Working Time and Work and Family Conflict in the Netherlands, Sweden and the Uk

Cousins, Christine; Tang, Ning

doi:10.1177/0950017004045549

Cited by 164 publications

(166 citation statements)

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“…It is within this more competitive job market, the long hours work culture has taken hold (Gregory & Milner, 2009). On average UK fathers with children under 14 years old work for 46 hours per week (Cousins & Tang, 2004) and quite frequently late nights and weekends. Lewis and Lamb (2006) evidenced that more than 33 percent of men regularly work in paid employment more than 48 hours per week, and 12 percent work over 60 hours.…”

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confidence: 99%

Father Identity, Involvement and Work–Family Balance: An In‐depth Interview Study

McLaughlin

Muldoon²

2014

Community & Applied Soc Psy

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Work and family roles have changed considerably in the past number of decades. Fathers are now expected to fulfil the role of ‘new father’ that involves actively caring and sharing in child rearing and, at the same time, maintain commitment to their occupational role. As a consequence, men are subject to the same pressure that women were when they initially entered the workplace decades ago and indeed still are today. This study aims to explore the meanings fathers attach to their life roles, how these meanings influence behaviour within these roles and how they negotiate the demands of these roles. In‐depth interviews were carried out with 15 fathers, and the results were analysed adhering to the principles of grounded theory. The findings show the variability among fathers in both their commitment to fathering and the meanings they attach to that role. A significant tension between new fatherhood ideals and actual fathering practices is also apparent. These findings are discussed drawing upon traditional definitions of masculinity and wider occupational and cultural influences. Copyright © 2014 John Wiley & Sons, Ltd.

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confidence: 99%

Father Identity, Involvement and Work–Family Balance: An In‐depth Interview Study

McLaughlin

Muldoon²

2014

Community & Applied Soc Psy

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“…It is striking that gender differences in WFE are largest in the Netherlands and Germany, but also in Sweden and the United Kingdom, countries in which part-time work is very common, especially among women with young children (Cousins and Tang, 2004;Kovacheva et al, 2011). Hence, the observed impact of gender equality at the societal level may be associated with greater availability of part-time work in high-GE countries.…”

Section: Discussionmentioning

confidence: 99%

Work-to-Family Enrichment and Gender Inequalities in Eight European Countries

Beham¹,

Drobnič²,

Präg³

et al. 2017

Preprint

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All social roles have positive and rewarding as well as negative or problematic aspects. Research on the work-family interface has predominantly focused on conflicting roles. In contrast, this paper extends research on work-family enrichment (WFE), a positive aspect of work, and gender differences in WFE in a cross-national context. Drawing upon social role theory and the culture sensitive theory on work-family enrichment, we examined gender differences in experiences of developmental WFE in a sample of service sector employees in eight European countries. In line with traditional gender roles, women reported more WFE than men. The * This article

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“…In fact, when they consider Britain's hours relative to elsewhere in Europe, they generally get it right. For example, it is useful to note men's long working hours when considering their role in family life and work-life balance as well as in identifying the difficulties of constructing meaningful part-time jobs given the long working hours of male full-time employees (Cousins and Tang, 2004;Lyonette and Crompton, 2011;Warren and Lyonette, 2015). Occasional attempts by academics and rare tries in the press have been made to defuse the popular myth about working hours for all Source: Data downloaded from European Union Labour Force Survey data explorer found on: www.…”

Section: Extensive Work Effortmentioning

confidence: 99%

Making work more equal

Grimshaw

Fagan²,

Hebson

et al. 2017

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This electronic version has been made freely available under a Creative Commons (CC-BY-NC-ND) licence, thanks to the support of The University of Manchester, which permits non-commercial use, distribution and reproduction provided the author(s) and Manchester University Press are fully cited and no modifications or adaptations are made. Details of the licence can be viewed at https://creativecommons.org/licenses/by-nc-nd/3.0/ PrefaceThis book is inspired by, and dedicated to, Jill Rubery. Jill is a major figure in international debates on inequalities in work and employment. Her intellectual contributions are renowned for both their critical questioning of mainstream theoretical approaches, whether in economics, management, industrial relations or comparative systems, and their attention to real-world empirical detail. Jill's intellectual roots are with the influential Cambridge economics group researching labour market segmentation in the late 1970s and 1980s during a period when Keynesian economic thought was being eclipsed by neoclassical economics modelling. The research was inter-disciplinary, grounded in data (mostly involving case studies of firms) and driven by an ambitious intellectual agenda that developed theory while also illuminating practical matters of relevance to policy-makers and practitioners. During these Cambridge years, Jill developed a very important network of international friends and colleagues who formed the backbone of the International Working Party on Labour Market Segmentation, which Jill co-founded in 1979, and who provided the impetus for Jill's intellectual interest in comparative employment systems. Collaboration was an important characteristic of Jill's work then and continued following her move to Manchester in 1989 where for nearly three decades many colleagues have benefited enormously from working with her on high-profile research projects, publications and policy advisory work. This book has therefore been a rather strange experience for many of us because we are so used to talking through ideas and our writing with Jill. Her absence, dictated by the tradition of the Festschrift, feels wrong! We would like to say thank you to the 33 friends and colleagues of Jill who have contributed to this volume. We are very conscious that we were unable to invite many others due to MUP page-length restrictions, in particular many younger colleagues and ex-PhD students. We were able to expand the numbers somewhat by suggesting to several colleagues that they co-authored chapters in order to bring a greater number of Jill's friends into the book. These suggestions were generously accepted and we believe they have in fact proven very fruitful, especially in expanding the cross-national comparative scope of chapters. 1A new labour market segmentation approach for analysing inequalities: introduction and overview Damian Grimshaw, Colette Fagan, Gail Hebson and Isabel TavoraThere is a real need for a new multi-dimensional approach to understanding inequalities in work and employment. Face...

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Working Time and Work and Family Conflict in the Netherlands, Sweden and the Uk

Cited by 164 publications

References 20 publications

Father Identity, Involvement and Work–Family Balance: An In‐depth Interview Study

Father Identity, Involvement and Work–Family Balance: An In‐depth Interview Study

Work-to-Family Enrichment and Gender Inequalities in Eight European Countries

Making work more equal

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