Work-Family Conflict And Coping Strategies Adopted By Women In Academia

Aluko, Yetunde A.

doi:10.4314/gab.v7i1.45032

Cited by 27 publications

(28 citation statements)

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“…Al igual que en muchas otras profesiones dominadas por hombres, "lo femenino" se continúa definiendo en el mundo académico a través del crisol del mito cultural de la separación de espacios limitando la capacidad de las mujeres para poder integrar con éxito el trabajo y la familia. Este hecho se potencializa más aún cuando se espera que los y las docentes que dediquen sus vidas a la búsqueda del conocimiento, la excelencia académica, el logro de metas y la eficiencia lo que deja poco tiempo para realizar otras tareas (Aluko, 2009(Aluko, : 2100.…”

Section: La Situación De Las Docentes Universitariasunclassified

Invisibilidad y desigualdad. La política académica y las mujeres docentes en la Universidad

Figueroa

2016

Cuestiones de género

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ResumenSe analiza la poca representatividad de las mujeres en la academia y las desigualdades que enfrentan para obtener ascensos, mejoras salariales y ascender a puestos altos de poder en las instituciones de enseñanza superior. Contrastan estos hechos con la proliferación de estudios de género en las universidades y la feminización del estudiantado universitario. Se presentan los factores causales más importantes de la política académica como: la cultura laboral universitaria, las estructuras académicas, la doble jornada laboral, los prejuicios y los estilos de administración. Concluye que las universidades no podrán constituirse en agente de cambio social si no modifican sus políticas y estructuras de poder patriarcal que condenan a las docentes a la desigualdad. Concluye proponiendo alternativas para solucionar la problemática.Palabras Clave: Género, mujeres, educación superior. AbstractThis paper analyzes the women's underrepresentation in faculty positions in the universities; the difficulties they have to get tenure-track, salary increases, and the ascension to higher administrative levels. It contrasts these facts with the increase of academics gender studies researchers and the worldwide feminization trend in higher education. The paper introduces experts' findings that assert that they are caused by the departmental climate, academic male structure, the motherhood and domestic responsibilities of women, and management styles. It concludes that the university cannot be considered as a social change agent unless it modifies the patriarchal practices and power structures that perpetuate women's inequality in higher education and presents the most recommended alternatives to solve this problem.

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Section: La Situación De Las Docentes Universitariasunclassified

Invisibilidad y desigualdad. La política académica y las mujeres docentes en la Universidad

Figueroa

2016

Cuestiones de género

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“…Faced with work and family conflicts, women are adopting several strategies to cope with stress. Aluko (2009) conducted in-depth interviews with 200 female professionals in academia and banking to study work-family conflict and coping strategies adopted by women in academia in Nigeria. Most respondents attempted to find ways to change their own lives rather than challenge the organizational policies and procedures.…”

Section: Women's Life and Work Experiencesmentioning

confidence: 99%

Professional Women’s Dilemma between Work and Family: An Examination of the ADVANCE Program

Peguero

2015

Gender, Technology and Development

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This study explores the underrepresentation of female professionals, especially in the science, technology, engineering, and mathematics (STEM) fields, and the efforts of one program, the National Science Foundation's ADVANCE program, to ameliorate this situation. We chose female faculty members in universities as a research topic for several reasons. First, as a career, being an academic professional is seen as a "good" job not only because of its high earnings but also because of the prestige attached to it. Second, like other prominent occupations, working in a university is a time-consuming job. Moreover, junior faculty members need to devote significant time to build up their career and reputation. Third, unlike many other professions, being a member of an academic faculty affords flexibility in arranging one's time and schedule. However, this flexibility does not guarantee that female faculty members face fewer work-family conflicts, nor does it necessarily improve their chances of gaining upward mobility. In order to deal with the

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“…Values involve the sense of importance and meaning in relation to occupations, including personal convictions and obligations (17). Values can positively influence role balance through the prioritization of roles and occupations according to their relative importance (25,29), moderating the influence of the opinions of others (external ideals) (35) and the achievement of congruence between values and occupational engagement (20,36). Interests can optimize role balance by promoting the pursuit of enjoyable and satisfying occupations (23,25), through embedding enjoyable aspects into existing roles (21) and increasing the awareness and sensation of enjoyment (37).…”

Section: Conceptual Frameworkmentioning

confidence: 99%

“…Strategies related to habits of occupational performance include maximizing efficiency, allowing for successful multitasking of tasks with minimal cognitive load (17,30,39). Habits of routine include decisions in relation to the number of hours dedicated to various roles (3,(40)(41)(42)(43), when and where occupations will take place (21,35,43,44), and establishing and maintaining boundaries (21,43). Integrating these strategies into habits of routines, through planning and time management, facilitates role balance (20,34).…”

Section: Conceptual Frameworkmentioning

confidence: 99%