Gender differences in young adults’ inclination to sacrifice career opportunities in the future for family reasons: comparative study with university students from Nairobi, Madrid, and Reykjavik

Fernández‐Cornejo, José Andrés; Mangas, Lorenzo Escot; Kabubo-Mariara, Jane; Kinuthia, Bethuel Kinyanjui; Eydal, Guðný Björk; Bjarnason, Tómas

doi:10.1080/13676261.2015.1083957

Cited by 13 publications

(15 citation statements)

References 71 publications

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“…Men tend to define their career as a focal aspect of their lives whereas women perceive their career as only one aspect of their life (Tajlili, 2014). Women integrate health, community service, family and relationships attempting to create a holistic sense of self (Fernandez-Cornejo et al, 2016;Tajlili, 2014). Therefore, women view career opportunities differently than men and weigh the costs and benefits of a career position with the other competing forces operating in their lives (Dolana et al, 2011;Fernandez-Cornejo et al, 2016;Tajlili, 2014).…”

Section: Career Aspirationsmentioning

confidence: 99%

Women in the workforce

Hartman

Barber

2020

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Purpose While women perform as well as their male counterparts at work, women are drastically underrepresented in the onboarding process to senior leadership. The link between occupational self-efficacy and the role it may play in how men and women make decisions about work has not been done. The purpose of this study is to examine potential differences of occupational self-efficacy, career aspirations and work engagement between women and men. Design/methodology/approach Online surveys were created and sent out as emails and on social network sites including Facebook, Twitter and LinkedIn. Findings Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace. Further, there was no statistically significant difference between occupational self-efficacy and work engagement between men and women. However, men were found to have statistically significantly higher career aspirations than women do. Research limitations/implications While men and women do not differ in occupational self-efficacy or work engagement, men do have higher career aspirations than women do. Although women may believe they can accomplish challenging tasks in the workplace, it does not mean this belief is acted upon. Practical implications The study highlights the importance of occupational self-efficacy and its relation to career aspirations. Individuals who are high in occupational self-efficacy may set their own path in advancing within their career. However, individuals who are low or moderate in occupational self-efficacy may require further encouragement and development using additional resources as a catalyst for advancement guidance. While no differences were found between men and women in occupational self-efficacy, human resource practitioners should develop those individuals who are low or moderate in occupational self-efficacy with coaching, training and/or mentoring to build leadership capacity, increase self-efficacy and career-planning acumen. Social implications Men and women behave differently when seeking career advancement and in their career aspirations. For men, advancement is linked to performance whereas women use a multi-pronged approach focusing on preparing for career success and building role competency. Differences in strategy for advancement mean men will actively engage in behaviors to advance even when they do not have the knowledge or experience to perform in the new role. Conversely, women seek to feel competent in a work role prior to seeking it out. Finding ways to mentor women toward higher self-efficacy for their next career advancement will benefit organizations overall. Originality/value Research examining the role of occupational self-efficacy and its relation to career aspirations does not exist in comparing men and women.

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Section: Career Aspirationsmentioning

confidence: 99%

Women in the workforce

Hartman

Barber

2020

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“…Spain is a Mediterranean Latin Country that until the 1970s was a very traditional society with a largely traditional division of household labor and strong family values. However, since the end of dictatorship (1975), values and social norms (including gender norms) have been developing quite quickly to reflect those existing in the most advanced societies (Valiente, 2013; Fernández-Cornejo et al, 2016). An important milestone in the development of gender equality policies was the approval in 2007 of the ‘Law for Effective Equality Between Women and Men.’ In addition, the current discourse on gender equality and public equality policies places more emphasis on the need to advance in the domain of the equal sharing of responsibilities between women and men in domestic and care work.…”

Section: Spanish Contextmentioning

confidence: 99%

Why do Spanish fathers still make little use of the family-friendly measures?

Fernández‐Cornejo

Pozo-García

Mangas

et al. 2020

Social Science Information

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This article examines why Spanish fathers still make little use of the family-friendly measures (FFM) they are entitled to. Amartya Sen’s capabilities approach is applied to the analysis of this agency gap in work-family balance (WFB). Males wishing to balance work and family face a series of barriers that inhibit their use of FFM, creating a gap between the theoretical right to use these measures and the real ability to do so. We illustrate this broader issue with qualitative information collected from a Spanish sample (59 semi-structured interviews with 43 salaried fathers, 6 salaried mothers and 10 human resources (HR) managers). Three types of factors (conversion factors) that enhance/limit the capabilities of fathers to use reconciliation measures were considered: individual factors, policy and societal factors, and factors related to the organizational culture of workplaces.

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“…With respect to the cultural context, Spain is a Mediterranean Latin Country that until the seventies in the 20th century was a quite traditional society with a division of household labor largely traditional (patriarchal), with strong family values; but where values and social norms (including gender norms) have been evolving quite quickly towards those existing in the most advanced societies, and towards a dual-earner family model (Dema-Moreno and Díaz-Martínez, 2010;Naldini and Jurado, 2013;Valiente, 2013;Fernández-Cornejo, 2016b). This has been reflected in a significant increase in female participation in labor force.…”

Section: Spanish Contextmentioning

confidence: 99%

Can an egalitarian reform in the parental leave system reduce the motherhood labor penalty? Some evidence from Spain

Fernández‐Cornejo¹,

Pozo-García²,

Mangas³

et al. 2018

RES

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The article analyzes how an egalitarian reform in the parental leave system may reduce the motherhood penalty. We used a sample of heterosexual dual-earner couples, with children between 3-8 years old, residing in Madrid and its metropolitan area. We show, first, that the introduction of a 13-day paternity leave increased significantly the average number of days that employed fathers were off work after the birth or adoption of a child. Second, we found some empirical evidence that fathers who took longer leaves tended to be subsequently more involved in the care of their children. And third, we obtained some evidence in favor of the hypotheses that when the father is actively involved in the care of his child the mother tends to experience less work penalty. We also considered the effect of other variables such as having egalitarian gender attitudes, working in a family-friendly company, earnings and the working week.

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Gender differences in young adults’ inclination to sacrifice career opportunities in the future for family reasons: comparative study with university students from Nairobi, Madrid, and Reykjavik

Cited by 13 publications

References 71 publications

Women in the workforce

Women in the workforce

Why do Spanish fathers still make little use of the family-friendly measures?

Can an egalitarian reform in the parental leave system reduce the motherhood labor penalty? Some evidence from Spain

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