Cross-Country Evidence on Motherhood Employment and Wage Gaps: The Role of Work–Family Policies and Their Interaction

Cukrowska‐Torzewska, Ewa

doi:10.1093/sp/jxx004

Cited by 35 publications

(36 citation statements)

References 23 publications

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“…Empirical evidence on the work-family interaction shows that men and women do not manage this duality of roles in the same way, and that women report more difficulties in making their work and family roles compatible [69,70]. In this sense, it is noted in the literature that the work-family conflict is greater in women than in men, due to the overload in caring for the family, specifically children and the elderly [71][72][73].…”

Section: Moderating Effect Of Gender and Hierarchymentioning

confidence: 99%

I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

2020

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Among the main causes of absenteeism are health problems, emotional problems, and inadequate work-family policies (WFP). This paper analyses the impact of the existence and accessibility of WFP on work absenteeism, by considering the mediating role of the well-being, which includes emotional as well as physical or health problems, that is generated by these policies. We differentiate between the existence of the WFP and its accessibility, as the mere existence of the WFP in an organisation is not enough. Additionally, workers must be able to access these policies easily and without retaliation of any kind. The model includes the hierarchy and the gender as moderating variables. To test the proposed hypotheses, a structural equation model based on the partial least squares structural equation modelling (PLS-SEM) approach is applied to a sample of employees in the service sector in Spain. On the one hand, the findings show that the existence of WFP has no direct effect on absenteeism; however, accessibility to these policies does have a direct effect on absenteeism. On the other hand, both the existence and accessibility of WFP have positive direct effects on emotional well-being. In addition, emotional well-being is positively related to physical well-being which, in turn, promotes a reduction in absenteeism. Finally, significant differences in the relationship between the existence of WFP and emotional well-being confirm the special difficulty of female managers in reconciling family life and work life.

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Section: Moderating Effect Of Gender and Hierarchymentioning

confidence: 99%

I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

2020

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“…The configurations of workplace pregnancies, maternity and paternity leaves, flexible work arrangements and/or “accommodations,” and motherhood/fatherhood career penalties or bonuses, and parental‐ and elder‐caregiving stigma are often fraught with mixed messages, in sometimes ambivalent and passively unsupportive and other times actively sacrifice‐seeking climates, with noninclusive policy implementation, sites of contestation and struggle for women and men within and across organizations and nations and policy agendas (e.g., Buzzanell & Liu, ; Correll, Benard, & Paik, ; Gatrell et al, ; Hodges & Budig, ; Kossek, Hammer & Lewis, ; Kossek, Noe, & Colquitt, ; Kossek, Ollier‐Malaterre, Lee, Pichler, & Hall, ; Kossek, Pichler, Bodner, & Hammer, ; Ryan & Kossek, ). Cross‐country comparisons of work‐family policies, career advancement, and wage inequities point to contradictory findings insofar as extended leaves relieve parents of childcare burdens but also result in lower advancement and workforce participation for women and are often associated with wage and career penalties (e.g., Cukrowska‐Torzewska, ).…”

Section: Women's Careers and Career Equality: Definitions And Overviementioning

confidence: 99%

Women's career equality and leadership in organizations: Creating an evidence‐based positive change

Kossek

Buzzanell

2018

Human Resource Management

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Research on women's career equality and leadership is growing in importance for advancing social justice, equal employment opportunity, and global and national economic goals. Despite the increased attention being paid to gender equality for decades, progression has slowed or stalled around the globe, in many countries, such as United States. The goal of this special issue is to address the persistent research‐to‐practice gap in developing and implementing practical solutions for a positive change to advance women's career equality. In this introduction, we provide a brief overview of the approaches used to study women's careers and discuss how research and practices that are more inclusive of women's needs, values, and career experiences should be broadened to include more expansive and less‐gendered notions of careers. Then, we introduce the articles in the special issue that inform current directions in (a) career and leadership theory, research, and methodologies for gender equality and (b) the application of scholarship to organizations. We conclude with a summary of some lessons for future research and practice on closing the women's career‐equality gap.

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“…country's legacy of conservative family values (e.g., Charles and Cech 2010), public opinion and institutionalized childcare in Germany have become increasingly supportive of mothers' employment in recent years (Blome 2016;2017). In addition to the expansion of publicly funded childcare, parents in Germany are entitled to 14 months of paid family leave per child if both parents in two-parent families stay home for at least two months.…”

Section: The German Contextmentioning

confidence: 99%

Damned if you do, damned if you don't? Experimental evidence on hiring discrimination against parents with differing lengths of family leave

Hipp¹

2018

Preprint

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This study examines how changes in the traditional division of childcare responsibilities affect mothers’ and fathers’ likelihood of getting a job. Can women overcome motherhood penalties by quickly returning to their jobs after childbirth? Do employers discriminate against fathers who take extended family leave? To answer these questions, I exploit some unique features of the parental leave system and job application process in Germany. The findings from my field experiment show that mothers who take nothing beyond the mandatory leave of two months are 50 percent less likely to be invited to a job interview than mothers who stay home for a year after childbirth. There is, however, no difference between fathers with short vs. long leave. With my laboratory experiment I disentangle the underlying mechanisms for these findings. Employers may value different traits in fathers with short and long family leave, which in sum tend to cancel each other out but discriminate against mothers who “lean in” and “act like men” for violating prevailing gender norms.

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Cross-Country Evidence on Motherhood Employment and Wage Gaps: The Role of Work–Family Policies and Their Interaction

Cited by 35 publications

References 23 publications

I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

I Can’t Go to Work Tomorrow! Work-Family Policies, Well-Being and Absenteeism

Women's career equality and leadership in organizations: Creating an evidence‐based positive change

Damned if you do, damned if you don't? Experimental evidence on hiring discrimination against parents with differing lengths of family leave

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