Women leave work because of family responsibilities: Fact or fiction?

Metz, Isabel

doi:10.1177/1038411111413216

Cited by 24 publications

(28 citation statements)

References 54 publications

(65 reference statements)

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“…A study using three decades of data showed that women with the same level of performance as men are less likely to receive similar pay and promotions, especially in prestigious, highly educated occupations (doctors and lawyers; Joshi et al, 2015). Women are more likely to view the path to advancement as more stressful (McKinsey and Company & Lean In, 2015), have lower career longevity and satisfaction (Metz, 2011), and receive less recognition (Treviño, Gomez-Mejia, Balkin, & Mixon, 2015), compared to men. Women’s career equality occurs over a career life course with interconnected work and nonwork interactions.…”

Section: Women’s Career Equality: a Multilevel Phenomenonmentioning

confidence: 99%

“Opting Out” or “Pushed Out”? Integrating Perspectives on Women’s Career Equality for Gender Inclusion and Interventions

Kossek

2016

Journal of Management

217

289

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This paper integrates the rapidly growing literatures on the individual and organizational factors that contribute to women’s career equality. We organize studies into three research perspectives: career preference, gender bias, and work-family explanations. These literatures diverge on whether women “opt out” or are “pushed out” of leadership positions in organizations. Further, the interconnectedness of these “pushes” and “pulls” and micro-macro linkages are not well-integrated. This creates a lack of clarity about what scholars should study and what practices organizations should implement. We define women’s career equality as an individual and organizational phenomenon involving the degree to which women (a) have equal access to and participation in career opportunities, and (b) experience equal intrinsic and extrinsic work and nonwork outcomes compared to men. We bridge the interdisciplinary divides by developing an integrative multi-level model of women’s career equality. We propose that individuals’ career perceptions and experiences are embedded in social contexts reflecting the climate for gender inclusion and interact with these contexts to shape women’s career equality outcomes. The climate for gender inclusion has three dimensions: fairness, leveraging talent, and workplace support. We identify coalescing themes to stimulate future research, including attention to national socio-economic influences, improving metrics and measurement of gender inclusion climate, multi-level career equality outcomes, a joint focus on implicit and explicit bias, and designing cross-disciplinary interventions for experiments. In order to foster theory-based research that is linked to practice, we suggest implementing and scientifically evaluating comprehensive workplace interventions that integrate perspectives and levels.

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Section: Women’s Career Equality: a Multilevel Phenomenonmentioning

confidence: 99%

“Opting Out” or “Pushed Out”? Integrating Perspectives on Women’s Career Equality for Gender Inclusion and Interventions

Kossek

2016

Journal of Management

217

289

View full text Add to dashboard Cite

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“…Until recently, little had looked at why women leave their jobs. Since starting this research, Metz (2011) looked at whether women leave jobs in Banking to focus on family responsibilities. Noting the scarcity of research on this topic and the need for deeper understanding of the reasons for women’s turnover, Metz interviewed 44 women who had left jobs in Banking.…”

Section: A Review Of the Relevant Literaturementioning

confidence: 99%

Disappearing women: Why do women leave senior roles in finance?

Neck

2015

Australian Journal of Management

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If Finance companies are keen to increase the number of senior women, understanding why they leave is important. Interviews with 27 women provided deeper understanding of the organisational culture facing women working at senior levels in Finance, as well as insights into the decision to leave. Various cultural aspects can cause frustration – some relate to working in Finance in general, while some relate to issues impacting women. The decision to leave appears to be a combination of frustration, change and choice. Nearly every woman had frustration with her job, but this alone was rarely enough to trigger a decision to leave. This tended to be at a time when the woman was undergoing some form of change (in personal circumstances or seeking change in her life) at which time she considered her options. Choice was also important. It seems women have choice to leave a senior role and take a lower paying one, or one with more flexibility – or even not to work at all.

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“…Previous studies (e.g. Aycan, 2004;Metz, 2011) have narrowly focussed on one or a small subset of factors at a time, thus making it impossible to assess their cumulative effects on salary expectations. Third, we examine whether the responsibility for the gender differences in career success can be attributed to gender differences at the individual level (Cech and Blair-Loy, 2010;Lewis and Simpson, 2010).…”

Section: Introductionmentioning

confidence: 99%

The gender gap in pre-career salary expectations: a test of five explanations

Schweitzer

Lyons

Kuron

et al. 2014

Career Development International

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Purpose -The purpose of this paper is to investigate the gender gap in pre-career salary expectations. Five major explanations are tested to explain the gap, as well as understand the relative contribution of each explanation. Design/methodology/approach -Data were collected from 452 post-secondary students from Canada. Findings -Young women had lower initial and peak salary expectations than their male counterparts. The gap in peak salary could be explained by initial salary expectations, beta values, the interaction between beta values and gender, and estimations of the value of the labor market. Men and women in this study expected to earn a considerably larger peak salary than they expected for others. Research limitations/implications -Cross-sectional data cannot infer causality, and the Canadian sample may not be generalizable to other countries given that an economic downturn occurred at time of data collection. Research should continue to investigate how individuals establish initial salary expectations, while also testing more dynamic models given the interaction effect found in terms of gender and work values in explaining salary expectations. Practical implications -The majority of the gender gap in peak salary expectations can be explained by what men and women expect to earn immediately after graduation. Further, women and men have different perceptions of the value they attribute to the labor market and what might be a fair wage, especially when considering beta work values. Social implications -The data suggests that the gender-wage gap is likely to continue and that both young men and women would benefit from greater education and information with respect to the labor market and what they can reasonably expect to earn, not just initially, but from a long-term perspective. Originality/value -This study is the first to simultaneously investigate five theoretical explanations for the gender gap in pre-career expectations.

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Women leave work because of family responsibilities: Fact or fiction?

Cited by 24 publications

References 54 publications

“Opting Out” or “Pushed Out”? Integrating Perspectives on Women’s Career Equality for Gender Inclusion and Interventions

“Opting Out” or “Pushed Out”? Integrating Perspectives on Women’s Career Equality for Gender Inclusion and Interventions

Disappearing women: Why do women leave senior roles in finance?

The gender gap in pre-career salary expectations: a test of five explanations

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