Encontrar tiempo para los hijos. Paternidad, ocupaciones y tiempo disponible en España, 2003-2010

Abstract

Los padres de niños pequeños deben ser interactivos, responsables y estar disponibles para cuidarlos (Lamb, Pleck, y Levine 1985). Esta investigación pretende arrojar luz sobre hasta qué punto los horarios de trabajo en España permiten a los padres estar disponibles para sus hijos cuando estos salen del colegio o la guardería. Usando datos de uso del tiempo, se pretende contribuir a la literatura ofreciendo un análisis detallado de cuánto y cuándo se trabaja a lo largo del día, así como su relación con el estatus ocupacional y parental, el género y la incidencia de la crisis. Se analiza el “tiempo disponible” para la familia, entendido como el tiempo en que no se está en el trabajo, excluyendo las horas estándar “de oficina” (de 8 a 17). Los resultados muestran que ser madre aún tiene una relación directa con el tiempo disponible, no así la paternidad. Además, el tiempo disponible presenta una relación compleja con la estructura de clase, que la crisis no ha alterado. Por último, se comprueba una tendencia convergente entre hombres y mujeres, debido a la reducción del tiempo disponible de estas últimas.

Fathers as Solo Caregivers in Spain: A Choice or a Need?

“…Both holding leadership positions (Gasser, 2015) and having high earnings (Fernández-Cornejo et al, 2016) are negatively correlated with time devoted to childcare. In contrast, mid-level white-collar employees (e.g., clerical workers) are more likely to have family-friendly schedules than other employees and seem to be less affected by the penalties associated with breaking the long hours culture (Fernández-Lozano, 2018a, 2018b). For all these reasons, this study proposes that occupational status is not positively related to equal practices at home in a linear way, due to the complex interaction between gender and socioeconomic structures.…”

“…In particular, three time segments will be analyzed: from 8 a.m. to 5 p.m. from Monday to Friday, after 5 p.m. from Monday to Friday, and on weekends, which will make it possible to compare the effect of standard versus nonstandard work hours. What has been called a “tight time schedule” (Fernández-Lozano, 2018a; Jurado-Guerrero et al, 2018), that is, one which concentrates work time within standard office hours, that is, 8 a.m. to 5 p.m., could be associated not only with more time availability in the afternoon and evening but also with an alternative role to that of the traditional “male breadwinner” who spends long hours at work. Additionally, research has found that fathers with nonstandard schedules seem to be more involved with their children in some countries, like the United States (Wight et al, 2008).…”

An electricity smart meter dataset of Spanish households: insights into consumption patterns

“…www.nature.com/scientificdata www.nature.com/scientificdata/ Focusing on specific sectors, for example, in the residential sector, we observed typical peak consumption times corresponding to daily routines such as morning preparations, afternoon cooking, and evening leisure activities 43,44 . Similarly, the commercial and industrial sector showed distinct patterns, with pronounced daytime consumption during working hours and a noticeable drop during traditional shift work, in line with Southern European working patterns 45,46 .…”

Highs and lows in implementing work-life balance at companies in the Basque Country

“…The rules and values regarding the division of paid and unpaid labour between women and men or regarding women's participation in the labour force may also exert social pressure in support of work-life balance policies (Fernández-Lozano, 2018). Likewise, the cultural and structural aspects prevalent in organisations may be such that work-life balance measures are not extensively used or are only used by women.…”

“…When considering the presence of women and the sector of operation, recent papers indicate that in highly predominantly-male businesses and sectors, there is a lack of worklife balance measures. The explanation given for this focuses on the consideration that work-life balance issues do not pertain to men (Belope-Nguema et al;2018, Meil et al, 2019. According to Wiß (2016), if the supervisor is a woman the use of flexible working hours only increases in the case of manufacturing industries.…”