Work-Life Conflict and Social Inequality in Western Europe

McGinnity, Frances; Calvert, Emma

doi:10.1007/s11205-008-9433-2

Cited by 54 publications

(72 citation statements)

References 33 publications

(34 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…White et al, 2003), including in Germany (McGinnity & Calvert, 2009), and part of this association remains significant even after controlling for work hours and time-pressure (ibid.) -in other words, when controlling for sources of time-based conflicts.…”

Section: Wfc In Highly Qualified Positionsmentioning

confidence: 99%

“…In several western countries, WFC is stronger in higher as compared to lower occupational positions (McGinnity & Calvert, 2009;Schiemann et al, 2006;M. White et al, 2003), including in Germany (McGinnity & Calvert, 2009), and part of this association remains significant even after controlling for work hours and time-pressure (ibid.)…”

Section: Wfc In Highly Qualified Positionsmentioning

confidence: 99%

See 1 more Smart Citation

Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany than Men?

Busch-Heizmann¹,

Holst²

2017

SSRN Journal

View full text Add to dashboard Cite

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractChanging employment conditions lead to new chances, but also new risks for employees. In the literature, increasing permeability between occupational and private life is discussed as one special outcome of this development that employees must face, especially those in highly qualified positions. Drawing on existing research, we investigate in how far women and men in those positions differ in their perceived work-to-family conflicts (WFC), considering the mediating role of gender specific job opportunities. Referring conflicting theoretical arguments, we hypothesize that in Germany -as a conservative welfare state -women, especially those with family responsibilities, will perceive higher WFC than men in those positions. Our analysis is based on data from the German Socio-Economic Panel Study (SOEP). Using the Siegrist instrument on effort-reward imbalance we find that women in highly qualified positions perceive higher WFC than men. This association is explained by women's lower willingness to take risks, and also party explained by lower job rewards women receive. It gets visible even more strongly if women's lower time-based burdens in the job are controlled for. Mixed results are observed concerning associations between family responsibilities and WFC, which is in line with ambivalent results in the literature.

show abstract

Section: Wfc In Highly Qualified Positionsmentioning

confidence: 99%

Section: Wfc In Highly Qualified Positionsmentioning

confidence: 99%

Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany than Men?

Busch-Heizmann¹,

Holst²

2017

SSRN Journal

View full text Add to dashboard Cite

show abstract

“…But the evidence is mixed as to which resources are effective under what conditions (Bakker and Geurts, 2001; Gallie and Russell, 2009;Steiber, 2009;Schieman and Young, 2010). It is common that people with high-status jobs experience high levels of conflict despite having access to resources that should help them to cope (Clarkberg and Moen, 2001;Gallie and Russell, 2009;McGinnity and Calvert, 2009;). …”

mentioning

confidence: 99%

Work-Life Conflict in Britain: Job Demands and Resources

Henz

Mills

2014

European Sociological Review

View full text Add to dashboard Cite

This paper examines the influence of job demands and job-related resources on the experience of two dimensions of work-life conflict (WLC) in Britain. Theory suggests that higher levels of resources should reduce work-life conflict but empirical analyses often fail to find this effect. We address the issue by examining the impact of a wide range of resources as well as their interactions with job demands. Analyses of the Working in Britain 2000 survey suggest that job resources and demands affect WLC through different processes, which differ for the two types of WLC. They fail to find evidence that job resources dampen the effects of job demands on WLC. They also document that many effects of job characteristics depend on context or vary by gender, for example the effects of job pressure and job autonomy.

show abstract

“…Measures of work-home conflict have been operationalised either as dissatisfaction or how often work interferes with home life and vice versa (e.g. Crompton & Lyonette, 2006;Hill et al, 2001;Mauno & Rantanen, 2013;McGinnity & Calvert, 2009;Milkie & Peltola, 1999;Strandh & Nordenmark, 2006;Van der Lippe et al, 2006). Studies using the former measure often find no gender differences, whereas studies using the latter measure more often find such differences.…”

Section: Gender Differencesmentioning

confidence: 99%

“…However, more recent studies have addressed work-home conflict in a European comparative perspective, linking macrolevel differences in institutional contexts with micro-level variations in perceived conflict (e.g. Crompton & Lyonette, 2006;McGinnity & Calvert, 2009;Van der Lippe, Jager, & Kops, 2006). Yet these studies do not differentiate between WHC and HWC.…”

Section: Introductionmentioning

confidence: 99%

Does gender matter? Policies, norms and the gender gap in work-to-home and home-to-work conflict across Europe

Fahlén

2014

Community, Work & Family

View full text Add to dashboard Cite

This article examines gender differences in work-to-home conflict (WHC) and hometo-work conflict (HWC) in 10 European countries and considers to what extent such differences can be linked to the institutional/societal context. This study combines the conventional demand-resource approach and an institutional framework on workfamily reconciliation policies and gender norms by using data from the European Social Survey. The analyses reveal that work and home demands affect men's and women's perceived conflict somewhat differently, and that the two conflict dimensions are gender asymmetrical and linked to patterns that result from men's and women's traditional home and work spheres. This cross-country comparative analysis shows greater gender gap in perceived conflict in countries with weaker policy support for work-family reconciliation and more traditional gender norms suggesting that individuals' perceptions of WHC and HWC are institutionally embedded.

show abstract

Work-Life Conflict and Social Inequality in Western Europe

Abstract: Work-life conflict, Work-life balance, Social class, European social survey, Comparative research,

Cited by 54 publications

References 33 publications

Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany than Men?

Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany than Men?

Work-Life Conflict in Britain: Job Demands and Resources

Does gender matter? Policies, norms and the gender gap in work-to-home and home-to-work conflict across Europe

Contact Info

Product

Resources

About