Promoting new norms and true flexibility: sustainability in combining career and care

Vinkenburg, C.J.; Engen, M.L. van; Peters, Christoph

doi:10.4337/9781782547037.00014

Cited by 12 publications

(13 citation statements)

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“…It is equally important that these initiatives are not designed in a gender‐exclusive manner. Gender‐specific initiatives for women do manifest normative beliefs about parenting and are as such less beneficial for women than flexible and customizable initiatives (Vinkenburg, van Engen, & Peters, ). In line with this reasoning, a recent study by the Peterson Institute for International Economics and Ernst & Young () showed that although paid maternity leave (a form of a time‐based initiative ) is linked to a greater number of female employees, it is equally associated with slower female career progression.…”

Section: Discussionmentioning

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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Section: Discussionmentioning

confidence: 99%

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

Fritz

Knippenberg

2017

Human Resource Management

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“…The international scope is key to success, because by its very nature, sustainability is a global issue. This big picture worldview is also a vibrant reminder that sustainability must be maintained on multiple levels, societal (national legislation and cultural values), organizational (policies and practices), and individual (personal implementation; Tomlinson, Baird, Berg, & Cooper, 2018; Vinkenburg et al, 2017). The interrelationship is a critical factor in fostering sustainability over time.…”

Section: Sustainability: Past and Presentmentioning

confidence: 99%

“…One of the certainties in an uncertain world is that technology continues to be a major influence in how we see, live in, and work in our world. Although there are multiple benefits of technological advances, they have a downside as well for careers: automation taking over work and increasing employment insecurity for those already in precarious jobs, intensification of work as employees find they are always connected to their jobs and that expectations come with that constant connection, and stress from both work displacement and intensification that takes a toll on physical and mental well-being (Vinkenburg, Van Engen, & Peters, 2017).…”

mentioning

confidence: 99%

Conceptualizing and Creating Sustainable Careers

McDonald

Hite

2018

Human Resource Development Review

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The world of work continues to change, with potentially dire predictions for the future as technology, work intensification, and workplace inequities impinge on careers, suggesting a need for increased attention on how to sustain them. This article focuses on the concept of sustainable careers: what they are, why they matter now, and what other disciplines are doing to address this phenomenon. The authors conclude with how human resource development can play a significant role in research and practice to develop both systems that foster career sustainability and individuals who are ready to embrace an evolving career climate.

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“…I am not trying to downplay the importance of the freedom of choice, and I do not intend to prescribe how women and men should make decisions in combining work and care. I am building on work on choice, norms and change to entice those who prepare policy documents and media representations on women's economic empowerment to move beyond the rhetoric of choice (van Engen, Vinkenburg, van Engen and Peters 2015). Not only should we move beyond the rhetoric of choice, we should also change from talking about choosing between ('either or') to combining both ('and and') work and care.…”

Section: Introductionmentioning

confidence: 99%

Beyond the Rhetoric of Choice: Promoting Women's Economic Empowerment in Developed Countries

Kabeer¹

2016

IDS Bulletin

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Promoting new norms and true flexibility: sustainability in combining career and care

Cited by 12 publications

References 0 publications

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

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

Conceptualizing and Creating Sustainable Careers

Beyond the Rhetoric of Choice: Promoting Women's Economic Empowerment in Developed Countries

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