on prevention. In doing so, it provides a very brief history of the workfamily intersection from a US vantage point, along with an overview of organizational response by employers to the 'work-family' conundrum. There is a growing recognition that a sense of fit or misfit in terms of rising temporal demands, limited temporal resources and outdated work-hour constraints on workers and families has become a public health issue. The next step is for employers and policy makers to break open the time clocks around paid workthe tacit, taken-for-granted beliefs, rules and regulations about the time and timing of work days, work weeks, work years, and work lives. ZusammenfassungDieser Beitrag stellt die Konzepte des "geschlechtsspezifischen Lebenslaufs" und der "Lebenslaufanpassung" vor.

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Section: Seeking Transformation Not Assimilation or Accommodationmentioning

confidence: 99%

From ‘work–family’ to the ‘gendered life course’ and ‘fit’: five challenges to the field

Moen

2011

Community, Work & Family

Self Cite

114

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“…Our exploration of how marital and parental status influenced productivity and career trajectory unveiled complex effects of partnership status and parental status on career dynamics, detrimental to the progress of women with children. We brought to light the contrasted impact on individual career advancement of belonging to a dual-career academic couple, that is, a beneficial effect for men and a detrimental effect for women (Schiebinger et al, 2008; Sweet and Moen, 2004). Further, we uncovered that academics in ecology conform to classical patterns of differentiation of time allocation to domestic and parental tasks (more involvement of women on average), especially so in France where most domestic and parental tasks are carried out by women.…”

Section: Discussionmentioning

confidence: 99%

The domestic basis of the scientific career: gender inequalities in ecology in France and Norway

Loison

Paye

Schermann

et al. 2016

European Educational Research Journal

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International audienceGender-related inequalities in scientific careers are widespread, evidenced by the attrition of women along the different stages of the promotion ladder. We studied the interwoven personal and professional trajectories of researchers in ecology and compared these trajectories between France and Norway. Given their differing welfare state policies and work/family regimes, we expected contrasts in the depth and modalities of the gender gap. We focused on the career consequences of time-use inequalities in the workplace and in the private sphere (domestic tasks and parental care). We find a more frequent assignment of women to less-valued tasks at work (e.g. teaching) and pronounced gender differences in the involvement in domestic and parental tasks, especially in France. Age at promotion and probability to be promoted differed between gender in both countries and more so in France, women being less promoted and promoted later than men. This gender gap was particularly discriminating women with children, when they were either single or with a partner who also was a researcher. These differences are mainly due to a lower scientific productivity of women when they get children. These analyses raise a number of questions on welfare policies and on the definition of academic standards of peer judgment within local employment policies in universities

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“…But gaining entry into these workplace networks is difficult for trailing spouses, who tend to travel further from their homes to work, whose jobs may not be in line with career aspirations, and who may face difficulties in finding immediate employment. Therefore, it may be fruitful for community and business leaders to respond to the fact that career moves are often dual‐career moves and to cultivate responsive approaches that open opportunities for partners who follow their spouses to new jobs and new locales (see Sweet & Moen, 2004).…”

Section: Discussionmentioning

confidence: 99%

Selecting and Assessing the Family‐Friendly Community: Adaptive Strategies of Middle‐Class, Dual‐Earner Couples

2005

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Using a life course perspective, this study analyzes the adaptive strategy of community selection utilized by middle-class dual-earner couples, as well as the perceived family friendliness of their communities. Although many common concerns exist (most paramount being safety, jobs, and housing quality), parents are more apt than nonparents to mention the importance of schools, parks, libraries, and community events. For women, safety and proximity to their spouses' jobs are stronger considerations than they are for men. Although respondents mention many similar family-friendly features, only some matter in predicting their overall positive evaluations of community family friendliness. Community is discussed as being an understudied dimension of work-family policy and research.

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Coworking as a Career Strategy: Implications for the Work and Family Lives of University Employees

Cited by 12 publications

References 17 publications

From ‘work–family’ to the ‘gendered life course’ and ‘fit’: five challenges to the field

From ‘work–family’ to the ‘gendered life course’ and ‘fit’: five challenges to the field

The domestic basis of the scientific career: gender inequalities in ecology in France and Norway

Selecting and Assessing the Family‐Friendly Community: Adaptive Strategies of Middle‐Class, Dual‐Earner Couples

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