Uk Fathers' long work hours: Career stage or Fatherhood?

Biggart, Laura; O’Brien, Margaret

doi:10.3149/fth.0803.341

Cited by 22 publications

(19 citation statements)

References 16 publications

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“…In these organizational contexts, employers may rely on work hours as a proxy for productivity because differences in actual productivity are often very small or difficult to measure, creating greater incentives for employees to ratchet up their time at work to "win" the competition and the greater rewards that follow (Biggart and O'Brien 2010;Blair-Loy 2003;Epstein et al 1999;Landers, Rebitzer, and Taylor 1996;Sharone 2004).…”

Section: Rising Returns To Overworkmentioning

confidence: 99%

Overwork and the Slow Convergence in the Gender Gap in Wages

2014

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Despite rapid changes in women's educational attainment and continuous labor force experience, convergence in the gender gap in wages slowed in the 1990s and stalled in the 2000s. Using CPS data from 1979 to 2009, we show that convergence in the gender gap in hourly pay over these three decades was attenuated by the increasing prevalence of "overwork" (defined as working 50 or more hours per week) and the rising hourly wage returns to overwork. Because a greater proportion of men engage in overwork, these changes raised men's wages relative to women's and exacerbated the gender wage gap by an estimated 10 percent of the total wage gap. This overwork effect was sufficiently large to offset the wageequalizing effects of the narrowing gender gap in educational attainment and other forms of human capital. The overwork effect on trends in the gender gap in wages was most pronounced in professional and managerial occupations, where long work hours are especially common and the norm of overwork is deeply embedded in organizational practices and occupational cultures. These results illustrate how new ways of organizing work can perpetuate old forms of gender inequality.

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Section: Rising Returns To Overworkmentioning

confidence: 99%

Overwork and the Slow Convergence in the Gender Gap in Wages

2014

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“…This gendering of sharenting is probably to be expected given that, although there has been a partial reduction in the gap between men and women's participation in contemporary domestic life, it is still the case that many women either stay at home full-time or tend to work part-time. Even when working full-time, women are doing much of the unpaid labour in the household, including childcare, particularly in those early years when family photography is most commonplace (Biggart & O'Brien, 2010;Lyonette, 2015;Park, Bryson, Clery, Curtice, & Phillips, 2013).…”

Section: Mothering In a Digital Agementioning

confidence: 99%

Sharenting: Pride, affect and the day‐to‐day politics of digital mothering

Capdevila

Dann

Locke

et al. 2019

Social & Personality Psych

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The coming together of parenting and routine posting on social networking sites has become a visible and recognisable theme, and the term “sharenting” has found a place in everyday talk to describe some forms of parental digital sharing practices. However, while social media has undoubtedly provided a space for parents to share experiences and receive support around parenting, sharenting remains a contestable issue. Thus, one reading of sharenting would be as a display of good parenting as mothers “show off” their children as a marker of success. However, the term also can be used pejoratively to describe parental oversharing of child‐focused images and content. In this paper, we explore the practice of sharenting in terms of pride, affect and the politics of digital mothering in a neoliberal context to conclude that sharenting can be best understood as a complex affective and intersectional accomplishment that produces motherhood and family as communicative activities within digital social practices.

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“…This finding contradicts our hypothesis and Schober and Scott's (2012) finding that British women with more egalitarian attitudes decrease their work hours less after having children than more traditional women. Swedish women may bargain more with their husbands than British women, who are more constrained by cultural and structural practices that emphasise men's long work hours and women's greater access to family-friendly work provisions (Biggart & O'Brien, 2010;Schober & Scott, 2012). In addition, the relationship between female attitudes and work change may be complicated by the interaction of their partner's attitudes.…”

Section: Discussionmentioning

confidence: 99%

“…Some US and UK studies find that fatherhood increases men's work hours (Biggart & O'Brien, 2010;Eggebeen & Knoester, 2001;Knoester & Eggebeen, 2006) though this effect is not as strong in Sweden (Boje, 2006). On the other hand, some studies in the Netherlands, Norway, and the United States suggest that fathers may reduce their work hours (Astone et al, 2010;Dommermuth & Kitteröd, 2009;Koslowski, 2011).…”

Section: Parenthood and Work Adjustmentsmentioning

confidence: 99%

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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Uk Fathers' long work hours: Career stage or Fatherhood?

Cited by 22 publications

References 16 publications

Overwork and the Slow Convergence in the Gender Gap in Wages

Overwork and the Slow Convergence in the Gender Gap in Wages

Sharenting: Pride, affect and the day‐to‐day politics of digital mothering

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

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