The dual impact of gender and the influence of timing of parenthood on men’s and women’s career development: Longitudinal findings

Abele, Andrea E.; Spurk, Daniel

doi:10.1177/0165025411398181

Cited by 90 publications

(75 citation statements)

References 24 publications

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“…These women may realise that change may not occur unless they make the change. This pattern supports previous studies that show women to be more likely to make work adjustments than men (Abele & Spurk, 2011;Becker & Moen, 1999;Kuhhirt, 2012;Sanchez & Thomson, 1997;Schober & Scott, 2012).…”

Section: Discussionsupporting

confidence: 91%

“…The birth of the first child seems to remain 'a critical juncture in the development of a gender gap in time spent on paid work and household labour' (Schober, 2013, p. 83). Women often decrease their employment hours when they become mothers (Abele & Spurk, 2011;Kuhhirt, 2012) although the difference in work hours between mothers and childless women is not as large in Sweden (Misra et al, 2011).…”

Section: Parenthood and Work Adjustmentsmentioning

confidence: 99%

“…The transition to parenthood generally has a negative effect on women's participation in the labour force, as many mothers respond to the competing demands of work and parenthood by reducing their commitment to work outside the home (Abele & Spurk, 2011;Kuhhirt, 2012;Maume, 2006). The potential effect of parenthood on men's work efforts has received growing attention in the last several years though findings are more mixed, with some studies showing a positive relationship between fatherhood and work hours (Astone, Dariotis, Sonenstein, Pleck, & Hynes, 2010;Knoester & Eggebeen, 2006), some studies showing that fatherhood decreases work efforts (Astone et al 2010;Dommermuth & Kitteröd, 2009), and others showing no effect of fatherhood on work hours (Dermott, 2006).…”

Section: Introductionmentioning

confidence: 99%

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Gender, work and childbearing: couple analysis of work adjustments after the transition to parenthood

Kaufman

Bernhardt

2014

Community, Work & Family

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This study focuses on Swedish couples' work adjustments following the transition to parenthood. Specifically, we ask whether couples' gender role attitudes influence whether they make adjustments to their work situations after the end of the parental leave. Using couple data from the Young Adult Panel Study, we find that both partners are more likely to make work adjustments when both partners hold egalitarian attitudes. It is also more likely that only the male partner will make work changes when both partners are egalitarian. When one partner holds more egalitarian attitudes than the other partner, it tends to have a stronger impact on the work adjustments of the more egalitarian partner. For example, couples with egalitarian male partners are more than three times as likely to have the male partner change his work situation as couples in which neither partner holds egalitarian attitudes. While less consistent, there is some evidence that female egalitarian attitudes increase the likelihood of female work changes.Este estudio se centra en los ajustes laborales experimentados por las parejas suecas tras su transición a la maternidad o paternidad. En concreto, nos preguntamos si las actitudes hacia los roles de género de estas parejas influyen en la modificación de sus situaciones laborales una vez que finaliza el periodo del permiso parental. Utilizando datos de pareja del Young Adult Panel Study, observamos que la probabilidad de que ambos miembros de la pareja ajusten sus condiciones laborales es mayor cuando tienen actitudes igualitarias. Es también más probable que sea el hombre el que haga más cambios cuando ambos miembros son igualitarios. Cuando uno de los dos presenta actitudes más igualitarias que el otro, suele tener un mayor impacto sobre los ajustes laborales del miembro más igualitario. Por ejemplo, en parejas donde el hombre es más igualitario, es tres veces más probable que sea él quien modifique sus condiciones laborales que en las parejas en que ninguno de los dos es igualitario. Aunque con menor fuerza, los resultados sugieren también que las mujeres con actitudes igualitarias incrementan la probabilidad de realizar modificaciones en su trabajo.Palabras claves: trabajo y familia; transición a la paternidad/maternidad; condiciones laborales; actitudes ante los roles de género; datos de pareja; Suecia

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Section: Discussionsupporting

confidence: 91%

Section: Parenthood and Work Adjustmentsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Gender, work and childbearing: couple analysis of work adjustments after the transition to parenthood

Kaufman

Bernhardt

2014

Community, Work & Family

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“…Similarly, it was showed that A values were linked with variables that were related with life satisfaction (Çivitçi and Çivitçi, 2009;Kong, Ding and Zhao, 2014), such as, self-esteem and self-efficacy beliefs (Abele, 2003). On the other hand, studies show that A traits predicted success, achievement, assertive actions, political behaviors, and competence in an individual's occupational career (Abele, 2003;Abele and Spurk, 2011). A values instigate behavior which is success-oriented and leads to actual to success (Abele, 2014: 4).…”

Section: The Roles Of Aandc Values On Political Deviance and Job Relatementioning

confidence: 97%

The Role of Agentic and Communal Values in the Individuals’ Outcomes of Job Related Affective Well Being and Political Deviance

Taştan¹

2015

RREM

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“…Consider the following. Many women who want to excel as much as their male counterparts are limited by childcare obligations (see Abele & Spurk, 2011 ) . As described in The Washington Post (de Daniel, 2010 ) , a 2005 Virginia Tech report found that the number of "voluntary" departures of female faculty members was disproportionate to that of males; women accounted for one-fi fth of the faculty but two-fi fths of departures.…”

Section: Individual Sources Of Dilemmasmentioning

confidence: 99%

Stuck Between a Rock and a Hard Place: Quality of Work Life

Reilly

2012

Work and Quality of Life

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In 2005, an American television series, The Of fi ce , hit the airwaves. Strongly in fl uenced by its British counterpart of the same name, The Of fi ce portrays events in the typical work day of a small group of white-collar employees at a paper-supply company in Scranton, Pennsylvania. The series is a fi ctional documentary of work life. The of fi ce manager, Michael, is simultaneously ignorant, insensitive, and boorish while attempting to be politically correct. His inappropriate interactions with his employees make the viewer want to cringe. One now classic episode, Diversity Day (Novak & Kwapis, 2005 ) , portrays a trainer sent from corporate headquarters to conduct diversity training for the staff. Michael muddies the efforts of the trainer by attempting to co-facilitate without being invited to do so, only to create an early ending to a failed exercise. After he sat down with the trainer to discuss where, in his opinion, the trainer fell short, Michael discovers that headquarters had only planned a group training program in order for him to save face because, in fact, his own employees had fi led complaints about his racist and sexist remarks. He himself had generated a desperate need for the training. After refusing to sign the requisite documentation of participation in the program using his own name (he used "Daffy Duck"), Michael conducts his own diversity training the "right" way that very afternoon. Each employee was randomly assigned a label with a sticky note, indicating membership in a protected group to place on his or her forehead. While employees were unaware of the content of their own personal billboards, Michael instructed them to walk around the room and make positive comments about the characteristics of other people based on their labels without directly revealing the reluctant target's group assignment. The one Black man in the exercise left in disgust when he realized his sticky note said "Black." Needless to say, the training did not go well. Stereotyping and condescension were rampant, basically because Michael effectively induced those behaviors.In this and other episodes, Michael's consistent ineptitude creates a sense of incredulity in his subordinates, often generating anger and then a lingering frustration at being stuck in jobs with limited alternatives. To make matters worse, the self-serving assistant manager, Dwight, vigilantly ferrets out and reports infractions of of fi ce rules and company policies. While his goal is to eventually assume the position of manager, his strategy for reaching it is primarily shown through his eagerness to identify faults in others. The employees quite possible feel a sense of learned helplessness. Not surprisingly, the work climate is best evidenced by the employees' desire to escape. While all employees at The Of fi ce watch the clock, some break

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The dual impact of gender and the influence of timing of parenthood on men’s and women’s career development: Longitudinal findings

Cited by 90 publications

References 24 publications

Gender, work and childbearing: couple analysis of work adjustments after the transition to parenthood

Gender, work and childbearing: couple analysis of work adjustments after the transition to parenthood

The Role of Agentic and Communal Values in the Individuals’ Outcomes of Job Related Affective Well Being and Political Deviance

Stuck Between a Rock and a Hard Place: Quality of Work Life

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