The disconnection between policy practices and women's lived experiences: combining work and life in the UK and the Netherlands

Yerkes, Mara A.; Standing, Kay; Wattis, Louise; Wain, Susanna

doi:10.1080/13668801003619407

Cited by 12 publications

(11 citation statements)

References 31 publications

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“…In consideration of the small and non‐significant effects observed overall though, and consistent with emerging qualitative work (i.e. Yerkes et al., ), we also underscore the importance of not viewing government‐provided supports as a silver bullet to work–family challenges. The findings with regard to the organisational supports suggest that more proximal forms of support may be more beneficial in terms of addressing work–family conflict.…”

Section: Discussionsupporting

confidence: 85%

“…Similarly, Mortazavi, Pedhiwala, Shafiro, and Hammer (2009) found no differences in the amount of WIF or FIW experienced across individuals from the Ukraine, Iran, and the US. As noted by Yerkes et al (2010), policies at the national level may not effectively connect with the day-to-day experiences of individuals who are combining work and family roles.…”

Section: Work-family Conflict and National Policymentioning

confidence: 99%

“…As noted by Yerkes et al. (), policies at the national level may not effectively connect with the day‐to‐day experiences of individuals who are combining work and family roles.…”

Section: Introductionmentioning

confidence: 99%

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The Link between National Paid Leave Policy and Work–Family Conflict among Married Working Parents

et al. 2013

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We investigated relationships between four dimensions of work–family conflict (time‐ and strain‐based work interference with family, time‐ and strain‐based family interference with work) and three key national paid leave policies (paid parental leave, paid sick leave, paid annual leave) among a sample of 643 working married parents with children under the age of 5 across 12 industrialised nations. Results provided some evidence that paid sick leave has a small but significant negative relationship with work–family conflict. Little evidence was revealed of a link between paid parental leave or of a link between paid annual leave and work–family conflict. Family‐supportive organisational perceptions and family‐supportive supervision were tested as moderators with some evidence to suggest that paid leave policies are most beneficial when employees' perceptions of support are higher than when they are lower. Family‐supportive organisational perceptions and family‐supportive supervision were both associated with less work–family conflict, providing evidence of their potential benefit across national contexts.

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Section: Discussionsupporting

confidence: 85%

Section: Work-family Conflict and National Policymentioning

confidence: 99%

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The Link between National Paid Leave Policy and Work–Family Conflict among Married Working Parents

et al. 2013

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“…Research suggests that the dichotomy is a false one, however. Many mothers appear not to have a fixed preference for one approach, but rather move in and out of the workforce as their family's needs change (Yerkes, Standing, Wattis, & Wain, 2010). Also, over the same time period as women's workforce participation has gone up, parental childcare time has risen for both mothers and fathers (Bianchi, Robinson, & Milkie, 2006;Craig, Mullan, & Blaxland, 2010;Gauthier, Smeeding, & Furstenberg, 2004;Sullivan, 2006).…”

Section: Introductionmentioning

confidence: 94%

Non-parental childcare, time pressure and the gendered division of paid work, domestic work and parental childcare

Craig

Powell

2013

Community, Work & Family

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What impact does out-sourcing childcare have on the time parents spend on paid work, domestic work and childcare, and how they share these tasks between themselves? Using data from the Australian Bureau of Statistics (ABS) Time Use Survey (TUS) 2006 we investigate the effects of formal and informal non-parental childcare on the time use of couples with children aged 0Á4 years (N 0348). We examine associations between non-parental care and (1) couples' combined time in paid work, domestic work and childcare, (2) parents' time separately by gender in paid work, domestic work and childcare (subdivided by activity type) and (3) parents' self-reported time pressure. Total workloads (the sum of paid work, domestic work and childcare) are neither higher nor lower when non-parental care is used, either for households combined or for each gender separately. The way time is spent, and how activities are divided by gender does differ, however. For mothers the use of any non-parental care and more hours in formal care is associated with more paid work hours, less childcare time and higher self-reported time pressure. Fathers' time is more constant, but they report higher subjective time pressure with increasing hours of formal non-parental care.Qué influencia tiene la terciarizació n del cuidado de niñ os en el tiempo que los padres dedican al trabajo pagado, a las responsabilidades domésticas y al cuidado de niñ os, y como compartenselos? Basándose en datos de La Encuesta de Empleo del Tiempo (Time Use Survey, TUS) del Instituto de Estadística Australiana (Australian Bureau of Statistics, ABS) investigamos las consecuencias del cuidado de niñ os no paterno (formal y informal) en el empleo del tiempo de parejas con niñ os 0Á4 añ os de edad (N 0348 hogares). Examinamos asociació nes entre el cuidado de niñ os no paterno y (i) el tiempo compartido de las parejas en el trabajo pagado, en las responsabilidades domésticas y en el cuidado de niñ os, (ii) el tiempo do los padres separado por género en el trabajo pagado, en las responsabilidades domésticas y en el cuidado de niñ os (subdivido por tipo de actividad) y (iii) la presió n del tiempo que los padres declaran. Los volumenes de trabajo total (la suma del trabajo pagado, las responsabilidades domésticas y el cuidado de niñ os) no son más altos ni más bajos cuando se utiliza el cuidado de niñ os no paterno, por hogares juntos ni por padres separado por género. La manera en que se pasa el tiempo, y como se divide actividades por género divergen, sin embargo. Para madres, el uso de cualquier cuidado de niñ os no paterno y mas horas en el cuidado de niñ os formal son asociados con más horas en el trabajo pagado, menos tiempo en el cuidado de niñ os y más alta presió n del *Corresponding author.

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“…Part-time work is thus a strategy used by many female employees to maintain a healthy work-life balance and meet child care needs (Täht & Mills, 2012). In the UK, however, part-time jobs are generally lower-level positions and the employees in these positions are often overqualified (Yerkes, Standing, Wattis, & Wain, 2010). Part-time work is exceptional in both Finland and Slovenia, where employees commonly only work part-time as part of a parental leave arrangement (Niemistö, 2011;Stropnik & Šircelj, 2008).…”

Section: Telecommuting Flextime and Part-time Hoursmentioning

confidence: 99%

A business case or social responsibility? How top managers’ support for work-life arrangements relates to the national context

Been

Dulk

Lippe

2017

Community, Work & Family

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The extent to which organizations supplement statutory work-life arrangements varies systematically between countries. Empirical evidence on how organizations' approaches to work-life arrangements relate to the national context is, however, mixed. This study aims to elucidate this complex relationship by focusing on how top managers' considerations about whether or not to provide work-life arrangements are related to the national context. Semi-structured interviews were held with 78 top managers in Finland, the Netherlands, Portugal, Slovenia and the UK. This study finds that top managers' relate their considerations whether to provide work-life arrangements to the extensiveness of national legislation: only in the context of few state work-life policies top managers saw it as a business issue. Top managers also take into consideration what they believe is expected of them by employees and society at large, which can work either in favor or against the provision of work-life arrangements. Perceiving the provision of work-life arrangements as a social responsibility seems more apparent for top managers in Slovenia and Finland. By leaving the social responsibility argument out of the central framework of most studies, the existing literature appears to tell the story mainly from an Anglo-Saxon perspective placing business oriented arguments central. RESUMENEl grado de provisiones legales sobre la conciliación laboral-familiar varía sistemáticamente entre países. La evidencia empírica sobre la relación entre los enfoques de las organizaciones hacia la conciliación laboral-familiar y el contexto nacional no son claras. Este trabajo se centra en elucidar esta compleja relación, centrando la atención en como las reflexiones de altos directivos sobre proveer medidas de conciliación laboral-familiar, o no hacerlo, están relacionadas con el contexto nacional. Se celebraron entrevistas semiestructuradas con 78 altos directivos de Finlandia, Países Bajos, Portugal, Eslovenia y el Reino Unido. Este estudio encuentra que los altos directivos relacionan sus consideraciones sobre proveer, o no, medidas de conciliación laboral-familiar con el nivel de extensión de la legislación nacional al respecto: solo en el contexto de bajo nivel de políticas nacionales de conciliación laboral-familiar los altos directivos ven estas como una cuestión empresarial. Los altos directivos también toman en consideración lo que creen que sus empleados y la sociedad en general espera de ellos, lo cual puede trabajar tanto a favor como en contra de la provisión de medidas de conciliación laboral-familiar. La percepción de las medidas de conciliación laboral-familiar como una responsabilidad social parece más evidente para los altos directivos de Eslovenia y Finlandia, La mayoría de estudios la literatura actual, al dejar fuera de su marco central el argumento sobre la responsabilidad social, parecen contar la historia desde un enfoque prominentemente Anglosajón, poniendo en el centro de atención los argumentos de orientación empresarial.

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The disconnection between policy practices and women's lived experiences: combining work and life in the UK and the Netherlands

Cited by 12 publications

References 31 publications

The Link between National Paid Leave Policy and Work–Family Conflict among Married Working Parents

The Link between National Paid Leave Policy and Work–Family Conflict among Married Working Parents

Non-parental childcare, time pressure and the gendered division of paid work, domestic work and parental childcare

A business case or social responsibility? How top managers’ support for work-life arrangements relates to the national context

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