generated: 2024-05-11 21:28:26

Final Conference Program

The 2024 conference theme is Big Questions in Work-Family, which will be part of a two-year agenda. These are the cutting-edge global questions that are not yet fully answered or recognized, including:

CHANGES IN WORK – What are the meanings of work at different life stages, for different groups, and in different kinds of jobs? How is work organized? What is the future of work and for whom?

CHANGES IN FAMILY LIFE – How are families and family experiences changing around the globe and what changes might we expect? For example, fertility rates are declining in high-income countries and there are reports of an epidemic of loneliness. What other changes are evident and what are the implications?

CHANGES IN WORK-LIFE INTERFACE: What theories, concepts, and measures best explain new and emerging intersections between work and family?

THE LIFE COURSE – How do changes in work and family impact children and their capacities to enter adult roles, for adults to successfully navigate transitions, and for older populations to age well?

SOLUTIONS AND PROMISING PRACTICES – What are the most promising solutions in policy and practice in the global north and south? What are the challenges and best opportunities for advancing equity and social justice?

The conference’s objective is to chart an agenda for the future of work-family research, policy and practice. In addition to sharing new research and seeking answers to big questions, this is a working conference, fostering active participation and connectivity among diverse groups. We anticipate more than 500 work-family stakeholders in attendance and a dynamic program centered on meaningful exchange. There will be numerous events to connect a global community of scholars with thought leaders in media, philanthropy, practice, policy, and social change.

With excitement about the years ahead,

Ellen Galinsky, WFRN President

Hugh Bainbridge

Rupashree Baral

Alexandra Beauregard

Erin Cech

Xi Wen Chan

Vanessa Conzon

Allison Daminger

Jennifer Faone

Peter Fugiel

Marc Grau Grau

Yang Hu

Karen Kramer

Katherina Kuschel

Jean-Charles Languilare

Prudence Mabaso

Ariane Ollier-Malaterre

Abigail Opoku Mensah

Kitha Mokomane

Berkay Ozcan

Gabrielle Pepin

Pascale Peters

Rachel Pettigrew

Alejandra Ros Pilarz

Jeremy Reynolds

Casey Scheibling

Claudia Sellmaier

Nora Spinks

Bianca Stumbitz

Marisa Young

Grand Reception Information

Conference delegates are welcomed to join together from 7pm-9pm on Thursday June 20 at the historic Windsor Ballrooms, located at 1170 rue Peel. The reception will provide open bar, hors d’ouevres and opportunity celebrate our vibrant community.

For directions to the Windsor Hotel using Goolge Maps, click here

Call for Papers

Following the WFRN 2024 Biennial Conference, presenters are encouraged to submit papers for consideration to a special issue of the journal Community, Work & Family, which will be edited by Ellen Galinsky, Tammy Allen and Krista Lynn Minnotte. The theme of the special issue will be Big Questions in Work-Family and submissions should be crafted to fit that thematic purpose. Below is the timeframe for the special issue:

  • Deadline for submission of manuscripts: October 15, 2024
  • First review process completed: January 31, 2025
  • Revised manuscripts must be resubmitted by: April 1, 2025
  • Second review process completed: July 1, 2025
  • Revised manuscripts must be resubmitted by: October 1, 2025
  • Publication of special issue: January 1, 2026 issue 1

Submission procedures will be posted after the 2024 conference.

Early Career Work and Family Fellowship Program

The Work and Family Researchers Network is committed to mentoring the next generation of work and family scholars. Our Early Career Fellowship Program provides support for recent doctoral recipients to advance their research, teaching, and long-term career prospects. By offering networked resources and consultation, we help promising new scholars move into tenure-track, tenured appointments and secure senior-level positions, as well as engage them with the work and family community of scholars. The WFRN provided a call for applications, which ended October 15, 2023, and anticipates a similar call in advance of the next biennial conference.

The WFRN Welcomes 2024 Early Career Fellowship Recipients!

The WFRN’s Early Career Fellowship Program is co-directed by Nicole Denier and Yang Hu, who organized this year’s preconference and will guide the 2024 cohort moving forward. To date, 140 early career scholars have participated in this program, which is designed to deliver a variety of supports for advancement to secure senior-level positions, as well as assist attendance at the WFRN Conference. The call for applications for the 2024 fellowships yielded close to 70 applications. With thanks to the selection committee Renada Goldberg, Nicole Denier, and Yang Hu, we are delighted to announce this year’s fellowship recipients.

  • Mariam Abouelenin, Ph.D., Lancaster University, UK
  • Kwaku Abrefa Busia, Ph.D., Lingnan University, Hong Kong, China
  • Miriam Barcus, Ph.D., The State University of New York at Cortland, USA
  • Sarah Bourdeau, Ph.D., University of Quebec in Montreal, Canada
  • Haley Cobb, Ph.D., Louisiana State University, USA
  • Vanessa Conzon, Ph.D., Boston College, USA
  • LaToya Council, Ph.D., Lehigh University, USA
  • Allison Daminger, Ph.D., University of Wisconsin, USA
  • Moses Dang, Ph.D., Teesside University, UK
  • Victoria Daniel, Ph.D., York University, Canada
  • Camille Desjardins, Ph.D., Renmin University, China
  • Juliana de Castro Galvao, Ph.D., University of Oxford, UK
  • Christina Hymer, Ph.D., University of Tennessee, USA
  • Cynthia Halliday, Ph.D., The University of Texas at El Paso, USA
  • Sidra Kamran, Ph.D., Lewis & Clark College, USA
  • Nicole Kapelle, Ph.D., Humboldt University of Berlin, Germany
  • Thomas Lyttelton, Ph.D., Copenhagen Business School, Denmark
  • Eunjeong Paek, Ph.D., University of Hawaii at Manoa, USA
  • Vedavati Patwardhan, Ph.D., University of California, San Diego, USA
  • Federica Querin, Ph.D., University of Bologna, Italy
  • Harchand Ram, Ph.D., International Institute for Population Sciences, Mumbai, India
  • Megan N. Reed, Ph.D., Emory University, USA
  • Joseph Regina, Ph.D., Rutgers University, USA
  • Laila Schmitt, Ph.D., LMU Munich, Germany
  • Meredith Slopen, Ph.D., CUNY Graduate Center, USA
  • Haoming Song, Ph.D., Case Western Reserve University, USA
  • Daniela R. Urbina Julio, Ph.D., University of Southern California, USA
  • Lili Vargha, Ph.D., Humboldt University of Berlin, Germany
  • Mengyi Xu, Ph.D., Birmingham University, UK

Recipients represent a wide range of disciplines, including the fields of economics, human resources, management, human development, organizational science, public health, public policy, psychology, social work, demography, and sociology. This year’s Early Career Fellows (ECFs) are also internationally diverse—they either live on, or study the experiences of people living on, all six habitable continents. Fellowship recipients share a common interest in identifying connections and consequences of work and family arrangements, as well as working together to advance mutual career interests and goals.

The ECFs’ research programs address a wide variety of topics that include, gender and intersectional inequality, work-family conflict, spillover, crossover and boundary management, work-family dynamics over the life course, employee health, stress, and well-being, state and organizational-level family-related policies (parental leave, sick leave, child subsidies), cognitive labor and the mental load, remote work and teleworking, workplace EDI, care and domestic work, poverty, among other topics. As a group, this year’s ECFs share a passion for examining the experiences of traditionally under-studied groups in work-family research, including people with disabilities, sexual and gender minorities, women of color, and families and workers in the Global South, as well as addressing pertinent challenges and opportunities, such as the COVID-19 pandemic and digitalization, for work and family lives.

We welcome these scholars to the program and their participation in the Work and Family Researchers Network!

Contact Information

Nicole Denier, Ph.D. (nicole.denier@ualberta.ca) and Yang Hu, Ph.D. Yang Hu (yang.hu@lancaster.ac.uk) are Co-directors of the Early Career Work and Family Fellowship Program.

WFRN Global South Travel Awards

To maximize geographic diversity within the Global South, the WFRN Global South Travel Awards are intended to help scholars from economically-disadvantaged locales secure financial support to attend the WFRN’s biennial conference. Awards include a regular membership, conference registration, and reimbursement of $500 for travel expenses incurred (which can include hotels, food, flights, ground transportation, and visa fees).

We are pleased to announce the 2024 Award Recipients:

  • Tapas Dey, International Institute for Population Sciences, India
  • Mariam Gbajumo-Sheriff, Ph.D., Department of Employment Relations & Human Resource Management, University of Lagos, Nigeria
  • Srinivas Goli, Ph.D., International Institute for Population Sciences, India
  • Babul Hossain, International Institute for Population Sciences, India
  • Tania Hutt, Ph.D. Pontificia Universidad Catolica de Chile, Chile
  • Harchand Ram, Ph.D., International Institute for Population Sciences, India

Thank you to Bianca Stumbitz, WFRN International Committee Chair, for leading the selection of decisions in 2024.

Early Career Fund

Sarah Damaske

Andrea Doucet

Kathleen Gerson

Marc Grau-Grau

Edward Hill

Lena Hipp

Jennifer Hook

Susan Lambert

Donna S. Lero

Yvonne Lott

Melissa Milkie

Krista Lynn Minnotte

Kelly Musick

Ipshita Pal

Sarah Patterson

Shirley Porterfield

Linda Quirke

Margaret Shackell

Sabrina L. Speights

Stephen Sweet

Soo Min TOH

Doruk Uysal Irak

Tanja van der Lippe

Mara Yerkes

Marisa Young

Awards Fund

Sarah Damaske

Kathleen Gerson

Marc Grau-Grau

Edward Hill

Lena Hipp

Jennifer Hook

Susan Lambert

Donna S. Lero

Yvonne Lott

Shelley MacDermid Wadsworth

Melissa Milkie

Krista Lynn Minnotte

Kelly Musick

Ipshita Pal

Sarah Patterson

Shirley Porterfield

Susan Prentice

Linda Quirke

Liana Sayer

Margaret Shackell

Sabrina L. Speights

Stephen Sweet

Soo Min TOH

Doruk Uysal Irak

Tanja van der Lippe

Amy Wharton

Mara Yerkes

Marisa Young

Kanter Award for Excellence in Work-Family Research Fund

Kathleen Gerson

Jennifer Hook

Shelley MacDermid Wadsworth

Kelly Musick

Susan Prentice

Linda Quirke

Liana Sayer

Stephen Sweet

Amy Wharton

BIPOC and Diversity Inclusion Funds

Kess Ballentine

Anna Borg

Eileen M. Brennan

Daniel L. Carlson

Erin A. Cech

Kelly D. Chandler

Heather Cluley Bar-Or

Sydney Rose Colussi

Sarah Damaske

Kim de Laat

Laura den Dulk

Sara Dorow

Alison Earle

Elizabeth Helen Eley

Sylvia Fuller

Kathleen Gerson

Rebecca Glauber

Jill Hanley

Belinda Hewitt

Andrea Hjálmsdóttir

Jennifer Hook

Sandra Idrovo

Marla H. Kohlman

Susan Lambert

Beth Livingston

Shelley MacDermid Wadsworth

Melissa Milkie

Krista Lynn Minnotte

Kelly Musick

Sarah Patterson

Maureen Perry-Jenkins

Rachael N. Pettigrew

Birgit Pfau-Effinger

Shirley Porterfield

Susan Prentice

Linda Quirke

Margaret A. Shaffer

Sabrina L. Speights

Nora Spinks

Stephen Sweet

Tanja van der Lippe

Aida Villanueva

Amy Wharton

Mara Yerkes

2024 Conference Food Funds

Hugh Bainbridge

Kess Ballentine

Galina Boiarintseva

Anna Borg

Sarah Brauner-Otto

Kathryn Louise Brett

Heejung Chung

Charles Coleman

Sarah Damaske

Laura den Dulk

Christina Madchen Dreger-Smylie

Alison Earle

Sue Epstein

Daniel Erler

Janet Fast

Zachary Finn

Kimberly French

Martha Friendly

Peter J. Fugiel

Sylvia Fuller

Ellen Galinsky

Julia Goodman

Danna Greenberg

Angela Grotto

Leslie Hammer

Jill Hanley

Mojoko Clara Hemeko

Belinda Hewitt

Andrea Hjálmsdóttir

Jessica Hobbs

Heather Hofmeister

Jennifer Hook

John Hopkins

Eva Jaspers

Renge Jibu

Elise Bair Jones

Elise Jones

Hak Yoon Kim

Patrizia Kokot-Blamey

Steve Kovacic

Susan Lambert

Jean-Charles Emile Languilaire

Marianne Lapointe

Beth Livingston

David W.L. Ma

Bongekile P Mabaso

Andrew Nikko Magnaye

Maria I. Marshall

Krista Lynn Minnotte

Kaumudi Misra

Wendy Nilsen

Jessica Pac

Ipshita Pal

Birgit Pfau-Effinger

Christine Pfeiffer

Alejandra Pilarz

Shirley Porterfield

Agnieszka Postepska

Linda Quirke

Gudbjörg Linda Rafnsdóttir

Alexandra Rheinhardt

Madeline Ellen Annie Robbenhaar

Maha Sabbah Karkabi

Katina Sawyer

Liana Sayer

Molly Schmidt

Margaret Shackell

Margaret A. Shaffer

Sudong Shang

Shweta Singh

Karen Elizabeth Smith

Lisa Stewart

Soo Min TOH

Cosmas Augustus Uhuo

Tanja van der Lippe

Ronit Waismel-Manor

Carolyn E. Waldrep

Tianying Wang

Deborah Widiss

Julie Yen

Mara Yerkes

General Funds

Hugh Bainbridge

Kathryn Louise Brett

Chuck N. Darrah

Claudia Geist

Kathleen Gerson

Jeffrey H. Greenhaus

Margo Hilbrecht

Susan Lambert

Susan Prentice

Maximiliane Reifenscheid

Liana Sayer

Stephen Sweet

Tanja van der Lippe

Julia Yang

The WFRN expresses gratitude to our partners and sponsors, who provided generous support to make the 2024 conference possible.

Benefactors

Patrons

Adam Galinsky and Jennifer Olayon

Promoters

Friends and Organization Partners

Kathleen Gerson






Program at a Glance


Wednesday June 19, 2024
9:00 AM - 5:00 PM
1:00 PM - 5:00 PM
2:30 PM - 3:30 PM
4:00 PM - 5:00 PM
Thursday June 20, 2024
8:00 AM - 8:45 AM
9:00 AM - 10:30 AM
10:45 AM - 11:45 AM
12:00 PM - 1:15 PM
1:30 PM - 3:00 PM
3:00 PM - 3:45 PM
4:00 PM - 4:45 PM
4:45 PM - 5:30 PM
7:00 PM - 9:00 PM
Friday June 21, 2024
8:30 AM - 10:00 AM
10:00 AM - 10:30 AM
10:30 AM - 12:00 PM
12:00 PM - 1:15 PM
1:30 PM - 2:30 PM
2:30 PM - 3:00 PM
3:15 PM - 4:00 PM
4:00 PM - 5:30 PM
5:45 PM - 6:30 PM
7:00 PM - 9:00 PM
Saturday June 22, 2024
8:30 AM - 10:00 AM
10:15 AM - 10:45 AM
10:15 AM - 11:45 AM
10:45 AM - 11:15 AM
10:45 AM - 11:15 AM
11:15 AM - 11:45 AM
11:45 AM - 1:00 PM
1:15 PM - 2:00 PM
2:15 PM - 2:45 PM
2:15 PM - 3:45 PM
2:45 PM - 3:15 PM
3:15 PM - 3:45 PM
4:00 PM - 4:30 PM
4:00 PM - 5:30 PM
4:30 PM - 5:00 PM
5:45 PM - 6:45 PM






WFRN Program

1. Early Career Fellowship Preconference (PARTICIPATION BY INVITATION ONLY)
Wednesday | 9:00 am-5:00 pm | MB9-A
2. Predoctoral Preconference (PARTICIPATION BY INVITATION ONLY)
Wednesday | 1:00 pm-5:00 pm | MB9-B
3. Big Ideas Talks [Plenary]
Wednesday | 2:30 pm-3:30 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
4. Big Ideas Talks [Plenary]
Wednesday | 4:00 pm-5:00 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
5. Big Ideas Talks [Plenary]
Thursday | 8:00 am-8:45 am | H 110

Organizer: Ellen Galinsky, Families and Work Institute
6. A Life Course Perspective on Entry to Parenthood 1 [Paper Session]
Thursday | 9:00 am-10:30 am | MB 2.210

Presider: Belinda Hewitt, University of Melbourne
  • Stratified Reproduction in the Life Course: Reproductive Trajectories of Young Adults in Germany.. .....Hannah Zagel, WZB - Social Science Research Center Berli; and Martin Gaedecke, University of Oxford
  • This paper investigates what are dominant patterns of young adults’ reproductive trajectories in terms of partnership status, partnered sexual activity, and contraceptive use, and how they are socially stratified by gender and education. Reproductive behaviour beyond childbearing is rarely considered in mainstream stratification, social demography and life course scholarship, but the field is mostly left to public health and sexuality research. This is a crucial shortcoming, because stratification in early reproductive trajectories will affect patterns of family life courses, which are tightly linked with employment and income careers and structured along gender and class dimensions. Understanding how reproductive trajectories are experienced differentially across social groups helps to uncover the extent to which people are locked in to particular life courses from early adulthood. We use multi channel sequence analysis and regression models on longitudinal data from the German Family and Relationships Panel survey (pairfam) on partnership status, partnered sex and contraception over ten years of the lives of young adults’ (18-28 years) who were born netween 1991-93 (N=851). We find six typical clusters of reproductive trajectores. Pathways of partnered sexual activity and contraception appear to differ between education groups already at this life stage, when many move on to initiate family formation – a substantive share of men and women mostly with low education remains single with little experience of partnered sex at age 30.
  • The Impact of Work-Family Conflict and Child Development: Evidence from South Korea. .....Jaeseung Kim, Sungkyungkwan University; and Myungchul Park, Sungkyunkwan University
  • With the rise of working mothers and growing concerns over the low fertility rate in South Korea, the balance of work and family responsibilities of working mothers and its potential impacts on their child development has become a critical issue in Korea. However, limited research has explored how work-family conflict influences the development of school-aged children and the role of maternal depression and household income in this context. Guided by Bronfenbrenner’s ecological systems theory, the study examines the influence of working mothers’ work-family conflict on internalizing and externalizing behaviors of school-aged children and the mediating role of parental depression. In addition, drawn from Conservation of Resources theory (Hobfoll, 2001), the study examines whether the effect of mothers’ work-life conflict on child behavior problems is moderated by household income. Using two waves of the representative sample of the Panel Study on Korean Children (N=650), the study employed lagged-dependent variable models and Process Macro Model 4 to answer the proposed research questions. Overall, the study found that mothers’ work-family conflict was positively associated with children’s internalizing and externalizing behaviors and that maternal depression fully mediated these associations. This finding suggests that mothers’ work-family conflict leads to their elevated depressive symptoms, which in turn increases child behavior problems. Moreover, the positive association between mothers’ work-family conflict and child behavior problems was stronger among mothers from low-income households, confirming the moderating effect of household income. Based on the findings, we discuss work-family policy and interventions to curtail work-family conflict among working mothers in Korea.
  • Aspiration Versus Reality: Family Transitions and Emerging Adulthood. .....Belinda Hewitt, University of Melbourne
  • Overwhelmingly the extant research on aspirations of emerging adults focusses on education, work, and economic outcomes. We use unique longitudinal panel data from the Household Income and Labour Dynamics in Australia (HILDA) study to examine whether the importance young people (age 15 – 29) attached to meeting family formation milestones was associated with family outcomes at age 35. In Wave 4 of HILDA participants aged 15 – 29 (n = 3,052) were asked to rate the importance they placed on a range of milestones relating to work and family by the age of 35. We examined the associations between the importance of having children, being married, and living with a partner and participants relationship status and whether they had a child at age 35 (some of the younger participants aged 15 – 17 were not 35). Adjusting for demographic, family, and socioeconomic characteristics, results indicated that a higher importance placed on being married was positively associated with the likelihood of being married and negatively associated with cohabiting or being single at age 35. A higher importance placed on living with a partner was negatively associated with being single, but not significantly associated with being married. A higher importance on having children was significantly associated with having a child. We conclude that, despite the discourses that young people face greater barriers to adulting than in previous generations, many still achieve their goals. We plan to further develop the paper by further examining how this may differ by gender and socioeconomic factors.
  • Sociological Analysis of Family Size and Education; A Quantitative Mode of Inquiry. .....Waqar Ahmad, Bacha Khan University Charsadda
  • The present study was carried out in District Swabi under quantitative mode of inquiry to explore the relation between education and family size reduction. A sample size of 450 respondents with education level of master was randomly selected through rigorous data analysis and survey. We investigated that how higher education effects individual decision about family size. The study further explored that how dynamics of family planning shading light on the impact of education and fertility choices. However, findings from this empirical work contributed to the broader understanding of socio-economic factor shaping family size.
7. Women at Work [Paper Session]
Thursday | 9:00 am-10:30 am | MB 2.265

Presider: Yi Zhao, The Chinese University of Hong Kong
  • Decreasing Female Labor Force Participation in China: Empirical Evidence from Public Opinions and Corporate Performance. .....Yi Zhao, The Chinese University of Hong Kong
  • This paper examines the relationship between female labor force participation, public opinion, and corporate ESG performance in China. Despite China's rapid economic growth, female labor force participation has experienced a slight decline in recent decades. The influence of education on employment is explored as a potential contributing factor. Existing literature predominantly emphasizes the positive impact of education on female labor force participation, particularly in disadvantaged areas. However, this study presents empirical evidence from China, using regression analysis, which reveals a negative association between national school enrollment rates and female labor force participation rates. Conversely, at the individual level, individuals with higher educational degrees exhibit more positive attitudes towards female labor force participation. Additionally, the paper investigates the alignment between advocating for female labor force participation and a company's ESG (Environmental, Social, and Governance) performance. Through panel data analysis of 80 listed companies over the past three years (2018-2020), it is found that increased female representation on corporate boards is associated with poorer ESG performance. These findings contribute to a deeper understanding of the complex dynamics between education, female labor force participation, and corporate sustainability in the Chinese context.
  • The Propensity Towards Women’s Entrepreneurship: A Qualitative Study With Unemployment Women in Italy. .....Medina Letizia, Catholic University of Sacred Heart, Mila; Maria Letizia Bosoni, Catholic University of Sacred Heart, Mila; and Sara Mazzucchelli, Catholic University of Sacred Heart, Mila
  • International research documents that entrepreneurship is a gendered phenomenon, with yet a small women presence. Female entrepreneurship is still limited in the Italian context and is strongly affected by the gender gap. Several studies have highlighted that not only men are more likely than women to start their own business but also that when women do so they encounter more obstacles. Theorizations about motivations that drive entrepreneurship distinguish between necessity and opportunity entrepreneurship. Starting from these premises, the present study is aimed at identifying the key variables that influence women’s entrepreneurship choice, investigating the propensity towards entrepreneurship among women as well as hindering and facilitating factors. The study is part of a larger project, conducted in Italy in 2023. 4 Focus groups with 36 Italian non-working women of different age and family burdens (with/without children) have been conducted to understand if they are planning or can consider starting a venture. The focus sessions were audio-recorded, transcribed, and analysed with the Nvivo and T-lab software. The results highlighted a low propensity of women to engage in entrepreneurial activity, which is hindered by numerous factors: the low support of the Italian state, the economic risk (the fear of losing money), the difficulty in reconciling work and family and the impact of a gender stereotype. In summary, necessity-entrepreneurship is little present, in favour of opportunity-driven motivations, because unemployed women could consider starting their own businesses to feel more fulfilled in their job.
  • Women in the Gig Work Economy: A Review and Implications for the Work-Family Literature. .....Camille Desjardins, Renmin University of China
  • The gig work economy has followed a sharp rise over the past years and this trend is set to continue. Gig work is usually characterized by project-based pay, temporary labor and a certain level of flexibility in the execution of work (Watson et al., 2021). While much research on the topic of gig work has been conducted among men (e.g., in the ride-hailing and delivery industries), there is evidence that women are increasingly turning to this new form of work (MBO Partners, 2022). However, our knowledge of women's experiences in gig work is limited and the literature on the topic has developed haphazardly, resulting in a lack of clarity regarding what is known and what requires further exploration. In this paper, I take stock of the literature on women’s work and career experiences in the gig work economy by conducting a systematic review of 87 articles on the topic. This interdisciplinary research reviews the multi-level antecedents (from environmental -macro, meso and micro levels- to personal factors) that can shape women’s gig work experiences and the resulting outcomes for the women concerned (from financial to work-family and health outcomes). Bridging the interdisciplinary divides, the papers in this review are organized into an integrative framework of women’s gig work experience, which reviews past research to provide insights into the topic and outlines a way forward to shed light on a phenomenon for which many aspects remain to be explored. In the presentation, the implications for the work-family literature will be discussed.
  • The height and security of domestic workers’ wages: The role of household-, worker- and relationship-level characteristics. .....David de Kort, Utrecht University; Tanja van der Lippe, Utrecht University; and Anne-Rigt Poortman, Utrecht University
  • Due to weakly enforced regulations on statutory minimum wages and income protections for domestic workers, households play a decisive role in setting domestic workers’ wages. The absence of clear and enforceable wage-standards is frequently forwarded as an explanation for why domestic workers’ wages tend to be lower and less secure than those of workers in other occupational fields. In this paper, we aim to explain wage differences within the sector for domestic work as the lack of wage-standards may also give rise to considerable variation in the wages paid by different households. Specifically, we hypothesize on the extent to which the height and security of wages are dependent on characteristics of households (such as economic resources and time pressures), domestic workers (such as ethnicity and age) and qualities of the relationship between the two (such as years of service and frequency of contact). Our analyses draw on primary data from 2023 on households from the Dutch LISS panel that hire a domestic worker (N=422). We operationalize the height of payment as the price paid for one hour of cleaning. The security of payments is measured by asking households if they continue payments when cleaning appointments are cancelled due to illness or holidays. In addition to descriptive analyses, OLS and logistic regression techniques are used to test the hypotheses regarding the height and security of domestic workers’ wages. The paper concludes with policy implications.
8. Work-Life Boundaries in the Context of Remote and Hybrid Work [Paper Session]
Thursday | 9:00 am-10:30 am | MB 2.270

Presider: Samantha Metselaar, Erasmus University Rotterdam
  • Reactive and Proactive Regulation of Work-Nonwork Boundaries. .....Shelia Hyde, Texas Womans University; Ariane Froidevaux, University of Texas Arlington; Sabrina Speights, Wheaton College; and Wendy Casper, University of Texas Arlington
  • In a three-part qualitative study, we examined boundary management behaviors in the context of work from home, or remote work – when there is little separation between work and home domains – to identify the behaviors that enable effective functioning within and across domains. We collected data from two samples of remote workers during the summer of 2020. Survey (N=141) participants answered questions about positive outcomes associated with sudden remote work during COVID-19. Interview data (N=27) revealed participants’ focus on boundary management. Many participants described engaging in both segmentation and integration of the work-nonwork boundary, suggestive of cycling boundary management behavior in which people engage in both integration and segmentation iteratively. Results suggested that people engage in active integration, passive integration, and passive segmentation. A third sample (N=15) was collected in 2022 and 2023 to explore the purposeful and non-purposeful ways in which people engage in certain types of boundary management. In our initial data analysis, we are identifying styles of cycling, or switching between integration and segmentation – particularly those that involve reactive and proactive self-regulation. Identification of alternating boundary management types will contribute to the exploration of potential benefits and risks of switching between integration and segmentation of work and nonwork roles based on the situation. This understanding of agentic boundary management could spark research leading to intervention activities aimed at educating employees regarding healthy boundary management in the pursuit of work-life balance and general well-being.
  • How Work Flexibility Can Enhance Strain and Conflict Through Telepressure. .....Brandon Smit, Bentley University; Nabi Ebrahimi, University of Massachusetts, Lowell; Tamara Montag-Smit, University of Massachusetts, Lowell; Scott Boyar, University of Alabama Birmingham; and Carl Maertz, University of Louisville
  • Despite the unprecedented growth in employee flexibility in the wake of the pandemic, relatively little is known about the potential drawbacks of the ability to determine where and when to engage in work. Drawing from conservation of resources theory and the self-regulation literature, we test a model that demonstrates how flexibility can actually increase strain, rather than mitigate it. In a three-wave panel of 266 employees from diverse occupations, we find that flexibility can increase telepressure – defined as a sense of preoccupation with work-related messages – but only among individuals with a high future focus. Furthermore, a greater sense of telepressure was linked to both exhaustion and work-family conflict. Indirect effects revealed that for individuals with a high future focus, flexibility increased strain and conflict via greater telepressure. We discuss the theoretical and practical implications of the idea that flexibility can create unintended and undesirable externalities.
  • Navigating Through Work and Personal Life: A Daily Diary Exploration of Working From Home and Its Impact On Goal Completion. .....Samantha Metselaar, Erasmus University Rotterdam; Jonas De Kerf, KU Leuven; and Laura den Dulk, Erasmus University Rotterdam
  • In this paper, we examine the impact of working from home on goal completion in both the work and personal domain, in a post COVID-19 era. Through a daily diary study, we aim to understand the expected differences between working from home and working at the office. We propose two pathways based on existing literature. The first pathway posits that working from home may reduce interruptions from coworkers, enhancing work-related goal completion. However, it may hinder personal goal completion by keeping individuals deeply focused on work (Kelliher & Anderson, 2010). On the other hand, the second pathway assumes that working from home facilitates the ease to transition between work and personal life, improving personal goal completion (Delanoeije et al., 2019). However, excessive switching between domains may impede work-related goal completion (Kossek, 2016). By distinguishing between goal completion at work and goal completion in the personal domain, this article adds to the existing literature and generates practical insights regarding the implications of working from home. Additionally, this study explores whether enhanced goal completion in different life domains ultimately leads to greater work-life balance satisfaction on a daily basis. A diary study is used to gain more insight into the multifaceted effects of working from home on goal completion and work-life balance, shedding light on the mechanisms that underlie these dynamics, as well as its implications for individuals and organizations. Data will be collected at a public sector organization in The Netherlands.
  • Exploring the Interplay of Family Supportive Supervisor Behaviors, Work-Home Interference, and Well-Being in the Era of Hybrid Work. .....Melanie De Ruiter, Nyenrode Business Universiteit; Martine Coun, Open Universiteit (Open University of the Netherlands); and Pascale Peters, Nyenrode Business Universiteit
  • Over the past decade, an increasing body of knowledge has accumulated on the employee-level outcomes of family supportive supervisor behaviors (FSSBs). While such studies are invaluable for the current knowledge and understanding of FSSBs and its value for employees, scholars have only just begun to unravel the supervisor-level antecedents of FSSBs. Yet, considering the increased importance of work-family balance and the increased opportunity for hybrid working, it is important to understand what facilitates and hinders supervisors’ engagement in these behaviors. Moreover, following recent interest in the potential undermining role of engaging in certain leadership styles (e.g., servant leadership) on the supervisor’s own health and well-being, it is important to understand whether engaging in FSSBs undermines or fosters a supervisor’s own emotional wellbeing and engagement. To gain a better understanding of the nomological network of FSSBs, we used student-recruited sampling to conduct a quantitative cross-sectional, multi-source study to examine the relationships between supervisor negative work-home interference, employee perceived FSSBs, and supervisor emotional exhaustion and engagement. Moreover, in addition to examining the effect of employee perceived FSSBs on supervisor emotional exhaustion and wellbeing, we also examine the effects on employee emotional exhaustion and wellbeing. Our study aims to contribute to the academic conversation on supervisor antecedents and outcomes of FSSBs. Moreover, we aim to address a recent call for more research on dimensions of FSSBs, by examining whether different dimensions of FSSB are differentially affected by supervisor’s negative work-home interference and whether some dimensions are more important for supervisor and employee wellbeing than others.
  • Working from Home and Role Blurring: Ideal Worker Norms, Job Pressure, and Organizational Support. .....Deniz Yucel, William Paterson University of New Jersey; Philip Badawy, University of Alberta; and Scott Schieman, University of Toronto
  • The performance of work-related tasks at home is associated with more frequent role blurring—but how do “ideal worker” norms, job pressure, and organizational support modify that association? We test theoretical ideas related to role integration versus segmentation in analyses of the 2016 National Study of the Changing Workforce (NSCW), a national sample of American workers. We observe that frequent performance of work at home is strongly associated with more role blurring activities, and this association is stronger among those with higher levels of job pressure, and weaker among those with more organizational support for work-life balance. In addition, we find that the moderating effect of job pressure on the association between working from home and role blurring is stronger for those with elder care responsibilities but weaker for those with a preschool child and those with more children in the household. These results suggest that the link between working from home and role blurring varies by both work characteristics and organizational support, and that some of these moderations further differ by caregiving responsibilities in divergent ways.
9. Changes in Family (Formation) Choices and Reproductive Behavior [Paper Session]
Thursday | 9:00 am-10:30 am | MB 2.285
10. Shared Parenting and Family Relationships [Paper Session]
Thursday | 9:00 am-10:30 am | MB 2.430

Presider: Laurie Maldonado, Columbia University
  • The Strength & Resilience Factors Blended Couples Attribute to the Success of Their First Five Years. .....Charles Coleman, University of Calgary
  • The divorce rate of second marriages is far higher than first marriages. The presence of existing children creates a blended couple who face immense challenges with parenting, step parenting, co-parenting, money, unsettled divorce litigation, moving houses and the involvement of an ex from a separate household. A lot of the conflict centres on the different cultures each person brings to the ‘new family.’ In a first family the culture of ‘mess,’ ‘discipline,’ ‘Christmas traditions,’ etc. emerge and are set over time. The blended couple find themselves facing off around these differences with increased disquiet and conflict and many call it quits earlier than in first family marriages. How do blended couples navigate Christmas tree decorations, for example? Should a child stay home with one parent, or should they be okay home alone? While the first five years for the blended couple are often the hardest, some find a way to make the relationship work and build well-adjusted and functional families. This study seeks to understand in what ways these couples have navigated their differences, what creative solutions they found and how they built new cultures that reflect their preferred lives? This is a phenomenological study on the lived experience of a sample of Canadian blended couples who have navigated the difficult early years of their new family setup with a particular focus on what these couples believe have been the strength and resilience factors enabling their co-created success. Implications for family system therapists, pre-marital educators and clinicians will be discussed.
  • Show Me the Money: How Children’s Monetary Support is Split Between Biological Mothers and Fathers in the Contemporary U.S.. .....Kimberly McErlean, University of Texas, Austin; and Jennifer Glass, University of Texas, Austin
  • The financial resources available to children from their biological parents have become increasingly spread across households as families have become more complex and the number of children living apart from at least one biological parent has grown. This study takes a cross-household view to examine the relative economic contributions of mothers and fathers to their biological children in the context of women’s increased economic independence and changing demographic composition of the United States coupled with changes in custodial arrangements and child support enforcement. We use the 1996 and 2014 Survey of Income and Program Participation to quantify changes in how mothers and fathers divide the financial support of their biological children and how this differs across mothers’ characteristics. Overall results indicate relative stability in the percentage of economic support contributed by fathers at about 54%, but the sources of this support have changed: child support makes up nearly 20% of fathers’ economic contributions in 2014, up from 10% in 1996. However, this overall stability masks important subgroup differences: within all subgroups of mothers’ race/ethnicity and educational attainment, with the exception of Asian mothers, mothers’ contributions have increased over time, driven by her increased labor market earnings. This growth is masked by the changing composition of mothers: mothers are more educated and more racial-ethnically diverse today than in the past. Mothers’ large, and growing, financial contributions suggest the need to rethink work-family policy in the United States that still largely prioritizes fathers as the primary financial providers for their biological children.
  • Shared Custody and Parental Alienation As Key Concepts in the Struggle for Children - The Polish Case. .....Małgorzata Sikorska, University of Warsaw
  • The primary goal of this presentation is to examine the social actors participating in lobbying for Shared Custody (SC) in Poland, with a particular emphasis on the narratives they present and the narrative techniques they deploy. Applying the Narrative Policy Framework (NPF) as a theoretical framework and methodological inspiration, I will: - study WHO (which social actors are actively participating in lobbying efforts for SC, evaluating their connections, motivations, and viewpoints in the debate); - investigate WHAT is said in these actors' narrations, dissecting the core themes, arguments, and justifications put forth to support their stance on SC; - investigate HOW the narratives are constructed, aiming to uncover the narrative strategies used by social actors to influence public opinion and policy-making. Specifically, I will use NPF to lead the investigation of key parts of the narratives, such as the portrayal of Villains, Victims, and Heroes, in order to discover recurring patterns and persuasive strategies. According to my preliminary findings, the Fathers' Movements are one of the key social actors for the implementation of SC in Poland. In their lobbying, these players have been documented exploiting controversial notions such as parental alienation and parental alienation syndrome. By analyzing the narratives and narrative strategies employed by social actors advocating for SC in Poland, this research aims to contribute valuable insights to the ongoing debate over custody arrangements not only in Poland but also in other European countries, the US, and Canada. A unique aspect of my presentation will be the exploration of similarities and differences in the arguments used by social actors advocating for SC in different countries, providing a cross-cultural perspective on this issue.
  • Shared Parenting in Context. .....Laurie Maldonado, Columbia University
  • In the United States and in Europe, children in separated families are increasingly living with both parents (Cancian & Meyers 2022; Hakovirta, Meyer, Salin, Lindroos, Haapanen 2023). Families have evolved considerably over the past few decades. And yet, despite the diversity of families, many policies that affect families’ work and life have not changed and still favor the traditional two-parent family (Kearney 2023) This comprehensive review of the literature uses a comparative focus to examine trends, demographics, and socio-economic outcomes on shared parenting. It addresses the key issues, challenges, and debates on family diversity. It examines how shared parents are doing in the context of the institutions and policies that surround them including child custody, child support, tax credits, child benefit, parental leave, childcare and education. In conclusion, it provides a summative review and discusses future directions for data collection and for research on shared parenting.
  • Accelerator or Safety Net? Parents’ Role in the Marital Stability in China. .....Wenjun Fan, A Better Balance
  • The divorce rate in China has been rising since 1978 and accelerating in recent decades. However, China still has a relatively low divorce rate, even with a skewed gender division and an intensified masculine culture similar to other East Asia countries. Previous studies focused on the influence of individuals' and the community’s characters on their marital stability while neglecting the ongoing "Neo-Familism" in recent years. This study aims to model the effects of parents' characters and assistance in their adult children’s marital stability through financial aspects and housework aspects. This will be accomplished through the event history analysis using data from Chinese Family Panel Studies (CFPS) between 2014 and 2020. We hypothesize that two competing possibilities could affect marital stability divergently. One is the accelerator effect. Wives' parents with more resources could have more financial support, thereby experiencing higher risks of divorcing. The other is the safety net effect. Parents of either who give more financial and housework assistance could compensate for the husbands' unemployment and wives' housework stress, lending them lower risks of divorcing. We hope that our findings will contribute to moving the focus of the theory of employment, housework, and marital stability from couples to extended families, especially in countries where core families and social welfare are underdeveloped like China.
11. Thriving and Growing Despite It All: Women Entrepreneurs in Growing Economies [Thematic session of multiple paper presentations]
Thursday | 9:00 am-10:30 am | MB 2.435

Organizers: Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú; Nicholas Beutell, Iona University;
Presider: Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú
  • Gender Wage Gap in Chilean Microenterprises. .....Valeria Scapini, Universidad Central de Chile; Rocío Ruiz-Martínez, Universitat Rovira i Virgili - SBRLab - Social & Business Research Laboratory Group; and Rodrigo Calderón, Universidad de Valparaíso
  • Entrepreneurship is considered as one of the main drivers of economic growth. However, informality, low contribution to employment and a gender wage gap to the detriment of women are characteristic of micro entrepreneurship in Latin America. The objective of this paper is to study the variables that affect the wage gap of microenterprises in Chile. From information on socioeconomic characteristics of the microentrepreneur population benefited by a government program between 2013 and 2016, an ordinary least squares (OLS) regression model was estimated to study the relationship between socioeconomic variables and income level. The results show that, in general, women are related to lower levels of sales and sales per hour of work performed. On the other hand, being the head of household is related to higher levels of sales and sales per hour of work, as well as having a level of formalization in the business. These results should motivate the generation of higher levels of business formalization. The article requires the use of the gender perspective as a fundamental element in the research. Finally, the results may be useful for the elaboration of public policies and future research. Keywords: Microentrepreneurship, Gender Gap, Economic Growth, Formalization, Linear regression model.
  • Analyzing Instagram Images: Examining the Representation of Female Entrepreneurs on Mother’s Day. .....Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú; and Ruth Powosino, CENTRUM Católica Graduate Business School and Pontificia Universidad Católica del Perú
  • International Mother’s Day recognizes the work as mothers, and it is also an opportunity to increase sales. How are female entrepreneurs being represented online? We analyzed more than 2000 images related to the hashtags #(mama)emprendedora and #mompreneur, as some of the most trending hashtags during 2023 Mother’s Day. The visual content revealed complex ways in which images contribute to online self-presentation as a mother and entrepreneur. We found differences in the use of the hashtags. Latin American female entrepreneurs engage in motivational messages, greetings, and financial education, while U.S. female entrepreneurs show their well curated family pictures and their products. Family images have higher engagement from the followers. Keywords: Female entrepreneurs, mumpreneurs, self-presentation, Instagram, Mother’s Day
  • Women Entrepreneurs’ Self-Presentation in Social Networking Sites During the Scale-Up Process. .....Ruth Powosino, CENTRUM Católica Graduate Business School and Pontificia Universidad Católica del Perú; and Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú
  • Previous literature has found that women entrepreneurs participate less often than their male counterparts in networking activities. However, women seem to use networks while they are expanding their businesses abroad. The scaleup is a process that conveys a disruptive change in the way of doing business, not only because the size and structure change, but also because the audience/stakeholders change. The aim of this project is to explore the changes in women’s entrepreneurial identity and how this is reflected in self-presentation in (virtual) social networks and identify the strategies for internationalization success. We will conduct a qualitative study reviewing online profiles of and interviewing 15 Latin American women founders in the process of scaling up their business. The data will be analyzed using a case study method and constant comparison approach. Expected results include: 1) The “when” of changing the entrepreneurial identity occurs before the process of internationalization, gradually after a series of fundraising events. 2) The “who”: other people are involved in advising how the entrepreneur has to be presented online. 3) “What” elements of the personal brand do change during the internationalization process of a startup? We expect that aspects of the identity are modified, and that is reflected in the personal brand that is presented in social networks, considering the social norms (e.g., feminine modesty, aesthetics, charisma) and current norms in virtual social networks (catchy statements, visuals, frequency of messages, transparency). This new knowledge will advance the self-presenting and self-promoting competencies of women in business.
  • Work-Family Boundary Management Among Women Entrepreneurs: A Moderated Mediation Model. .....Jasmine Banu, SwaaS Systems Private Limited; and Rupashree Baral, Indian Institute of Technology Madras
  • While entrepreneurship provides women the desired autonomy and flexibility, having a challenging career like entrepreneurship can impose additional workloads and mental strain, making it demanding for them to achieve a work-life balance. Building on the tenets of the work-home resource (W-HR) model and boundary theory, this study tested the impact of boundary preference toward integration on subjective well-being through actual boundary enactment and work-to-family enrichment as mediators, moderated by the problem-focused coping strategy. Results of structural equation modelling with data from 446 women entrepreneurs collected in two waves from various districts of Tamil Nadu, one of the southern states of India, reveal that the study participants do not see business and family demands as competing entities. Instead, they accept the role demands and prefer to integrate the boundaries. Women entrepreneurs utilize the resources gained through work to enrich their family roles. Moreover, to organize themselves within the roles and to offset additive role burdens, they have mastered several problem-focused coping strategies, such as active operational planning, prioritizing, self-regulatory activities, etc., to achieve subjective well-being. This study concludes that boundary management is crucial for managing the role expectations imposed on women entrepreneurs and enhancing their subjective well-being. The theoretical and practical implications of the findings are discussed. Keywords: Women entrepreneurs; Work-family boundary management; Work-life integration; Problem-focused coping strategies; Subjective well-being; India
12. Mediated Realities [Thematic session of multiple paper presentations]
Thursday | 9:00 am-10:30 am | MB 2.445

Organizer: Molly Schmidt, University of Wisconsin, Milwaukee
Discussants:
  • Candice Ruh, University of Wisconsin, Milwaukee
  • Molly Schmidt, University of Wisconsin, Milwaukee
  • Misornu Nartey, University of Wisconsin, Milwaukee
13. Gender: Roles, Contributions, and Responsibilities Across the Life Course 1 [Paper Session]
Thursday | 9:00 am-10:30 am | MB 3.210

Presider: Trisha Chanda, University of Wisconsin, Madiso
  • Embracing the Non-Normative Roles? An Exploration of Stay-At-Home Fathers' Caregiving Journeys in Pakistan. .....Rahat Shah, Goethe University Frankfurt, Germany; Shah Faisal, University of Stirling; and Fazal E Subhan Safi, Liverpool Hope University
  • This study aimed to explore the caregiving experiences of stay-at-home fathers (SAHFs) in Pakistan, an area of research that has not been fully explored. The study employed a qualitative approach and used the (un)doing gender as framework. Data was collected through in-depth interviews with a sample of 30 SAHFs in Pakistan. The results indicate that despite being in a SAHF role, most men avoided participation in caregiving responsibilities, citing a lack of caregiving skills, the perception of caregiving as a women's domain, stigmatization, and challenges to their masculinity as reasons. These SAHFs also devalued paternal caregiving compared to maternal, reflecting a widespread sentiment that women, particularly their wives, are naturally more adept at caregiving. However, the data shows that caregiving experiences of SAHFs were not homogeneous and their participation in caregiving roles was greatly influenced by household structure (joint-nuclear), levels of education, and residential background (rural-urban). The findings of this study make a valuable contribution to our understanding of how the powerful cultural narratives continue to reinforce gendered practices and perceptions, making it difficult for SAHFs to fully embrace their roles as primary caregivers in highly patriarchal non-western cultural contexts.
  • Running On Empty: Gender, Time Allocation, and Daily Stress Experience Across the Life Course. .....Maria Stanfors, Lund University
  • Stress is a public health concern. One of the explanations to why women, more than men, receive stress-related diagnosis in connection to sickness absence is their responsibility for housework and caregiving. We investigate men’s and women’s time allocation and its association with everyday stress across life course stages (25-74 years), using individual time diary data (N=11,880) from the 2000/01 and 2010/11 Swedish Time Use Survey (SWETUS), including self-reported stress on the diary day. Though Sweden is known for gender equality in both the workplace and in the home, time use is still gendered. Women still perform more unpaid work, including housework and caregiving, across the life course, even if they are employed. Women are also more likely to experience daily stress across the life course, irrespective of life course stage. Results from multivariate regression analysis show that daily stress is higher for ages 25-49 than 50-74. Both determinants of stress and stress associations with time use vary between these groups. Paid work is positively related to men’s stress, while caregiving – to own children or other adults – is the primary determinant of women’s stress. Results hold across the life course and are independent of education, occupation, and income. Gender still structures individuals’ daily life and well-being.
  • Work-Family Balance and Adjustment of First-Time Urban Chinese Fathers During the Transition to Fatherhood. .....Kai Sun, Arizona State University; and Xuan Li, University of Copenhagen
  • Research on the work-family interface typically focuses on mothers. However, men’s participation in the family domain has been increasing around the globe, including in urban China. With little policy support for men’s involvement in family life, it is likely for first-time Chinese fathers to feel squeezed between their two main roles: employee and parent. As such it is necessary to look into their work and family interface around childbirth and understand how today’s Chinese fathers navigate this crucial transition period.   The current study investigates how first-time urban Chinese fathers balance work and family responsibilities, and how their work-family interface relates to their adjustment. Survey data concerning their work-family experiences were collected from 108 first-time Chinese parents (54 couples; mean age=31.5, SD=6.21) living in Shanghai at three time points (3 months before childbirth, 3 months and 9 months after childbirth), among whom 40 couples were also interviewed. Preliminary analyses suggested that fathers’ perceived support in work and family domains played a crucial role in their work-family conflict after childbirth. Moreover, fathers’ psychological well-being after childbirth is influenced by multi-level factors on the individual and family level, including their gender-related traits, marital relationships, and social support. Additionally, interview respondents articulated a tension between the new fatherhood ideals and actual practices and a lack of workplace support for fathers. The finding contributes to the work-family scholarship as it captures paternal experiences during a most challenging transition period and explores multi-level factors related to their work-family balance and adjustment.
14. Economic Empowerment in a Global Perspective [Paper Session]
Thursday | 9:00 am-10:30 am | MB 3.265

Presider: Veronica Freitas de Paula, Universidade Federal de Uberlândia
  • The Challenge of Gender Equality in Brazil. .....Flavia Ivana de Melo Santos, Universidade Federal de Uberlândia; Vérica Freitas, Universidade Federal de Uberlândia; and Veronica Freitas de Paula, Universidade Federal de Uberlândia
  • Gender equality is a worldwide challenge, with the countries of the Global South usually ranking among the countries with the worst rates, and it is well known that increasing gender equality contributes to entrepreneurship, innovation, and consequently, economic, and social development. One of the main factors identified as inhibiting gender equality is related to motherhood and family configurations, through social constructions that assign responsibility for care in general, with children, the elderly, family members, and the sick, to women - in Brazil, women devote almost double the time of men to caring for people and household chores. This context affects the lives of Brazilian women, as well as women's participation in the labor market where, despite having more schooling, there is: less participation in the formal labor market (53% vs. 72.4% in 2022); more women working reduced or part-time hours (28% vs. 14% in 2018); an average income of 78% of that received by men in 2022; fewer women in management and leadership positions (37.8% in 2016) and as political representatives (15% of parliamentarians in 2022). The discrepancy is even greater if other criteria are considered, such as social class, color, race, place of residence (national or regional), or areas and sectors of activity. In this context, public policies and organizational actions are needed so that social precepts are rethought, and discriminatory stigmas are condemned, contributing to the promotion of equality and the protection of human rights.
  • Jobs, Jobs, Jobs: Is Economic Empowerment Good For Women?. .....Rhonda Breitkreuz, University of Alberta; and Marian Baird, University of Sydney - Business School
  • Globally, women’s economic empowerment has been touted as a game changer and the next frontier for social transformation. The UN’s former Secretary General, Ban Ki-Moon, wrote that “gender equality remains the greatest human rights challenge of our time. Economic empowerment is a uniquely potent way for women to achieve greater control over their own lives” (UN, 2017). National governments and other international organizations such as the World Bank, the United Nations, and the World Health Organization have identified women’s economic empowerment as a key priority. While improving women’s economic security globally is certainly an important and laudable goal, the means by which this is to be achieved is debated. Although governments and major NGOs are investing in initiatives such as employment activation programs, entrepreneurship, business development, and other market-based solutions, feminist scholars point to the reality of many women’s lives including poor employment conditions, the predominance of informal work, the gender pay gap, violence against women, and the disproportionate unpaid care and household work that women perform worldwide. In this presentation, we provide a conceptual analysis of women’s economic empowerment globally, situating this concept within social, economic, policy and geographic environments, and ask: is women’s economic empowerment good for women? Identifying the major themes central to a discussion of women’s economic empowerment, we discuss the opportunities and risks for women amidst this international policy trend.
  • Gender Ideology and Health Status Among Individuals: A Global Perspective. .....Glory Narjinary, International Institute for population Sciences
  • Amid the global shift in gender ideology from traditional to modernization, it becomes increasingly essential to understand how ideological change and self-actualization influence different spheres of society. While the literature addressing these changes has been burgeoning, the health status of the individual with gender ideology has been not well-researched despite health being the most important aspect of human life. Thus, this study tends to investigate the association between gender ideology and health status. To study this we used data from the ISSP 2012 module, and we employed ordered logistic regression and marginal effects to observe the level of association. Additionally, using multiple robustness checks the propounded result is reaffirmed. We find that individual with egalitarian belief is associated with good health level, suggesting the construction of more gender-equal societies where every individual can achieve their optimal health status.
15. Contemporary Work-Family Challenges and Policy Implications [Paper Session]
Thursday | 9:00 am-10:30 am | MB 3.270

Presider: Heather Hofmeister, Goethe University Frankfurt
  • Generational Change in “Ideal Worker” Norms Among Postdocs in the Life Sciences. .....Heather Hofmeister, Goethe University Frankfurt; and Anne-Kathrin Kronberg, University of North Carolina at Charlotte
  • Half a century after second-wave feminism, one main focus of inquiry still is the persistent underrepresentation of women in higher level academic science. The persistence of the “ideal worker” norm (Williams 2000) and the inability of the primary caregiver in a household to fulfill it has been offered as one explanation for the underrepresentation of women in many fields. We examine the degree to which resistance to the “ideal worker” model may play a role in strategic career decisions and future expectations for the next generation of top scientists in the life sciences. Do they reject a long-hours work culture? How do their ideals differ from their supervisors? Using qualitative in-depth interviews with 22 life sciences postdocs (13 men, 9 women) in their final year from the same highly competitive research institution, and follow-up interviews, plus 5 interviews with principal investigators from their supervisors, we found that all women and all but one man felt internal resistance to imitating the lives of their supervisors. Despite these postdocs being among the best and brightest scientists in a cutting-edge industry, and wanting an alternative path, they do not see themselves as holding negotiating power for alternative ideal futures. The principal investigators, in turn, were critical of the postdocs’ values. Our research may help predict the likelihood of change or continuation of labor market inequalities in one scientific field along gender lines. Parenthood status, gender, and region of origin played a role and will be discussed.
  • Post-Pandemic ‘Work From Home Revolution’ Discourses and the Invisibilisation of Women’s Unpaid Care Labour in Australia.. .....Amanda Peters, Monash University
  • In Australia, the COVID-19 pandemic and subsequent lockdowns brought changes in work practices marked by a significant rise in the number of employees engaging in remote work arrangements. In the media and other public discoursers this shift in employment patterns has been dubbed ‘the work from home revolution’. This presentation critically analyses these ‘work from home’ discourses using a gendered perspective to understand how they may sustain existing patriarchal economic and social structures. A category analysis of Australian media and industry narratives of a ‘work from home revolution’ will explore how these narratives reinvigorate hegemonic masculine discourses of work. It is well established that the devaluation of unpaid care work, which is predominantly performed by women, is a key driver of gender inequality. This occurs in part via invisibilisation, a process in which unpaid care labour is simultaneously devalued and exploited within capitalism by obscuring the fact that labour has been performed. Invisibilisation of women’s unpaid care labour occurs via patriarchal socio-cultural mechanisms which tie definitions of work exclusively to forms of labour for which someone is paid, such mechanisms exclude women’s unpaid care labour despite it being an essential part of the production system. This presentation will explore how ‘work from home revolution’ discourses invisibilise women’s unpaid care work, and thus reinforce patriarchal economic and cultural structures which drive gender inequality.
  • Redefining Boundaries: The Evolving Dynamics of Work-Life Interface in the Digital Age. .....Moses Kayanja, Multitech Business School; and Moses Kayanja, Multitech Business School
  • The advent of the digital age and the repercussions of the COVID-19 pandemic have thrust the global workforce into a reevaluation of traditional work structures. This research examines the new intersections forming between work and family in this era of change. Using a multi-modal approach, we gathered qualitative and quantitative data from professionals across various sectors, regions, and family structures. Our findings suggest a shift in the definition of work and its significance at varying life stages, especially among the younger generation who prioritize flexibility and work-life integration. Concurrently, the dynamics of family experiences are changing, with a noticeable decline in traditional family models in high-income nations, coupled with increased feelings of isolation despite being more digitally connected than ever. Furthermore, the paper investigates how these changes affect transitional stages in the life course, from childhood to old age, emphasizing the evolving challenges and coping mechanisms. Finally, our research highlights innovative solutions and practices from both global north and south that can serve as models for creating a balanced and inclusive work-life paradigm. By understanding these intricate dynamics, stakeholders can better navigate the future of work and family, ensuring resilience, equity, and holistic well-being.
  • “Now I Have Two Dads and No Mom”: Investigating the Familial Experience of Adults Learning ‘Not Parent Expected’ News From an At-Home Ancestry DNA Test. .....Juliette Careau, McGill University; and Rob Whitley, McGill University
  • According to recent estimates, over 30 million people have taken at-home DNA tests with companies like 23andMe and AncestryDNA. These tests reveal details about a user’s ethnic ancestry, and also match users with biological relations on their database. This process can throw up sudden and surprising news. The most shocking may be a ‘Not Parent Expected’ (NPE) discovery, where a user learns that an assumed father is not a biological father. In this presentation, the authors will report the results of a qualitative study aiming to document the psychosocial experience of people receiving NPE news from an at-home DNA test. This involved 52 semi-structured interviews with affected individuals, analyzed using thematic analysis. Results indicate that learning NPE news revealed unknown truths about a user’s conception such as marital infidelity, sperm donation and other uncommon stories. Most participants reported that the discovery had a profoundly negative impact on family dynamics, especially concerning their mother, leading to ruptured relationships and shattered trust. Participants often used the language of grief, trauma and loss in this regard. In some cases, participants established positive and rewarding relationships with their new biological family, including the biological father and half-siblings. But overall, the discovery typically had negative implications for mental health. Some participants sought help from therapists and psychologists in response to the news, but these were often considered ill-equipped to help. All this suggests the need for tailored training for family therapists and psychologists, as well as targeted interventions that can help the NPE population.
16. Embracing Interdisciplinarity In Work-Family Research: Implications Across the Research Life Cycle [Workshop]
Thursday | 9:00 am-10:30 am | MB 3.430

Organizers: Heidi Cramm, Queens University; Melissa Richardson, Queen's University; Lauren Roberts, Queens University; Lisa Vaters, Queens University;
Presiders: Heidi Cramm, Queens University; Melissa Richardson, Queen's University; Lauren Roberts, Queens University; Lisa Vaters, Queens University;
17. Leaders, Flexibility, Inclusion and Wellness [Thematic roundtable with multiple presentations]
Thursday | 9:00 am-10:30 am | MB 3.435

Organizers: Jessica DeGroot, ThirdPath Institute; Scott Behson, Fairleigh Dickinson University;
Presider: Jessica DeGroot, ThirdPath Institute

Panelists:
  • Beth Livingston, University of Iowa;
  • Heather Cluley Bar-Or, Villanova University;
  • Richard Petts, Ball State University;
  • Rachael Pettigrew, Mount Royal University;
  • Scott Behson, Fairleigh Dickinson University;
18. Getting A New Perspective On (Work)Life: Updating Conceptualizations of the Work-Life Interface to Incorporate Diverse Experiences and Growing Inequality [Workshop]
Thursday | 9:00 am-10:30 am | MB 3.445

Organizer: Susan Lambert, University of Chicago
Presider: Susan Lambert, University of Chicago

Panelists:
  • Ellen Ernst Kossek, Purdue University;
  • Ameeta Jaga, University of Cape Town;
  • Sydney Colussi, University of Sydney - Business School;
  • Erin Carreon, University of Chicago;
19. Author Meets Reader: "Work in Black and White: Striving for the American Dream" [Author Meets Readers Session]
Thursday | 9:00 am-10:30 am | S2.115

Organizer: Sarah Damaske, Pennsylvania State University (Penn State)
Presider: Sarah Damaske, Pennsylvania State University (Penn State)

Panelists:
  • Enobong (Anna) Branch, Rutgers University;
  • Caroline Hanley, William & Mary;
  • Jasmine Hill, University of California, Los Angeles;
  • Yue Qian, University of British Columbia;
  • Erin Cech, University of Michigan.;
20. Presidential Plenary [Plenary]
Thursday | 10:45 am-11:45 am | H 110

Organizer: Ellen Galinsky, Families and Work Institute

Panelists:
  • Marie Gendron, Le conseil de gestion de l’assurance parentale (The Management Board of Parental insurance) – The Québec Government;
  • Noémie Mercier, Noovo;
  • Pauline Marois, Former Prime Minister of Québec;
  • Julie Gingras, Finances Deputy Minister - The Québec Government;
  • Sophie Mathieu, Vanier Institute of the Family;
  • Suzanne Roy, Minister of Families - The Québec Government;
21. Lunch
Thursday | 12:00 pm-1:15 pm | MB9
Lunch is sponsored by the American Association of Retired Persons. Please join others for lunch and conversation. Lunch boxes (free) will be distributed in MB9. Specific lunch boxes, designated by name, have been set aside for those who have identified special dietary needs in advance of the conference. A variety of options are available for all other participants. Organizers request that after obtaining your lunch, you find a comfortable space to eat and converse with friends and new acquaintances. All of the conference-designated rooms are open for use and you can also seek out nearby parks and benches. Kindly dispose of lunch materials appropriately so that rooms are in good order for the afternoon sessions. Note that organizers tried their best to estimate the number of lunches needed by providing surveys to gauge intents to join lunches and special dietary needs in advance of the conference. In the event that demand exceeds inventory, there are many eating establishments located within the blocks surrounding Concordia University.
22. Invited Session: Kanter Award Symposium - Amplifying the Impact of Work-Family Research [Thematic roundtable with multiple presentations]
Thursday | 1:30 pm-3:00 pm | MB 2.210

Organizers: Jennifer Fraone, Boston College - Center for Work & Family; Shelley MacDermid Wadsworth, Purdue University;
Discussants:
  • Maggie Wan, Texas State
  • Sarah Thebaud, UC Santa Barbara
  • Christine Pfeiffer, Memorial Sloan-Kettering Cancer Center
23. The Life Course Experience of Diverse Populations: LGBTQ+ Perspectives [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 2.265
  • Occupational Characteristics and Egalitarian Division of Housework Among Different-Sex and Same-Sex Couples. .....Jisu Park, Pennsylvania State University (Penn State); and Elena Pojman, Pennsylvania State University (Penn State)
  • Same-sex couples tend to report having a more egalitarian division of housework when compared to different-sex couples. Prior studies have pointed out that the egalitarian value that sexual minorities hold is likely behind this pattern. However, we also know that sexual minority workers, especially sexual minority men, are segregated away from male-dominated occupations that are characterized by their ideal worker norms. This occupational segregation can influence the housework division among same-sex couples: same-sex couples may divide their housework more equally, at least partially, because of their limited access to occupations that require high degrees of work devotion from their workers. Therefore, in this study, I will ask whether the equal division of housework is compromised depending on the occupation of each partner. Using the American Time Use Survey (2015-2019), I will examine whether and how the following three occupational characteristics are associated with housework division among different-sex and same-sex couples: (1) male-dominated occupations, (2) STEM occupations, and (3) business occupations. Methodologically, I will estimate OLS regression models where the dependent variable is each respondent’s time spent on performing housework and the primary independent variables are aforementioned occupational characteristics and couple type (different-sex or same-sex). I will estimate the interaction terms of these two independent variables. Additionally, I will estimate gender-stratified models to examine whether such interaction terms are gendered.
  • Precariously Positioned in Unsettled Times: Work and Well-Being Among LGBTQ+ Adults in the COVID Era. .....Layne Amerikaner, University of Maryland, College Park
  • The rise in precarious employment in recent decades has left a substantial portion of the U.S. workforce in insecure, low-quality jobs, with the divide between “good” and “bad” jobs becoming even starker during the COVID-19 pandemic. Little is known about how LGBTQ+ (lesbian, gay, bisexual, transgender, queer, and other sexual and gender minority) workers and their families are faring in this context, even though previous research suggests they may be among those most vulnerable to negative structural and interpersonal factors affecting workers’ well-being. Through original, in-depth qualitative interviews with a racially and occupationally diverse sample of 45 LGBTQ+ U.S. workers conducted between late 2022 and early 2024, the study examines how sexual and gender minority adults are experiencing and responding to an unequal work landscape in the COVID era. Interview transcripts will be analyzed using a grounded theory approach through multiple cycles of data coding in Dedoose. Although data collection is ongoing, preliminary analysis of pilot interviews (N=17 adults) suggest that for some LGBTQ+ workers, remote work may be protective against microaggressions and harassment in cisheteronormative work environments. For other LGBTQ+ adults, COVID-related strains may be compounding existing workplace minority stress, particularly among in-person workers who already faced poor job quality conditions. Acknowledgement: This work has been supported (in part) by Grant #2301-41649 from the Russell Sage Foundation. Any opinions expressed are those of the principal investigator alone and should not be construed as representing the opinions of the Foundation.
  • Transition to Parenthood and Earnings Trajectories of Male Same-Sex Couples in Sweden and the Netherlands. .....Eva Jaspers, Utrecht University; Weverthon Machado, Utrecht University; and Marie Evertsson, Stockholm University - Swedish Institute for Social Research (SOFI)
  • A growing scholarship on same-sex couples has expanded our understanding of the interplay of work and family across the transition to parenthood. For example, previous studies have found that, after parenthood, the within-couple earnings gap increases much less in female same-sex couples than in different-sex couples. However, there is comparatively little quantitative evidence on the determinants and consequences of the transition to parenthood for male same-sex couples. Compared to other families, male same-sex couples who wish to become parents have fewer paths to do so. Thus, it is important to understand which couples eventually have children. Furthermore, in view of the common finding that the arrival of a child has relatively little impact on the careers of fathers in different-sex couples, we ask whether and how becoming parents shapes the earnings trajectories of male same-sex parents. We investigate these questions using longitudinal population register data from Sweden and the Netherlands. First, we employ event history analysis to explore the socioeconomic and demographic attributes predicting the transition to parenthood in male same-sex couples. Second, for the couples who transition to parenthood, we track the earnings trajectories of both parents from before to several years after the arrival of the first child.
  • Queer Parenting As Resistance. .....Amelia Eppel, McGill University; and Kristen O'Sullivan, McGill University
  • For generations, Queer “chosen” family have been a life force sustaining the most marginalized through a model of community care that decenters the heterosexual two parent structure (Mamo, 2007. ). In recent years, with the advent of assisted reproduction and the legalization of same-sex relationships in North America, an estimated 77% of LGBTQ+ people of childbearing age are already parents or are considering having children through either fertility treatments or adoption (Family Equality, 2019). Most of the literature that considers queerness in relation to parenting has focused on the outcomes of children in two parent same-sex families, framed in terms of comparison with “gold standard” heteronormative families (Mendez, 2020). There is very little literature that considers the processes of parenting or the possibilities that alternative family structures open up (Klesse, 2018). This project will consider how queering the concept of family is an act of resistance. Most, if not all, queer-identifying people still face barriers to forming their families, whether in accessing healthcare, by social services or within their own families (Gregory et al., 2022; Farr, 2020). The anticipated value of the results of the study are that some insight will be gained into the experiences of queer parenting in Canada. Results of the research will be published in an edited collection called Queer Joy as Resistance (proposed publisher: New York University Press) with an anticipated publication date of Spring 2024. Our presentation will share results from the study including interview excerpts, our experiences of collecting data with families and how our findings compare with those in the literature.
24. Labor Market Policies and Effects [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 2.270

Presider: Samantha Schenck, Central Connecticut State University
  • Is There a “Fatherhood Bonus” in Spain? The Impact of Children on Wages According to Occupational Characteristics, Family Structure and the Use of Longer-Term Care Leaves. .....Marta Dominguez-Folgueras, Sciences Po; M. José González, Universitat Pompeu Fabra; and Irene Lapuerta, Universidad Pública de Navarra (UPNA)
  • This paper examines the impact of fatherhood on earnings in Spain, using panel data from 2006 to 2021. While there is extensive research on the negative effects of motherhood on earnings, our understanding of the effects of fatherhood, particularly in the Spanish context, remains limited. In some countries with available data, fathers tend to experience a financial advantage, commonly referred to as the "fatherhood bonus". This phenomenon has been attributed mainly to gender role specialisation, with women taking on caring responsibilities while men are in paid employment, employers' preferences for male employees and self-selection into parenthood, as those more established in the labour market may also be more likely to become fathers. This paper seeks to assess the impact of fatherhood on men's earnings and to explore its underlying factors by focusing on three understudied dimensions: the wage advantage of fathers' occupational categories, family structures (men living in heterosexual partnerships, same-sex partnerships or single-parent households) and the use of extended care leave to care for young children after an initial period of maternity and paternity leave. The study is based on the Continuous Sample of Working Lives, a survey of individuals who have made contributions to, or received benefits from, the Spanish social security system during the reference years. To estimate the expected earnings of men with and without children, we use unconditional quantile regression on longitudinal data. In addition, we integrate quantile regression with fixed effects techniques to account for self-selection into fatherhood.
  • Scheduling Standards in Union Contracts and in Public Policy—Substitutes or Complements?. .....Peter Fugiel, Rutgers University
  • Unpredictable schedules can wreak havoc in the lives of workers and their families. To address this problem, policy makers, advocates, union leaders, and other practitioners have developed novel scheduling standards, most notably in the United States and Canada. While the provisions vary across industries and jurisdictions, they include limits on employer discretion in assigning shifts, a minimum length of advance notice, premium pay for unsociable shifts, and compensation for schedule changes. To date the most ambitious and consequential scheduling standards take the form of union contracts or subnational (i.e. state or local) legislation. Research and media reports on scheduling standards mostly focus on legislation, framing it as a substitute for the protections of a union contract, particularly in fast food restaurants and other industries where union density is low. However, comparative research shows that public policy and union contracts can complement each other, resulting in broader coverage and stronger enforcement than either achieves in isolation. Drawing on case studies of scheduling standards and stakeholder interviews in Seattle, New York City, Chicago, and Philadelphia, this paper identifies institutional conditions, organizational practices, and discursive frames that promote complementarity between scheduling legislation and collective agreements, rather than substitution of one for the other. I argue that complementary standards hold considerable promise for proponents of fair scheduling, but they demand broader solidarity and strategic coordination to realize this promise.
  • How State Paid Family Leave Policies Impact the Labor Market Choices of New Mothers. .....Samantha Schenck, Central Connecticut State University
  • Many American families have a difficult time balancing their obligations at work with their responsibilities at home. This is especially true after the birth of a child, especially considering the United States is the only industrialized nation that does not have a universal paid maternity leave program. Currently, US workers that qualify for the Family and Medical Leave Act (FMLA) for the job protection guarantee must rely on employer provided benefits in order to be paid during any leave taken by new mothers. Consequently, the ability to take leave and the length of leave available is distributed very unequally among different groups of workers. Past research has shown that mothers from disadvantaged groups, such as those from low-income households, minorities, and single mothers take less maternity leave because they are less likely to have access to paid leave through their employers and their reduced ability to afford unpaid leave. Recently several US states have passed their own paid family leave programs that would provide virtually all working mothers in the state with access to wage replacement during any maternity leave taken. This research uses data from the National Logitudinal Survey of Youth and several standard difference-in-difference models, as well as synthetic difference-in-difference regression analyses to explore the impact of these state-sponsored paid family leave programs on different subgroups of mothers. This research will pay particular attention to how differences in the generosity of the wage replacement benefit impacts how the policy changes the labor market behavior of new mothers
25. Gender Roles, Ideologies, and Practices [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 2.285

Presider: Tejinder Billing, Rowan University
  • Are Attitudes and Behavior Aligned? Cohort Dynamics in Gender Attitudes and The Division of Childcare. .....Hyunjae Kwon, University of Minnesota
  • The children of the gender revolution—born in the 1970s and 1980s—grew up in a vastly different social landscape than their parents: women were entering the labor market at an unprecedented rate. Social structure, however, lagged behind the newly emerging work-family lives, preventing the children of the gender revolution from actualizing their more gender egalitarian attitude and ideals. Investigating the link between gender attitudes and the division of domestic work across birth cohorts may help us understand how closely ideals and behavior align across cohorts. Quantitative studies have seldom examined the historical transformations in gender attitude and division of domestic labor simultaneously mainly due to data limitation. Using 3 waves of cross-sectional data from the Work and Family Life Study, 1980-2022 (N = 5,771), the current paper examines how the correlation between gender attitude and division of childcare varies across cohorts (10-year birth cohorts from 1930’s to 1980s). From the 7-item gender attitude measure, we create two categories of gender attitudes: one tackling attitude regarding women’s role and another addressing men’s role. Preliminary results show that gender attitudes become more egalitarian across birth cohorts for both mothers and fathers. We also find that for mothers, the division of childcare becomes more egalitarian from the 1950s cohort to the 1970s cohort, but there is no difference between the 1970s and 1980s cohorts. For the conference, I plan to examine the correlation between gender attitudes and the division of childcare for mothers and fathers and test models with controls.
  • Relationship Between the Work-Family Interface, Gender Role Ideology, Household Chores and Organizational Citizenship Behavior During Covid.. .....Ujvala Rajadhyaksha, Governors State University; Zeynep Aycan, Koc University; Feldt Taru, University of Jyväskylä; Rantanen Johanna, University of Jyväskylä; Dilem Cinli, Koc University; Meryem Seyda Zayim, Koc University; and Ayse Burcin Baskurt, University of East London
  • Current COVID-19 studies suggest that the pandemic particularly negatively affected women in terms of work-family balance. We advance this research line by examining how conservative gender ideology (CGRI) is related to this phenomenon by utilizing a pan cultural perspective as opposed to a more commonly used cross-cultural perspective. The 2022 Global Gender Gap Index ranks Turkey 133rd, UK 30th, US 23rd and Finland 2nd out of 156 countries. This increased the variance in CGRI in our data (n = 819 working parents, 60% women) which was collected during COVID-19 pandemic in 2020-2021 via one time point e-surveys in these four countries (Turkish participants representing 32% of the whole sample and US, UK, and Finnish participants 32%, 18% and 18%, respectively). More precisely, we investigated how CGRI, time spent on household chores, work-to-family and family-to-work conflicts (WFC, FWC), work-family balance (WFB) and organizational citizenship behavior (OCB) were linked to each other. Structural equation model (SEM) analyses showed that among both genders high CGRI was linked to higher time spent on household chores which was further linked to high OCB via high WFB. Instead, only among women high CGRI was linked to higher time spent on household chores which was further linked to high OCB via low WFC. These findings seem to suggest that high CGRI and involvement in household chores, possibly both reflecting strong family values, were assets for working parents during COVID-19 pandemic conditions forcing them into very intensive reconciliation of remote work and household chores (e.g., due to 24/7 childcare).
  • Understanding Work-Family Enrichment: Unpacking the Influence of Trait Resilience, Gender Dynamics, and Culture. .....Tejinder Billing, Rowan University; and Rupashree Baral, Indian Institute of Technology Madras
  • This study investigates individual determinants of work-family enrichment, explicitly focusing on trait resilience, gender, and cultural context. While prior research has extensively examined various determinants of work-family enrichment, limited attention has been directed towards the role of trait resilience. Resilience, defined as the capacity to rebound from failure, adversity, or conflict (Luthans, 2002), is an important individual factor influencing the effective extraction of benefits from work and family domains, thereby contributing to work-family enrichment. Moreover, this research delves into the moderating influence of gender on the association between resilience and work-family enrichment. We seek to discern potential gender disparities in how resilience impacts the directionality of work-family enrichment. Specifically, it investigates whether men are more adept at leveraging work-related resources for experiencing work-to-family enrichment or, conversely, whether women excel in utilizing family resources, resulting in heightened family-to-work enrichment. We use data from both the United States and India to empirically test these relationships. This multicultural approach facilitates a nuanced examination of the interaction between trait resilience, gender, and work-family enrichment. The study aims to provide comprehensive insights into the personal determinants influencing work-family enrichment by exploring these dimensions across different cultural contexts.
26. Eldercare: Family Complexity, Dynamics, and Wellbeing [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 2.430

Presider: Hugh Bainbridge, University of New South Wales
  • Caregiving Trajectories and the Well-Being of Caregivers. .....Bram Audenaert, KU Leuven; and Lore Van Herreweghe, KU Leuven
  • The goal of this paper is to investigate the impact of caregiving trajectories on the well-being of informal caregivers. Over the past decades, policymakers across Europe have been aiming to reduce the fiscal strain by e.g. increasing the retirement age or increasing employment, in particular among older working-age adults and by restructuring the use of public funds to provide LTC services. A general shift occurred towards ‘active citizenship’ of older people including policies to promote home-based familial care provision. This however increases the burden on adult children or partners of elderly in need of care. Not only are older adults increasingly expected to be engaged in paid employment, it is also assumed that the provision of informal care has adverse effects on the well-being of the caregivers. However, a growing group of studies has showed that the provision of informal care can also have positive effects on the well-being of informal caregivers. There are two possible reasons for these contradictions. First, most of the studies on the well-being of informal caregivers are cross-sectional in nature and do not acknowledge the dynamic nature of informal caregiving. Second, it remains unclear how different LTC policies reinforce or mitigate the long-term well-being impact of informal care. This paper will empirically map out caregiving trajectories and investigate how different care regimes have impact on the prevalence of certain caregiving trajectories and if the care regimes have a moderating impact on the relation between caregiving trajectories and the well-being of informal caregivers.
  • Perceived Support and Job Search Barriers Among Unemployed Carers of Elderly or Disabled Relatives. .....Hugh Bainbridge, University of New South Wales; Lukas Hofstätter, Carers NSW; and Sarah Judd-Lam, Carers NSW
  • Many people of working age are also unpaid caregivers for an elderly or disabled relative. Extensive research has linked this caregiving role to withdrawal from the workforce. Caregiving demands may lessen over time though and returning to paid work is often a desirable individual, organisational, and policy goal. However, while job search is challenging for caregivers, little consideration has been given to the re-employment process. The current study moves to address this gap by examining the extent to which job seeker beliefs about societal recognition of a role that is central to their identity (caregiving) affect perceived barriers to employment. We then extend this by exploring how this effect occurs (whether the effect is mediated by social connections), and when this occurs (whether the effect is moderated by three forms of support). In a survey of job seekers with caregiving responsibilities, greater societal recognition of caregiving was associated with lower perceived job search barriers. This effect was mediated by social connectedness and moderated by support in the form of coaching and planned respite from caregiving. Job seekers who reported lower societal recognition of caregiving benefited most from coaching and planned respite from caregiving.
  • The Role of Culture in Senior Caregiving: Preliminary Analysis of Canadian National Surveys of the Care Economies in Context Project. .....Ito Peng, University of Toronto; and Pelin Gul, University of Toronto
  • It is now widely acknowledged that Canadian population is ageing, and it will continue to age over the next several decades. Today, people over the age of 65 make up 19% of the total population, up from 11% in 2000. This population is projected to increase to 26% by 2068, with those aged 85+ ageing faster than other 65+ subgroups. What is less well known is that today over 30% of Canadian seniors are foreign-born, as compared to 21% in the total population. As these seniors begin requiring care, the number and proportion of 1st and 2nd generation caregivers will also grow. Public support for long-term care is never more important now; yet families remain the main source of caregiving for Canadian seniors. Our surveys of unpaid family caregiving in Canada show families continue to provide much of senior care. Amongst 1st and 2nd generation caregivers, culture plays an important role in shaping their understanding of and perceptions about their caregiving roles, and who and how care should be provided to older people. Culture is used to justify the familial division of caregiving responsibilities. More specifically, men are more likely to justify the allocation of caregiving responsibilities based on cultural norms—and thus perpetuating the unequal roles of men and women in senior caregiving—while women frequently shoulder much of caregiving responsibilities, regardless of the need for such justification.
  • Household Headship, Filial Expectations and Mortality in Older Widows: Evidence from Panel Survey of India.. .....Babul Hossain, International Institute for Population Sciences
  • The presence of older widows is always symbolic of power for families in India. An older widow is in India correctly cared for and respected by their family, which implies the widow represents a good family. If a widow is left to manage independently, is not taken care of properly and is treated less respectfully, in other words, experiences a lack of filial responsibility, the older widow represents a bad family. Thus, in Indian culture, the household dynamics and familial aspects can be more relevant when discussing the well-being of older widows. In this context, this study investigates the relationship between household headship and mortality experiences for widowed women aged 45 and above in India. The study used the India Human Development Survey, a nationally representative panel survey. The results indicate that no excess mortality risk was observed for widows compared to married women, where widows or their sons were household heads. On the other hand, when the widows in households are headed by others (viz. brothers, sons-in-law, grandsons and extended family members), they experience heightened mortality risk than married women. Subsample analysis suggests that widow-heading households if they were expecting financial support from sons, had higher mortality than widows who did not expect financial support from sons. By adjusting for the endogeneity between household headship and economic status using an instrument variable regression model, the study confirms that older widows in households headed by others have double the mortality risk compared to widows heading households themselves.
27. Work-Family Experiences and Negotiations During the COVID-19 Pandemic [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 2.435

Presider: Melissa Milkie, University of Toronto
  • Irritability and Ice Cream: A Narrative Analysis of Work-Family Conflict in Dual-Earning Couples During the COVID-19 Pandemic. .....Katheryn Maguire, Wayne State University; Krista Brumley, Wayne State University; and Shirin Montazer, Wayne State University
  • The COVID-19 pandemic altered work and relational lives of people across the world. Whereas some couples faltered under the pressure of balancing work and family during the height of the pandemic, others thrived. Much of the work-family conflict (WFC) research has centered on deductive perceptual (Greenhaus and Beutell, 1985; Netemeyer, 1996) and behavioral (Clark et al., 2019) measures to identify factors that may differentiate WFC experiences. In contrast, we offer a phenomenological account of how 37 heterosexual, dual-earning couples made sense of their pandemic work/family experiences through the lens of the theory of resilience and relational load (Afifi, Merrill, and Davis, 2016), recognizing that the pandemic may have altered the way they understand WFC. Using data from both spouses, our inductive account of what WFC "looked" like in the family reveals two overarching narratives: (a) one shows emotionally-close couples who work together as a team and communicate about their needs, despite having high stress jobs that blur work/family lines and require at least one of the spouses to work outside the home; yet, they hesitate to use the word conflict to describe their experiences. (b) The other shows emotionally distant couples who seem to value work above family, leaving each spouse to cope on their own. They do not hesitate to use words like conflict; indeed, their relational lives seem characterized by conflict. By examining what couples were saying and doing, we can ascertain how past conceptualizations of work-family conflict compare to work-family conflict in the context of COVID-19. [249 words]
  • Lessons from the COVID 19 Pandemic: The Lingering Impact of a Reduction in Parental Self-Care Behaviors. .....Leslie Forde, Mom's Hierarchy of Needs; and Kelly Basile, Emmanuel College
  • The COVID-19 pandemic created significant challenges for working parents, particularly mothers, in terms of their ability to manage work and family roles (Hjálmsdóttir & Bjarnadóttir, 2021). A common by-product of increased challenges to work-family role management is a reduction in self-care among those with caring responsibilities for others (Coye et al., 2020). This study seeks to examine some of the challenges to self-care that have lingered despite the lifting of COVID restrictions and resumption of traditional services and resources. This study involves an ongoing survey of parents about their goals, behaviors and barriers related to self-care. Data has been collected from nine separate cohorts of participants since the survey began in March 2020. The use of time-based cohorts allows us to track trends in parents’ self-care behaviors during and post COVID-19 pandemic. Preliminary results from the 3,280 participants suggest that parents continue to engage in self-care behaviors at a level that is lower than pre-pandemic behaviors. Further, results also suggests that within the past year, parents are more likely to report that they are doing ‘terribly’ or ‘not as well as usual’ in their role as a spouse or partner and in their role as a caregiver to themselves than they were during the first year of the pandemic. However, parents are also less likely to report that they are doing ‘terribly’ or ‘not as well as usual’ in their roles as partners or workers. Results suggest the importance of identifying ongoing barriers to self-care behaviors that have persisted beyond pandemic conditions.
  • Do Less Gendered Unpaid Work Arrangements During the Covid-19 Pandemic Lead to Higher Satisfaction From the Division of Childcare and Housework Among Parents?. .....Ilyar Heydari Barardehi, University of Warsaw; and Anna Kurowska, University of Warsaw
  • Due to COVID-19 pandemic-induced restrictions parents were compelled to reorganize caregiving and housework responsibilities. Despite some increased involvement of men in housework and childcare during the pandemic, women, particularly mothers, continued to bear the primary burden of unpaid care work. Previous research focusing on time use data indicates that women's well-being is closely linked to their hours spent on paid work and housework, while men's well-being appears less affected by these factors. The present study contributes to the literature by shedding light on how parents, especially women, derive satisfaction from the distribution of unpaid work during the pandemic. To explain gender differences in satisfaction stemming from the distribution of unpaid labour, we rely on equity theory and the role strain model. Using the Familydemic Harmonized Dataset (survey data from US, CA, PL, SE, DE and IT; Kurowska et al 2023) and conducting regression analyses, the study reveals that a more equal or degendered division of unpaid work during the pandemic is associated with higher satisfaction in both childcare and housework responsibilities. This effect is more pronounced among mothers than fathers. Notably, for fathers who already had equal or degendered arrangements before the pandemic, these shifts were associated with reduced satisfaction. The gender gap in satisfaction widens as the division of unpaid labor becomes more gendered. Importantly, in cases of couples with degendered pre-pandemic housework arrangements, the gender gap in satisfaction persists even in case of progressive housework division arrangements during the pandemic.
  • The Contours of Emotional Gaps Between Mothers and Fathers: Deflecting Guilt During Pandemic Times. .....Melissa Milkie, University of Toronto; Laila Omar, Princeton University; and Casey Scheibling, University of Nevada, Reno
  • Parental guilt is an important social problem tied to fathers’ and especially mothers’ wellbeing. Although research suggests a guilt gap, with women feeling moral pressure to sacrifice work for family and meet very high standards, examining how parents deflect guilt to buffer other negative emotions and distress can extend knowledge of the contours of the gendered gap. Within a stress process framework, we analyze the construction and deflection of guilt with interview data from 150 American, Australian and Canadian parents in 2021. Results indicate 73% of mothers report some guilt compared to 42% of fathers. Parents utilize rich vocabularies of guilt in maintaining a “good parent” identity. Many mothers (and a few fathers) seem unable to deflect feelings of inadequacy, describing guilt as the “fabric of life” of parenting. Mothers’ descriptions of “mom guilt” include both relief and humor but also foretell relentless pressure. Yet parents also discursively deflect guilt in three notable ways. First, some parents effectively deflect guilt to narrow channels of activity or isolated spheres of emotion. Second, parents of both genders, but especially fathers, are able to thwart some negative emotions from guilt through deflection to macro causes like the pandemic. Third, fathers articulate connected deflection by emphasizing guilt as a shared experience with their partners, potentially minimizing negative emotion. We discuss how the gendered nature of work and family ideologies link to the differential power to deflect guilt, leaving many mothers to contend psychologically with responsibilities across a broad array of family and child problems.
  • Revisiting Gender Inequality in Housework during the Pandemic 2019-2022. .....Haoming Song, Case Western Reserve University
  • Overarching questions: How did the gender inequality in housework change during the pandemic? An emerging line of work documents the gendered consequences of the COVID-19 pandemic, but studies on housework division are limited. Most of them focused on parents in 2019 and 2020 and showed inconsistent results. In this study, I use high quality data to adjudicate existing evidence and call for specific attention to childless couples and longer time trends. Statement on methods: Using nationally representative time diary data from the American Time Use Survey (ATUS), I examine total, routine, and non-routine housework among different-sex dual-earner couples from 2019 to 2022. Important findings: My population-level estimates echoed prior studies to show an overall increase in housework time across gender and parental status in 2020. Two new findings emerged. 1) from 2019 to 2020, only among childless couples but not parents were changes in gender housework gap statistically significant and sizable. Specifically, childless women contributed more total and routine housework than male counterparts, exacerbating the gap by over thirty minutes daily. 2) such trends were relatively short-term and reversed in 2021 and 2022. Implications: The study highlights the power of gender in guiding housework division particularly among childless couples and indicates parents’ potential prioritization of childcare at chaotic times. Broadly, it informs future studies on using high-quality data to intentionally incorporate family diversity into studying the gendered and unequal consequences of disruptive events in the long term.
28. Precarious Work, Gigs, and Entrepreneurship [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 2.445

Presider: Jeffrey Dixon, College of the Holy Cross
  • The Precarity of Part-Time Work: Examining Multiple Dimensions of Perceived Job Quality for Women and Men in the U.S., 2002-2018. .....Jeffrey Dixon, College of the Holy Cross; and Andrew Fullerton, Oklahoma State University
  • Over time, literature on “precarious work” has increasingly adopted the view that part-time work is not necessarily of poorer quality than full-time work, buttressed by conflicting findings on the relationship between part-time work and job quality especially in Europe. Furthermore, some scholars specifically argue that part-time work may be of higher quality than full-time work on selected dimensions of job quality like scheduling flexibility, which is especially likely to benefit women given traditional gender roles and their over-representation as part-time workers in the US and other countries. The current study examines these and other claims in the US context, using more indicators of (largely perceived) job quality than prior research and disaggregating the analyses by sex category. Based on ordinal logistic and OLS models of General Social Survey (GSS) data for selected years between 2002 and 2018, preliminary results indicate part-time work is consistently and negatively associated with perceived promotion opportunities, economic security, satisfaction with benefits, and income. The findings of other dimensions of job quality, such as job insecurity, autonomy, and scheduling flexibility, are generally more variable across job quality indicators, part-time work measures, and sex category. Among the aforementioned dimensions of job quality, however, part-time workers are more likely to report they are able to take “time off during [their] work to take care of personal or family matters,” regardless of sex category. The sum total of our preliminary findings paint a more nuanced picture of part-time work in the US with implications for workers’ work-life interface.
  • Work-Life Balance for Solopreneurs. .....Veronica Freitas de Paula, Universidade Federal de Uberlândia; and Vérica Freitas, Universidade Federal de Uberlândia
  • What are the main criteria for choosing a job? If you are an entrepreneur, would you consider your family before making decisions regarding business growth? Do these decisions change if the person is a man or a woman? This article reflects on changes in the career choices of male entrepreneurs living in Finland and the impact of family time on their decisions regarding starting a business or changing careers. Factors such as nationality, age, and place of residence are considered when comparing different cases of entrepreneurs. We also analyzed the possible interference of local and regional policies, as gender equality might be closer in some areas than others. Through interviews for data collection, it was possible to identify some crucial information regarding these entrepreneurs’ paths and decisions in their professional lives. The interviews were conducted aiming to identify business growth in the initial stages of company development, but despite not being listed as a possible factor, work-life balance was frequently mentioned. This recurring aspect prompted the reflection on the differences that might be perceived between the Global North and South.
  • Gendering the Gig Economy: How Women and Men Make it Work on Digital Platforms. .....Brendan Churchill, University of Melbourne
  • The labour market rarely ‘works’ for women in the same way that it does for men. Women are more likely to find themselves in poor-quality jobs, poorer working conditions and consequently, poorer pay than men. Some women turn to self-employment to overcome this because it offers flexibility and greater control over their work schedules. It is thus no surprise that some women are turning to digital platforms for work because like owning one’s own business, platform work offers flexibility and schedule control, which for many women seems like a better way of obtaining greater work-life balance. This reflects that digital platforms like Uber and Airtasker sell themselves to prospective workers as flexibility havens. This research paper looks at how the gig economy is gendered and whether the gig economy ‘works’ for women in a way that the traditional labour market does not. Drawing on survey data from the Making it Work in the Gig Economy (2020-2023) project as well as in-depth qualitative interviews (n=40, this research paper examines the experiences of women (and men) in the gig economy. The findings suggest that women benefit from having greater autonomy and flexibility over their working lives, particularly their schedules, but the gig economy does not deliver in other aspects, such as pay and remuneration or better work-life balance. Moreover, they encounter significant stress in looking for and securing work, which impacts their time with partners and children. These findings are discussed concerning current attempts to regulate the gig economy.
  • “Moral Work” of Precarious Workers-Caregivers in the Context of the COVID-19 Pandemic. .....Radka Dudová, Institute of Sociology, Czech Academy of Sciences; and Hana Hašková, Institute of Sociology, Czech Academy of Sciences
  • Due to the familialist orientation of welfare state policies and low work flexibility, parenthood in the CR has a larger negative impact on women’s employment than in other EU countries, and women are viewed as primary caregivers and secondary earners. Persons with care commitments rely relatively often on non-standard forms of employment (NSFE) in order to combine paid and unpaid work. The COVID-19 pandemic represented a risk that impacted especially those in precarious employment (characterised by low pay, insufficient and variable hours, short-term contracts and limited social protection rights), mixing labour market contraction and instability, economic crisis, health crisis and care crisis. This paper explores how caregivers make sense of their precarious employment situation and how it, according to their narratives, reflects in their caregiving. Based on qualitative research of caregivers - parents of young children and persons providing care to their elderly relatives - during and soon after the COVID-19 pandemic in the Czech Republic, we develop the concept of “precarious parents – precarious caregivers” and we study the forms of “moral work” caregivers in precarious work conditions employ in order to make sense of their experience. In an attempt to reconstruct their subjective stability and positive self-image, the participants in the interviews tried to redefine their situation in such a way as to turn the moral meanings of precarious work to their advantage or at least to minimize their negative content. This reconstruction of the self then led to their further precarization.
  • Fragmented Employer Liability and Challenges to the Equitable Implementation of Fair Workweek Laws: The Case of Franchise Ownership. .....Hyojin Cho, University of Chicago; and Susan Lambert, University of Chicago
  • Many low-wage workers are employed in retail and food service industries, which are known for employers’ widespread use of precarious scheduling practices, such as posting the schedule with short notice, making last-minute changes once posted, and varying the number and timing of hours week to week. To address these issues, several municipalities in the US, including San Francisco, Seattle, New York City, Philadelphia, Chicago, and the state of Oregon, have enacted Fair Workweek Laws (FWLs). These laws are intended to establish new labor standards that regulate precarious scheduling practices by requiring employers to provide greater schedule predictability and access to work hours for their low-paid employees. However, the high prevalence of franchising ownership in retail and food service sectors is likely to challenge the implementation of FWLs. Studies show that franchises are more likely to violate labor standards due to limited resources and weaker compliance incentives compared to corporate-owned businesses (Ji & Weil, 2015). Drawing on in-depth interviews with frontline managers in worksites covered by Seattle and Chicago’s FWLs, we compare the extent to which managers’ practices align with FWL provisions between franchise and corporate-owned businesses, examining factors that may contribute to ownership-based divergence in the implementation process of FWLs. Additionally, we unpack variation among franchises to identify the conditions under which franchises are able to align their practices with FWL provisions. Franchising's rapid growth in low-wage service industries is a global trend. Our study aims to provide policy and practice insights to effectively implement labor standards protecting low-paid workers.
29. Class, Gender, and Race: Privilege and Stratification in Work-Life Experiences [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 3.210

Presider: Marie-Hélène Budworth, York University
  • Work-Life Balance, But For Who: Examining the Construct Through the Lens of Privilege. .....Marie-Hélène Budworth, York University; and Huda Masood, Sam Houston State University
  • Changes to the nature of work have altered how work and family are experienced. A key driver of this shift being the identification of essential and non-essential workers during the COVID-19 pandemic (van Zoonen & Hoeven, 2021). As a result, the early 2020s created a divide between those who have an option to work from home and those who do not. In general, flexibility is available to those who are in a “privileged labour market position” (Felstead, Jewson, Phizacklea, & Walters, 2002, p.214). Although the pandemic has ended, hybrid work arrangements persist, revolutionizing the structure of the workforce globally. This change raises important scholarly questions about who has access to work-life balance. The purpose of this paper is to advance theory by applying a critical lens in understanding the role of “privilege” as it relates to the work-life interface (Shuck et al., 2016). This work examines the following questions: (a) How is the concept of work-life balance experienced differently by those who have choice or flexibility in how the work is organized versus those who do not? (b) How has this concept evolved relative to the context created in recent years? (c) Who is disadvantaged due to the work-from-home arrangements? How? and (d) Who benefits from such an arrangement? How? The aim of this research is to support a critical dialogue on what it means to maintain a balance between work and life domains in today’s world.
  • Can Workplace Inclusion Close Racial and Ethnic Gaps in Work-Family Spillover?. .....Ipshita Pal, St. John's University; Ellen Galinsky, Families and Work Institute; and Stacy Kim, Life Junctions
  • Work-life scholars and practitioners have consistently found organizational practices, formal and informal, are linked to employees’ work-life spillover. However, few studies have examined whether such practices have similar consequences across ethnoracial groups—an important gap—given differences in relevant demands and resources, both work-related (such as, access to benefits, interpersonal relationships, and social exclusion) and nonwork-related (such as household division of labor, caregiving responsibilities and kin support). In this study, using a diverse nationally representative sample of U.S.-based employees from the 2016 National Study of the Changing Workforce (N = 1489), we examine ethnoracial differences in work-life spillover and its association with workplace inclusion, a set of relational practices that make employees feel accepted, valued, supported, and involved, through workgroup support and belongingness, a culture of respect and trust, participatory decision-making, and a whole-employee approach. Using logistic regression models, adjusted for demographic, socio-economic and occupational characteristics, we estimate and compare probabilities of spillover between white and non-white employees over the distribution of inclusion scores. We find work-to-family spillover is high for both groups and negatively associated with workplace inclusion, but ethnorcial differences are not significant; however, while family-to-work spillover is also high; it is significantly negatively associated with workplace inclusion only for non-white employees. Overall, the ethnoracial difference in work-family spillover is significantly smaller in more inclusive workplaces. Our findings provide new evidence on the role of employer practices in shaping work-family outcomes and indicate that they may be more consequential for non-white employees.
  • An (Un)necessary Separation from Families? The Case of Migrant Farmworkers in Canada. .....Jill Hanley, McGill University; Guillermo Ventura Sanchez, Concordia University; and Pankil Goswami, McGill University
  • The experience of migration for temporary foreign workers in Canada provides novel perspectives in understanding critical issues of work and family studies. Focusing on the injured migrant farmworkers in Quebec and Ontario, the research studies throw light on how injured migrant farmworkers survive in alien and challenging conditions in Canada and experience radical changes in living and working without their family. Precarious conditions of work aided by exploitative employers and lack of family care and support in cases of work injury amplifies the need to better respond to challenges that arise for these workers. The initial findings point out the need for family to be accompanied by workers while they venture out on this long treacherous path to work on Canadian farmlands. However, the design of the program for temporary foreign workers working in agriculture makes it more difficult to bring families points out to the larger theme of bordering practices for temporary workers. The current study tries to provide new contributions in the field of work and family studies and the transitions that families experience from the perspective of migrant farmworkers in Canada. The study also brings forward the issue of migration of workers from the global south within the realm of family and work studies.
  • Navigating Breastfeeding and Employment: A Context-Sensitive Intersectional Exploration Among Muslim Mothers in South Africa. .....Feranaaz Farista, University of Cape Town; and Ameeta Jaga, University of Cape Town
  • Many Muslim women face workplace biases stemming from their dress code, skin colour, or observance of prayer and cultural practices, particularly in regions where Islam is not the prevailing faith. Muslim mothers returning to work after maternity leave, wishing to continue breastfeeding, face further challenges from their intersecting identities. Dominant Eurocentric and masculine workplace norms and lack of support from managers and co-workers for women’s breastfeeding in the workplace leads to mothers concealing their breastfeeding at work, ceasing breastfeeding, or exiting paid employment to meet Islamic expected breastfeeding duties— compromising the retention of diverse women in the workplace. This study offers novel insights into an understudied subgroup of mothers who navigate breastfeeding and employment within multiple layers of context. Data from semi-structured, in-depth interviews with Muslim mothers in Cape Town, South Africa, were analysed through an intersectional transnational psychology lens to emphasise the influence of globalisation and exposure to multiple socio-cultural frameworks including work, family, community and governance structures. The integration of transnational psychology with intersectionality expands current approaches to the psychology of women on work-family topics like combining breastfeeding and paid employment. This theoretical lens reveals the intricate identity tensions that Muslim mothers encounter between their work and family responsibilities. We present recommendations for designing and implementing culturally sensitive and gender-equitable work-family policies to enhance workplace support for lactating Muslim mothers while fostering greater inclusivity and retention of diverse women. Keywords: Breastfeeding and lactation at work, transnational psychology, intersectionality, retention of diverse women, Islamic feminism, South Africa, global South
30. Health and Well-Being in the Work-Family Context [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 3.265

Presider: Stefania Molina, Humboldt-Universitat zu Berlin / Humboldt University of Berli
  • "Betwixt and Between": How Liminal Experience Facilitates Work Recovery and Well-Being. .....Soo Min Toh, University of Toronto - Rotman School; and Xue Xiang, University of Toronto - Rotman School
  • The trend toward remote work raises critical questions for work and family researchers. As the boundaries between work and personal life blur, the role of liminal activities comes into the spotlight. With its roots in anthropology, the construct of liminality refers to the suspension of "ordinary social structures" (Johnsen & Sorensen, 2015, p. 321), such as the social roles individuals perform in their work and family lives. Individuals can enter this state of liminality by performing liminal activities that are not part of their social role requirements (e.g., exercising, commuting) to facilitate psychological role transitioning and recovery from work (e.g., McAlpine & Piszczek, 2022). Building on resource theories (Hobfoll, 1998), our ongoing empirical study identifies mechanisms that may hinder individuals from entering this liminal state and reaping associated recovery benefits. Central to our investigation is the role of reflection in liminal experiences (Beech, 2011). We posit that while positive self-reflection can amplify the benefits of liminality, rumination might serve as a deterrent. Additionally, we posit that individuals’ positive and negative affect play a key role in the liminal experience such that entering into the liminal space with high negative affect prevents individuals from realizing the benefits of liminality. Furthermore, we investigate the roles of conformity and varying levels of collectivism in the experience of liminality, determining if they serve as facilitators or barriers. This research advances our understanding of evolving work-life dynamics and resource recovery strategies and has implications for managing work boundaries, especially in the digital age.
  • Divorce and Mental Health: Analysis at the Intersection of Age, Gender, and Income. .....Stefania Molina, Humboldt-Universitat zu Berlin / Humboldt University of Berli; Enrique Alonso-Perez, Charité Berlin; and Michaela Kreyenfeld, Hertie School
  • This paper examines how divorce relates to mental health, and how this association is stratified by gender, age, and individual income. Data is drawn from German register data, which includes marital histories of divorcees and diagnosed health outcomes. The analytical sample includes persons aged 30-59 in 2015 (n=23,426,639). We employ a Multilevel Analysis of Individual Heterogeneity and Discriminatory Accuracy (MAIHDA), a method considered to operationalize intersectionality in quantitative research, to compare the patterns of the newly divorced (divorced for less than four years) to the patterns of the never divorced. The outcome variable is the annual incidence of mental disease diagnosis. With this approach, we aim to identify high-risk populations along the age-gender-income spectrum. Findings: - Compared to the never divorced, we find a very strong age gradient among newly divorced women. - While age seems to be a general risk factor, the small group of women with a very high income face a relatively low risk of receiving a mental disease diagnosis. - Among men, older and low-income males are at particularly high risk of being diagnosed with a mental disease. Divorced low-income men ages 40-59 are an explicitly high-risk group. This group deserves more attention in the analysis of the effects of divorce, given their highly elevated risk profile. Moreover, the findings may suggest that the negative effects of gray divorce on women's mental health may be mitigated as women become more integrated into the labor market.
  • The Influence of Home Demands and Home Resources on the Duration of Sickness Absence. .....Maaike de Jong, Rijksuniversiteit Groningen / UMCG; Tialda Hoekstra, Rijksuniversiteit Groningen/UMCG; Nicole Snippen, Rijksuniversiteit Groningen / UMCG; Haitze de Vries, Rijksuniversiteit Groningen / UMCG; Jolanda Schreuder, Schreuderarbo; Sandra Brouwer, Rijksuniversiteit Groningen / UMCG; and Corné Roelen, Rijksuniversiteit Groningen / UMCG / Arbo Unie
  • Purpose Due to changes in both work and home environment within the past decades employees find themselves struggling to balance the competing demands of work- and home-life more and more. To date, research has mainly examined the influence of work demands and resources on work-life balance and sickness absence. The influence of home demands and resources has hardly been investigated. The purpose of this study is to examine the effects of home demands and resources on time to return to work (RTW). Methods This is a prospective study with 2-year follow-up which used survey and sick-leave registry data from a longitudinal cohort study among sick-listed employees. Statistical analyses were conducted by Cox proportional hazards regression analyses. Results: A total of 120 employees were included (44% female, mean age 52.4 (SD 10.8)). No univariable associations between home antecedents and time to RTW were found in the total group. Multivariable analyzes showed significant interaction effects between work and home resources (Hazard Ratio (HR) 0.98; 95% CI, 0.95-1.00) and between work demands and home resources (HR 1.03; 95% CI, 1.00-1.06) with time to RTW. Analyzes stratified by diagnosis category showed a significant association between home resources and time to RTW in employees with mental disorders (n=26) (HR 0.96; 96% CI, 0.93-0.99). Conclusions Home resources are associated with time to RTW, both direct in mental disorders and in interaction with work antecedents in the total group. More research is needed in larger study populations and with a validated measuring instrument.
  • The Interplay Between After-Hours Connectivity, Psychological Detachment, and Emotional Exhaustion. .....Kristine Lescoeur, OsloMet - Oslo Metropolitan University; Vilde Hoff Bernstrøm, OsloMet - Oslo Metropolitan University; and Wendy Nilsen, OsloMet - Oslo Metropolitan University
  • With the increased use of information and communication technology, employees have become more accessible to their employers during non-work hours, enabling them to be constantly connected to work. These new boundary-crossing manners of working might be detrimental to employees’ well-being. The objective of the study is to examine the longitudinal interplay between after-hour connectivity, psychological detachment, and emotional exhaustion in employees with and without caregiver responsibilities. 2893 Norwegian employees who had teleworking opportunities answered a four-wave survey between February 2021 and August 2022. Each survey included measures of work-related connectivity during non-work hours (Intensive Smartphone Scale), psychological detachment, and emotional exhaustion (Oldenburg Burnout Inventory). We used multilevel structural equation modeling to examine to which degree psychological detachment from work is an underlying mechanism in the link between after-hour connectivity and emotional exhaustion. We explored differences between men and women in different age groups, with and without caregiver responsibilities. Preliminary results showed a positive relationship between connectivity and emotional exhaustion, and a negative relationship between connectivity and psychological detachment. Finally, psychological detachment partially mediated the relationship between connectivity and emotional exhaustion. The findings are in line with our expectations and indicate that detachment can explain why connectivity might increase exhaustion. We discuss gender and caregiver differences in light of life course theories.
  • Communion Job Demands/Resources and Well-being: Unpacking the Mediating Role of Work-Family Conflict Across the Lifespan. .....Miriam Dishon-Berkovits, Ono Academic College; Egidio Riva, University of Milano-Bicocca; and Mario Lucchini, University of Milano-Bicocca
  • In this study, we delve into the fundamental human desire for interpersonal closeness and connection in the workplace, exploring its potential impact on reducing work-family conflict (WFC) and subsequently enhancing overall well-being. Drawing on job demands-resources (J-DR) and self-determination (SDT) theories, we investigate how the influence of communion job resources (specifically, employee involvement and supportive leadership) and job hindrance demands (particularly, surface acting) varies across different stages of the life course. Our focus lies on three critical dimensions of employee well-being: mental health, sleep quality, and work engagement. Using Structural Equation Modeling (SEM) to analyze data from the 6th European Working Conditions Survey encompassing 35,377 employees across 35 countries, we uncover noteworthy findings. Communion job resources were found to be linked with reduced WFC, which, in turn, correlates with improved overall well-being. Conversely, communion job hindrance demands are associated with heightened WFC, subsequently leading to diminished well-being outcomes. Notably, these findings hold significance for both men and women across various age groups, with a more pronounced effect observed among women aged 50 and above. The implications of these findings shed light on the importance of fostering interpersonal connections and support in the workplace, not only for reducing work-family conflict but also for promoting employee well-being. This study provides valuable insights for organizations and policymakers seeking to create healthier and more fulfilling work environments for their diverse workforce.
31. Women's Economic Decision Making [Paper Session]
Thursday | 1:30 pm-3:00 pm | MB 3.270

Presider: Chiung-Wen Tsao, National University of Tainan
  • Women’s Work-Related Decision-Making and Implications for Economic Well-Being: Evidence from India. .....Vedavati Patwardhan, University of California, San Diego; and Lotus McDougal, University of California, San Diego
  • The decision to work is an important yet understudied facet of women’s economic empowerment. This study explores the relationship between married women’s autonomy over the decision to work, workforce participation, and control over financial resources, using cross-sectional survey data collected in 2022 in India’s three most populous states, Bihar, Uttar Pradesh and Maharashtra. Logistic regressions demonstrate that women in all three states are significantly more likely to engage in paid work when they alone have the final say over the decision to work, compared to when their spouse is the primary decision-maker. We also find that sole decision-maker status is positively related with women’s control over money in Bihar and Maharashtra, and with women’s savings and remittances in Maharashtra. In Maharashtra, women who jointly decide with their spouse are also more likely to work, and joint decision-making is positively associated with women’s control over money in all three states. Our study highlights work-related autonomy as an important pathway to women’s economic opportunities and inclusion in India, and is among the first to empirically examine the relationship between women’s work-related decision-making and economic outcomes. Overall, the results are in line with other evidence on the positive relationship between women’s bargaining power within the household and a variety of health and human capital outcomes, and offer support for designing programs aimed at encouraging women’s participation in the workforce.
  • Ill Matched or Right for Each Other? An Exploration of Copreneurial Ventures, Family Dynamic, and Firm Performance. .....Chiung-Wen Tsao, National University of Tainan
  • The number of copreneurial ventures (couple-owned businesses) is on the increase, however, little is known of the factors that influence the success of this type of family business. Wives have traditionally played many subtle roles in family firms: spouse, parent, in-law, and family leader. And most importantly, they play the role of care givers for the peace and harmony in the family and in the firm. Wives’ involvement is critical and substantial in both family and business spheres, however, a consideration of the potential effects of wives’ involvement in family business is largely absent from the general family business research literature. The decision to launch a business should depend not only on analysis of the opportunity, but also on the degrees to which one's spouse shares a common vision about the goals, risks, and rewards of the business. This research draws upon resource-based view (RBV) and family capital perspectives in order to identify the various facets of wives’ involvements in copreneurial ventures, and aims to extend our understanding of the involvement of wives that predict the family dynamic and success of couple-owned businesses. This study employed the multiple-case study interview and documentary data to capture the thought and behavior of the co-entrepreneurial couples from five successful Taiwanese family businesses. A conceptual framework and related propositions were developed, which provides a practical tool for understanding the various facets of wives’ involvements and their impact on both family dynamic, and firm performance of copreneurial ventures.
  • The Feminization of Freedom: An Analysis of Love, Happiness and Freedom From the Perspective of Single, Never-Married, Childfree Women of Color. .....Kimberly Martinez Phillips, Memorial University
  • This article addresses singleness as a state of being and not a transition for single, never-married, voluntarily childfree women of color. As the characterization of adult romantic relationships has evolved, the meaning of singleness has also gone through a transformation. My research applies the theoretical frameworks of feminist standpoint theory and decolonial feminism through an intersectional lens to explain how women of color experience love and relationships in a non-traditional way, and how they create a singular corridor that allows them to exist on the boundaries of heteronormative marriage and romantic love. I examine two research questions: 1) How do never-married, voluntarily childfree women of color experience and feel about romantic love, singleness, sex, and attachments in society? and 2) how do their experiences within these contexts construct a sense of self? My study utilized a qualitative research methodology with an inductive inquiry approach. I conducted forty semi-structured interviews with women between 36 and 61 years old. I argue that these women have a unique positionality in society. They are women who have remained free from the heteronormative obligations to a husband or children, and they are also women who have not had the privileges of some of their white counterparts. Therefore, they have a group-based experience and knowledge that is rooted in group identity.
32. Exploring Family Wellbeing Through the Lens of Family Work: Job Characteristics and Inequalities in Diverse Families in Canada [Thematic session of multiple paper presentations]
Thursday | 1:30 pm-3:00 pm | MB 3.430

Organizers: Sophie Mathieu, Vanier Institute of the Family; Margo Hilbrecht, Vanier Institute of the Family;
Presiders: Sophie Mathieu, Vanier Institute of the Family; Margo Hilbrecht, Vanier Institute of the Family;

Panelists:
  • Heidi Cramm, Queens University;
  • Kim de Laat, Waterloo University;
  • Diane-Gabrielle Tremblay, TELUQ University;
33. The Future of Fatherhood [Thematic session of multiple paper presentations]
Thursday | 1:30 pm-3:00 pm | MB 3.435

Organizer: Richard Petts, Ball State University
Presider: Richard Petts, Ball State University

Panelists:
  • Marc Grau Grau, Universitat Internacional de Catalunya;
  • Brad Harrington, Boston College - Center for Work & Family;
  • Jasmine Kelland, University of Plymouth;
  • Margaret O'Brien, Univ of London;
  • Fatima Suarez, University of Nevada, Las Vegas;
34. Work-Life Boundary Management in a Technology-Driven Work Era: Enablers of Performance and Well-Being (sponsored by the WFRN special interest group for 'Work, Family and Technology') [Thematic session of multiple paper presentations]
Thursday | 1:30 pm-3:00 pm | MB 3.445

Organizers: Kaumudi Misra, California State University, East Bay; Angela Grotto, Manhattan College;
  • Effective Boundary Control and Equality Outcomes: Moving to the Future. .....Ellen Ernst Kossek, Purdue University
  • Work is becoming more digitalized and intensified, due to rising connectivity. This is changing boundaries between work and personal life, causing employees and organizations to experience boundary control tensions. One strategy organizations are implementing involves experimenting with redesigning work to allow more flexibility. Employees are also seeking new boundary management strategies. Unfortunately, flexible work means different things to different people in different job contexts across job levels (workers, managers), creating challenges for research and practice. To advance alignment, I suggest conceptualizing flexibility policies as a means to have different forms of control over the work role boundary. I encourage researchers to effectively measure the mixed consequences of the differential availability and use of flexibility and its varying boundary control challenges for different workers across occupations, gender, and cultures. I argue that the ability to have control over the work and nonwork boundary is a rising form of job inequality. In particular, virtuality is a double-edged sword for women, which I illustrate with results from intervention studies. The first study is on the flexstyle leadership training assessment of boundary management styles, i.e., the varied strategies individuals prefer to manage work-life boundaries. Individuals can be clustered into separators, integrators, and cyclers who vary in boundary control and identity alignment, and work/nonwork outcomes. (Kossek, 2016; Kossek & Lautsch, 2008, 2012). I also share results from recent studies on professionals, drawing on STEM faculty samples and focusing on the gendered consequences of disrupted boundaries, and conclude with future research directions.
  • How and When TASW-Fairness Influence Personal Initiative and Work Withdrawal: The Role of Conscientiousness and Neuroticism. .....Sunjin Pak, California State University, Bakersfield; Amit Kramer, University of Illinois, Urbana-Champaig; and Boreum Ju, California State University, Bakersfield
  • Employees increasingly conduct supplemental work outside the work domain using information and communication technologies, such as laptops, smartphones, or other mobile devices. This work is not covered by a formal contract or being directly compensated. While different studies have addressed technology-assisted supplemental work (TASW) using fairness-related research questions, very limited work addressed this theoretically, grouping these questions under the overarching “fairness” framework. To address this, we propose the concept of TASW-fairness and use conservation of resources theory to examine the relationship of TASW-fairness with two resources-investment strategies: acquiring new resources (personal initiative behaviors) and conserving resources reserves (work withdrawal behaviors). We also examine whether energy mediates these relationships. We collected a sample of 728 U.S. employees and found support for the mediation hypotheses. When employees perceive TASW as fair (unfair), they report higher (lower) energy levels and are thus likely to conduct personal initiative (work withdrawal) behaviors. As individual differences may alter the relationship between perceived fairness and energy, we test a moderated-mediation model with conscientiousness and neuroticism as moderators of the indirect relationships of TASW-fairness with personal initiative and work withdrawal behaviors. We find that among highly conscientious employees, the relationship between TASW-fairness and personal initiative is more pronounced, and the link between TASW-fairness and work withdrawal behavior diminishes.
  • A Qualitative Study of Cross-Cultural Differences in Manager Experiences With After-Hours Interruptions From Work. .....Angela Grotto, Manhattan College; Kaumudi Misra, California State University, East Bay; and Ronit Waismel-Manor, The Open University, Israel
  • Role theory suggests that culture shapes identification with work and nonwork roles; such differences may shape experiences with after-hour interruptions from work and tactics for establishing boundaries. Yet, cross-cultural differences remain largely unexplored in the boundary management literature. Boundary management research also rarely focuses on managers or has not distinguished the experiences of managers from employees. Yet, the manager experience is likely unique, given power differences and their responsibility to set interruption norms for their team members while adhering to their bosses’ norms. Consequently, there is a lack of understanding of the tactics that managers use to establish and communicate boundaries. This qualitative study is part of a larger study in which we examine cross-cultural differences in manager experiences with after-hour interruptions from work. Interviews with managers from Israel and India revealed differences in role identification, expectations and thresholds for interruptions, responses to interruptions, and boundary management tactics (for themselves and their employees). Additionally, themes of power and gender emerged in relation to boundary setting and communication. Since power distance and gender differentiation vary across cultures and are relevant in workplace interactions, such as interruption, we will explore these cultural values in a survey study.
Discussants:
  • Kaumudi Misra, California State University, East Bay
  • Angela Grotto, Manhattan College
35. Dual-Earner Couples and the Work-Family Interface: Understanding Dynamics from a Dyadic Perspective [Thematic session of multiple paper presentations]
Thursday | 1:30 pm-3:00 pm | S2.115

Organizers: Anna M. Stertz, RWTH Aachen University; Bettina S. Wiese, RWTH Aachen University;
Presider: Anna M. Stertz, RWTH Aachen University
  • Dual-Earner Couples’ Sharing of Work-Related Events: Effects on Relational and Personal Well-Being. .....Yue Yang Sun, The Chinese University of Hong Kong, Shenzhen; Tianyuan Li, The Chinese University of Hong Kong; Anna M. Stertz, RWTH Aachen University; and Bettina S. Wiese, RWTH Aachen University
  • With the increasing attention paid to personal growth and self-expressive goals in modern marriages, dual-earner couples’ sharing of work-related events with the partner can be of real essence in promoting mutual support for each other’s personal growth, and this could thereby contribute to both partners’ relational and personal well-being. In the current study, a total of 102 heterosexual dual-earner couples were recruited from communities in Hong Kong, with wives’ average age being 41.8 (SD = 9.8) and husbands’ average age being 44.0 (SD = 10.4). The duration of the marriage ranged from 0.25 to 35.33 years, with an average of 13.87 years (SD = 10.63). They completed a pre-test survey, a 14-day daily diary study, and a follow-up survey one year later. The Actor-Partner Interdependence Model was adopted to analyze the dyadic effects of sharing positive and negative work-related events on relationship satisfaction and personal well-being on the same day and one year later. In general, the sharing of both positive and negative work-related events had beneficial effects on the outcomes. Specifically, sharing positive work-related events had more immediate effects on both partners’ relationship satisfaction, while sharing negative work-related events benefitted relationship satisfaction more in the long run. Also, wives’ sharing had more immediate effects on both partners’ relational and personal well-being, while husbands’ sharing had more long-term effects on the partner’s personal well-being. The findings highlight the importance of work-related sharing in dual-earner couples and the need to differentiate its short-term and long-term effects.
  • How Both Parents’ Career Commitment Affects Couples’ Decisions About Parental Leave. .....Anna M. Stertz, RWTH Aachen University; and Bettina S. Wiese, RWTH Aachen University
  • This study examines couples’ parental leave decisions from a psychological perspective combining career and relationship research. We investigate (a) how a partner’s career commitment influences this partner’s leave length (actor effect), (b) how one partner’s career commitment influences the other partner’s leave length (partner effect), and (c) how the interaction of both partners’ career commitment influences the mother’s and the father’s leave length (interaction effect). We analyzed longitudinal dyadic data (N = 365 heterosexual couples mainly from Germany) collected during pregnancy to 18 months postpartum using the Actor-Partner Interdependence Model. Overall, we found similar patterns of actor and partner effects for mothers and fathers. The more career-committed a partner, the shorter the leave of this partner. The more career-committed one partner, the longer the leave of the other partner. For fathers, we also found an interaction effect: in couples where the mother was highly career-committed but the father was not, fathers took the longest parental leave. In contrast, if the father was highly career-committed, he took a short leave regardless of the mother’s career commitment. Thus, mothers seem to be willing to become more involved in the family in favor of their partner’s career ambitions, but fathers do so only if they themselves do not have a high level of career commitment. The study highlights that a view of career commitment limited to individuals does not do justice to dual-earner couples. Here, a dyadic perspective contributes to a deeper understanding of couples’ career-related decisions in the early-family phase.
  • Financial Integration Variation Among Same-Gender and Mixed-Gender Couples. .....Joanna R. Pepin, University of Toronto; and Chandler Fairbanks, University at Buffalo (SUNY)
  • Past research has shown links between financial integration and greater relationship stability and quality. These associations are primarily based on mixed-gender couples and may differ in important ways depending on the gender composition of the couple—whether a man and a woman, two men, or two women. Using U.S. population representative data from the 2020–2021 National Couples’ Health and Time Study (NCHAT), we use logistic regression to examine couple-type variation in the associations between complete financial integration and marital status and using three scales: instability risk, relationship dissatisfaction, and negative interactions. Findings show married women partnered with women are less likely than other married couples to completely pool their finances, but we find little variation among cohabitors by couple-type, after adjusting for variation in demographic background characteristics. Among all couple-types, results also show lower probability of complete financial pooling is associated with higher values on a relationship instability scale. Unlike relationship stability, the association between relationship quality and financial integration depends on the gender composition of the couple. Greater relationship dissatisfaction was associated with lower probabilities of complete pooling among all couple-types except men partnered with men, whose financial integration appears not to be responsive to levels of relationship dissatisfaction. There is a positive association between reports of negative interactions and probability of pooling for all couple-types, but the association is stronger for same-gender couples than for mixed-gender couples.
  • Work-Family Reflection: A Decision-Making Intervention for Dual-Earner Couples. .....Courtney Masterson, University of San Francisco- School of Management
  • In this experimental study, we test the effects of a “work-family reflection” intervention on dual-earner couple’s engagement in collaborative and effortful decision-making processes when faced with events at the intersection of their work and family lives—such as a promotion, relocating to a new city, or becoming the primary caregiver for an aging parent. March (1994: 14) explains that “Decisions are framed by beliefs that define the problem to be addressed, the information that must be collected, and the dimensions that must be evaluated.” We propose that when dual-earner couples reflect upon the constellation of their work and family roles, goals, and experiences, they are more likely to frame decisions in a way that captures the full picture of their lives as workers and family members. When they pause to consciously think about, analyze, and question the past as a means to generate greater knowledge and consciousness (Ardelt & Grunwald, 2018), they may be more likely to frame the work-family event at hand as necessitating a “we” decision (vs. me) and as one that require their attention, effort, and collaboration. Extant research suggests that reflection may help a couple to slow down the decision-making process to better understand one another’s perspectives and, ultimately, resist gendered or power-based scripts in decision-making (Gerace et al., 2017). In the proposed session, we will present the work-family reflection intervention and share results from the pilot experimental study.
36. Coffee and Poster Session 1
Thursday | 3:00 pm-3:45 pm | MB9
  • In the Company of Animals: Recommendations for Pet-Friendly Organizations in a Post-Pandemic World. .....Souha Ezzedeen, York University; and Tina Sharifi, York University
  • One of the most visible manifestations of the pandemic was the shift to remote work for office workers, accompanied by the unprecedented adoption of millions of pet animals across North America and around the world. These “Covid Puppies” or “Pandemic Pets,” along with their pre-pandemic counterparts, are reported to have significant health and well-being outcomes for individuals. More recently, remote work has transitioned to a hybrid work environment, whereby employees are mandated to balance work partly at home and partly remotely. While research reports substantial benefits of this newfound work structure, pet owners are faced with significant psychological challenges in parting with their companion animals as well as logistical and financial challenges in ensuring their care during their absence. As a result of this shift, reports indicate that a greater number of pets are being surrendered or relinquished by pet owners. To address the challenges of this post-pandemic work environment, many global organizations have endeavored to reshape HR and corporate policies and practices to better engage and leverage their flexible workforce, including ramping up their pet-friendly policies. The trend of pet-friendliness, which at times includes permission to bring pets to the office, had begun before the pandemic and appears again on the rise. In this presentation, we explore different ways for organizations to be pet-friendly and respond to pet ownership among their workers within a post-pandemic world.
  • Remote Work, Stock Market Participation and Inequality. .....Lorenz Meister, Free University of Berlin / DIW Berlin; Lukas Menkhoff, DIW Berlin / Humboldt University of Berlin; and Carsten Schröder, DIW Berlin / Free University of Berlin
  • Stock market participation jumped upwards in Germany in the year 2020 by about 25%. A major cause for this was the enforced use of remote work. We show this by repeating a benchmark study with demanding data requests and adding remote work to the explanatory variables. Moreover, we implement an instrumental variables estimation based on commuting distance and work-from-home capacity. The transmission channel seems to work via relaxing time constraints: the effect is not present for households with children, presumably because they invest the time gains in childcare. Finally, we show that remote work has a distributional effect. Using a Theil-index decomposition, we show that income inequality between those who own stocks and those who do not decreases significantly. Thus, remote work makes the stock market accessible to a broader population, including lower income groups.
  • Towards a Better Understanding of the (Unequal) Influence of Parenting: It’s About Time!. .....Renske Keizer, Erasmus University Rotterdam
  • The key objective of my research project is to create a breakthrough in our understanding of the mechanisms by which social class influences parenting and child outcomes. I argue that such a breakthrough can be obtained by treating time as a resource. With large social class discrepancies in people’s ability to use, control, and negotiate time, I propose that how parents deal with unexpected events, and how this is reflected in, and transpires into, their parenting behavior, and subsequently child development is an important but overlooked mechanism in the intergenerational transmission of inequality. The proposed project is timely and relevant: inequalities in child outcomes have grown over the last decades, governments have been unsuccessful in putting a halt to this development, politicians and policy members are in urgent need for scientific input for better-tailored policies to reduce inequality in children’s outcomes, and scholars have not been able to come to a consensus on the underlying mechanisms. I propose to kickstart a new, interdisciplinary, research field that links the sociological stratification literature to developmental psychology theory on parenting, while making use of recent advances made in analyzing daily within-family data. My mixed-method multi-actor study will be the first to embed rich Experience Sample Method (ESM) data on how parents deal with unexpected events, collected amongst 200 mothers and fathers from both higher and lower social class families, into the large-scale ongoing longitudinal data collection on stratification processes within and across families in Rotterdam that I am leading. The collection of rich qualitative data will allow me to develop time-sensitive theory based on findings derived from the ESM data collection.
  • The Effect of the Home Domain on Career Sustainability. .....Jeffrey Greenhaus, Drexel University; Gerard Callanan, West Chester University of Pennsylvania; and Gary Powell, University of Connecticut
  • The concept of sustainability, traditionally viewed as the protection and renewal of the natural environment, has increasingly been applied to the study of careers. Interest in sustainable careers—that is, careers in which individuals experience happiness, health, and productivity at work over the life course—has grown substantially in the last several decades because dramatic changes in work (e.g., impermanent, unstable work arrangements), family life (e.g., single parenthood), and personal characteristics (e.g., deterioration of skills) have either disrupted individuals’ continued employment or have threatened their positive experiences at work. Although the empirical literature has provided insight into the individual and organizational factors that can affect the sustainability of a career, the effect of the home domain on career sustainability has been widely neglected, despite the insistence of many scholars that the intersection of the work and home domains is central to understanding a sustainable career. To overcome this limitation in the literature, we develop a conceptual framework of the career sustainability process and demonstrate that the home domain can affect career sustainability in three broad ways; as a (1) facilitator of action that individuals can take to achieve happy, healthy, and productive experiences at work, (2) source of potentially disruptive change over the life course and as a resource for coping with change, and (3) repository of experiences that spillover to affect happiness, health, and productivity at work. We conclude with a research agenda to guide theory development and stimulate empirical research.
  • Examining a Work-Family Balance Measure Through an IRT Lens. .....Alyssa Lezcano, University of South Florida; Stephen Stark, University of South Florida; Tammy Allen, University of South Florida; Michelle Hughes Miller, University of South Florida; Kimberly French, Colorado State University; Eunsook Kim, University of South Florida; and Grisselle Centeno, Florida Southern College
  • Interest in the construct of work-family balance (WFB) has grown considerably over the past decade (Casper et al., 2018). One of the most popular brief measures of WFB is the 5-item measure used in Greenhaus et al. (2012). The purpose of the present study is to examine the psychometric properties of the Greenhaus et al. (2012) measure based on a sample of 956 university faculty. Specifically, we test whether the data fit a unidimensional model, the efficacy of each item, and whether there are differences in item responses across gender. Item response theory (IRT) analysis shows that the scale is unidimensional, and that a four-item measure may be equally informative as the original five-item measure. Further, differential item functioning analyses provide evidence indicating that men and women do not have a different probability of endorsing specific options for the four included items. Recommendations are made for future research and practice.
  • Understanding Work-Family Balance Through the Lens of Partner Work-Family Boundary Negotiation. .....Yu-Shan Hsu, Concordia University; Maggie Wan, Texas State; and Margaret Shaffer, University of Oklahoma
  • As the work-from-home/hybrid work trend continues post-pandemic, how dual-earner couples reconcile each other’s boundary management expectations, in order to achieve work-family balance, has becomes an important topic. While most work-family research focuses on the individual-level effort in achieving work-family balance, we argue that work-family balance can be understood from a system perspective. That is, work-family balance is achieved via successful negotiations with other key stakeholders, such as spouses, regarding boundary management expectations between work and family domains. For example, if both dual-career couples are working after ‘normal’ office hours, who will tend to household tasks such as preparing meals? Also, if both are working during ‘normal’ office hours, which partner will be responsible for picking up a sick child at school? To understand work-family balance as a dynamic process that may fluctuate daily and from a system perspective that involves both employees and spouses, we draw on the theory of identity negotiation and crossover theory. We propose a conceptual model of work-family boundary management negotiation that conceptualizes work-family balance as a negotiation process regarding boundary management between partners. Specifically, our model articulates how partner work-family boundary negotiation, defined as the collaborative decision making of work-family boundary management expectations, helps dual-earner couples meet each other’s expectations regarding boundary management, and in turn, facilitates dual-earner couple’s work-family balance. This research contributes to the work-family literature by making it explicit that work-family balance is a couple-level process of negotiating boundary management expectations between an employee and the spouse.
  • Examining the Role of Acculturation Strategies in Immigrant Employees’ Work-Family Conflict. .....Maggie Wan, Texas State; and Margaret Shaffer, University of Oklahoma
  • With the forces of globalization and economic shifts, there has been a noticeable rise in the presence of immigrant employees and their families around the world. Acculturation is a critical process through which immigrant employees adapt to a new culture upon relocating to another country, but we know little about how this process influences their work-family interface. Drawing upon the theories of acculturation and belongingness, the study aims to understand whether and how each of the four acculturation strategies - assimilation, separation, integration, and marginalization – has unique influences on immigrant employees’ work-family conflict as mediated by the feeling of exclusion at work. In addition, we consider work centrality as a pivotal factor that would enhance the proposed indirect effects. We sampled 696 immigrant employees from 31 host countries to test the hypothesized model. We found that separation and marginalization were positively associated with immigrant employees’ feeling of exclusion at work, which further increased their work-family conflict. Meanwhile, integration was negatively associated with the feeling of exclusion at work and consequently reduced work-family conflict. In addition, work centrality moderated the intervening relationships, such that these indirect effects were stronger when the level of work centrality was higher. Interestingly, an assimilation strategy had no effect on immigrant employees’ work-family conflict. This research not only brings important contributions to the literature, but it also offers timely practical implications that would advance immigrant employees’ work-family experiences.
  • Crossover of Spousal Job Stress to Sleep Outcomes of Their Partner: Proposed Mediation via Anxiety and Moderation via Partner Support. .....Caroline Deal, University of South Florida
  • This study uses dyadic data from 1515 couples to investigate how job stress of the focal spouse relates to sleep quality and duration of both the focal spouse and their partner. Job stress of the focal spouse has been linked to negative impacts on the psychological health and mortality of their partner; however, sleep has yet to be considered as an outcome. Job stress has repeatedly been linked to sleep problems, and sleep is a phenomenon shared daily by most couples, making both variables particularly relevant. My study draws from crossover theory (Westman, 2001), which describes processes through which stressors from one spouse crossover to their partner. Conservation of resources theory (Hobfoll, 1989) is also relevant: it postulates that individuals strive to avoid resource loss and that resource loss results in psychological distress. Thus, I hypothesize that job stress of the focal spouse will negatively impact their sleep quality and duration via anxiety, but that these relationships will be moderated by perceived partner support such that higher partner support will correlate with a decrease in the negative impact of job stress on sleep outcomes via decreased anxiety. I further propose that job stress of the focal spouse will negatively relate to sleep quality and duration of their partner through the mechanisms of partners’ increased anxiety and family demands as partners provide more support for their spouses. I will use Actor-Partner Interdependence Models to analyze each member of the couple from the focal spouse and partner perspectives.
  • A typology of working time arrangements among dual-earner couples in South Korea: with a focus on working hours, work schedules, and flexibility. .....Seohyun Jung, University of Kent; and Heejung Chung, University of Kent
  • This study examines how working time patterns shape the division of labour among dual-earner couples in South Korea. It provides an important extension of the ‘time availability’ perspective, by taking a multidimensional approach to assess the concept of ‘available time’ at the couple level. Specifically, this study measures three aspects of working time: (i) working hours, (ii) non-standard work schedules (e.g., evening, night and weekend work), and (iii) flexible working (e.g., homeworking). Latent Class Analysis (LCA) is used on data taken from the 2019 Korean Time Use Survey (KTUS) to identify the dominant couple typologies based on working time characteristics. It also explores the factors (e.g., marital and job-related characteristics) explaining the variations in working time typologies, and investigates how these typologies affect the division of housework and childcare between partners. This study will provide an enhanced understanding of how heterosexual dual-earner couples manage their diverse work and family responsibilities, shedding light on the dynamics of time allocation within these households.
  • Caregivers and Providers: The Impact of Parental Role Disclosure on Hiring Evaluations. .....Elizabeth Eley, Concordia University
  • This research explores the impact of parenthood disclosures on hiring recommendations. We empirically test whether disclosing one’s parental role as a primary caregiver or a financial provider in a job interview influences hiring evaluations of men and women. Research has shown that women face motherhood penalties in the workplace due to being viewed as less than ideal workers, but increasingly men are also taking on more active parenting duties in the home and it is possible that caregiving fathers could also face penalties. At the same time, prior research has found that both women and men face backlash when they violate gender norms of femininity (e.g., nurturing) and masculinity (e.g., agency), respectively. We hypothesize that violations of gendered ‘home norms’ (e.g., a male primary caregiver or a female breadwinner) and gendered ‘work norms’ (e.g., a male in a caregiving occupation or a female in a STEM occupation) can also impact hiring evaluations. Using an experimental design, we manipulated applicant violations of gender norms by varying gender, occupation (i.e., nursing and engineering), and parenting disclosures (i.e, provider, primary caregiver and no disclosure) of an applicant for a fictional nurse manager or facilities manager position. Pilot data were collected from university students, and participants in the main study are individuals with hiring experience recruited from a panel service. Participants heard a “phone interview” and viewed the applicant’s CV and job description. Then, participants were asked to give their evaluations and hiring recommendations. Results and practical implications for organizations will be discussed.
  • Parental School Runs Program, Economic and Man-Hour Loss; A Nigerian Perspective.. .....Cosmas Uhuo, Ebonyi State University Abakaliki
  • Parental school run is a direct activity of parents and other older ages in the practice of manning and undertaking the welfare of their children at tender age. This is the parental involvement towards safe taking, keeping and picking of their children from schools prior and during resumption of their professional duties. An open-ended questionnaire was administered on one hundred civil and public servants working under the employment scheme of Ebonyi State Government who volunteered for inclusion right from the premise of Godis international school Abakaliki. Chi square results showed that out of 58 males enrolled in the program (4.6%) lost their jobs due to their employer’s ethical standards to zero tolerance. The ages between 30-40 years of age were highly affected with hourly loss to duty and economic and job losses while (8.2%) of women who participated in the test were neither recorded with any job and economic loss. The study attest to high productivity and efficiency to duty with attendant economic increase to males than females across Ebonyi State employment scheme. Therefore, the study advocates for the recruitment of child care personnel who will be engaged with school run activities. This will drastically reduce any loss occasioned by school runs programs by parents. This will also reduce unemployment and boast national economic growth.
  • Chasing Dreams or Paying Bills: How Multiple Jobs and Calling Influence Work-Life Conflict. .....Grace Vestuto, Illinois Institute of Technology; and Roya Ayman, Illinois Institute of Technology
  • Changes in economy and technology has impacted the experience of the worker, with worker who have multiple jobs and are using communication technology at all times. The increase in demands and potential for controlling them is the focus of this study. It is high level but inclusive.
37. Big Ideas Talks [Plenary]
Thursday | 4:00 pm-4:45 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
38. Rosabeth Moss Kanter Award for Excellence in Work-Family Research
Thursday | 4:45 pm-5:30 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
39. Windsor Ballrooms - Versailles Lounge Gala Reception
Thursday | 7:00 pm-9:00 pm | Windsor Ballrooms - Versailles Lounge
Please join other conference participants for a Gala Reception at the historic Windsor Ballrooms located at 1170 rue Peel, Bureau 110. The Windsor Ballrooms are a two block walk from Le Sheraton and a 5 block walk from Concordia University. The reception will feature an open bar and numerous hors d’ouevres. For more information about the Windsor Ballrooms: https://www.lewindsormontreal.com/en
40. Invited Session: Insights from Champions of Age Diversity at Work [Thematic session of multiple paper presentations]
Friday | 8:30 am-10:00 am | MB 2.210

Organizer: Julie Miller, AARP

Panelists:
  • Lona Choi-Allum, AARP;
  • Carly Roszkowski, AARP;
  • Christina Matz, Boston College;
Discussant:
  • Julie Miller, AARP;
41. Gender, Partnerships, and Family Dynamics [Paper Session]
Friday | 8:30 am-10:00 am | MB 2.265

Presider: Nandeen Bhattacharyya, International Institute for Population Sciences
  • Intensive Partnering: Gendered Partnership Aspirations and Household Inequality. .....Yinan Wang, Harvard University
  • Existing scholarship addressing the discrepancy between rising egalitarian gender ideals and persistent household inequalities has either focused on structural/cultural influences on couple dynamics or on couples’ post-hoc justifications. This study identifies an overlooked perceptual mechanism - partnership aspirations - that operates prior to couple dynamics as guidelines that shapes their following interactions, resource distribution, and responsibility allocation. Using 89 interviews with college-educated individuals, I argue that their partnership aspirations can be characterized as “intensive partnering,” a multi-layered support framework emphasizing intertwining support for the partner, relationship, and household. Its maintenance demands intensive and extensive energy, cognitive capacity, and emotional investment; continuous adaptation and incorporation of cultural tools in adjustment to partner’s expectations; and persistent assessment of both parties’ personal and professional lives. Notably, female participants emphasized these demands more frequently than their male counterparts. These insights illuminate the perceptual underpinnings of household gender dynamics, opening new research directions on domestic gender inequality.
  • The Mental Load: Implications for Work-Family Integration Among Canadian Mothers. .....Haneen Abraham, University of Alberta; and Rhonda Breitkreuz, University of Alberta
  • The mental load is a form of labor that describes cognitive and emotional labor undertaken by women, often in the form of rumination or anticipation about tasks pertaining to the functioning of the family system. Unlike tasks typically associated with reproductive work, such as childcare and housework, the mental load is an invisible form of labor. Characterized by its ambiguous boundaries, the mental load is a critical yet often overlooked factor in the work-family integration of Canadian mothers. Employing a socio-ecological, critical feminist approach, this study examines the ways in which the mental load impacts maternal employment choices. To conduct this analysis, data was collected from six focus groups and individual interviews with 58 mothers of preschool children in the Province of Alberta. The findings of this study highlight the diverse ways in which mental load is experienced, revealing how the mental load intersects with paid work and its impact on maternal employment choices. Specifically, we show how spouses' lack of recognition or awareness of the cognitive aspects of reproductive and household labor perpetuates gender inequality within households and hinders mothers' capacity and desire to engage in full-time employment. Because earned income is the key source of financial well-being for the majority of Canadian households, this research is important to explore pathways to enhancing income security while also contributing to the broader goal of gender equality in Canada.
  • Gender Ideology and Marital Dissatisfaction in Global Perspective. .....Nandeen Bhattacharyya, International Institute for Population Sciences
  • The worldwide reduction in satisfaction of marital union is guiding traditional marriages to dissolve rapidly. Despite a sharp increase in research on gender norms and marital interface, most of the scholarly papers are concentrated on certain geographical areas having the advantage of quality longitudinal family data. Since gender ideology is transiting worldwide and has a diversified effect on individuals' decision-making and lived experience, this study provides insight into the ways in which gender ideology influences dissatisfaction in marital unions. This study uses the data from the ISSP 2012 module ‘Family and Changing Gender Roles’ to answer the question of whether individuals with varied gender ideologies show dissimilar patterns in marital dissatisfaction. With the help of a multinomial regression model, coefficients of three categories (dissatisfied, neutral, and satisfied) of marital quality are estimated by gender ideology. We find a significant association between marital dissatisfaction and egalitarian gender ideology in a global context. The adjusted percentage of marital dissatisfaction by gender ideology estimated from multinomial regression coefficients converted into Multiple Classification Analysis shows more dissatisfaction in marriage with egalitarian gender ideology rather than traditional ideology and even more among females. The rigid traditional ideologies of society prevent an individual from combining the two spheres of gender roles leading to a higher level of marital dissatisfaction. This global study highlights that individuals specifically females with an egalitarian gender ideology vis-à-vis those with a traditional gender outlook tend to be more dissatisfied in their marriage than their counterparts.
  • In Search of a Suitable Boy: Tracing Gendered Linkages Between Employment Status and Marriage Market Outcomes. .....Shreya Singh, International Institute for Population Sciences; Srinivas Goli, International Institute for Population Sciences (IIPS); Anu Rammohan, University of Western Australia; and Harchand Ram, International Institute for Population Sciences
  • The Indian marriage market is characterized by its unique penchant for several requisites and restrictions on entering into a marital union. In recent times, these impositions have been undergoing a marked shift. Marriage as an institution is becoming increasingly sensitive to economic indicators. The erstwhile demands of religious, caste, wealth and educational endogamy have now been supplemented by the requirement of a steady job. Using longitudinal data collected by the Centre for Monitoring Indian Economy, this paper seeks to map the gender differentials in employment status and marital status. The Cox Proportional Hazards Model reveals that employed males have a greater hazard ratio of entering into a marital union as compared to unemployed males, while the opposite is observed in the case of females. We thus conclude that linkages between employment status and marriage market outcome are considerably different for males and females, thereby adversely affecting their age at marriage.
42. A Life Course Perspective on Entry to Parenthood 2 [Paper Session]
Friday | 8:30 am-10:00 am | MB 2.270

Presider: Sunna Símonardóttir, University of Iceland
  • Women at Work: What It Means and What It Should Mean. .....Anagha Tendulkar Patil, Sophia College (Autonomous) Mumbai
  • The structure and functions of the institution of family are being rapidly revised across the globe. One can observe a concomitant change in the status and image of women and their evolving relation with their family. The paper attempts to review the journey of girls to womanhood as they emerge as workers and then of a woman to an older adult as they struggle to refurbish their identity in society. The causal processes in this transition be it of education, be it of urbanization or be it of industrialization impact family functioning and are instrumental in challenging the established algorithm of functioning of the family. The paper uses a qualitative design to focus on the changing paradigms of gender specific work appropriation which emerge out of the social and cultural guidelines of WORK for women and how women twist, adjust, tweak, engineer their work styles to match it with the then required family commitments and demands. The theoretical base of the paper is of the Life Course perspective, and it uses case study method to appreciate the typical trajectories of family life. It interrogates the participation of women in the work force and studies the wear and tear of ‘not working but busy’ and ‘working but available for housework’ situations from gender lenses. The paper makes an attempt to comment on what having a ‘working woman’ implies and what it should imply to the family members.
  • Exploring Parenthood Through the Perspective of The Voluntarily Childfree. .....Sunna Símonardóttir, University of Iceland
  • Fertility has decreased drastically across advanced, industrialized nations. One way to understand this development is to focus on individuals’ and couples’ fertility intentions to understand the decision-making process underlying the choice not to have a child and to explore how gendered parenting ideologies and circumstances affect this decision. The Icelandic context presents an interesting backdrop for this research, with its emphasis on gender equality, diverse family forms, and policies that support both parents’ participation in work and care. In this study I examine modern parenthood through the lens of those who are voluntarily childfree by interviewing 22 individuals, and couples who had decided to be childfree. The findings suggest an important divergence in the identity work performed by men and women as they negotiate their wishes to be childfree. The role of the mother is seen as mentally and emotionally draining, intricate, and requiring great personal sacrifice which suggests that intensive mothering narratives have directly influenced and informed decisions on fertility in the Icelandic context. Although the interviewees recognize flaws in the face of the egalitarian society regarding the unequal responsibilities and duties of mothers and fathers, they do not question the ideology of individualism and intensity that characterizes modern parenthood.
  • Parental Leave and Social Sustainability: How Can the Design of Parental Leave Meet a Social Sustainability Agenda?. .....Thordis Reimer, University of Hamburg; and Margaret O'Brien, Univ of London
  • According to the Brundtland Report published in 1987, sustainable development is divided into three pillars: ecological, economic and social development. So far, the concept of social sustainability has mostly been used to consider social consequences that arise from the connection with ecological or economic conditions. We would like to expand the existing concepts to include the perspective of parental leave regulations as a matter of the sustainable development of societies. After presenting already developed concepts of social sustainability, parental leave policies are examined for their relevance with regard to sustainable societies based on previous research. The analysis is structured along three design features of parental leave regulations. This includes the length of parental leaves, the level of benefits during parental leaves and access to these entitlements and benefits according to social or employment status. Comparative policy data are drawn from the International Network for Leave Policy and Research 2023 Review, which comprises 2022 data for 49 countries. In our conclusion, we discuss how the design of parental leave policies can meet a social sustainability agenda according to the UN Sustainable Developments Goals. Also, we use the perspective of parental leave policy as a question of the sustainability of societies in order to look at existing concepts of social sustainability, illuminate their strengths or weaknesses and discuss their further development.
43. Cultural Variations in the Work-Family Interface [Paper Session]
Friday | 8:30 am-10:00 am | MB 2.430

Presider: Birgit Pfau-Effinger, University of Hamburg
  • Working Women on India’s Urban Marriage Market. .....Megan Reed, Emory University
  • Many marriages in India follow a male breadwinner model resulting in India having one of the lowest rates of female labor force participation in the world. Despite this pattern, there is evidence of growing labor force participation among the highest educated women in India’s metros. This study uses data from 46 interviews conducted in New Delhi to examines how the urban middle class makes sense of the competing cultural ideals of male breadwinning and dual earner marriage. Men married to working women frequently report that they were explicitly looking for a working woman on the arranged marriage market. Women’s careers were seen as essential to some families because the second income could help insure against financial instability. Working women, on the other hand, report that they want to work because their careers provide them with autonomy and a sense of accomplishment. Countering narratives which idealize the breadwinning household model, dual earning couples argued that working women make better partners and that shared career experience helps facilitate a companionate marriage. There was less willingness, however, to challenge gender roles in the division of household and care work. Dual earner couples employed patchwork of different strategies to manage household labor including employing domestic workers and relying on the labor of other female household members.
  • Social Infertility in Japan: Redesigning Social Policies and Future Trajectories. .....Takashi Mita, Kyoto Sangyo University; and Yukari Ito, Osaka University
  • Japan tackles a complex infertility issue that transcends medical remedies and is intricately linked to socio-economic challenges. This research centers on the concept of "social infertility," signifying the absence of comprehensive "family formation policies." In 2022, our qualitative survey delved into this issue, with a particular emphasis on work and family-related policies within Japanese local governments, revealing structural limitations and societal transitions. Numerous factors contribute to the contemporary Japanese population's hesitance to initiate families or have children. These include a rising number of single young adults, financial hardships among non-permanent employees, resistance to diverse family structures, and a deficiency in collective problem-solving in society. This has led to a sense of isolation, with existing support systems often favoring established families over prospective ones. Utilizing the methodology of Futures Studies, we discuss future social policies derived from interviews with local government officials and mayors. The research explores potential family formation scenarios using four conceptual models: "growth," "collapse," "discipline," and "transformation." These scenarios consider various elements, such as economic growth, escalating social inequality, effective social policies, and transformative changes to enhance quality of life. We underscore the necessity of tailoring social policies to suit each scenario, striving for a significant societal transformation. Without such adaptations, Japan's fertility challenges will persist, hindering the nation's path to achieving a balanced demographic structure. Additionally, each of the four models incorporates international comparisons, offering insights into the applicability of these findings to other regions worldwide.
  • The Role of Culture for Work-Family Policies – Theoretical Approach and Comparative Analysis. .....Birgit Pfau-Effinger, University of Hamburg
  • There is so far relatively little research about the ways in which cultural ideas influence the development of work-family policies. The paper aims to contribute to the scientific debate in that it theorizes and analyses the role of cultural ideas for change in work-family policies. The paper offers a theoretical framework that theorizes causal mechanisms and processes by which cultural ideas can contribute to institutional change in work-family policies. It evaluates these theoretical assumptions on the basis of a comparative historical analysis in four European societies which represent different types of welfare state traditions, Germany, Denmark, Spain, and the Czech Republic. The focus is on of selected time periods in which work-family policies were changed, between the 1990s and 2022. The study is based on process tracing, using document analysis, analysis of statistical data, and analysis of data of national surveys and of international surveys like ISSP, European Values Survey (EVS) and Eurobarometer. The findings show how, and under which conditions cultural ideas can influence institutional change in work-family policy, regarding the dynamics between social and political actors and different types of cultural and institutional processes, and why specific cultural ideas can be more relevant than others in the reforms in a country. The paper makes an innovative contribution to the theoretical debate and research about the relationship between culture and work-family policy, and about the reasons why work-family policies can differ across countries.
  • Moving Beyond Family Borders: An Exploration of Work-Life Balance Experiences of Knowledge Workers Differentiated by Relationship and Parenthood Statuses.. .....Giulia Giunti, St Andrews; Laura Radcliffe, University of Liverpool; Rory Donnelly, University of Liverpool; and Ragnhild Nordset, University of Liverpool
  • Building on Border theory and Boundary theory, this paper elucidates how physical and non-physical borders between work and life are negotiated by knowledge workers in the profession of academia, a context in which boundaries/borders are highly permeable. In doing so, we move beyond the longstanding focus on work-family balance by examining three groups differentiated by relationship and parenthood statuses: (i) partnered/married academics without children; (ii) partnered/married academics with children; and (iii) academics who are single and without children. Drawing on rich insights from semi-structured interviews aided by photo elicitation, the paper contributes to the work-life literature by identifying similarities and differences in the ways in which boundaries/borders are negotiated by the three groups sampled. The findings provide insight into how to build more inclusive flexible working policies and practices.
  • Religiosity and the Work-Family Interface Across Cultures. .....Barbara Beham, Berlin School of Economics and Law; Tammy Allen, University of South Florida; Ariane Ollier-Malaterre, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG); Andreas Baierl, Austrian Family Research Institute, University of Vienna; Matilda Alexandrova, University of National and World Economy; Artiawati Artiawati, Surabaya University; Alexandra Beauregard, Birkbeck, University of London; Vania Sofia Carvalho, University of Lisbon; Maria José Chambel, University of Lisbon; Bruna Coden de Silva, Norton; Eunae Cho, National Chengchi University; Sarah Dawkins, University of Tasmania; Pablo Escribano, Universidad Adolfo Ibáñez; Konjit Hailu Gudeta, Addis Ababa University; Ting-pang Huang, Soochow University; Ameeta Jaga, University of Cape Town; Dominique Kost, BI Norwegian Business School; Anna Kurowska, University of Warsaw; Emmanuelle Leon, ESCP Business School; Suzan Lewis, Middlesex University - Business School; Lu Chang-qin, Peking University; Angela Martin, Universit of Tasmania; Gabriele Morandin, University of Bologna; Fabrizio Naboa, Universidad San Francisco de Quito; Shira Offer, Bar-Ilan University; Eugene Ohu, Lagos Business School; Pascale Peters, Nyenrode Business Universiteit; Ujvala Rajadhyaksha, Governors State University; Marcello Russo, University of Bologna; Young Woo Sohn, Yonsei University; Caroline Straub, Bern University of Applied Sciences; Mia Tammelin, University of Tampere; Marloes van Engen, Radboud University; and Ronit Waismel-Manor, The Open University, Israel
  • Religiosity has not been a focus of cross-cultural/national comparative research on the work-family interface thus far (Allen et al., 2020), even though it may play a major role in shaping beliefs about work and family roles and responsibilities in social groups (Rogers & Franzen, 2014). Including religiosity into our studies may advance our understanding of work-family relationships across cultures (Allen et al., 2020). Using data from the International Study of Work and Family (ISWAF), this paper examines the impact of religiosity at the individual and country levels on both directions of work-family conflict and positive spillover among 9,985 employees in 29 countries/territories. We draw on conservation of resources theory (Hobfoll, 1989) to predict individual-level relationships between religiosity and work-family conflict and positive spillover, and on person environment/culture fit theory (Edwards, 2008; Fry, 1987) to explore the impact of religiosity at the country level on those relationships. Contrary to predictions, we find a positive relationship between individual religiosity and family-to-work conflict (but not work-to-family conflict), indicating that religious employees report stronger interference of family into work. However, in more religious countries/territories religious employees report less conflict in both directions than less religious employees. In more secular countries/territories, we find reversed effects. As for positive spillover, we observe the hypothesized significant positive effects of religiosity on both directions of spillover but no significant country or cross-level interaction effects. Hence, religiosity seems to be both a demand and a resource and its effect is partially dependent on the religious country-level context.
44. The Role of Relational Partners in Work Identities and Career Decisions [Thematic session of multiple paper presentations]
Friday | 8:30 am-10:00 am | MB 2.435

Organizers: Elise Jones, U.S. Coast Guard Academy; Alexandra Rheinhardt, University of Connecticut;
Presiders: Elise Jones, U.S. Coast Guard Academy; Alexandra Rheinhardt, University of Connecticut;
  • Collateral Damage or Vicarious Beneficiary?: Unpacking the Experience of Career Breaks Induced by Collateral Transitions. .....
  • This paper examines the multi-level dynamics of gendered organizational imprinting in the experience of 56 professionals (47 women, 9 men) who took breaks from work to support their significant others’ career advancement in a year-long international MBA program. Leveraging archival data from The School of Business (TSB) and members’ accounts of women’s history in the organization, along with 175 interviews (4 time periods) and subsequent LinkedIn data of trailing spouse informants, we use an imprinting frame to make sense of patterns in individuals’ narratives and career trajectories. We find that a historical gendered organizational imprinting of spouses as non-professional “housewives”—communicated via institutional artefacts, practices, and spaces—was disproportionately experienced by the women in our sample, where the men perceived the imprint but were largely immune to the social implications of their TSB position. Despite arriving to TSB with similar education levels and work experience vis-à-vis the MBA student population, women who were most susceptible to imprinting, having invested in their spouse’s opportunity and their relationship by leaving their own jobs, were more likely to have narratives and career trajectories in later interviews and on LinkedIn that showed them taking on a “support” (rather than returning to a “professional equal”) role post-TSB. In contrast, the male partners and a few female partners escaped or consciously rejected the imprinted role. These were more likely to report benefitting from professionally-valuable TSB networks and knowledge, negotiating their spouse’s next career steps based on their own opportunities, and avoiding career penalties post-TSB. Through this study, we seek advance knowledge of what collateral transitions—those induced by another person’s transition—mean particularly for women’s careers and provide a longer-term view of turn-taking in dual career couples.
  • Against the Odds: The Role of Identity Partner Husbands in the Construction of Women’s Counternormative Worker Identity. .....Elise Jones, U.S. Coast Guard Academy
  • Although scholars have long recognized that identities are inherently relational, the literature is relatively silent on the role of interpersonal relationships in identity construction. In this study I address the role of an identity partner – a person who plays a significant role in an individual’s identity construction – in the construction of a counternormative identity. I conducted a broader inductive, qualitative study with 50 working mother professionals who, as members of The Church of Jesus Christ of Latter-day Saints, were socialized from their youth to devote full time to caregiving and rather than pursuing careers. In individual interviews with 27 of these women and their husbands, I discovered that husbands shape women’s identity construction by both facilitating and impeding a worker identity that deviates from the norms of women’s faith community. While men acted primarily as identity partners by validating, cultivating, and collaborating a worker identity that is counternormative in the context of the women’s faith, some impeded women’s worker identities by engaging in deprioritizing and moderating approaches. The findings of this study illuminate the role of an identity partner in identity construction processes and the importance of expanding the context in which identity construction is examined.
  • From Grieving to Career Change: How Personal, Grief-Inducing Events Affect Work Identity. .....Lidiia Pletneva, London School of Economics
  • Building on an inductive, qualitative study of employees who experienced grief-inducing events such as the termination of a significant relationship as the result of bereavement or the breakup of a strong, committed partnership, this paper explores how and with what consequences such events affect identity and work identity in particular. Using the results of 55 in-depth interviews, I develop a conceptual model of the impact of personal, grief-inducing events on work identity. I find that these events prompt identity humanizing that can take two paths: toward self (in both work and life domains) and toward others (in both work and life domains). Such processes were induced by affective, cognitive, and relational triggers generated by grief-inducing events. In turn, identity humanizing leads to the reallocation of work-life balance resources, career path change, or job crafting behavior. This paper advances theorizing on identity, the meaning of work, and the work-life interface.
  • The Impact of CEO Parenthood Status on Flexible Work Policies and Employee Leave and Turnover Decisions. .....Christina Hymer, University of Tennessee, Knoxville
  • This study examines how CEOs’ parental status shapes employee decisions around parental leave. Drawing on Work-Life Events Theory and Upper Echelons Theory, we argue that CEOs who have children are more likely to draw on their life experiences as a working parent to enact flexible work policies than CEOs who do not have children. In turn, we theorize that employees will feel empowered by these flexible work policies to take parental leave, thereby increasing their organization’s rate of leave-taking employees, and return to the firm following their leave period, lowering the organization’s turnover rates of leave-taking employees. We draw upon publicly available information on CEOs and survey data from the Australian government to test our hypotheses. We apply a time-lagged multilevel mediation model with a sample of 278 CEOs within 218 Australian firms from 2017 through 2020. Our analyses support our partially mediated theoretical model, such that CEO parental status leads to more flexible work policies, which then lead to higher rates of employees taking parental leave. In contrast to our theory, however, we find a similar partially-mediated relationship wherein CEO parental status leads to flexible work policies, which then lead to increased employee turnover rates following parental leave, rather than decreased turnover as we predicted. Taken together, our findings advance research on CEOs’ impact on policies and outcomes pertaining to their firm’s workplace environment, which not only contributes to the diversity, equity, and inclusion literature but also have considerable practical implications for firms in their talent management efforts.
45. Four Day Workweek Redux--Distribution, Issues and Progress [Thematic roundtable with multiple presentations]
Friday | 8:30 am-10:00 am | MB 2.445

Organizer: Lonnie Golden, Penn State University - Abington College
Presider: Lonnie Golden, Penn State University - Abington College
  • Reduced and Compressed Work Weeks and Their Gendered Impacts.. .....Maria Foggia, York University
  • Maria Foggia from York University (Toronto), will present findings regarding reduced and compressed work weeks and their gendered impacts.
  • Emerging Four Day Work Week Trends in Australia: New Insights. .....John Hopkins, Swinburne University
  • Emerging Four Day Work Week Trends in Australia: New insights based on interviews with Australian firms who have already adopted 4DWW arrangements. A scoping review based on the feasibility of adopting 4DWW is presented first.
  • Time for What They Will: Changes in Work Hours and Time Spent on Non-Work Activities, 2003-2022. .....Joe Peck, Urban Institute
  • Joe Peck, from the Urban Institute in DC, will explore the differences in time use allocations by hours worked. It distinguishes between "productive" and "nonproductive" (including pure leisure) time repercussions. It finds nuanced differences in the amount of time sacrificed for more work hours by gender, race/ethnicity, part/full time and parental status. Inferences are made for reducing or compressing workweeks.

Panelists:
  • Wen Fan, Boston College;
  • Lonnie Golden, Penn State University - Abington College;
46. Health Determinants and Outcomes Across Varied Work-Family Arrangements [Paper Session]
Friday | 8:30 am-10:00 am | MB 3.210

Presider: Soo Min Toh, University of Toronto - Rotman School
  • Performance at Work and at Home: An Exploratory Analysis of the Role of Omega-3 Fatty Acids in the Diets of Working Parents. .....Soo Min Toh, University of Toronto - Rotman School; Julie McCarthy, University of Toronto; Cilia Mejia-Lancheros, Institue for Better Health; Jess Haines, University of Guelph; and David Ma, University of Guelph
  • As the world grapples with a cost-of-living crisis and the threat of food insecurity, understanding how workers’ diet affects their health and engagement at work and homes is paramount. Food can be beneficial in promoting well-being and role performance at work and at home. Among dietary nutrients, omega-3 fatty acids (FA) have been shown to reduce depression, anxiety, and stress. The role of omega-3 FA, commonly found in seafood and supplements, in replenishing and building mental and physical resources necessary to engage with work and home responsibilities is poorly understood. This exploratory study examined associations between omega-3 FA in working parents’ diets and their performance, ability to fulfill responsibilities and duties in the workplace and at home, and the mediating role of their mental health status. We examined the 3-day diet records, depressive symptoms, and performance of 146 parents of 82 one- or two-parent families from the Guelph Family Health Study. Pathway analysis was performed using Mplus. Results showed an indirect and positive role of omega-3 FA intake on parents’ working and family performance through diet’s influence on depressive symptoms. Furthermore, this association varied by biological sex and females with greater omega-3 FA intake had lower depressive symptoms. These findings advance work-family research highlighting diet as a potential influence on role performance. Specifically, it highlights the need for adequate omega-3 FA intake so that working parents are equipped to function successfully at home and at work.
  • Precarious Lives, Precarious Work: Social Determinants of Racialized Immigrant Men’s Mental Health. .....Salmaan Khan, Ryerson University
  • A pilot study sought to shed light on the impacts of precarious working conditions (unpredictable work schedules, long hours, low-wages, and unsteady contract work) on the mental health of racialized immigrant men. Interviews and focus groups with a sample of racialized men working in precarious jobs, unearthed the intersectional nexus of social forces related to race and gender roles, in addition to their work arrangement, that negatively impacted their sense of wellbeing and mental health. Many of the men dealt with work related stress through substance use issues which in turn had consequences for their relationships with their spouse and children. The men we spoke with lamented the lack of a relationship they have with their children because of their work situation, but also showed an awareness of dominant notions of masculinity and gender roles that only further exacerbated the situation and which equally contributed to shaping how they dealt with work stress and uncertainty. This study is significant in drawing attention to underlying systemic social and economic issues that need to be addressed when considering policies and practices aimed at fostering more healthy parent-child relationships as well spousal relationships. As it stands these topics, with respect to members from racialized communities, have tended to be discussed and addressed in predominantly culturalist terms; in terms of identifying limitations in existing cultural practices or norms.
  • Change and Heterogeneity in Women’s and Men’s Experienced Well-Being. .....Liana Sayer, University of Maryland, College Park; Kelsey Drotning, U.S. Census Bureau; and Sarah Flood, University of Minnesota
  • The pandemic has caused sharp disruptions in work and family patterns and exacerbated chronic and life stressors for individuals and families. Women have also experienced greater care burdens and impacts on employment compared with men. How the pandemic has affected women’s and men’s experienced well-being (EWB) during daily activities is unclear, however. This is a critical gap because of the robust influences of EWB across the life course on health. The uneven experience of pandemic-related stress and strain across population sub-groups may be exacerbating pre-pandemic inequities in EWB. We use the 2010-2013 and 2021 American Time Use Survey and Well-Being Module data to investigate how EWB changed during the Pandemic and how change varies by gender, employment, and family status. We assess change in EWB averaged across activities and experienced during episodes of paid work, household and care work, and leisure activities. Our results show that women and men report more fatigue and less meaning in 2021 whereas stress, pain, sadness, and happiness are similar before and during the Pandemic. Employed women report higher fatigue and less happiness and meaning compared with men and unemployed women. Documenting changing patterns of gender differences in EWB across daily activities for employed and not-employed adults contributes by providing richer and more nuanced evidence about the extent and nature of gender inequality in well-being during the pandemic.
  • Intersecting Realities: An Inquiry into Economic Stress, Work-Family Conflict, and Well-Being. .....Tejinder Billing, Rowan University; and Rupashree Baral, Indian Institute of Technology Madras
  • The U.S. population has witnessed increased inflation over the past two years. While the cost of most of the products has increased, there has not been a concomitant increase in the earrings of individuals, resulting in economic stress on many, especially families. This study examines how economic stress might be related to the work and family interface. Despite extant literature examining economic stress within familial contexts, a notable absence of studies exists regarding the interrelation between economic stress, work-family conflict, and overall well-being. This is surprising since managing work and family lives heavily relies on financial resources. Hence, it is crucial to understand how economic insecurity or cognitive evaluations of financial resources are related to one’s ability to manage work and family lives. Using the theoretical underpinnings of conservation of resources and cognitive appraisal theories, we develop arguments on an individual’s perception of their current economic situation and their cognitive evaluations of insecurity create stressors in their lives that might lead to depleting resources in work and family domains, creating a conflict between work and family lives. Using data collected over a period (in 2022 and 2023), we will examine the links between economic stress, work-family conflict, and individual well-being. The study results provide important insights into the nexus of economic stress, work-family conflict, and well-being.
  • Caring for Autism: Exploring the Work-Life Balance of Employed Caregivers. .....Esther Canonico, Imperial College London; and Daniela Lup, ECSP Business School
  • Issues surrounding autism in the workplace affect not only individuals with Autism Spectrum Disorder (ASD) but also their carers. Grounded in the work-life interface literature, this qualitative study aims to examine the impact of caring for individuals with ASD on the work domain. While there are some existing studies that have explored the repercussions of caring for individuals with disabilities on work-life balance (Brown & Clark, 2017; Hodgetts et al., 2014), the available research is limited. Prior research has provided evidence of the substantial costs borne by caregivers of individuals with autism, encompassing diminished productivity, missed career opportunities, and reduced income (e.g., Montes & Halterman, 2008; Ganz, 2007). However, little is known about how caring for someone with ASD can affect caregivers' experience at work, their work-life balance, and associated work-related attitudes, such as job engagement, job satisfaction, organizational citizenship behavior, and organizational commitment (Hurley-Hanson et al., 2020). To address this limitation, we conduct in-depth interviews with working carers, including parents and spouses, of individuals with ASD. The insights gained from this study will contribute to a more comprehensive understanding of the challenges faced by caregivers of individuals with ASD and the impact on their professional lives.
47. Flexible Work Arrangements: Experiences and Impacts [Paper Session]
Friday | 8:30 am-10:00 am | MB 3.265

Presider: Stephanie Chan-Ahuja, London Business School
  • Flexible Working Arrangements and Allocation of Time: A Cross-National Perspective. .....Olga Leshchenko, University of Konstanz
  • Flexible working arrangements in terms of location and scheduling of work aim to provide workers with an opportunity to balance work and private domains of life. Nonetheless, there is evidence that flexible working can lead to the expansion of paid labor rather than life beyond work. This pattern also depends on gender identification, with women increasing unpaid work contributions and men increasing their paid working hours. Several small-N studies argue this might be due to individuals' work or family devotion and attitudes towards gender roles. This paper goes beyond the analysis of individual-level factors. It investigates across 28 European states how the context moderates the relationship between flexible working arrangements (i.e., working time autonomy, flexitime, homeworking) and hours spent on paid and unpaid activities. Using the European Working Conditions Survey (EWCS) for the years 2010, 2015, and 2021 and applying multilevel modeling, this study aims to uncover whether, in more gender egalitarian contexts, flexible working is associated with more time allocated to leisure and family among both men and women. Moreover, it explores if, in more secure labor markets (with a greater trade union density and lower unemployment rate), flexible working is associated with more time spent on leisure and family rather than on work. Analyzing these institutional factors will help understand how different gender normative and economic contexts either hinder or enhance work-life balance for both men and women through the provision of flexible working arrangements.
  • Remote Socialization: A Field Experiment in India. .....Stephanie Chan-Ahuja, London Business School
  • Prior research on remote working highlights its benefits including higher job performance and job satisfaction, among others (Raghuram and Wiesenfeld 2004, Gajendran and Harrison 2007, Spieler et al. 2017). However, while a large body of research suggests that remote working leads to increased productivity and positive psychological outcomes, anecdotal evidence suggests that organizational leaders are observing decreased productivity and high quit rates among remote workers. I propose that one reason for this discrepancy is that the current remote workers are socialized into organizations remotely while previous remote workers are mostly socialized into organizations in the office. Socialization, the process by which new hires acquire the expected behaviors, values, and social connections needed to assume an active role as a member of an organization, is a critical part of an employee’s onboarding and it affects the rest of an employee’s tenure at the organization (Van Maanen and Schein 1979, Jones 1986, Miller and Jablin 1991). However, to date, we know very little about the efficacy of newcomer socialization in a remote setting (Saks and Gruman 2021). To test this, I conduct a 3-week field experiment in India where I hire 240 workers for a real-effort task in data analytics. I randomize individuals into working from the office and working remotely. The results from this field experiment can inform our understanding of how remote working policies impact new hires into organizations.
  • Dynamic Configurations: How Changing Patterns of Team Members’ Locations Shape Remote Workers’ Experiences. .....Aurora Turek, Harvard University - Business School; Salvatore Affinito, Harvard University - Business School; Ashley Whillans, Harvard University - Business School; Leslie Perlow, Harvard University - Business School; and Preeti Varma, INSEAD
  • To understand the experiences of remote workers in the “new normal”, as hybrid and remote work become increasingly common, it is critical to consider where teammates work relative to each other and how these configurations vary over time. However, the experience of working remotely has been predominantly studied within the telecommuting literature, where team members’ locations are presumed to be static. We introduce the construct of dynamic configuration to conceptualize changes in team members’ physical locations relative to one another over time. We propose that dynamic configurations influence whether remote workers experience positive work-related outcomes, based on variations in the proportion of remote team members. We argue that this relationship is driven by remote workers’ perceptions of their burden on teammates and of their team’s inclusiveness, which together drive remote workers’ perceptions of learning, relationship development, and flexibility. Building on self-determination theory, we propose that these perceptions influence how much the team environment supports remote workers’ core psychological needs. Finally, we consider the role of the organizational culture around remote work in which teams are embedded in shaping remote workers’ experiences. Our theorizing advances the telecommuting literature by illuminating the critical role of dynamic configuration in examining remote workers’ outcomes.
  • Organizational Citizenship Behavior and Flexible Working Arrangements: Investigating the Role of Job Security Regulation. .....Antje Schwarz, Bielefeld University
  • Organizational citizenship behavior (OCB), as the voluntary contribution to an organization beyond formally required tasks, needs to be examined in the new reality of flexible working. Arguments of the social exchange theory suggest higher voluntary contributions in exchange for enabled flexibility. Opposing arguments of the social presence theory suggest that flexible working arrangements contribute to lower social presence and higher felt distance between coworkers, resulting in a lower willingness to perform OCB. Moreover, national job security regulations might alter the effects depending on the stability of employer-employee relationships as assumed in the varieties of capitalism approach. This study examines the association between flexible working (schedule control and telework) and the willingness to perform OCB at the workplace and whether the effects vary by the national regulation of dismissals in 17 European countries. The willingness to perform OCB is investigated from the individual- and country-level perspective with a multi-level analysis based on data from the European Social Survey (10) enriched by OECD macrodata. The results indicate a higher absolute willingness for employees who are working flexibly, as assumed with the social exchange theory, speaking against the social presence theory. High job security regulations are also related to a higher willingness for OCB. In detail, cross-level interactions reveal a stronger OCB-enhancing effect of the regulation of dismissals for employees who are not working flexibly than employees who are working flexibly. The findings highlight the importance of the joint examination of flexible working arrangements and job security regulations to understand the complex effects.
  • Does Working From Home Lead to Higher Employment of Parents? Evidence From Europe.. .....Magdalena Grabowska, University of Warsaw; Anna Kurowska, University of Warsaw; and Anna Matysiak, University of Warsaw
  • The outbreak of the COVID-19 pandemic in 2020 caused a tremendous increase in the share of employees working from home (WfH) in all European countries. A bunch of studies have recently investigated how WfH affects workers’ career opportunities, such as promotion or salary increase, showing that even in the post-pandemic context WfH exerts negative consequences on workers’ career outcomes. Little is known, however, whether this mode of work has the potential to increase the presence of parents in paid employment. This is possible as WFH may allow persons with care obligations, in particular mothers, to enter employment even though it is related to lower promotion opportunities or salary than onsite work. This paper fills this research gap in the context of the European Union. We address this question using the data from 2005-2022 aggregated at the country level from the Labor Force Survey for 27 European countries. Our preliminary results show that the spread of WfH significantly affected mothers’ employment, but the impact differs between the countries. In particular, we find that in Central and Eastern European countries, the spread of WfH has a negative impact on mothers’ employment, whereas for other countries, this effect is positive. We also find similar patterns for fathers’ employment, but these results are not statistically significant. Our results suggest that there might be some other factors (e.g., institutional settings or cultural differences) that mediate the impact of the WfH spread of parents’ employment.
48. Paid Leave Policies and Perceptions [Paper Session]
Friday | 8:30 am-10:00 am | MB 3.270

Presider: Tracey Freiberg, St. John's University
  • Parental Leave Policies Presentation in Media: A Comparative Analysis of Croatia and Montenegro. .....Branko Bošković, University of Donja Gorica
  • Parental leave policies play an important role in child’s and parents’ well-being and there is an interest in their effects on fertility behavior. Different policy approaches may result in differing outcomes, but there is a lack of analysis of the perception of parental leave in the media. Media discourse may move from justifying and pro-natalist to more restrictive and protective. Research of the prospective impact it may have on welfare and inequality, especially related to women, is missing. The analysis will look at the leading portals in Croatia and Montenegro and it will focus on the major framing and understanding of parental leave. The two countries have different parental leave policies. Croatia is a European Union member state and Montenegro is a candidate country and it is important to see how leading media in these countries report on parental leave policies. Period from 2017 to 2023 will be covered so the major policy changes are included as well as a period of the Covid-19 pandemic. The analysis will inspect a discourse, frequency and framing and it will look at how a discourse is shaped: whether it is political, economic, social or influenced by other factors. It will be compared with the major trends in welfare and inequality, to see if there is a correlation between them. This approach can be an example of the theoretical and empirical analysis that can be applied in different contexts, to see whether media influence perception and use of the parental leave.
  • Debt Crises in a Gendered Economy: Paid Leave as a Social Safety Net for Vulnerable American Households. .....Tracey Freiberg, St. John's University
  • As the formalized global workforce has become more inclusive, it is more common to see households outside of the traditional male breadwinner model, leaving a benefits hole for many Americans. As such, mainstream conceptions of household debt have inadequately captured the sources and, subsequently, sufficient solutions for questions of economic security in the United States. Specifically, states with paid family and medical leave programs (PFML) attempt to shift the responsibility of reproductive work to a shared responsibility with employers, instead of fully on individuals. While PFML in the US is gender neutral in language, usage is overwhelmingly female, seemingly providing a safety net for dual income and female-led households in the form of partial wage replacement. Using the Survey of Income Program Participation, I examine household debt levels in PFML states, versus their non-PFML counterparts. While PFML programs notoriously only provide financial benefits for Americans in formalized employment, and therefore ignore the reproductive work done by full-time (unpaid) caretakers, I aim to show that while PFML may lessen burdens of short-term household debt, PFML ultimately is an insufficient tool for US household debt alleviation, in its current form, as its claimants often come from vulnerable households and work in industries that routinely punish caretakers. Yet, when promoted and used as a part of a larger set of policies for economic stability, paid leave programs may help strike a better balance between work and life constraints.
  • The 2021 Baby Boom in Iceland: Exploring the Role of a Parental Leave Reform and the COVID-19 Pandemic. .....Ásdís Arnalds, University of Iceland; Ari Klængur Jónsson, University of Iceland; and Sunna Símonardóttir, University of Iceland
  • In 2021, during the hight of the COVID-19 pandemic, the total fertility rate in Iceland rose unexpectedly from 1.72 to 1.82. The increased number of births followed an important reform in the Icelandic paid parental leave scheme, which included an expansion of the leave from 10 to 12 months. Analysis of data from Statistics Iceland and focus group interviews with parents who had a child in 2021 were used to explore if and how the parental leave reform and the societal changes related to the pandemic shaped parents’ decision to have a child in 2021. As the rise in fertility was short-lived, the results indicate that the baby boom of 2021 can hardly be explained by the parental leave reform. Rather, at least for educated women, who already had children and were in a good financial state, it seems that the pandemic created a favourable atmosphere for having a child. Parents’ narratives from the focus group interviews suggest that the pandemic might have been a good time to start or add to the family because of the increased time spent at home and the limited involvement in social activities outside the home.
  • Perceptions of Workplace Support for Paid Parental Leave Use in Iceland. .....Ásdís Arnalds, University of Iceland
  • The presentation places focus on perceived support for the use of paid parental leave in Iceland, a country that has offered non-transferable leave for fathers for over 20 years. Iceland provides a unique setting for such research, given the country’s long tradition of emphasizing both parents’ participation in work and care. Although most fathers use their right to take paid parental, about 20% of fathers in Iceland use no leave at all. The presented study aims to explore whether workplace practices and attitudes create hindrances for fathers’ leave use. The findings are based on analysis of comprehensive survey data among employees in Iceland. A special emphasis is placed on examining how leave is perceived to be supported by supervisors and co-workers and to understand respondents’ own attitudes towards the leave use of male and female employees. The findings show that although the vast majority of respondents predict that supervisors and co-workers would support both mothers and fathers in their use of paid parental leave, mothers were perceived to receive greater support than fathers. The gender difference in perceived support was especially evident in workplaces where the majority of employees were male. Thus, the findings indicate that workplace attitudes might create hindrances for fathers’ leave use.
49. Contextualizing Work-Family Conflict: Considering Class and COVID-19 [Paper Session]
Friday | 8:30 am-10:00 am | MB 3.430

Presider: Marisa Young, McMaster University
  • An Eight-Wave Study of Manager Burnt-Out Risk in New Zealand: Is Covid-19 Impacting Managers Still?. .....Jarrod Haar, Massey University; and David Brougham, Massey University
  • Job burnout refers to a work-related state of exhaustion, characterized by tiredness, lower cognitive and emotional processes, and cynicism. The Burnout Assessment Tool (BAT) is unique because a high burnt-out risk can be calculated, representing severe burnout levels. The present study focuses on managers due to their importance in the workplace, not only in decision making, but also due to contagion effects on followers. A quasi-natural experiment was achieved due to studying manager burnout immediately before Covid-19 lockdown in New Zealand (February 2020), immediately post-lockdown (May 2020), and then roughly every six months: December 2020, April 2021, November 2021, May 2022, December 2022, and June 2023. These were paid panels (each wave is unique) between n=268-505. Each study included the BAT plus high work demands with odds ratios calculated. The burnt-out risk rate was 19.5% (February 2020), 20.6% (May 2020), 25.2% (December 2020), 32.7% (April 2021), 52.1% (November 2021), 31.4% (May 2022), 25.9% (December 2022), and 27.2% (June 2023). This provides evidence that high burnt-out risk grew steadily and peaked in late 2021 but remain stubbornly high. Currently, around a quarter of managers are working while burnt-out. High work demands are key, with significant odds ratios towards burnt-out risk of 6.7/5.6/7.8/4.6/3.2/4.6/3.7/10.1 times the risk. The findings suggest managers as a group might be suffering a serious impediment to their well-being, through managing massive change not only through COVID-19, but also managing working-from-home expansion. This group needs greater organizational support and attention to their well-being for their personal and organizational futures.
  • Work-to Family Conflict or Family-to Work Conflict? Variations in Work Family Conflict on Women's Mental Well-Being By Class.. .....Berglind Hólm Ragnarsdóttir, University of Akureyri; Valgerður S. Bjarnadóttir, University of Iceland; and Andrea Hjálmsdóttir, University of Akureyri
  • In this presentation we report findings from a study where we estimate the effect of work-family conflict on women’s mental well-being and explore whether that relationship is contingent on class. Prior research finds that high levels of work-family conflict negatively impact women’s well-being. However, most research concentrates on women of high socio-economic status. Variation in the effects of work-family conflict across socio-economic class has been understudied. Moreover, most estimates of work-family conflict do not distinguish between the differing effects of work-to-family conflict and family-to-work conflict, two directional components of work-family conflict that have different antecedents and consequences. We use data from a cross-sectional phone survey conducted on a sample of Icelandic women in spring 2022. Key findings include: i) work-to-family conflict and family-to-work conflict both have a direct effect on symptoms of anxiety and depression for all women, ii) when we introduce the interaction term for class we find that work-to-family conflict increases symptoms of anxiety and depression across the class spectrum, but, iii) the effect of family-to-work conflict is contingent on class position. Working-class women are more likely to experience symptoms of depression and anxiety due to family-to-work conflict than women of intermediate or salariat class. These findings underline the importance of including class-structures in research on work-family conflict and not ignoring class disparities in women’s resources and barriers when it comes to juggling work and family. Moreover, these findings demonstrate the need to consider both work-to-family conflict as well as family-to-work conflict in research on work and family.
  • The Impact of COVID-19 on Childcare and Gender Equity. .....Alicia Modestino, Northeastern University; Jamie Ladge, Northeastern University; Alisa Lincoln, Northeastern University; and Zachary Finn, Northeastern University
  • The COVID-19 pandemic was labeled by some to be a “She-cession” due to the disproportionate impact on Women workers. Other projects tried to assess how much of this impact was due to lack of childcare, through various estimations and guesswork, such as using variation in lockdown timings and households with young children. Our project uses novel survey data, collected from May to June of 2020, to directly ask respondents whether adverse labor outcomes were caused by childcare deficiencies. The data gives us a close look into how childcare decisions are made at a unique moment in time. We examine gender differences after a shock to childcare needs occurs, allowing us to answer questions about household childcare decision making in ways that have not been answered before, using this innovative dataset. We find that women are disproportionately more likely to have unwantedly reduced their hours worked during the early months of the pandemic, due to childcare responsibilities, and to be dissatisfied with their jobs. Additionally, we find that standard policies aimed at lessening these impacts, such as family or medical leave, and newer policies including childcare subsidies and the ability to work from home, proved ineffective in alleviating the experienced adverse outcomes. From these results, we learn that gender dynamics and childcare responsibilities played a significant role in the gender differences seen in labor outcomes during the pandemic. This can help to inform future policy makers looking to support working parents and women, by better understanding how childcare decisions are made.
  • Pandemic Shadows: Unmasking Gender Disparities in Academic Productivity and Well-Being. .....Marisa Young, McMaster University; Nicole McNair, McMaster University; Gabriella Christopher, University of Toronto; and Loa Gordon, McMaster University
  • Women academics experience inequalities across multiple facets in the workplace, including research productivity; teaching, advising and mentoring responsibilities; service workload, and cross-over stress between work and family obligations. The recent COVID-19 pandemic exacerbated these gender disparities. Drawing upon 2021 data from 475 research faculty and staff at a lead research university in Canada, we highlight such inequalities. Our data suggest that the impact of the global pandemic has been far-reaching and potentially long-lasting for women in academia. Results initially suggest that men and women experienced similar setbacks in productivity due to COVID-19. However, women experience far greater work-family conflict and mental health problems due to COVID-19; and, both work-family conflict and mental health problems due to COVID-19 are strongly associated with lost productivity during this period. In other words, even though it appears women and men have similar productivity, women were disadvantaged compared to their male counterparts during the pandemic because of unequal exposure to work-family conflict and mental health, which ultimately correlates with lost productivity. We discuss these results and conclude our paper with a discussion about the importance of rethinking the operationalization of “productivity” in post-secondary institutions, given the “un-covering” of differential exposure and vulnerabilities to stressors and mental health during the pandemic.
  • Navigating the Interplay of Financial Well-Being, Boundary Blurring, and Work-Life Balance: A Theoretical Exploration.. .....Joan-Ark Manu Agyapong, University of Cape Coast; Abigail Opoku Mensah, University of Professional Studies; Ummu Markwei, University of Professional Studies; Mercy DeSouza, University of Professional Studies; and Mary Naana Essiaw, University of Professional Studies
  • Abstract Purpose This theoretical exploration aims to investigate the interplay among financial well-being, boundary blurring, and work-life balance. Design/methodology/approach This study conducted an extensive literature review and analysis of relevant theoretical frameworks to examine the association among financial well-being, boundary blurring, and work-life balance. Findings The findings of this study indicate that financial well-being notably impacts boundary permeability and work-life balance. Individuals with superior financial well-being demonstrated an increased probability of experiencing enhanced work-life balance and lesser extents of boundary blending. Limitation A constraint of the study is its emphasis on theoretical and conceptual expedition as a research paradigm rather than utilizing a descriptive investigational pattern. Implication This paper underscores the crucial connection between financial wellness and achieving a harmonious work-life equilibrium, highlighting that individuals with sound financial stability are more likely to experience improved work-life balance and enhanced overall wellness. Additionally, the study illuminates the adverse consequences of boundary permeability, wherein the boundaries between occupational and personal life become indistinct, negatively impacting both financial well-being and work-life equilibrium. Originality/value This paper contributes to the current corpus of research by investigating the intricate interplay between financial well-being, boundary permeability, and work-life equilibrium. The findings provide valuable perspective for individuals, employers, and policymakers to devise strategies aimed at promoting financial well-being and preserving work-life balance. By exploring the complex dynamics between these factors, the study contributes new insights to help interested parties establish measures conducive to enhanced wellness in both financial and work-life domains. Keywords Financial well-being, boundary blurring, work-life balance
50. Towards Understanding the Dynamics of Defence and Public Safety Personnel Families [Thematic session of multiple paper presentations]
Friday | 8:30 am-10:00 am | MB 3.435

Organizers: Heidi Cramm, Queens University; Marilyn Cox, Queens University; Deborah Norris, Mount Saint Vincent University;

Panelists:
  • Marilyn Cox, Queens University;
  • Heidi Cramm, Queens University;
  • Deborah Norris, Mount Saint Vincent University;
Discussant:
  • Heidi Cramm, Queens University;
51. Author Meets Reader: Misconceiving Merit: Paradoxes of Excellence and Devotion in Academic Science and Engineering [Author Meets Readers Session]
Friday | 8:30 am-10:00 am | MB 3.445

Organizer: Sarah Damaske, Pennsylvania State University (Penn State)
Presider: Sarah Damaske, Pennsylvania State University (Penn State)

Panelists:
  • Mary Blair-Loy, University of California, San Diego;
  • Erin Cech, University of Michigan.;
  • Ellen Ernst Kossek, Purdue University;
  • Kim de Laat, University of Waterloo;
  • Jaclyn Wong, University of South Carolina.;
52. Woman Worker in Emerging Economies: Comparing India Chile and Nigeria [Workshop]
Friday | 8:30 am-10:00 am | S2.115

Organizer: Shweta Singh, Loyola University, Chicago
Presider: Shweta Singh, Loyola University, Chicago
53. Coffee
Friday | 10:00 am-10:30 am | MB Atrium and MB Third Floor Lobby
54. Remote Work: The Good, The Bad, and The Ugly [Paper Session]
Friday | 10:30 am-12:00 pm | MB 2.210

Presider: Leah Ruppanner, University of Melbourne
  • Remote Work and Burn-Out: Gender and Parents Rates into COVID-19 Pandemic Recovery. .....Leah Ruppanner, University of Melbourne; and Brendan Churchill, University of Melbourne
  • For many employees, remote work is critical to reducing burn-out by allowing workers to better reconcile work and life demands. Yet, workplaces are increasingly weighing whether to scale back access to remote work into the pandemic recovery. It is within this context that this study makes a contribution through three central questions: (1) have workers recovered from the burn-out of the pandemic?; (2) does access to remote work moderate this relationship?; and (3) do these patterns vary by gender and parental status? We apply original survey data collected from a representative sample of Australian workers (n=1,050), a country that experienced prolonged exposure to remote work given it legislated some of the longest, hardest extended lockdowns. We find that access to remote work is associated with less burn-out for men, regardless of parental status. By contrast, only mothers without children reported less burn-out if they had access to remote work. Mothers, by contrast, report more burn-out associated with working remotely. Investigating types of remote work in greater detail, we find that access to remote work that allows employees to dictate when they work flexibly is negatively associated with burn-out for men and women workers alike, with no significant differences by parental status. By contrast, workers in organizations with set at-home work days and those that have workers always working from home reported no significant benefit in terms of burn-out. Our results indicate that worker-driven access to remote work is most beneficial to workers generally but not for mothers.
  • What Are the Individual-Level Consequences of Teleworking in a Post-COVID-19 Era?. .....Joelle van der Meer, Erasmus University Rotterdam; Laura den Dulk, Erasmus University Rotterdam; Samantha Metselaar, Erasmus University Rotterdam; and Brenda Vermeeren, Erasmus University Rotterdam
  • The COVID-19 pandemic has accelerated the utilization of teleworking, as many employees were required to work from home during the pandemic. Even in a post-COVID-19 era, teleworking remains at a relatively high level in many countries and sectors compared to before the pandemic (Eurofound, 2022). The literature presents conflicting findings concerning teleworking and its impact on individual-level outcomes (Kelliher & De Menezes, 2019). Despite the presumed advantages of flexibility, researchers have struggled to establish a clear connection between teleworking, job satisfaction, performance and other outcomes. Gajendran and Harrison (2007) developed a theoretical framework to study the effects of teleworking on individual-level outcomes, mediated by several psychological factors. However, the landscape of work arrangements has significantly shifted in a post-COVID-19 era. For instance, many employees gained experience in working from home, including those who were not allowed to telework previously. Consequently, it is relevant to study the individual-level consequences of teleworking in this new context. We use the model of Gajendran and Harrison (2007) as a starting point to study individual outcomes of teleworking in a post-COVID-19 era. Job satisfaction and performance are included as individual-level outcomes. We will investigate whether the relationship between the intensity of teleworking and these outcomes are mediated by (a) autonomy, (b) work-life balance satisfaction, (c) relationship with supervisor and (4) relationship with other co-workers. We focused on a public sector context and studied teleworking in a large Dutch municipality (N= 3439). Data was collected in October 2023.
  • Towards a Place and Choice Model of Hybrid Work. .....Scott Behson, Fairleigh Dickinson University
  • In the post-pandemic work world, the majority of large employers have settled on some form of hybrid work, with some days in-office and some days work-from-home. Most of the current academic literature and business press have focused on the pros and cons of in-person, hybrid, and remote work, as well as the differences in the number of in-person days that employers require. There is comparatively less work on the notion of choice within hybrid arrangements In this paper, I will explore the implications of the degree of choice within hybrid arrangements (days set by employer vs. choice) as well as who gets to make these decisions. For example, are individuals allowed to choose their in-office days, or do they need to decide with their supervisors? Do teams/departments decide together? Does the employer decide? Is there a combination of approaches? Using company examples and implications from the academic literature on choice and flexibility at the workplace, I will review the various arrangements and their pros and cons to develop a model of hybrid work that includes both the type of arrangement and the amount/style of choice. This model can inform future research and practice.
  • Everything Now, All the Time: The Connectivity Paradox and Gender Equality in the Legal Profession. .....Meraiah Foley, University of Sydney - Business School; Rae Cooper, University of Sydney - Business School; Ariadne Vromen, Australian National University; Talara Lee, University of Sydney - Business School; and Amy Tapsell, University of Sydney - Business School
  • Recent advances in information communications technology and digital connectivity have created a paradox, giving many workers greater freedom about where and when their work is performed, but raising expectations about their availability outside of working hours. This connectivity paradox has negative implications for gender equality in professions where long hours and presenteeism have limited the advancement of women. Using interviews and focus groups with 63 lawyers in Australia, this study examines how lawyers understand and navigate the connectivity paradox, and its implications for gender equitable workplaces. We find that women and men experience the emancipatory potential of digital connectivity, but the proliferation of digital technologies and pressure to be 'always on' are increasing both the volume and intensity of lawyers' work, raising the prospect that digital presenteeism may be replacing physical presenteeism. Digital connectivity thus presents a significant opportunity for, and potential risk to, workplace gender equality, adding weight to emergent policy debates about the need for a ‘right to disconnect’.
  • Stability and Change of Work-Related Connectivity Among Employees Before and After Mandatory Teleworking Periods – A Latent Growth Curve and Trajectory Approach Across a Two-Year Period.. .....Wendy Nilsen, OsloMet - Oslo Metropolitan University; Karoline Seglem, Work Research Institute, OsloMet - Norway; Nina M. Junker, Universitetet i Oslo; Daantje Derks, Erasmus University Rotterdam; Mari Ingelsrud Holm, Work Research Institute - OsloMet; Kristine Lescoeur, OsloMet - Oslo Metropolitan University; Tanja Nordberg, Work Research Institute - OsloMet; and Vilde Hoff Bernstrøm, OsloMet - Oslo Metropolitan University
  • Digital devices have lowered the threshold for being connected to work outside work hours. While studies show that work-related connectivity increase work-family conflict and burnout, few studies examine the stability and change of such patterns. On one side, work-related connectivity is related to situational aspects, e.g., amount of work/family demands/expectations, which is likely to change over time. However, constant checking and communicating digitally is also related to neuroticism, internet addiction and other individual traits and might thus be stable despite changing situational aspects. The study examines the stability and change in work-related connectivity outside work hours in Norwegian employees with and without parenhhood responsibility across four times during and after COVID-19. Data is used from employees (n≈1000) surveyed four times between February 2021 and August 2022. We conducted: 1) Latent trajectory analysis to examine which change profiles of work-related connectivity appeared;and 2) Latent growth curve analysis to examine increases or decreases in connectivity levels across time. Preliminary findings show that a four-profile solution fits the data best, with 1) High, 2) Moderately high; 3) Moderate low and 4) Low work-related connectivity. The profiles were stable and differed with regards to household income and segmentation preferences. The growth curve analyses showed a slightly decline across the period. Findings indicate that intensive work-related connectivity patterns are stable across time, even during and after the mandatory teleworking brought on by the pandemic. Further analyses will be conducted to examine differences between women and men with and without children.
55. Stigma, Discrimination, and Equity In Work and Family [Paper Session]
Friday | 10:30 am-12:00 pm | MB 2.265

Presider: Rachael Pettigrew, Mount Royal University
  • Advancing Gender Equity in the US Workplace: Lessons Learned from Exemplary Organizations. .....Christine Bataille, Ithaca College; Margaret Shackell, Ithaca College; and Rachel Ng, Ithaca College
  • In 2015, the United Nations committed to 17 Sustainable Development Goals. Three of these goals, #5 Gender Equality, #8 Decent Work and Economic Growth, and #10 Reduced Inequalities, target gender equity (GE). GE is the process of ensuring fairness through measures that dismantle the historical and social disadvantages that prevent women and men from operating on a level playing field (UNESCO, 2003). The US is behind other developed countries in providing programs and policies that advance GE. In fact, a 2019 report by UNICEF ranked the U.S. at the bottom of the “most family friendly” list of the world’s richest countries. To help U.S. employers make advancement towards GE, we selected 20 leading US-based organizations. These companies represent a range of industries and were identified through Target Gender Equity, gender equity rankings, and articles profiling organizations committed to advancing GE. To date, we have analyzed publicly available sustainability/GE reports for 15 of the 20 organizations and have interviewed representatives from five of them. Preliminary results indicate that mentoring/sponsorship programs for women, paid parental leave and workplace flexibility, setting GE targets, tracking progress, and sharing data with key decision makers all work to increase GE in these organizations. Our findings will inform the development of a survey that we plan to administer to a large set of US organizations to learn ways to close the gender gap and bring the US in line with other developed nations.
  • Everyday Life, Parenting and Family Relations in Poverty in Mature Welfare State. .....Mia Tammelin, University of Tampere; and Katri Viitasalo, University of Helsinki
  • Poverty and economic hardship in families with children are persistent across the Western world. In addition to insufficient financial resources, economic hardship and poverty are often coupled with income insecurity and unpredictability. This places significant pressure on parenting and the management of family life that at the societal level may cement inequality. In this study we argue that poverty is not only about the lack of resources and the experience of material deprivation but has to be understood as a lived experience in relation to others. This brings up experiences of disrespect, stigma, insecurity and deprivation of rights, but also innovative strategies. Using the data “Everyday Experiences of Poverty: Self-administered Writings 2019” (Turunen & Isola 2019, N=89) we analyse poverty as relational and lived experience. Particularly the study is interested on how family relations are represented, and how mothers’ and fathers’ describe parenting practices in the context of poverty, and the role of labour markets in creating instability. We use thematic content analysis. The preliminary findings suggest that family relations in the context of poverty are multifaceted. Parenting is shaped by strategies to ensure maintaining family routines and to minimize the detrimental impact of poverty on children, including for example unstable daily life amplified by unstable labour market and economic situation. Parents create strong community ties to maintain family life in the context of poverty, including for example sharing meals with others’.
  • Does Stigma-Based Work-Family Conflict Depend on the Type of Stigma?. .....Katina Sawyer, University of Arizona
  • Over a decade ago, researchers introduced a new form of work-family conflict into the literature - stigma-based work-family conflict - (Sawyer, Thoroughgood, & Ladge, 2012) - to complement the time-based, stress-based, and behavior-based work-family conflict subdimensions explored heavily in prior literature. Yet, since the development of the construct of stigma-based work-family conflict, the concept has only been explored in same-sex couples. In this presentation, I will present in-depth qualitative data gathered from 15 self-identified members of stigmatized families (with the exclusion of same-sex couples given they have already been studied), to expore if and how the concept of stigma-based work-family conflict applies to their working lives. Interviewees were members of mixed race or religious couples, couples in which one member was physically disabled or struggled with serious mental health challenges, couples in which one member was previously incarcarated, or couples in which one partner had a stigmatized illness. While interviewees reported that their stigmatized family identity increased perceptions of conflict with their work role, the data demonstrated that intersectionality also influenced this process. Further, our data also demonstrated that others' perceptions of controllability of the stigma changed how employees in stigmatized families experienced work-family conflict. Overall, this paper sheds light on understudied populations and their families, while highlighting unique mechanisms that explain why some families may face more stigma-based work-family conflict than others. This contributes to the literature by expanding the scope of the types of families that work-family researchers consider when exploring more mainstream themes and constructs to stigmatized working populations.
  • Reducing Barriers to Entry for Women Seeking Board Work. .....Rachael Pettigrew, Mount Royal University; and Chantel Cabaj, DirectHer Network
  • In Canada, since the implementation of board composition disclosure requirements in 2014, there has been an increase of women on boards. However, change in representation has been slow, with year-over-year increases of ~2.2% and almost 20% of disclosing organizations still have zero women on their boards. To better understand the talent pipeline and its potential blockages, we explored the current board experience, board aspirations, and perceived barriers (pipeline blockages) of women interested in board work. The findings from a SSHRC-funded research conducted in partnership with DirectHer Network, a Calgary-based non-profit that offering governance training. The data from a survey completed by 358 participants, followed by 4 focus groups of women and gender-diverse participants revealed distinct board pathways to board work for not-for-profit, government, and for-profit board work. The research highlights diverse viewpoints to capture the broad array of board experiences and illuminates the talent pipeline from the front end, where the board talent is grown and developed, rather than simply analyzing the output of that pipeline (i.e., the individuals currently sitting on corporate boards). The presentation will discuss perceived professional (e.g., lack of sponsorship, networks, and access to opportunities) and personal barriers (e.g., the need to prioritize paid work and care responsibilities). We conclude by making a number of practical recommendations to both individuals and boards to increase representation of women on boards.
56. Life Course Transitions: Aging and Retirement 1 [Paper Session]
Friday | 10:30 am-12:00 pm | MB 2.270

Presider: Janet Mantler, Carleton University
  • Post-Retirement Work, Life Satisfaction and Emotional Well-Being Among Older Adults in Israel. .....Alisa Lewin, University of Haifa; and Haya Stier, Tel Aviv University
  • Although retirement is often perceived as withdrawal from employment, retirement, in effect, takes many forms. Some workers depart completely from the work-force while others retain some form of employment, ranging from full-time work to full-time retirement. Moreover, post-retirement work has both financial and intrinsic incentives. People have financial incentives to work post-retirement, especially if they have not accumulated sufficient pension savings, and they respond to non-financial incentives as well because work provides opportunities for social engagement and other psychological benefits. This study examines motivations for post-retirement work and its effects on older adults' life satisfaction and emotional well-being. Using Social Survey data collected by Israel's Central Bureau of Statistics for the years 2017-2020, this study selected individuals post retirement age (62 + for women, 67 + for men), and investigated factors associated with post-retirement work and its effects on emotional well-being. The findings reveal gender differences, whereby economic needs motivate men to seek full-time employment, and good prospects in the labor market channel women toward full-time employment. Part-time employment is as good as full-time employment in contributing to men’s satisfaction and emotional well-being, whereas post-retirement work increases women's life satisfaction only if it is full-time, and has no effect on emotional well-being. This study has policy implications: Post-retirement part-time work may help promote healthy ageing and may facilitate the transition out of employment and into retirement. Recruiting older adults may diversify the workplace and perhaps contribute to older workers' life satisfaction and emotional well-being.
  • Grandparent Childcare by Gender and Generation. .....Lyn Craig, University of Melbourne; DongJu Lee, University of Melbourne; Myra Hamilton, University of Sydney; Elizabeth Adamson, University of New South Wales; and Virpi Timonen, University of Helsinki
  • Grandparents are an important source of childcare worldwide. This paper presents results from a mixed methods study, looking firstly at how cross-generational demographic characteristics factor into grandparent care provision considering the cultural assumptions and policy settings families live within, and secondly at the lived experiences of parent-grandparent dyads in negotiating work and care. Using the nationally representative Household Income and Labour Dynamics in Australia survey, we identify determinants of both the demand for, and supply of, grandparent childcare in Australia (4,266 grandparents, 9,822 parents). Quantitative results suggest that grandmothers and mothers, as much or more than fathers and mothers, balance their reciprocal participation in employment and childcare. Unlike in other countries, university-educated grandmothers are more likely to provide childcare and university-educated mothers are more likely to draw upon it. The qualitative interviews (n=45) reinforce that cross-generational care provision is primarily a negotiation between mothers and grandmothers, with a child’s mother and the mother’s mother tending to be most intensely involved, and that a major motivation for it was supporting mothers’ workforce participation. They provided detailed new insight into the complex organisation and inter-familial and cross-generational co-operation involved in managing and maintaining grandparent care relationships. From a policy perspective, the results suggest the caring labour of grandmothers is currently critical to the workforce participation of mothers. They point to inadequate public policy support for Australian working mothers to capitalize on their historically high educational attainment, and suggest that to compensate, grandmothers are stepping in as both ‘mother savers’ and ‘system savers’.
  • Care Provision Among Older Adults in Mexico: An Examination of Time Use Patterns and Subjective Wellbeing. .....Lia Acosta Rueda, University of Toronto
  • How much time do Mexican older adults spend looking after their grandchildren and how does it matter for their quality of life? In this paper, I focus on examining the role of unpaid care provided by older adults in Mexico, where little research has been conducted on a potentially vulnerable population. Using the most recent (2019) Mexican National Time Use Survey (ENUT), this research investigates the relationship between grandparent's provision of care and their subjective wellbeing (happiness and life satisfaction). Additionally, it explores how unpaid care provision is allocated based on three social locations – by gender and socioeconomic status – and two social contexts (rural versus urban). My results point to the importance of childcare care provision that goes beyond the nuclear family and formal institutional provision. The study’s findings contribute to the literature by promoting a better understanding of childcare arrangements within contexts characterized by limited institutional childcare support and strong normative preferences for family-based care.
  • Intergenerational Tensions of Gender, Work and Care in the Labour Market: A Critical Discourse Analysis of Grandparent Childcare in Australian Policy Dialogue. .....Elizabeth Adamson, University of New South Wales; Virpi Timonen, University of Helsinki; Myra Hamilton, University of Sydney; Alison Williams, University of Sydney - Business School; and Lyn Craig, University of Melbourne
  • The Australian government, along with many Western governments, have established new legislation and policy strategies to encourage and promote labour market participation, particularly for women, and also mature age workers. This means two generations of women – often mothers and grandmothers – face simultaneous pressures to increase their employment., However, it is unclear how grandparent childcare is considered and constructed in policy discourse on women’s labour market participation. Focusing on the Australian Government’s priorities on women’s economic security and gender equality, this paper examines the policy dialogue that emerged between 2012 and 2022, in the context of two shifts in federal politics – to a more conservative Coalition government in 2013, and to a more progressive Labor government in 2022. Australia uses public inquiries to generate community views and policy recommendations, which offers insight into public debate about particular policy issues. Drawing on stakeholder submissions (n = 75) to four public inquiries focused on women’s employment between 2012 and 2022, this paper interrogates how grandparents are positioned in the submissions as workers and carers. Informed by welfare regime theory and model ageing theory, the paper finds that grandmothers are portrayed in multiple competing ways by government and non-government stakeholders: as ‘mother savers’, ‘system savers’, ‘work/care jugglers’ and ‘untapped labour’. The findings offer insight into the attitudinal, cultural and policy context in which Australian parents and grandparents navigate intergenerational work and care arrangements and considers how policies can better support workers and carers across genders and generations, in both Australia and internationally.
  • Menopause at Work: Let's Talk. .....Janet Mantler, Carleton University; Anne Bowker, Carleton University; Emma Bider, Carleton University; and Sandra Ogbuagu, Carleton University
  • Menopause remains a taboo topic in the workplace despite perimenopausal women (ages 45 to 55) being the fastest growing demographic for labour force participation (Brewis et al., 2017). As part of a larger study of the menopausal transition in which we interviewed 60 Canadian women, we asked how menopause symptoms affected their work. Menopausal symptoms, such as disrupted sleep, loss of energy, heavy periods, intrusive vasomotor conditions, and brain fog, had varying and often unpredictable degrees of severity that affected their ability to concentrate and resulted in taking sick days for about half of our participants. Simple accommodations such as having desk fans or flexible work arrangements would have aided their ability to work successfully, yet few of our participants asked for accommodations. Participants did not discuss menopause with supervisors, particularly men, because they felt it would make these people uncomfortable as menopause is still viewed as a “women’s issue.” As one participant said, “it’s not always easy for women to ask for those …you don’t want to be a high maintenance person” (PB). Women in leadership were even more reluctant to say anything because “at a senior level, you know, you don't want to talk about your health issues” (ML). Demeaning jokes, particularly about vasomotor symptoms, indicate that stigma about menopause remains. Given that 50% of the workforce will experience this physical transition during their working years, more conversations need to take place, particularly with managers, to increase understanding and develop some straightforward accommodations.
57. Parenting and Family Dynamics [Paper Session]
Friday | 10:30 am-12:00 pm | MB 2.285

Presider: David Rothwell, Oregon State University
  • Testing the Indirect Effects of Work-Family Strain on Parenting Stress. .....Ines de Pierola, Oregon State University; Beth Phelps, Oregon State University; and David Rothwell, Oregon State University
  • Many families are working yet struggling to make ends meet. The Family Stress Model suggests that economic hardship places direct pressure on parenting (Masarik & Conger, 2017). We extend the FSM by asking: to what extent does work-family strain mediate the relationship between material hardship and parenting stress? Method  We used wave 5 data from the Future of Families and Child Wellbeing Study (FFCWS). Parenting stress (PS) was measured through a 0-4 scale based on role-strain and child’s perceptions. Material hardship (MH) was measured with five items (food, housing, utilities, medical, bills). Work-family strain was measured through three items (work schedule related family stress, difficulty at work dealing with childcare, and inflexible work schedule to handle family needs). Formal mediation analyses tested how much of the relationship between material hardship and parenting stress was accounted for by mother’s work-family strain. Results and Discussion Parenting stress was associated with statistically significant greater material hardship (1.93 for no MH, compared to 2.17 for those with extreme MH). Work-family strain significantly mediated the relationship with parenting stress (p < .001), explaining 20% of the variation. Findings suggests that workplace interventions and other policies reducing work stress may indirectly lower parenting stress, especially for working mothers with low to moderate levels of material hardship.
  • Couples’ Experiences of First-Time Grandparenthood: Grandchild-Related Bliss and Psychological Well-Being. .....Jasmin Dorry, RWTH Aachen University; and Bettina S. Wiese, RWTH Aachen University
  • Being a grandparent for the first time represents a new phase in the family life cycle. Grandparenthood can be an enriching role that provides the opportunity to support one’s adult children and to meet the need for generativity. Therefore, it can be assumed that it promotes a grandparent’s individual well-being. But what about grandparental couples’ well-being? Since grandparenthood is usually experienced individually and as a couple, this paper adopts a dyadic perspective to explore how it affects the psychological well-being of grandparent couples. We examine the longitudinal associations between grandmothers’ / grandfathers’ grandchild-related bliss with each other’s general and partnership-related well-being (Actor-Partner Interdependence Model, APIM). The survey takes place at two measurement time points (four weeks apart) to examine the direction of the effects. Preliminary APIM analyses (N = 78 couples) revealed significant positive actor effects for grandchild-related bliss at T1 on a positive attitude to life (an important facet of general well-being) and on relationship satisfaction for grandmothers and grandfathers at T2. Furthermore, we found a partner effect: Higher grandchild-related bliss, as reported by the grandfather at T1, predicted stronger positive relationship quality, as reported by the grandmother at T2. These are preliminary results as data collection will not be completed until 2024. Findings to date suggest that taking a longitudinal couple’s perspective is a fruitful new approach to learn more about how the transition to grandparenthood affects grandparents as individuals and partners in a committed relationship.
  • The Influence of Domestic Service Intervention on Parenting in Chinese Urban Families. .....Jiahui Hou, Kobe University
  • In recent years, there has been a noticeable surge in utilization of domestic services in China’s urban areas, challenging the traditional role of grandparents as primary caregivers. This study aims to investigate the implications of market-oriented domestic service interventions on parenting within Chinese urban households. The research employs a semi-structured interview as the research method. Participants included four mothers who employ domestic helpers. The interview is about if they used to ask grandparents caring for grandchildren, why they use domestic service, and how it changes the sharing of housework and childcare within the family before and after employment. Results revealed that (1) although the influence of gender role consciousness continues, women now prioritize motherhood over the role of a wife. The introduction of domestic services has notably shifted the caregiving focus from general housework to a more concentrated emphasis on childcare. (2) The use of domestic services has, to some extent, replaced grandparents’ support for nuclear families and avoided grandparents’ intervention in parenting.
  • Examining the Role of Modernization and Urbanization in Family Changes in India: Evidence from Panel Data Analyses. .....Tapas Dey, International Institute for Population Sciences (IIPS), Mumbai
  • Despite a dramatic change in family structures, the existing literature in the Indian context does not provide sufficient knowledge on mechanisms of family changes in the context of demographic transition coupled with modernization and urbanization. In the present study, we shed light on the question of whether the process of modernization and urbanization influences the breaking of Indian traditional family systems. The study uses the panel data (30 cross-sections*5 time points) generated using multiple data sources, mainly from the National Family Health Survey (NFHS), India Human Development Survey (IHDS), Economic Survey and Census of India for 1991-2021. Using the Panel data fixed-effects estimates, we find a positive and significant association between ‘nucleation of family structure’ and ‘modernization and urbanization’ in India. Societal modernization, such as a rise in literacy rate and structural changes in the economy, are positively associated with the nucleation of families. Along with the societal changes, urbanization insists the family nucleation as well. A unit increase in urbanization and modernization increases the proportion of nuclear families by 1.5 units and 0.15 units, respectively. India has been experiencing a slow but steady rise in rural-to-urban transition for decades. The country will continue to urbanize and modernize, thus eventually hinting at more nucleation of families in the forthcoming years.
58. Fatherhood in Transition: Adapting Paternal Roles and Responsibilities in a Changing World [Paper Session]
Friday | 10:30 am-12:00 pm | MB 2.430

Presider: Richard Petts, Ball State University
  • ‘I Am Different’: A Qualitative Analysis of Part-Time Working Fathers’ Constructions of Their Experiences. .....Eric Mercier, University of Adelaide; Amanda LeCouteur, University of Adelaide; and Paul Delfabbro, University of Adelaide
  • Although there has been an increasing interest in the notion of involved fatherhood, few studies have examined how fathers who work part-time and engage in child-rearing make sense of this experience. The present study explores how part-time working fathers positioned themselves in terms of their ‘at home’ and ‘at work’ identities. Thematic analysis was used to examine 30 interviewees’ accounts of their experiences. Three central themes were identified: (1) choosing to work part-time, (2) benefits of working part-time, and (3) contrasts with fathers as ‘breadwinners’. A common feature in all of these themes was interviewees’ flexible transition between traditional and non-traditional types of masculinity. The ways in which part-time working fathers positioned themselves as caring for children while maintaining attachment to more traditional types of masculinity are considered in terms of implications for theory and for fathers’ personal development. At a time where expectations of fathers engaged in child-rearing are increasing, the results of this study could be drawn on in the area of personal development to support men in forming new strategies around fathering practices.
  • Family Supportive Supervisor Behavior and Father Involvement in Parenting: The Role of Work Family Conflict as a Mediator.. .....Kartika Widiningtyas, A Better Balance; and Artiawati Artiawati, Surabaya University
  • Fathers' involvement has a positive impact on children's development, so the role of fathers in childcare is as important as the role of fathers as breadwinners. However, father involvement in childcare is still lower than mother, especially in Asia. Resources in the work environment are external factors that influence the level of father involvement in childcare. Work-family conflict in working fathers can lead to reduced father involvement. Supervisor support at work has the potential to reduce the emergence of family work conflict and thus increase father involvement. This study aims to examine and explain the relationship between supervisor support behavior towards family with father involvement through family work conflict. This study was conducted using quantitative methods with path anatlysis techniques and involved 188 respondents of fathers working in one of the state-owned banks in Malang, Indonesia. The sampling technique used purposive sampling. The results showed that family supportive supervisor behavior influenced father involvement through work family conflict (z=2.034; p=0.042) so that supervisor support for family life is needed for working fathers to reduce the potential for work family conflict to be more involved in childcare. Role models and supervisor initiative are needed to restructure work to facilitate employee effectiveness in balancing work and family life to increase father involvement. In addition, it was found that gender ideology has an association with father involvement.
  • Paternity Leave-Taking and U.S. Fathers’ Participation in Housework. .....Richard Petts, Ball State University; Daniel Carlson, University of Utah; and Chris Knoester, Ohio State University
  • Overarching Questions/Concerns: Paternity leave may promote greater gender equality in domestic labor. Though numerous studies show that paternity leave promotes greater father involvement in childcare, less is known about whether paternity leave-taking may facilitate father involvement in other forms of domestic labor such as housework. This study examines the extent to which paternity leave-taking and length of paternity leave are associated with U.S. fathers’ shares of, and time spent in, housework. Statement on Methods: We use repeated cross-sectional data on 1,654 different-gender partnered U.S. parents from the Study on Parents’ Divisions of Labor During COVID-19 (SPDLC), and consider both fathers’ relative shares of housework as well as how many hours per week fathers spend in housework. Important Findings: • Paternity leave-taking is positively associated with fathers’ shares of, and time spent in, housework tasks. • Longer paternity leaves are also associated with fathers performing greater shares of housework. • The associations between paternity leave-taking and fathers’ housework persist for all housework tasks other than grocery shopping. Implications for Research, Policy, and/or Practice: Overall, this study indicates that the benefits of paternity leave likely extend to fathers’ greater participation in housework, providing additional support for the belief that increased use of paternity leave may help to promote gender equality in domestic labor. As such, these findings provide additional evidence that expanding paid parental leave policies in the U.S. would be beneficial for families.
  • Caregiving Fathers Experiences Post Covid- “It’s a Little Bit of a Kick in the Face”. .....Jasmine Kelland, University of Plymouth; and Daniel Deahan, University of Plymouth
  • The Covid-19 pandemic disrupted traditional patterns of the management of work and caregiving (Andrew et al., 2020) and at that time UK fathers expressed intention to have greater involvement in caregiving after the pandemic (Fatherhood Institute,2022). Perhaps unsurprisingly, the post-covid work context is typified by changes in work patterns (Shirmohammadi et al., 2023) and increases in staff turnover (Cosgrove et al., 2023), however, little qualitative research has been undertaken to explore the experiences of caregiving fathers in this context. Thus, we undertook 27 in-depth semi-structured interviews with UK caregiving fathers in Summer 2023 to explore how they are managing work and care post-covid. We find caregiving fathers report an increase in flexible working and workplace visibility which has positively impacted upon their family life. However, they continue to experience less workplace support than mothers with levels of conditionality existing and support being dependent on line-managers' parental status and the organisational context. Our findings provide evidence for the continuation of elements of ‘fatherhood forfeits’ (Kelland,2022) and expand knowledge on ‘paternal supervisory gatekeeping’ (Hennekam et al, 2022). The provision of workplace flexibility was emphasised as a central retention factor, with many fathers leaving their employment if they did not receive the flexibility they needed, offering a potential explanation for ‘the great resignation’ (Cosgrove et al., 2023). We argue that despite a climate of increased support post-covid, parental gendered differentials remain, which impact upon labour retention, highlighting the ongoing need for organisational and policy action to support caregiving fathers in the workplace.
  • How Do We Measure Father Involvement? Methodological and Epistemological Issues in a Canadian Mixed Methods Study on Household Tasks and Responsibilities. .....Kim de Laat, University of Waterloo; and Andrea Doucet, Brock University
  • This paper compares fathers’ survey responses to questions about their involvement in childcare and housework, and couple interviews in which the same fathers reflect on their involvement at home. It is based on data from a Canadian qualitative study with diverse Canadian families (the Care/Work Portrait project) and the Canadian Familydemic survey, which is part of a six-country Familydemic comparative project. We highlight two key findings from a sample of twenty fathers from diverse socio-economic and ethnic backgrounds who participated in a national survey and a follow-up up interview with their partners. First, we find evidence of higher levels of agreement between fathers’ individual survey responses and couples’ interview responses on fathers’ involvement in care tasks: discrete interventions into childcare or housework that have a clear beginning, middle, and end, (for example, cooking a meal). Second, there is less agreement between our quantitative and qualitative data about fathers’ involvement in care responsibilities, which is the type of cognitive labour that involves noticing needs and managing, organizing, and planning different spheres of family life (for example, meal planning). We draw on two in-depth case studies to illustrate how and why, in surveys, fathers may overestimate their involvement in forms of care and household work that involve cognitive labour and varied temporal and spatial dimensions. Our mixed methods data provides methodological and epistemological insights into the importance of attending not only to what we measure, but also how, when we make assessments about gender equality in household divisions of labour.
59. Childbearing, Fertility, and Paid Leave [Paper Session]
Friday | 10:30 am-12:00 pm | MB 2.435

Presider: Senhu Wang, National University of Singapore
  • Kids, Books & Consumption: A Developing Economy Model. .....Indrajit Thakurata, Indian Institute of Management
  • This study estimates the implicit child-birth related expenditures that parents across income groups may be facing based on their empirically observed fertility rates. Employing a two-generation, multi-period model with endogenous fertility, income risk, borrowing as well as human capital investment constraints, the study numerically simulates intergenerational poverty traps as part of low income households’ optimizing behaviour. It explores the relative strengths of parental incomes, child-bearing related parental expenditures, and its transmission into cognitive ability of the child, in enhancing intergenerational mobility of human capital. Cognitively developed children increase parental human capital investments through reduction of fertility, assets and consumption. Policies like subsidised education, and wage certainty improve children’s human capital through lowering of births while educational access improves both quality & quantity of children. Financial access is the only policy instrument to start human capital investments at very low income levels. The study finds that policy induced trade-offs are substantial when family sizes are small.
  • Negotiating Work and Family Spheres: The Dyadic Effects of Flexible Work Arrangements on Fertility Among Dual-Earner Heterosexual Couples. .....Senhu Wang, National University of Singapore; and Jolene Tan, Australian National University
  • Abstract Making flexible work arrangements (FWAs) the default in workplaces has been suggested by academics and policymakers to promote a family-friendly workplace culture that is conducive for having and raising children. However, there is limited systematic research investigating how FWAs, as a long-term approach to negotiate work–family spheres, are related to fertility among dual-earner heterosexual couples. Drawing on the linked-lives perspective, this study aims to theorize the relationship between FWAs and fertility among couples and how it may vary depending on the interplay of both spouses’ work and family characteristics. We test our hypotheses using longitudinal couple-level dyadic data in the UK (2010–2022). The results show that while the availability of FWAs alone is not related to fertility, wives’ (rather than husbands’) actual use of FWAs is significantly associated with a higher probability of experiencing a first birth. Moreover, the effect of wives’ use of FWAs is particularly pronounced when both spouses work in professional and managerial occupations, and when husbands contribute a larger proportion of income and equal or more housework. This study reveals a gendered effect of FWAs on fertility across different work–family arrangements, which deepens our understanding of couple-level dynamics in the fertility process.
  • The Return to Work Crossroads: An Examination of New York State Mothers' Decision Making and the Impact of Paid Family Leave. .....Jillian Morley, Cornell University; and Elizabeth Day, University of Oregon
  • This paper explores the influence of New York State's Paid Family Leave (PFL) policy on mothers' decisions regarding their return to work after childbirth. This research builds on the established relationship between female labor market outcomes and Paid Family Leave policies by interrogating the nuances in mothers' decision-making processes surrounding the return to work across industries. The study utilized open-ended interviews with 15 participants, including 10 PFL users and 5 mothers that were unable to utilize the state’s PFL benefits. Respondents were recruited through purposive snowball sampling and inquiries to maternal online networks. Qualitative content analysis of interview transcripts reveal the interplay between maternal aspirations, workplace conditions, and policy provisions to bridge the gap between mothers' desire to work and their employment decisions. The findings call for holistic policy solutions that address diverse challenges, such as childcare issues and breastfeeding support, while elevating opportunities presented by hybrid work arrangements.
60. Artificial Intelligence and Intersectional Inequalities in the Labor Market [Thematic session of multiple paper presentations]
Friday | 10:30 am-12:00 pm | MB 2.445

Organizers: Nicole Denier, University of Alberta; Yang Hu, Lancaster University;
Presiders: Yang Hu, Lancaster University; Nicole Denier, University of Alberta;
  • Labor Market Trends Over Two Decades in Canada: An Intersectional Perspective. .....Alla Konnikov, Concordia University of Edmonton; and Karen D. Hughes, University of Alberta
  • Following a shift in migration policy that prioritizes skills and human capital, Canadian society has become increasingly diverse, with a growing proportion of first- and second-generation immigrants, many of whom are visible as ethnic and racial minorities. These transformations are shaping the labor market composition, with increased complexity, where some occupations and industries remain fairly homogeneous in terms of ethnicity, race, immigration status, and gender, while others are becoming far more heterogeneous. This uneven transformation results in more complex forms of inequality that converge along the lines of immigration, racialization, and gender. In the context of this growing complexity, studying labor market segregation using discrete approaches to sex and racial segregation is no longer fully capturing the complexity of the labor market landscape, thus necessitating an intersectional approach. This paper employs the intersectionality framework to illuminate the growing heterogeneity of labor market segregation, considering multiple factors such as gender, immigration, and visible minority status. Analyzing data from the Canadian Census (2001–2021), we map the changing demographic composition of the Canadian labor force, occupations, and industries over the past 20 years, documenting the growing intersectional complexity of the labor force, segregation patterns, and inequalities. This intersectional analysis offers a timely framework for understanding how growing digitalization and automation may converge with complex labor market inequalities to generate new, intersectional, and algorithmic forms of inequalities.
  • Between the Supply and Demand Sides: How Employers and Job Seekers Navigate Intersectional Inequalities In AI-Automated Hiring. .....Rujun (Ruth) Zhang, University of Alberta; Rebecca Deustch, University of Alberta; and Karen D. Hughes, University of Alberta
  • How do key actors on both sides of the hiring process – human resource (HR) professionals and job seekers – navigate intersectional inequality and artificial intelligence (AI) automated hiring tools? In this exploratory study, we bring together supply- and demand-side perspectives to aid our understanding of algorithmic hiring and intersectional inequality, drawing on empirical data from pilot interviews with HR professionals and potential job applicants. Our goal is to identify key factors and conceptual dimensions that shape demand- and supply-side understandings of intersectional algorithmic bias. Our methods involve semi-structured interviews with HR professionals (n = 4) and potential job applicants (n = 8). In our interviews with HR professionals, we examine hiring practices, EDI strategies, and how participants conceptualize the “ideal fit” of prospective candidates. In the interviews with job seekers, we look at the intentional impression-management techniques that participants use in order to present themselves as an “ideal fit” for the desired job post. Previous research has demonstrated that a variety of techniques including “resume whitening” have been employed by prospective job candidates to mitigate the negative perceived effects of their identity in job-seeking processes. Such techniques may take on new forms as the technological landscape continues to shift. Insights from our in-depth qualitative exploration provide new understandings of the knowledge and practices of people from both sides of the hiring process in “doing” and “undoing” intersectional inequalities in AI-automated hiring processes.
  • Algorithmic and Intersectional?: Evaluating Intersectional Inequalities in the Context of Digitalized Hiring. .....Nicole Denier, University of Alberta
  • Automated tools increasingly facilitate both the demand and supply sides of hiring, raising concerns about algorithmic biases and changing affordances for employers and job seekers alike. Automated systems have the potential to reproduce, amplify, or mitigate human biases evident within the organizational contexts in which they are implemented. Similarly, job seekers may use impression management strategies reflecting their understanding of relevant selection tools. Yet, most research on algorithmic bias and hiring focuses on how demand-side systems respond to discrete categories, not how intersectional diversity shapes both sides of the hiring process. This paper tests the existence of intersectional biases in evaluations of resumes and job postings using a vignette design. Our study asks individuals from different sides of the hiring process, such as HR professionals and employers, as well as job seekers and employees, to evaluate a random selection of jobs and resumes that differ in the presence of gender, ethnic/racial, and intersectional cues. Specifically, we ask about the suitability of individuals for the job, their potential for career advancement, commitment, and “fit” within the company. For respondents with hiring responsibility, we further ask about how AI could help them to select the top candidate from these resumes. Job seekers are additionally asked about how they would adjust resumes to increase the chances of securing these positions and how these adjustments respond to potential AI screening. Altogether, the experimental evidence provides insights into how diverse groups evaluate intersectional cues in hiring, and how AI screening tools shape hiring responses.
  • Inequality By Design: An Intersectional Lens Into Algorithm Design and Deployment in Hiring Processes. .....Yang Hu, Lancaster University
  • Labor market inequalities are often characterized by intersectional configurations involving mutually constituent and mutual-shaping relationships among multiple social categories such as gender, sexuality, race/ethnicity, and class. Theories of intersectionality have fertilized research on work and employment for over four decades. Nevertheless, while emerging research has examined the inequality implications of artificial intelligence (AI) in labor market processes such as hiring, performance assessment, and promotion, the notion of “intersectionality” is still a novelty in research on AI and algorithms in labor market applications. Against this backdrop, this paper provides a systematic interdisciplinary exploration of where and why intersectional inequalities may exist in the design of AI algorithms for labor market applications, and what potential mitigating strategies can be developed. The empirical analysis focuses on the case of hiring and specifically algorithms for screening job applications and assessing job interviews, drawing on three sources of data to capture the perspectives of multiple stakeholder groups: (1) technical reports and information on algorithm design; (2) interviews with staff in a globally leading firm developing AI algorithms for hiring purposes; and (3) interviews with individual job seekers on their experiences of encountering AI algorithms in job applications. The findings provide novel multi-stakeholder insights into AI algorithms and intersectional inequalities. It develops a conceptually informed and empirically validated roadmap for extending AI equality considerations through an intersectional lens and incorporating such intersectional concerns into the design and deployment of AI in hiring and labor market processes.

Panelists:
  • Alla Konnikov, Concordia University of Edmonton;
  • Karen D. Hughes, University of Alberta;
  • Rujun (Ruth) Zhang, University of Alberta;
  • Rebecca Deustch, University of Alberta;
  • Nicole Denier, University of Alberta;
  • Yang Hu, Lancaster University;
61. Work Hour Preferences and Problems [Paper Session]
Friday | 10:30 am-12:00 pm | MB 3.210

Presider: Sunjin Pak, California State University, Bakersfield
  • The Impact of Paid Time Off On Job Satisfaction and Resignations. .....Candice Vander Weerdt, Cleveland State University; LeaAnne DeRigne, Florida Atlantic University; and Patricia Stoddard-Dare, Cleveland State University
  • A representative sample of US adults born between 1980 and 1984 surveyed via the National Longitudinal Survey of Youth 1997 was used to examine the relationship between paid time off (combined sick days, vacation, and personal leave) and job satisfaction and resignations. While controlling for 17 demographic and employment-related variables, logistic regression and fixed effects modeling reveal over a 17-year period access to 6 to 10 paid time off days is related to significantly increased job satisfaction for male workers, while 11 or more paid time off days is needed to observe a statistically significant increase in job satisfaction for all workers and female employees. There is no relationship between paid time off and resignations for employees afforded a low (1-5) number of days off per year; however, there is a significant reduction in turnover for employees who are provided a moderate (6-10) number of days or a generous ( 11 or more) number of paid days off. When analyzed in separate logistic models for males and females, a similar pattern was revealed with both males and females experiencing a statistically significant reduction in turnover when given a moderate or generous number of paid time off days. This research suggests one factor that led to the Great Resignation, paid time off, is an enduring rather than fleeting business concern. Implications for family policy and business will be discussed.
  • What Part of Well Being Are We Not Getting? Associations of Underemployment and Involuntary vs. Voluntary Part Time With Health, Happiness and Work-Family Outcomes. .....Lonnie Golden, Penn State University - Abington College; and Jaeseung Kim, Sungkyungkwan University
  • Underemployment remains under-researched, not only as an indicator of labor underutilization, but as a threat to workers’ well-being and health. Our study explores how underemployment -- workers constrained by the labor market or their job to work part time (PT) but wishing to work more hours or to have a full-time (FT) job -- is associated with general health, emotional well-being, current happiness at work and job satisfaction. We use primary data collected in a two-wave panel in 2023 (N=1200, US) to establish both cross sectional and dynamic relationships between indicators of worker well being and three alternative measures of underemployment--working part time for involuntary reasons (IVPT); working PT and indicating a desire to work more weekly hours; and working PT but preferring a full time job. Wave I data find that, compared to full-time workers, IVPT workers showed lower self-rated health and higher frequency of emotional difficulties. PT workers who want more hours have more frequent emotional problems but not reduced health. PT workers who prefer a full-time job reported lower happiness at work, more emotional difficulty and more sick days, but not poorer health. In contrast, working PT for voluntary (VPT) reasons show consistently positive outcomes. Demographic and job characteristics amplify the reduced health status and job happiness: nonwhite and hourly-paid underemployed workers reported particularly lower life satisfaction and job happiness. Finally, fixed effects tests focus on the workers experiencing transitions into and out of the state of underemployment after 6 months, to cope with potential worker heterogeneity or endogeneity.
  • Here to Stay? Alternating Weekly Work Schedules and the Future of Work in Organisational Settings in Ghana. .....Kwaku Abrefa Busia, Lingnan University
  • Following the realities of public restrictions during the COVID-19 pandemic on one hand and inadequate workplace resources to accommodate all workers on the other hand, some Ghanaian organisations began to experiment an alternating weekly work schedule (AWWS). This novel flexible work arrangement allows employees to work for a particular weekday and then take a break from work for their personal life in the following weekday as their colleagues take charge of work responsibilities in a rotational manner. Drawing from in-depth interviews with 25 employees in public and private organizations, this qualitative study investigated the origins of this flexible work practice, individual and organisational benefits of the practice, as well as the challenges that comes with this alternating weekly work schedule. Preliminary research findings demonstrate that workers viewed the practice as beneficial in terms of greater work-life balance, reduced transportation cost to and from work, enhanced occupational commitment and improved work performance. For the organisations, this new work schedule arrangement was found to reduce organisational costs, enhance workplace well-being and facilitate organisational teambuilding.
  • No More Go-Getters? Empirical Evidence From Germany on Job Preferences. .....Lena Hipp, WZB - Social Science Research Center Berli; and Erin Kelly, MIT - Sloan School of Management
  • The work-life field has long included research on work orientations and job preferences, which have been tied to the gender wage gap and generational dynamics more recently. The idea of “compensating differentials”—where women and especially mothers trade off higher wages for more family-supportive conditions—is thought to explain gender wage gaps. However, the empirical evidence on job preferences is not clear and is arguably out of date. Millenials and GenZers are now commonly stereotyped as prioritizing work-life balance, as lazy quiet-quitters. The media has proclaimed the “end of ambition” (Time Magazine, October 2022) among cohorts born after the mid-1990s, but research on cohort differences is also inconclusive. In a survey of 4,203 respondents in Germany, respondents were asked to choose from two hypothetical jobs that varied in income (10% more than current or 5% less), opportunities for professional advancement (good or few), and working hours (“long hours are common and availability outside of regular work is expected” or “working hours are flexible and [other employees say] they do not work longer than contracted”). Most women and men would prefer jobs with flexible and predictable working hours, even with lower salaries and less advancement. Women express preferences for these types of jobs at even higher rates than men (p<0.05), with no significant differences between parents and nonparents within gender. The interest in the no-advancement, steady job was lowest for those in their 20s, suggesting that it is actually workers aged 30+ who are more interested in less intensive work.
  • Tipping the Scales: Identifying the Working Hour Thresholds Impacting Health and Gender Wage Disparities. .....Sunjin Pak, California State University, Bakersfield; Amit Kramer, University of Illinois, Urbana-Champaig; and Yun-Kyoung “Gail” Kim, Salisbury University
  • In this study, we delve into the intricate interplay of working hours and perceived health, and its subsequent influence on gender wage disparity, within South Korean context. Drawing from the Korean Labor and Income Panel Study (KLIPS) spanning 2013 to 2021, a causal link between working hours and perceived health is established. Employing cross-lagged and instrumental variable approaches, this study highlights the distinct health impacts of working hours on men and women, resulting in gender-specific wage differences. The 2018 policy amendment in South Korea, which lowered the maximum weekly working hours, served as an instrumental variable. Key findings reveal an inverted U-curve relationship between working hours and health, with discerned inflection points at 41.36 hours per week for men and 28.95 hours for women. Additionally, our analysis uncovers a bidirectional relationship between self-perceived health and earnings. Consequently, prolonged work durations have a more pronounced negative impact on women's health, which might contribute to wage discrepancies. In summary, South Korea's 2018 initiative to curtail weekly working hours might play a pivotal role in narrowing both the health and wage disparities between genders. As the workforce transitions towards schedules that prioritize individual health boundaries, it is plausible to anticipate a progression towards more balanced health and wage outcomes across genders in the South Korean professional environment.
62. Gender, Identity, and Career Progression [Paper Session]
Friday | 10:30 am-12:00 pm | MB 3.265

Presider: Jennifer Augustine, University of South Carolina
  • Gender Inequality in Parents' Experiences of Remote Work: A Photo-Documentary Study. .....Jennifer Augustine, University of South Carolina; Morgan Koziol, University of South Carolina; and Nicholas Hollis, University of South Carolina
  • The COVID-19 pandemic led to increased rates of remote work. This change in work is heralded as holding the promise of reducing parents’ work-family conflict and promoting gender equality. Yet, pre-pandemic research suggests that remote work promotes gender inequality; for example, because women who work-from-home tend to take on more caregiving, housework, and multitasking than men. At the same time, the extent to which these gendered processes remain true in the present context is unclear. Thus, this study investigates current gendered experiences of remote work. We do so by using a novel approach that blends photo-documentary methods and non-participant observation. Specifically, we take pictures and record field notes of 50 parents’ (25 mothers, 25 fathers) work-from-home spaces. We also collect basic survey data about parents’ employment status, demographic background, family composition, frequency of remote work, and interview data on what they like and dislike about their workspaces. Analyses of the visual data and textual analyses of the interview and observational data will highlight patterns with regards to mothers’ spaces and fathers’ spaces. Data collection is underway and planned for completion by February 2024. We expect that women will have less optimal and more improvised work-from-home spaces compared to men. Women’s work-from-home spaces will also include more intrusion from their home life (e.g., the presence of children’s toys) than men’s. These findings will contribute a novel visual representation of spatial and physical elements of remote work and the ways in which it continues to structure gender inequality.
  • The Impact of Partners’ Identity Comprehension on Workers’ Outcomes: The Role of Felt Understanding and Gender. .....Xing Liu, Wayne State University; Christina Hymer, University of Tennessee, Knoxville; and Sherry Thatcher, The University of Tennessee, Knoxville
  • Research examining the work-family interface indicates that work-family conflict contributes to negative individual outcomes, including reduced well-being and job performance. While valuable, this research has traditionally only accounted for the perspective of the worker. In this study, we examine the impact of a partner’s perceptions of a worker’s work-family interface on a focal worker’s work outcomes. Drawing upon identity theory, we anticipate that a partner’s identity comprehension (i.e., the extent to which a partner understands the importance of a focal worker’s work- and family-related identities) positively relates to a worker’s levels of job satisfaction, job engagement, and work-family balance satisfaction. That is, as a partner more correctly assesses the importance of a focal worker’s identities, they are better capable of providing resources to help a focal worker navigate work and family demands. We anticipate that these positive relationships are mediated by a focal worker's perception that their partner understands their work-family conflict. Drawing upon gender role theory, we anticipate that these relationships are strengthened when the focal worker is female given gender differences in role demands that may contribute to greater levels of work-family conflict among women. We test our model using a multi-source, multi-wave cross-lagged design on a sample of 158 couples from Prolific. We find that partners’ identity comprehension enhances focal workers’ job satisfaction, job engagement, and work-family balance satisfaction. However, felt understanding only mediates the relationship between identity comprehension and work-family balance satisfaction for female workers. Our paper carries implications for the identity and work-family literatures.
  • A New Dimension of the Motherhood Penalty: Perceptions of Future Childbearing Risk. .....Tania Hutt, Pontificia Universidad Catolica de Chile
  • While there is widespread evidence of the motherhood penalty in the U.S. labor market, it remains unclear whether future childbearing risk activates employers’ forward-looking concerns about job applicants. I draw from existing social-psychological research to theorize that future childbearing risk will be associated with forward-looking characteristics, such as future cost, risk, and growth potential. Using an original conjoint survey experiment that disentangles current motherhood status from future childbearing risk, I find that among childless women, future motherhood is penalized in perceptions of cost and risk while among current mothers, future additional childbearing is also penalized in perceptions of growth potential and competency. In addition, by examining how the penalty associated with current motherhood varies across low and high future childbearing risk, I find that when motherhood is signaled in isolation from future childbearing risk (i.e., mothers who are “done” with childbearing), mothers are penalized exclusively in perceptions associated with having current childcare responsibilities. In contrast, when current motherhood is combined with high future childbearing risk, the penalty is larger and impacts nearly all measures of cost, risk, growth potential, and reliability—being more closely aligned with the conventionally studied motherhood penalty. I also find some interesting variations of these penalties across racial and social class groups. I propose a theoretical framework that enables a deeper understanding of the motherhood penalty, showing how perceptions of future cost and risk of childbearing can affect childless women as well as exacerbate and expand the penalties already experienced by mothers of young children.
63. Perceptions and Measures of Work-Life Balance [Paper Session]
Friday | 10:30 am-12:00 pm | MB 3.270

Presider: Sara Bayes, Edith Cowan University
  • Methods, Measures, and Money: Re-Examining Parental Leave Policy Effects on Earnings. .....Brigid Cotter, University of Southern California
  • Parental leave schemes, along with other family policies, are intended to aid new parents in navigating care responsibilities and the increasingly difficult balance between work and family. However, the extent to which these policies help women and new parents is highly contentious. Work-family policy scholars have engaged in years-long, theoretically and empirically rich discourse that seeks to answer paradoxes in relationships between publicly funded family-friendly policies and indicators of women’s labor market outcomes, such as earnings. Scholars tend to disagree on the magnitude and extent to which parental leave policies affect labor market outcomes and career trajectories for parents. Often, this contention is oriented on what "good leave" is for parents, though scholars measure indicators in a variety of ways, creating an unstable benchmark for appropriate comparison across policy frameworks. This paper seeks to address these inconsistencies by examining and optimizing measurement techniques to standardize policy analysis among maternal, parental, and paternal leave schemes in 32 countries. This paper makes use of individual-level data from the LIS (Luxembourg Income Study) cross-national database and an original collection of leave policy indicators to assess measurement techniques' relationships to earnings differentials between mothers and non-mothers, furthering methodological approaches to assessing the connection between policy and labor market advancement.
  • Essential Features of Work-Life Balance: The Views of Australian Midwives. .....Sara Bayes, Edith Cowan University; Dianne Bloxsome, Edith Cowan University; Sadie Geraghty, University of Notre Dame Australia; and Kate Dawson, Australian Catholic University
  • Work-life balance, also known as work-life integration, fit, quality, effectiveness or work-family balance, has become an important contemporary issue, and awareness of the phenomenon has increased over the last decade. This has led to the Organisation for Economic Cooperation (OECD) reporting on the work-life balance of its member countries’ citizens every two to three years since 2011, to individuals wanting and expecting that their job will respect their spare time, and to employers implementing work–life balance policies as a potential retention strategy. Although it has been identified that work-life balance is a notable factor in why midwives stay in their role, what specifically is important to midwives for work-life balance has yet to be reported. The aims of this project were to explore what work-life balance means to midwives, and to determine this phenomenon's crucial features. A Delphi approach was employed for this study. Australian midwives in clinical practice formed the sample. Participants were asked to share their views about what work-life balance in midwifery meant to them via a series of open-ended question in an electronic survey. These data were distilled into statements about work-life balance in midwifery that the participants then ranked. Finally, the top ten statements from this round were ranked by participants in order of importance. The findings from this study provide previously unreported insights into what midwives want and need from their job, and will be of interest to employers of these health professionals at a time of unprecedented global attrition in this workforce.
  • Help Me Control My Life! How Social Support Can Foster Work-Life Balance Through Boundary Control.. .....Justine Blaise Richards, Université of du Québec à Montréal; Dana Bonnardel, Université of du Québec à Montréal; and Yanick Provost Savard, Université of du Québec à Montréal
  • Social support refers to psychological or material resources provided to an individual by others (Jolly et al., 2021). It is a crucial element for an individual’s well-being and it can be found in different life domains, (e.g., family). Receiving social support from either work, through colleagues or supervisors, or family members lowers work-family conflict (WFC) (Kossek E.E. et al., 2011), and enhances work-life balance (WLB; Jolly et al., 2021; Vaziri et al., 2022). Another variable that leads to WLB is boundary control, defined as the perception of control on different aspects of the transitions between work and life domains (Primecz et al., 2016). We posit that the relationship between support from colleagues, supervisors, and family members and WLB can be mediated by the perception of boundary control. Perceived boundary control, WLB, and social support were measured in a sample of 318 French-Canadian workers. Regression analysis show that social support (family: b = .28, p < .001; supervisors: b = .2, p < .001; colleagues: b = .26, p < .001) and boundary control (b = .55, p < .001) are positively related to WLB. Boundary control mediated the relationship between social support from supervisor (indirect effect = .1, CI [.03; .17]) and family members (indirect effect = .11, CI [.05; .18]), and WLB, but not when support came from colleagues (indirect effect = .06, CI [-.001;.13]). While family and supervisors can help control boundaries in an instrumental way, colleagues do not seem to have the power to do so.
  • From the Ideal Worker Norm to the Inclusive Worker: Measuring Norm Shifts Within Occupational Contexts. .....Jan Müller, University of Zurich; and Heejung Chung, University of Kent
  • Overarching questions Research shows that the ideal worker norm—the masculine-gendered expectation of unlimited work devotion—perpetuates class and gender inequality and negatively affects job satisfaction, turnover rates, and work–life balance. Occupational research typically measures this norm through the share of employees working full-time or long hours. Statement on methods We advocate for a more comprehensive approach by (1) extracting employers’ normative expectations from job adverts using machine learning, (2) integrating the masculine-centric nature of this norm, and (3) tracing the norm’s occupation-specific evolution. Further, we introduce the inclusive worker norm to juxtapose against the ideal worker norm. We demonstrate the inclusion of these diverse aspects at the occupational level, employing multilevel factor analyses to evaluate supply- and demand-side data for Switzerland, from 2002 to 2020. Important findings The validity of our indicators is supported by - factor analysis fit measures, - correlation with established indicators and part-time and gender pay gaps, and - association with preferences for part-time work as estimated by multilevel models. Implications for research, policy and/or practice By adopting this nuanced, occupation-specific, and historical lens, and leveraging job advert data, our research provides novel avenues to further analyze, understand, and address class and gender inequalities perpetuated or mitigated by (shifts in) the ideal worker and inclusive worker norms.
64. Employees Transition to Parenthood [Paper Session]
Friday | 10:30 am-12:00 pm | MB 3.430

Presider: Renge Jibu, Tokyo Institute of Technology
  • Promoting Male Maternity Leave in Japanese Organizations: Strong Gender Norm Can Be Broken?. .....Renge Jibu, Tokyo Institute of Technology
  • As is well known, the gender gap in Japan is very large. In 2023, according to the Gender Gap Index studied by the World Economic Forum, Japan was ranked 125th, the lowest among global north countries. That is because the lack of female leaders in the political and economic spheres, and second, the large gender gap in unpaid care work at home. In this presentation, I will discuss some employers’ and central government programs that encourage men to participate in child care as redistribution of unpaid care work is essential for gender equality. Various statistics show that the gap between men's and women's time for housework and childcare in Western countries is generally 1 to 2. In other words, mothers with preschool children spend approximately twice as much time as fathers on housework and childcare. In Japan, this gap is larger than in other countries, with mothers spending five times as much time as fathers on housework and childcare. This problem cannot be solved not only by public policy alone. Japanese government already offers the most generous male maternity leave system among developed countries (UNICEF, 2019). The problem lies in the culture rather than the system. In a society where strong gender norms prohibit people from exercising their rights, what measures are effective in promoting men's participation in the family? Several newest public policies and a case study of a large company with an interesting and socialistic human resource management strategy will be examined.
  • Accommodations for Lactating Workers: Combining Breastfeeding and Employment. .....Elizabeth A. Hoffmann, Purdue University
  • In countries without maternity or parental leave beyond 6-8 weeks, such as the United States, workplace accommodations for lactating workers are essential. Without breast milk expression accommodations, women employees must choose between breastfeeding their children and full employment. Recognizing that many health organizations recommend nursing for at least 12-24 months (Mohrbacher 2014, World-Health-Organization 2002), various laws have been passed to enable combining working and continued breastfeeding. Some organizations’ policies comply with the letter of the law, but do not ameliorate the struggles of lactating women employees, creating lactation accommodations that satisfy the law but are purely symbolic. Other organizations focus less on the law itself and, instead, reinterpret legal compliance through the lens of managerial goals, finding ways to comply that directly help what objectives management already supports, yet also creating possible solutions for their lactating workers. Other organizations went beyond policies that furthered managerial goals to create successful accommodations for lactating workers. Often, these organizations have individual human resource specialists and supervising managers with personal or close second-hand experience with expressing breast milk. These allies push for organizational policies to directly aid lactating workers’ efforts, usually before any law or policy is even in place. Other organizations with successful lactation accommodations have supervising managers who initially were only perfunctorily supportive, but eventually became staunch advocates. These managers shifted away from either the legal directive or the managerial objectives. Over time, these managers embraced health-related reasons for supporting the pro-lactation policies and becoming strong advocates for effective lactation-at-work accommodations.
  • Gender, Transition to Parenthood, and Workplace Authority in Urban China. .....Manlin Cai, University of British Columbia
  • Prior research has documented that parenthood typically leads to lower wages for women but higher wages for men. However, do motherhood penalty and fatherhood premium go beyond money and extend to other labor market outcomes? Drawing on six waves of nationally representative, longitudinal data from the China Family Panel Studies (2010–2020), the current study examines how transition to parenthood affects women’s and men’s workplace authority in urban China. Fixed-effects results show that parenthood significantly decreases women’s probability of holding supervisory authority at work. This motherhood penalty in authority is larger for women working in the private sector than those working in the state sector. By contrast, transition to fatherhood does not affect men’s probability of holding supervisory authority at work, regardless of the sector they work in. Overall, the findings reveal that parenthood widens the gender gap in workplace authority. Because access to authority positions is associated with more job benefits and greater control over organizational decisions, the differential effects of parenthood on workplace authority between men and women may well produce and perpetuate gender inequalities in other realms of work and family lives. Furthermore, the transition into parenthood exacerbates the glass ceiling that prevents capable women from reaching leadership at work, which could, in turn, incur a tremendous loss to organizations and society.
  • A Qualitative Exploration of How Fathers’ Wellbeing is Promoted Through Paternal Leave. .....Jessica Hobbs, Birkbeck College, University of London
  • Men’s mental health and wellbeing is a topical issue. Compelling evidence indicates that fathers’ mental health is more vulnerable during the perinatal period and paternal leave is often proposed as a possible solution to support new fathers. Many countries continue to expand their leave entitlements for new fathers with the aim of increasing paternal involvement at home and gender equality at work. This qualitative longitudinal study explores how a sample of British fathers representing a variety of leave structures and durations experience their own sense of wellbeing during their paternal leave journeys. Semi-structured interviews were conducted with 21 fathers at three timepoints: before, during and after their paternal leave. Fathers were invited to discuss specific aspects of their physical and psychological wellbeing at each timepoint. Framework Analysis was used to understand how each father’s wellbeing developed over time. Their experiences were then compared across the sample to identify patterns of how wellbeing was both challenged and promoted through their paternal leave journeys. Preliminary analysis illuminates that becoming a parent is not a single event that influences an individual’s wellbeing in isolation. Rather, this event is embedded within the individual’s broader life context. Fathers’ wellbeing during their paternal leave journey is experienced as a fluctuating balance of demands and resources across both the family and work domains. Dedicating a period of time to adapt to changes in their family life without the demands of work can therefore promote fathers’ wellbeing during this major life transition.
65. Early Career Network- INVITED SESSION: Navigating the Early Career Stage: Insights From the Early Career Network SIG [Thematic session of multiple paper presentations]
Friday | 10:30 am-12:00 pm | MB 3.435

Organizers: Mona Zanhour, California State University, Long Beach; Sabrina Speights, Wheaton College;
Presider: Mona Zanhour, California State University, Long Beach
66. Fostering Family Supportive Work Scheduling (Or Not): Links To Family & Work Outcomes [Thematic session of multiple paper presentations]
Friday | 10:30 am-12:00 pm | MB 3.445

Organizer: Ellen Ernst Kossek, Purdue University
Presider: Ellen Ernst Kossek, Purdue University
  • Exploring the Relationship Between Parental Work Schedules and Their Children’s School Attendance. .....Kess Ballentine, Wayne State University; Sarah Lenhoff, Wayne State University; Jeremy Singer, Michigan State University; and Aeyanna Yett, Wayne State University
  • Overall, the limited research connecting parental labor conditions and child outcomes suggests direct associations. The current study expands this literature by estimating associations between parental work schedules and a previously unstudied outcome: children’s school attendance. Regular school attendance is associated with student academic achievement while chronic absenteeism (missing >10% of enrolled days) is a growing problem associated with academic and socioemotional outcomes. We link data on work schedules from parent surveys (N=1,390) to their children’s administrative data sourced through Detroit Public Schools Community District. We used linear regression to examine the association between parental schedules and chronic absenteeism and attendance rate. We ran models for all, one-parent, and two-parent families. In the all-family model (reference: two-parents both standard), children in two-parent households where both parents worked a nonstandard shift were 20% more likely to be chronically absent while households with one nonstandard and one unemployed parent were 19% less likely to be chronically absent. Children in one-parent families with a nonstandard schedule attended an average of 8 fewer days of school. The one-parent model revealed null associations. The two-parent model showed that both parents working a nonstandard schedule was associated with significantly more chronic absence. Meanwhile, one standard schedule and one employed parent was associated with significantly less chronic absence. These findings add to our understanding of the distal impact of job inflexibility in the interconnected lives of working parents and their children. This research suggests a promising area for future investigation into how job quality may impact child outcomes.
  • Are Parental Nonstandard Work Schedules A Barrier to Their School Involvement?. .....Kess Ballentine, Wayne State University; and Alejandra Ros Pilarz, University of Wisconsin, Madison
  • Parents’ work schedules shape how families spend their time. Nonstandard and unpredictable schedules have been associated with worse child outcomes. Less is known about the impact of parental work schedules on parental school involvement, a predictor of child academic and socioemotional wellbeing. To address this gap, we estimate associations between mothers’ work schedules and parental school involvement. We use nationally-representative data from the Early Childhood Longitudinal Study, Kindergarten Cohort 2010-11. Our sample includes children whose mothers were employed in the fall of kindergarten (N=6,047). We use regression models with controls for child and family characteristics to estimate associations between mothers’ work schedules and school involvement, including attendance at school events, volunteering, and number of parents with whom they regularly communicate. Our work schedule measure captures regular daytime and nonstandard schedules (evening and night) as well as flexible variable and employer-set variable schedules. We also examine—but find limited evidence of—heterogeneity by maternal education, race, and family structure. We find that working a flexible variable schedule facilitates parental school involvement—including volunteering, attending school events, and communicating with other parents—relative to working a regular daytime schedule. Working a regular nonstandard schedule or employer-set variable schedule is not associated with school involvement, except that working a night schedule is associated with attending fewer school events. These findings highlight the importance of work schedule flexibility for parents’ ability to balance work and family demands and provide additional evidence of the potential harmful effects of night schedules for family wellbeing.
  • Leaders and Leaves: Validating and Evaluating a New Measure of Paid Family Supportive Supervisor Behaviors for Family and Sick Leave. .....Ellen Ernst Kossek, Purdue University; Katie Lawson, Ball State University; Leslie Hammer, Oregon Health & Science University; Todd Bodner, Portland State University; MacKenna Perry, Pacific Research and Evaluation; Jiayun Xu, Purdue University; and Shalene Allen, Portland State University
  • Despite its cruciality for working caregivers, paid family and sick leave policies are an underused organizational policy. We implemented a randomized controlled trial field experiment to test the effects of an organizational intervention designed to increase employee perceptions of supervisor-supportive family behaviors for leaves. In assessing intervention effectiveness, we developed and validated a new measure of supervisor support for family and sick leave. This measure extends previous research on family supportive supervisory behaviors (Hammer et al.,2009; 2013). Most previous FSSB research captures employee perceptions of a socially supportive work culture, but has been less focused on supervisory support for a specific family policy. We focus this presentation on the development of the new scale, which was based on a review of the family and sick leaves literature, interviews with HRM benefits experts, and longitudinal data collection from 694 employees to validate the measure. Results of multilevel confirmatory factor analyses found six subscales: listening and giving emotional support, role modeling, educating and increasing access, dual agenda, psychological safety for taking leave, and respecting time off. The second-order factor loadings supported the use of a total score, the items were internally consistent (Cronbach’s alpha = .95 and .96),. with evidence of convergent validity with general FSSB: r = .86, .81). Multi-level regression analyses showed evidence of incremental validity: the new leaves scale predicted WFC and FWC and job satisfaction, even when controlling for general FSSB. Findings indicate the need for a new measure and benefits of increasing supervisor support for paid leaves.
  • Examining the Link Between Parental Leave Support and Work Outcomes: Data Insights From the Parental Leave Transition Assessment (PLTA)™. .....Amy Pytlovany, Center for Parental Leave; and Amy Beacom, Center for Parental Leave Leadership
  • The parental leave transition (preparing for, during, returning from) is a pivotal life event characterized by dynamic challenges and adjustments with far-reaching implications for employees, organizations, and communities. The current research is based on data from the Parental Leave Transition Assessment (PLTA)™: a comprehensive self-assessment tool designed to examine six key areas that shape the parental leave experience. It currently includes data from 134 parents collected in 2022, with data collection ongoing. Our research emphasizes the pivotal role of organizational support systems in the parental leave experience, with particular focus on Parental Leave Work Culture (PLWC) and Manager Experience with Leave. Non-supportive PLWC relates to employees feeling rushed before leave, perinatal mental health concerns, and predicts missed opportunities for promotions, training, and return-to-work intentions. Additionally, when managers lack leave-taking experience, employees report negative experiences such as reduced co-worker support, increased negative comments, and missed development opportunities. Interestingly, supervisors in our sample displayed greater knowledge of parental leave information and resources (than non-supervisors), indicating their key role in parental leave communications. Those with experience are likely better equipped to convey this knowledge and support, while supervisors lacking experience may inadvertently create less supportive environments. These findings strongly advocate for the implementation of comprehensive support systems and training programs, particularly focusing on supervisors lacking leave experience. Such measures aim to guarantee that parental leave becomes a positive and healthy experience for both employees and organizations, thereby serving as a critical strategy to mitigate risks, including turnover and potential litigation.
  • The Role of Organisational Support Policies and Leave Entitlements In Mediating the Relationship Between Religion, Breastfeeding and Employment in Qatar. .....Sara Masoud, Qatar University; Patrizia Kokot-Blamey, Queen Mary University of London; Grace James, University of Reading; and Evelyn Fenton, University of Reading
  • There is consistent evidence of the long- and short-term health as well as wider benefits of breastfeeding for both mother and child (Wiciński et al., 2020) following birth and beyond the first year of a child’s life. This makes it a key concern for policy makers and those working in public health. Returning to employment is a primary reason for breastfeeding cessation among new mothers (Al-Katufi et al., 2020). This empirical research shares insights from interview data with fifty employed Qatari mothers with a focus on understanding the role of organisational support policies in supporting breastfeeding mothers within a context that offers only minimal leave entitlements (50 and 60 days leave in private and public sector respectively) on the one hand, yet culturally emphasises the importance of breastfeeding one’s child for at least two years, in accordance with Qur’anic instructions, on the other hand. The findings unpick the dilemmas the women face upon return to work and the role of organisational support polices to either help or complicate meeting the juxtaposed expectations and norms related to what constitutes an ‘ideal worker’ (Acker, 2006; Lee, 2018) and what constitutes a ‘good Muslim mother’. Theoretically, this work is framed O’Reilly’s (2016) matricentric feminism as well as a return to Hays' (1996) original notion of intensive mothering as a cultural paradox, where women are expected to be both full-time workers and yet available mothers, but examined within a new context.
Discussant:
  • Susan Lambert, University of Chicago;
67. Investing in the Aspirations of Lower-Income Families in Urban Singapore [Workshop]
Friday | 10:30 am-12:00 pm | S2.115

Organizer: Adriana Rasip, Empowered Families Initiative

Panelist:
  • Adriana Rasip, Empowered Families Initiative
Discussant:
  • Adriana Rasip, Empowered Families Initiative;
68. Lunch
Friday | 12:00 pm-1:15 pm | MB9
Lunch is sponsored by the Vanier Institute of the Family. Please join conference participants for lunch and conversation. Lunch boxes (free) will be distributed in MB9. Specific lunch boxes, designated by name, have been set aside for those who have identified special dietary needs in advance of the conference. A variety of options are available for all other participants. Organizers request that after obtaining your lunch, you find a comfortable space to eat and converse with friends and new acquaintances. All of the conference-designated rooms are open for use and you can also seek out nearby parks and benches. Kindly dispose of lunch materials appropriately so that rooms are in good order for the afternoon sessions. Note that organizers tried their best to estimate the number of lunches needed by providing surveys to gauge intents to join lunches and special dietary needs in advance of the conference. In the event that demand exceeds inventory, there are many eating establishments located within the blocks surrounding Concordia University.
69. Big Ideas Talks [Plenary]
Friday | 1:30 pm-2:30 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
70. Awards Ceremony
Friday | 2:30 pm-3:00 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
71. Coffee and Poster Session 2
Friday | 3:15 pm-4:00 pm | MB9
  • Unrequited Love? An Intimate Partnership Perspective on The Impact Of Humans on Companion Dogs. .....Tina Sharifi, York University; and Souha Ezzedeen, York University
  • Decades of research have led humans to realize the profound psychological, biological, and social improvements derived through canine companionship. Nonetheless, the implications of this critical relationship remain largely one-sided, and little is understood about how humans impact the physical, mental and well-being outcomes of their dogs. While research demonstrates that dogs are attuned to human’s emotional states and can form complex attachments to their human companions, the literature lacks a comprehensive examination of these outcomes. This presents a critical paucity in literature given the importance of this long-standing and powerful dynamic. Therefore, in this presentation, we ask—how and what are the implications of humans on their canine companions? As research demonstrates, tens of thousands of years of domestication and socialization have recognized dogs as notable fixtures within human households, shaping how humans live and work. In consideration of the niche role that dogs play within the life course of humans, it is important to extend a critical lens that centers dogs within this understanding. Furthermore, as canine companionship grows increasingly prevalent within households, influencing our futures both at home and work, we must make meaningful attempts to understand their experiences as well as our own.
  • Lessons Learned From the Experiences of Parents With Young Children During the First Year of the Pandemic. .....Ketaki Uma Krishnan, Barnard College - Center for Toddler Development; Sophie Smyke, Barnard College - Center for Toddler Development; Bina Aaronson, Barnard College; Laurel Rosenbaum, Barnard College; Violet Eve Hott, Barnard College; Eleanor Grace Hansen, Barnard College; and Tovah Klein, Barnard College - Center for Toddler Development
  • The sudden pandemic upheaval forced unexpected changes and adaptations for families. Our study aims to provide detailed description of experiences of parents with young children (under eight) during the first year of the pandemic, to understand changes in work-life and adaptations. This group had unique needs given the overlap of work and childcare. The study involved 109 parents (N=67 mothers; 42 fathers) nationally interviewed March-August 2021, allowing us to explore shifts in work and family life as they took place. Semi-structured Zoom interviews were recorded and verbatim transcripts used for identifying emergent themes including shifts, challenges and accommodations. Blurring of work-home life boundaries was prominent. Parents discussed an increasing lack of separation between work-home; pressures to manage demands of both spheres simultaneously with no boundaries. Parents felt inadequate and guilt-ridden over what they could not do well and stress of the overlapping and competing demands; “...it just feels like you're not able to give 100% … to any one thing because you're juggling so many things ...” “It’s easy to feel that isolation, and feel like you're a failure at everything” Parents spoke of space alterations and changing expectations for self and family as they brought work into previously family-only spaces. Setting boundaries, new communications with partners and subsequent shifts in priorities were discussed as well as a range of complicated feelings. The shifts in work and child-rearing for families with young children point to ongoing needs, including for greater support, childcare, work flexibility and help establishing reasonable work-life boundaries.
  • Impact of Maternal Employee Union Membership on Child Diet Quality in Participants of the National Longitudinal Surveys of Youth. .....Kristen Davis, Syracuse University; Kamala Ramadoss, Syracuse University; Ying Xu, Syracuse University; and Sarah Marshall, Syracuse University
  • Given the concurrent trends of increasing maternal employment and increasing childhood obesity in the US, much research has been devoted to understanding the associations between these two factors. Research on maternal employment and health related behaviors in children has found an overall negative impact of either full- or part-time employment of mothers on the diet quality in children. This study aims to address current gaps in research around more specific characteristics of maternal employment (such as job demand and union membership) and how those characteristics might impact child diet quality. Utilizing data from the National Longitudinal Survey of Youth gathered by the U.S. Bureau of Labor Statistics, a longitudinal sample of 310 employed mothers and their children was gathered from the 2014, 2016, 2018 and 2020 waves. A moderation analysis was conducted to examine the potential moderating effect of union membership/coverage on maternal job demand and the impact on child diet quality across the four waves of data. Results of the moderation analysis showed a positive association between maternal union membership/coverage and child diet quality in 2014, t=2.52, p=.01. The association between mothers’ job demand and child diet quality was not statistically significant. There was no significant moderating effect found between maternal union membership/coverage and job demand on child diet quality. Furthermore, child diet quality in 2014 was significantly correlated with diet quality in 2016, 2018 and 2020. This study makes a significant contribution in understanding the mechanisms through which maternal employment may influence child diet.
  • Work and Psychological Recovery Experiences of Second-Generation Asian American and Pacific Islander Workers. .....Laura Yang, Portland State University; Tori Crain, Portland State University; and Christine Beceril, Portland State University
  • Individuals of Asian, Asian American, and Pacific Islander (AAPI) descent comprise approximately 6.7% of the general population (United States Census Bureau, 2022). As one of the fastest growing minority groups, they are projected to reach nearly 15% of the population by 2065, with 38% being foreign-born – surpassing all other racial minority groups (e.g., Lee & Zhou, 2017). Despite rapid growth of this population within the U.S. workforce, research on AAPI workers’ work-nonwork experiences has been limited. One key unexplored area is related to how AAPI workers engage in recovery after work, given their cultural differences and racialized experiences. Drawing on literature examining psychological recovery from work (i.e., restorative process of unwinding outside of work following the experience of workplace stressors; Sonnentag et al., 2017), the current study explores how AAPI workers in the U.S. think about their nonwork time, recover from workplace stress, and view culture as playing a role in how and when they take time off work. This investigation is critical and novel, as research examining recovery from work have almost exclusively investigated this phenomenon with homogenous White samples, and primarily from Europe. The current study uses a qualitative approach (i.e., one-hour interviews with AAPI participants). As data collection is underway, with 18 out of 30 interviews completed (or until saturation is reached), possible themes are likely to capture how AAPI workers spend their time off from work, their beliefs and emotions toward engaging in recovery practices, and tensions between their Asian and American values regarding work.
  • HRM in Times of the COVID-19 Pandemic Crisis: Exploring the Effect of EAPs on Employee Job Satisfaction and Turnover Intention. .....Tsung-Ming Chen, National University of Tainan; and Chiung-Wen Tsao, National University of Tainan
  • People around the world began to face a spreading disease called COVID-19 in early 2020, and the severity of this pandemic made the WHO to declare it as PHEIC (Public Health Emergency of International Concern) . The legal requirements for pandemic control have challenged how employers make decisions to achieve a balance between comply with national policies and business activities. Once the decisions are made to rearrange the work schedule, locations, and processes, it is unavoidable to cause multi-faceted impacts on employees. The employees might have different responses adapting the work rearrangement which may violate their willingness and expectations toward work, which in turn, impact their job satisfaction and intention to leave. To retain and improve employees' job satisfaction, the deployment of the employee assistance programs (EAPs) can be a promised solution, as prior studies found that utilizing EAPs enhanced employee outcomes, specifically improving levels of presenteeism, mental health, and functioning. This study adopts a two-stage approach to collect data, in the first stage, we survey companies on what kind of pandemic control-oriented HR practices and EAPs were deployed in workplaces. In the second stage, in-depth interview was used to understand employees’ perceptions toward those pandemic control-oriented HR practices, and the role of EAPs on HRM in times of the COVID-19 pandemic crisis and employee job satisfaction and turnover intention relationships. The results of this study will help policy makers and employers determine the implementation of pandemic control-oriented HRM practices and the adoption of EAPs.
  • The Effect of Role Stressors on Work-Family Conflict via Burnout: A Meta-Analysis and Daily Dairy Study. .....Gargi Sawhney, Auburn University; and Mallory McCord, Old Dominion University
  • Despite ample empirical evidence that suggests a positive relationship between role stressors (i.e., role overload, role ambiguity, and role conflict) and work-family conflict (WFC), no empirical reviews have examined whether burnout is a mechanism through which role stressors are related to WFC. Additionally, although existing meta-analyses in this area have included studies that utilize between-person designs, research has yet to assess whether these findings generalize to research that utilizes within-person designs. The present study addresses two main questions: a) does burnout mediate the relationship between role stressors and WFC? And if so, b) do these findings replicate across two different methodologies? Drawing on the work-home resources model (ten Brummelhuis & Bakker, 2012), we argue that role stressors can deplete existing resources, resulting in burnout. Furthermore, high levels of burnout impedes individuals from partaking in family activities and responsibilities (Kattenbach et al., 2010), resulting in higher WFC. Study 1 used meta-analytic structural equation modeling (Viswesvaran & Ones, 1995) to explore burnout as a mechanism of the role stressors - WFC relationship. In Study 2, we employed a daily diary design with a sample of 164 employees across two consecutive work weeks (i.e., 10 days) to test the same hypotheses. The results of Study 1 revealed that burnout mediated the role stressor - WFC relationship for all three stressors. While role overload and role ambiguity predicted WFC via burnout in Study 2, burnout did not mediate the role conflict - WFC relationship. Our findings have implications for both theory and practice.
  • Is This Mutual?: Partner Emotional Support, Emotional Exhaustion, and Professional Efficacy. .....Rebecca Cole, University of Georgia; and Malissa Clark, University of Georgia
  • The theory of work-family enrichment (Greenhaus & Powell, 2006) posits that one’s experiences in one role (for example, psychological resources gained at home) can inform their experience and performance in a second role (for example, performance in one’s work). One such psychological resource is a strong and supportive relationship with one’s romantic partner. Research from the close relationships literature indicates such relationships a strengthened through receiving emotional support provided one’s partner (Reis & Shiver, 1988). While researchers have investigated the role of one’s partner support in buffering job burnout (e.g. Halbesleben, 2006), relatively few studies have investigated the relationship between the congruence of giving and receiving emotional support on burnout. Doing so is important because perceived emotional support received by one’s partner can influence burnout (e.g. Booth-LeDoux et al., 2020) and reciprocity is a determinant of such relationship quality (Thibaut & Kelley, 1959). Further, much of the work thus far has included primarily or exclusively heterosexual couples, which may influence results given gender roles that dictate women perform as emotional caretakers (Eagly, 1987). Given the growing population of same-sex couples, it is important to have research that reflects to the experiences of these families. The current investigation seeks to remedy these issues by examining 170 individuals in same sex-relationships. We utilized polynomial regression and response surface models to investigate the relationship between giving and receiving emotional support on two forms of burnout: emotional exhaustion and decreased professional efficacy.
  • How Telepressure Affects Life Satisfaction and Work Detachment: The Moderating Role of Workaholism. .....Laurel Guffey, University of Georgia; Skylar Oney, University of Georgia; and Malissa Clark, University of Georgia
  • Technological advancements enable organizations to constantly reach employees, which may make employees feel obligated to remain available after-hours. Prior research shows that workplace telepressure is positively related to negative outcomes like cognitive burnout (Barber et al., 2015), emotional exhaustion (Cheung et al., 2021), and negatively related to psychological detachment (Barber et al., 2015; Gillet et al., 2023). To expand upon this work and understanding of this phenomenon in an increasingly connected work culture, we explored the relationships of workplace telepressure on detachment from work and life satisfaction, and examined workaholism as a moderator. The moderating role of workaholism is grounded in boundary theory, which posits that people place boundaries between different life domains (Ashforth et al., 2000), wherein individuals vary in their boundary preferences. We propose that individuals higher in workaholism are likely to blur boundaries between domains, therefore the negative relationship between telepressure and life satisfaction (H1a) would be weaker since they would not perceive work imposing on their non-work life (H1b). Further, the negative relationship between telepressure and psychological detachment (H2a) is likely stronger for individuals higher in workaholism (H2b), as they are inclined to think about work after-hours (i.e., blurrier boundaries). Hypotheses 1a (b = .12, p = .302) and 1b (b = .19, p = .261) were not supported. Hypothesis 2a also lacked support (b = .12, p = .110). However, Hypothesis 2b was supported (b = -.30, p = .006), such that the negative relationship was stronger for those higher (b = -.07, p = .493) versus lower (b = .30, p = .001) in workaholism.
  • Evaluating the Uptake of CSA B701:17 (R2021) Carer-Inclusive and Accommodating Organizations Standard. .....Brooke Chmiel, McMaster University
  • The CSA B701:17 Carer-inclusive and Accommodating Organizations Standard and accompanying Implementation Guide B701HB-18 Helping Worker-carers in your organization was published in 2017 via a partnership between McMaster University and the Canadian Standards Association (CSA) (Williams et al., 2018). In Canada, 67% of unpaid carers are simultaneously employed (Figure 2); this equals over 5.2 million carer-employees (Magnaye et al., 2023). Although previous intervention research with Canadian workplaces has highlighted the significant health and economic benefits of carer-friendly workplaces (Ding et al., 2020; Ding et al., 2021; Ding et al., 2022), limited uptake of the CSA B701-17 Standard and Guide has occurred. The present study aims to determine the uptake of the CSA B701:17 Carer-Inclusive and Accommodating Organizations Standard and Guide across workplaces in Canada. The objective of the present study is to assess the extent of implementation. The present study uses a mixed-methods approach, beginning with a quantitative survey distributed to all workplaces who have either downloaded the Standard or Guide. A follow-up will be conducted to ensure our response rate is above 50%. This will be followed by a sub-sample (n=30) of qualitative interviews to be conducted virtually. Each interview is anticipated to be approximately 30-45 minutes. Interview data will be transcribed verbatim and analyzed using thematic analysis. Results will provide insight into the degree to which participating workplaces have implemented the Standard or Guide as well as identification of barriers. This will inform next steps specific to the continued knowledge mobilization (KMb) of the Standard and Guide.
  • Beyond Just Work and Family: Uncovering Profiles of Multiple Role Involvement. .....Molly Schoffel, University of South Florida; and Tammy Allen, University of South Florida
  • Individuals occupy multiple roles throughout the course of their lives, both work-related (e.g., employee), and nonwork-related (e.g., parent, community member). These roles do not exist independently of each other, but rather interact to contribute to individual’s identity. Most research to date has taken a variable-centered approach to understanding multiple role involvement. The present study takes a person-centered approach to examine patterns of role involvement across the roles of worker, community member, parent, and partner. Using the second wave of the Midlife in the United States (MIDUS) dataset, we identify four role involvement profiles through latent profile analysis, labelled high involvement (72.41%), work before community (17.14%), family first (8.21%), and work before children (2.24%). Covariate analyses indicated while the family first profile experienced significantly lower job control and higher job stress than other profiles, the high involvement profile tended to experience significantly greater psychological well-being and life satisfaction than other profiles. Supplemental analyses revealed older adults were more likely to belong to the work before children profile and less likely to belong to the family first profile than other profiles; additionally, individuals with more co-residing children were more likely to belong to the family first profile and less likely to belong to the work before children profile. Our findings have notable implications for studying how and when roles co-occur in individuals and strengthen the literature on multiple role engagement by demonstrating how patterns of role involvement may enhance role-specific and role-nonspecific outcomes.
  • Verification of the Relationship Between Well-Being and Promotion Aspirations of Female Employees - An Analysis Using an International Comparative Survey of 18 Countries -. .....Eriko Teramura, Meikai University
  • This study aims to examine the relationship between the well-being and promotion aspirations of women using microdata collected from men and women in 18 countries across Asia and Western regions. The data used for this analysis come from the Global Employment Reality and Growth Awareness Survey conducted by Persol Comprehensive Research Institute, a Japanese talent introduction company, in 2022. The survey targeted men and women aged 20-69, employed individuals who had lived in the respective countries for three years or more, with 1,000 samples (500 men and 500 women) in each country. The study covered 13 major cities in the APAC region, along with 5 additional countries, totaling 18 countries. The dependent variables in focus are well-being and promotion aspirations, and a Bivariate Probit Model (Greene, 2003), a simultaneous determination model for both variables, was employed. In the verification process, factors such as individual attributes, organizational culture, and variables related to superiors were considered. The analysis results revealed that various factors related to organizational culture, relationships with superiors, and the current state of work had a positive effect on both well-being and promotion aspirations in the Philippines, Indonesia, Hong Kong, Vietnam, Thailand, the United Kingdom, Australia, the United States, and Sweden. On the other hand, China, France, Taiwan, Germany, South Korea, Japan, and Malaysia were identified as countries where there is a positive effect on well-being but not on promotion aspirations. For India and Singapore, the results indicated that only the relationship with superiors was not associated with promotion aspirations. The findings suggest heterogeneity in the relationship between organizational culture, superior management, and the well-being and promotion aspirations of female employees across different countries.
  • Balancing Acts: Navigating the Dual Journey of Work and Caregiving. .....Lona Choi-Allum, AARP
  • A number of older workers experienced a disruption in the workplace in the past five years and caregivers were no exception. A reduction in hours was the most commonly cited reason, primarily due to the COVID-19 pandemic. In a study among 2,000 workers ages 40 and older, results showed that the main driver for working among caregivers was to support other family members, followed by health care coverage, and being eligible for retirement benefits. In fact, caregivers were more likely than non-caregivers to say that the ability to work from home sometimes and paid time off are requirements before accepting a job. Not surprising given that over two in three (68%) working caregivers experienced a number of challenges while caring for an adult family member, including having to work remotely, changing or reducing their hours, maxing out their sick and/or vacation leave, taking temporary leave, or quitting their job. In addition, caregivers were more likely to experience burnout at work than non-caregivers. And for those who took temporary leave or quit their job, over a third said it was difficult to find a job. The COVID-19 pandemic gave caregivers pause to explore ways to reduce their stress at work and reprioritize how their job fits into their life.
  • Navigating Academic Motherhood: Mentorship to Help Promote Healthy Work/Life Balance. .....Elizabeth Bradley, SUNY - Empire State College
  • Motherhood brings many challenges for women in academia; namely, work/family balance. Despite a focus on work-life balance and “family friendly” policies that some colleges and universities offer, motherhood continues to have a negative impact on the career trajectory of female academics (Ward & Wolf-Wendel, 2006). For pre-tenure women, often their “biological and tenure clocks tick simultaneously” (Dickson, 2018, p.76). A focus on research during the pre-tenure years is imperative for achieving tenure and promotion in research-focused institutions; yet, having young children and being an active researcher pre-tenure simultaneously is difficult to achieve without adequate support. Many mothers experience a dichotomy between fitting in as an academic and a feeling of “other-ness” as a mother; some feel the pull to conceal their status of motherhood for fear that it will negatively impact the perceptions of others (Schlehofer, 2012). Many women feel the need to choose between the identity as a mother or that of a strong academic; rather, the two identities can be enhanced and the one can augment the other (Rockinson-Szapkiw et al., 2017). However, this melding of identities and success with both family and work is difficult to achieve and can be much aided by mentoring. Effective mentoring can help faculty mothers achieve optimal dual identity as academics and parents; however, effective mentoring programs are rarely available for this population. In this presentation, results from research on effective mentoring with mothers in academia will be shared, including research-based strategies for successful work-life balance.
  • Gender in, Gender Out: Gendered Organizational Leadership and Its Influence on Resources and Activities within Environmental Movement Organizations. .....Samantha Castonguay, Washington State University
  • Countless studies have elucidated the ways in which workplace organizations are organized around gender, such as through male or female domination, inequality-producing practices and processes, and the presence of symbols and ideologies that draw on hegemonic masculinities or femininities (Acker 1990). Further, evidence of a “gendered” organization is highly visible with increasing organizational power. Those with authority imbue organizational priorities, hiring practices, and everyday routines with gendered meanings, and often deem feminine traits as incompatible with workplace success. In this study, we explore the extent to which the gender representation of organization leadership relates to organization resources and activities, using environmental movement organizations as our case. In line with prescriptive gender stereotypes, we find that organization resources are gender-typed: male-led organizations tend to have higher levels of financial resources, whereas female-led organizations tend to have higher levels of human resources. Further, we find that male-led organizations are more likely to engage in politically-risky activities and have high-earning employees, while women-led organizations are more likely to engage in social-justice-oriented environmental initiatives. Although it is unclear which came first – the organization characteristic or the gendered leadership – what is clear is that gender permeates environmental organizations beyond the individual bodies that occupy their ranks, reinforcing stereotypes about who is welcome in the environmental movement and in what capacity.
72. Events Disrupting the Life Course: COVID-19 [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.210

Presider: Dana Wray, Statistics Canada
  • Changing Patterns of Work and Family Time Use: Evidence From the 2022 Canadian Time Use Survey. .....Dana Wray, Statistics Canada; and Patricia Houle, Statistics Canada
  • How has work and family life been rearranged since the advent of the COVID-19 pandemic? This presentation provides a first look at data from the 2022 Canadian Time Use Survey, the first update of time use data in Canada in over seven years. Time use data is a ‘gold standard’ for data on work and family life, providing rich details on the types of work and family activities, social interactions, spatial patterns, and the structure or timing of people’s days. In this presentation, we explore how Canadians balance their paid and unpaid work and family responsibilities in 2022. For example, has the rapid rise in telework arrangements led to shifts in how work and family life are structured? Has the gendered division of unpaid housework and care work shifted after the advent of the COVID-19 pandemic, or do these patterns remain ‘stuck’? How are people’s days structured differently – that is, has the timing of work and family been altered?
  • Future Childbearing Choices and Life Course Decisions in Childless Families in Japan: Comparison Between Pre- and Post COVID-19 Pandemic Perspectives. .....Yukari Ito, Osaka University; and Takashi Mita, Kyoto Sangyo University
  • Previous literature has extensively demonstrated that fertility decisions are influenced by individuals' past life experiences and current socioeconomic status. Economic uncertainty and financial pressures can create obstacles for young couples who wish to have children. High costs related to education, housing, and child-rearing can impose financial burdens and serve as reasons to delay the decision to start a family. Many in younger generations aspire to invest time in building their careers and pursuing professional success. Having children demands time and effort, which can be challenging to balance with a career. However, these circumstances can vary significantly among individuals and regions, especially under uncertain conditions, such as the COVID-19 pandemic. The aim of our study is to examine the impact of COVID-19 on fertility decisions and the future life course of childless families in Japan. We empirically test our arguments by leveraging the exogenous uncertainty shock caused by the COVID-19 pandemic and unique data collected from anonymous married, childless participants aged 20-49 in both pre- and post-COVID-19 periods. We present evidence of a causal impact of the pandemic on fertility intentions and the choice of future life course for childless families. We employ a two-group, two-period difference-in-difference analysis, using participants living in a prefecture subject to an emergency declaration due to COVID-19 as the treatment group and others as the control group. We assess the impact of the pandemic on fertility intentions and the choice of future life course by comparing pre- and post-pandemic data.
  • American Parents’ Imaginings of Post-Pandemic Future(s) for the Work-Family Nexus: Narrative Construction and Workings of Interlocking Psycho-Social Resources. .....Amanda Deeley, University of Toronto; and Shabnoor Nabi, University of Toronto
  • Social support, coping, and social control mechanisms differentially moderate the social and psychological wellbeing of mothers and fathers, especially in face of uncertainties. Ample research has shown how each of these mechanisms serve as a regulating resource for parents’ wellbeing. However, the ways these moderators are implicitly and/or explicitly combined, as well as their potentially varying efficacy as interlocking mechanisms for both mothers and fathers remain key questions. The onset of the COVID-19 pandemic significantly altered parents’ daily work and family routines. Parents’ unanticipated extra time with children came with limited access to social and institutional support for time needed to raise children. Families’ need for financial, social, institutional support became more apparent during this period of unprecedented uncertainty. Our present project investigates the effect of the disruption of the COVID-19 pandemic on shifting the ways American mothers and fathers a) construct and exercise a dynamic matrix of psycho-social resources as a buffer, and b) subsequently use it (independently or in tandem) to imagine post-pandemic possibilities of work-family nexus amid continued uncertainties. We examine 48 in-depth interviews with American fathers and mothers undertaken during 2021. Our preliminary investigation suggests three broad patterns: 1) flexibility in work schedules is constructed as a significant positive resource shaping familial life, 2) fathers and mothers differentially value and mobilize flexibility based on gendered perceptions of this additional familial time, and 3) optimistic imaginings of post-pandemic futures for the work-family nexus are strongly tied to parents’ psychosocial buffering resources like neighborhood, schedule-control, and workplace flexibility.
73. Family Insecurity and Strategies to Reduce Hardships [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.265

Presider: Elizabeth Talbert, Drake University
  • Work Hardship and Family Life: Harmony or Discord in Marital Life. .....Abdel-Halim BERRETIMA, University A-M of Bejaïa Algeria
  • The relationship between work and family prompts us to define the interdependence and functioning of two different spheres, with the aim of understanding the treatment of the multidimensional equences of work hardship and all that it can trigger as professional or social risks among individuals. Exploring the connection between these two fields also means comprehending the determinants of the relationships of the actors, interpreted differently in each sphere. In this context, how is work hardship experienced within a working-class family, particularly an immigrant one? Work hardship serves to define the functioning of the family group. This family needs to confront the suffering and physical toll of the father's work to determine the functions, roles, and responsibilities of the actors involved in the psychological, social, and financial support and care for the suffering individual. Thus, the analysis of the strategies employed by the members of this institution (family) reveals the nature of the initiatives undertaken by each member to mitigate the financial, material, and social repercussions of work hardship and the risks it can entail. Examples can be accidents, illnesses, mental or physical suffering, disability, and precariousness. This is why, in my presentation, I will focus on the mobilisation of the wife and children and the new roles they can undertake in managing the repercussions of this work hardship. This is to understand the factors responsible for precariousness, the socio-cultural transformation of the family, and the different methods of its structuring and restructuring to be able to pinpoint the factors ensuring its societal equilibrium or imbalance. Keywords: professional activity, hardship, marital life, suffering, professional risk, precariousness, family reorganisation, structuring/restructuring, societal balance/imbalance.
  • Why Are the Needy Still in Need?. .....Maria José Bosch Kreis, ESE Business School; and Matias Braun, ESE Business School - Universidad de los Andes
  • The relative income and happiness of different groups of people in need varies between countries. In general, it is assumed that the results presented by needy groups in a society depend on their ability to alleviate their needs. For example, how rich the country in question is, or the effort deployed by the state. However, the level of GDP per capita explains between 0.45% to 40% of their poverty and unhappiness relative to the rest of the population, while the spending as a percentage of GDP explains between 1% and 20% of relative poverty and unhappiness. We quantify the relevance that preferences, and families, have on the level of poverty and happiness of the elderly, the sick and disabled, the unemployed and immigrants in 43 European countries. We show that this variation responds, in part, to differences in the extent to which society is concerned with the wellbeing of these groups and the importance people assign to the family. In particular, the elderly, the sick, and the unemployed (but not the immigrants) exhibit a higher relative income and levels of happiness in more caring countries. Also, the elderly and sick are happier where the family is more important. Public policy and participation in the civil society are important mechanisms to explain the impact of concern. The quality of the state and the degree of trust in a country increase this effect, while the size of the family tends to be associated with the importance assigned to the family.
  • How is Family Survival Organized During the COVID-19 Pandemic? Strategies for Informal Sector Workers in México. .....Mauricio Padrón-Innamorato, Universidad Nacional Autónoma de México
  • For decades, the literature has shown that adversity, at least in Mexico, is largely resolved within the home. In a society such as Mexico's, with an absence of support services, with few public spaces to seek care in case of illness, with deficiencies in housing and education, the crisis is resolved within the domestic units (Cortés & Rubalcava, 1991; Rubalcava, 1999; Oliveira, 1999; Padrón & Navarrete, 2023), which seek to restore internal order through their resources (personal and economic). The Covid-19 pandemic disrupted the environment and life. Individuals, as they are not passive recipients, were making decisions seeking to solve the setbacks -of all kinds- arising from the health contingency. The purpose of this text is to learn about the strategies of informal sector workers in the face of the arrival of COVID-19: who got involved, what was more successful, why some managed to solve the problems, and others found it more difficult, are doubts that the work presented here seeks to resolve. To achieve the above, we begin with a bibliographical review and reflection on the importance of domestic units in resolving conflicts. In the second part, we will give rise to the testimonies, which show the different paths implemented in the face of illness and lack of workspaces.
  • The Relationship Between Food Insecurity, The Child Support Grant and Childcare Arrangements. .....Babalwa Tyabashe-Phume, University of Cape Town
  • Research studies on childcare arrangements suggest that parents from low-income households often find it difficult and stressful to manage childcare arrangements. Food insecure households experience childcare arrangement instabilities because parents/caregivers spend time away from their children in order to look for work, spend long hours at work, or physically move away from their children in order to work in faraway cities. The role of social protection interventions in disrupting and mediating the link between food insecurity and childcare arrangement instabilities is largely unknown. This study aimed to determine and explore the relationship between food insecurity, the child support grant (CSG) and childcare arrangements of families from a township in South Africa. The study design was mixed-methods, data was collected through questionnaires, interviews and focus groups. Data was analysed using SPSS and ATLAS.ti software. Findings indicated that most participants were unemployed, they generally stayed at home to care for their children. Despite being food insecure, many households had stable childcare arrangements because of the CSG. While hunger was widespread, grant recipient households experienced it less acutely than households that did not receive the grant. Social protection mechanisms, like grants, do not represent a sustainable solution to South Africa’s unemployment and food insecurity challenge, and different strategies for how to ameliorate the plight of poor households are needed.
  • Unsettled: How Homelessness Exacerbates the Problems of Precarious Work for Families with Children in Des Moines, Iowa. .....Elizabeth Talbert, Drake University
  • Over the past decade, homelessness has become an increasingly visible and discussed phenomenon in the United States. In growing, mid-sized cities like Des Moines, Iowa, the economic struggles associated with labor market inequality, an increasingly unaffordable housing market, and personal histories of trauma and health issues have collided, leaving some families with children without permanent homes. This paper seeks to understand how homelessness affects parents’ ability to hold low-paid, precarious jobs and what strategies families use to ameliorate the double-marginalization of low-paid work and homelessness. Using data from interviews with interviews and ethnographic observations of 20 families with experience in Des Moines’ emergency family homeless shelters, we find that most parents are sporadically engaged in some kind of paid work, and some parents even have stable jobs through severe housing instability. However, on the whole, we find that the uncertainty that comes with being homeless makes precarious work—and the organization of life around it—even more unsustainable that it is when families have more stable housing. The daily work that goes into remaking family routines, clashes with the sometimes-strict rules of family shelters, and uncertainty about next housing situation add to the precariousness that already characterizes the balance between work and life for low-income families. We conclude that more centralized resources, homelessness programs targeted specifically to working parents with children of various ages, and better access to information about these resources are necessary to better support unsettled working families.
74. Life Course and Aging [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.270

Presider: Phyllis Moen, University of Minnesota
  • The Intergenerational Transmission of Housework in the United States. .....Elena Pojman, Pennsylvania State University (Penn State)
  • Women and men’s time in housework has converged since the 1960s in the United States, though a considerable gap remains between the two. While women likely do less and men likely do more housework on average than their grandmothers and grandfathers, respectively, the gender division of housework remains strikingly unequal. Norms around time spent in housework and its gendered division are likely set early in the life course through daily exposure to family members’ housework practices. Macro-level trends and associations with time in housework are well understood, yet less clear is their ability to shape how housework patterns (i.e., time spent in housework and the gender division of housework) are passed down from parents to children. To understand whether a “demographic family resemblance” of housework patterns exists, I make use of the genealogical design of the Panel Study of Income Dynamics, which has collected housework data since the 1970s. I examine whether intergenerational consistency of housework patterns is more salient among daughters or sons, as well as the factors shaping inconsistencies in the transmission of housework patterns. In this vein, I explore how other social and demographic forms of multigenerational continuity (i.e., socioeconomic status or demographic processes) may contribute to the maintenance or disruption of housework patterns between generations.
  • University Family-Friendliness at the University of Manitoba: Perspectives of Those Providing Eldercare. .....Stephanie Chesser, University of Manitoba
  • In recent years, many Canadian universities have made changes to policies and campus resources to address some family-related care needs. Such initiatives (e.g., campus daycare, breastfeeding spaces, stopping of tenure clock for new parents) have, arguably, placed a strong emphasis on supporting parents, potentially overlooking the needs of those within the university community caring for older people. The purpose of this study was to qualitatively examine the perspectives of University of Manitoba student, staff, and faculty caregivers about university family-friendliness and how the institution could best support those providing care to others. One of its research objectives included identifying what types of caregiving (including eldercare) the university should recognize and support. This presentation will specifically spotlight eight, in-depth interviews completed between February-April 2022 with University of Manitoba-affiliated caregivers about their experiences providing eldercare. Inductive thematic analysis was used in the coding of interview data. Findings demonstrated a variety of eldercare contexts within the University community (e.g., caring for older parents, extended family members, grandparents), as well as recognition amongst participants that one’s role within the university (e.g., student versus staff versus faculty) could impact the caregiver supports available. Also of note were concerns expressed by several participants about eldercare being less recognized by University supervisors and administrators. Overall, these findings suggest that University of Manitoba should reexamine and diversify its caregiver policies and/or supports to ensure that they meet the needs of a greater range of caregivers, particularly those providing eldercare.
  • Navigating Life Under a Four-Day Workweek: A Multimethod, Gendered Life Stage Examination of Employees’ Temporal Strategies in Three North American Organizations. .....Phyllis Moen, University of Minnesota; Youngmin Chu, University of Minnesota; Wen Fan, Boston College; Juliet Schor, Boston College; Guolin Gu, Boston College; and Ami Campbell, Boston College
  • The combination of both technological and organizational policy changes is upending work at a pace not seen since the industrial revolution. We examine the effects on the work-life interface of an increasingly popular innovation, the four-day workweek. Drawing on qualitative and quantitative data on employees (N=109) in three small organizations in the U.S and Canada in manufacturing, information technology, and non-profit sectors, we examine four-day week workers’ shifting time-work strategies possibly producing changes in their sense of agency, work-life conflict, and satisfaction with time use, theorizing more salutary impacts for women caring for young children and older workers, regardless of gender. Looking at before and after four-day trial surveys six months apart, we find work-family conflict decreases significantly among workers under 40 and women with children at home. Additionally, women with children report finding it easier to balance paid work with their care responsibilities. In in-depth interviews, respondents describe a significant degree of focus on how they spend their time, both on and off the job, as they strategize to obtain greater congruence between their time-use preferences/needs and the actual ways they spend their time in the context of their new four-day workweek arrangement. The four-day workweek is changing the clockworks at work and at home, but also raising employees' subjective awareness of time and how they are “spending” it. While work is transforming, reduced hours are triggering changes employees' sense of agency, constraint, and opportunity around the work-life interface, including the temporal organization of life outside work.
  • The Longevity Economy: Employer Adoption of Age-Inclusive Management Strategies. .....Brian Kaskie, University of Iowa
  • The workforce continues to grow older. Between now and 2030, the number of employees over 50 will grow at three times the rate of those under the age of 50, and the annual increase in employees over the age of 65 will reach nearly 5.0%. That being said, only two thirds of older adults believe they have saved enough for retirement, and more than half expected to continue working in retirement. With so many entering their retirement years with insufficient savings and the potential of living to 100, today’s older adults need to extend their working lives, especially those who have experienced setbacks during the COVID pandemic. While much of the existing research concerning aging and workplace issues focuses on the individual as the program target or unit of analysis, our project’s primary innovation is shifting focus onto the role of employers. Indeed, for older adults, there is a strong link between continued employment, physical and mental health, financial well-being, and self-directed retirement. Building on the achievements of the Colorado Above Fifty Employment Strategies (CAFES) project and using the expertly designed and pilot tested AIMS web-based platform, we discuss our efforts to (a) broadly disseminate education and information about older workers, (b) support employers’ efforts to implement age-inclusive strategies, and (c) evaluate facilitators and barriers associated with the organizational adoption of an age-inclusive strategy. This work is important for illuminating an understudied population and identifying mechanisms associated with innovators and early adopters of age inclusive management strategies. :
  • Exploring the Life Course Patterns and Family Justice Experience of Young Mothers Involved in Recurrent Care Proceedings in England. .....Mariam Abouelenin, Lancaster University
  • Research has established the repeat involvement of mothers in family court proceedings, with teenage mothers being a particularly vulnerable group. However, the life course trajectories of these young mothers' appearances in family courts in England, from their teenage years into early adulthood, is not well documented. This paper applies group-based trajectory modeling to Family court and Ministry of Justice data from England to categorize teenage mothers into distinct recurrent care trajectories. It also explores whether the risk of returning to court changes with age or remains consistent over time. Preliminary findings indicate notable variations in court involvement patterns among teenage mothers. This study enhances our understanding of the frequency and patterns of court involvement among teenage mothers, providing valuable insights for policy and family justice research.
75. Changes in Work in Times of Crisis [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.285

Presider: Marta Gospodarczyk, University of Warsaw
  • Farming Family in Times of Drought: Intra-Household Labour Patterns and Hierarchy. .....Marta Gospodarczyk, University of Warsaw
  • Farming as a profession is deeply entangled in the familial life. The boundaries between workplace and household are blurred, due to the physical proximity of the two, as well as the inclusion of many (if not all) household members in the farmwork. This is true especially for Poland, a case country for this paper. In Poland, virtually all farms are individual enterprises, meaning that they are owned by a person and often, by extension, this individual’s family. What happens, then, in times of an uncontrollable, prolonged crisis, such as drought? Do – and if so, how – the labour division patterns within the farm and family change? Are these changes gendered? Who makes the decision about the desired course of action, and what does that tell us about the hierarchies in the household, that can also be a workplace? The presentation is based on individual, in-depth interviews with adult members of farming households in Eastern Poland. These farming households experience periods of drought, which have been – on the whole – more common in the past two decades or so. The participants were asked about the impact, both emotional and material, of drought, as well as the labour division within their households and at the farm, and the strategies undertaken to counter the adverse effect of drought.
  • Flexible, Independent, Engaged?. .....Lianara Dreyer, WZB Berlin Social Science Center
  • The consulting industry is expanding, as both private firms and public administrations require consultants' assistance due to the growing complexity of tasks. This is especially evident in the area of digital infrastructure development, where consultants' specialized knowledge is increasingly needed. This article analyzes the impact of the COVID-19 pandemic on the service sector's approach to work, using consulting firms as an example. According to neoinstitutionalist theory, consulting firms that guide clients through change processes can be viewed as models for future widespread organizational forms. Based on ten interviews with consultants and leaders from consulting firms, this study analyses how organizations adapted working practices during the pandemic, including how they organised internal cooperation, provided consulting services, and the potential future implications of these changed working practices for everyday consultancy. The analysis suggests that consulting firms gained advantages by implementing work from home (WFH) for their clients. The cultural shift to a home office setup on the client side created greater flexibility for consultants, which enhanced their well-being and made the job more appealing, especially for employees with children. This facilitated efficient organization and sustainable methods for advisory work. The negative effects pertained to consultants’ everyday work: Working remotely was associated with feelings of isolation and reduced interaction with colleagues. Celebrations of success and other fun aspects of work disappeared. The pandemic led to heightened personal responsibility demands on employees and the need for high levels of self-organization and self-discipline when working from home. The article concludes by discussing the challenges faced by the service sector regarding changes in the work environment. It presents actionable steps that can be taken to improve working conditions for the benefit of employees and further highlights the resulting implications for labor and social policy. The paper fits thematically into the Changes in Work stream by addressing the organization of work, the changes in work, and the future of work in the service sector. Focusing on practical forms of collaboration bridges the divide between academia and practice, and appeals the different stakeholders at the conference.
  • Does Work from Home Bring More Babies? Homeworking Intensity, Gender Role Attitudes, and Fertility Intentions in Times of Crisis. .....Shiyu Yuan, University of Kent; and Heejung Chung, University of Kent
  • Unlike previous crises, the COVID-19 pandemic has introduced unique circumstances and dynamics aside from economic uncertainty and health concerns. One of the most unique and long-lasting changes is the broad adoption of working from home (WFH). Beyond the practical changes, many researchers found that the pandemic-driven surge in WFH may have also diminished its associated cultural barriers and stigmas. In light of these changes and developments, our study investigates how the surge in WFH during the pandemic has influenced, and will continue to influence, the fertility intentions of workers. We hypothesize that WFH could influence workers’ fertility through the nexus of individuals’ work-life dynamics. Moreover, its impact is expected to vary across socioeconomic groups, particularly among individuals with diverse gender role attitudes. We use data from Understanding Society COVID-19 survey wave 9, collected in September 2021, a period when all lockdowns ended in the UK. We focus particularly on the potential moderating effect of gender role attitudes, exploring what will the likely fertility effects be of promoting gender-egalitarian norms in a world increasingly embracing home working. Our empirical analysis, utilizing a logistic regression model, underscores the significance of WFH intensity and gender ideology in workers’ homeworking experience and their subsequent fertility intentions. By assessing the effects of both workers’ current homeworking practices and their future expectations of homeworking on fertility, this study will enhance our understanding of childbearing decision-making in a rapidly changing world where remote work is becoming increasingly common.
76. The Work-Family Interface in the Global South [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.430

Presider: Moldir Kabylova, University of Nottingham
  • Old Wine, New Skins: Examining the Impact of Platform Work on Work-Family Balance in Sub-Saharan Africa. .....Sussie Mutahi, Strathmore Law School
  • Africa’s growing participation in the Platform economy is already realizing incredible gains against unemployment, inclusion of formerly marginalized groups and access to a vast consumer audience. Greater autonomy, flexibility and low entry barriers have been found to pose an especially appealing cocktail to Sub-Saharan Africa’s youth. Nevertheless, the paper's central theme revolves around an inquiry into how the longstanding issues of inadequate social security, work precarity and unrealized labor rights are addressed within the context of Platforms. Of particular interest is whether the impact of Platforms on these enduring concerns lends to a better work-family balance. The paper draws on current literature relating to Platform work within Sub-Saharan Africa and the concomitant urge for regulatory reform as a means to achieve wholesome gains on Platforms.
  • Women's Employment and Child Development in a Low-Income Country. .....Sarah Brauner-Otto, McGill University; Emily Treleaven, University of Michigan; and Dirgha Ghimire, University of Michigan
  • Women comprise an increasingly larger share of the non-family labor market across the globe. This transformative shift of women working for pay—an activity often done in addition to their unpaid, domestic work—alters family dynamics. Although previous research provides evidence that children of working mothers are worse off than children of nonworking mothers, much of this work, particularly that set in low or middle income countries (LMICs), suffers from analytic challenges related to measurement and time-order. We take advantage of unique data collected in rural Nepal to examine the relationship between women’s work for pay and the developmental status of their children aged 0-66 months. Coupling novel Work History Calendar data with cutting-edge child development indicators (ASQ-3) we are able to examine how work at various points in the mother’s life course is associated with child developmental outcomes. Additionally, we examine variation by work intensity, earnings, and occupation, and are able to control for multiple individual, household, and community factors. All of these are important considerations in a setting where work experiences are highly stratified by job type, caste/ethnicity, and education. Findings will increase our understanding of the relationship between women’s employment and child wellbeing, a crucial dimension of the work-family nexus, will inform scholars, public policy, and development practitioners about the consequences of the major global movement of women into the formal labor market, and reveal important information about the processes influencing child wellbeing throughout the world.
  • Perceptions of Work-Family Dynamics of Women Leaders in India. .....Rupashree Baral, Indian Institute of Technology Madras; Neena Gopalan, University of Redlands; and Nicholas Beutell, Iona University
  • Despite commendable technological and economic achievements, India continues to be a patriarchal society where women perform the majority of household duties. Gender norms and roles are rather strictly expected, adhered to, and followed. This study considers the challenges faced by women leaders in balancing their professional responsibilities with traditional roles as wives, mothers, daughters-in-law, etc. While more Indian women are pursuing education and entering the workforce, the representation of women in leadership or managerial roles remains limited. Research focusing on women leaders in a predominantly male-centric society like India is sparce. The ways that Indian female leaders manage their professional obligations, organizational barriers/opportunities, and familial responsibilities/dynamics remain largely unexplored. Our study focused on 20 female Indian leaders representing different industries (e.g., finance), identified through a snowball sampling method. This exploratory, qualitative study used in-depth interviews examining how these women leaders achieved their leadership positions and how they have attempted to achieve work-family harmony. Data were analyzed through Thematic GIOIA method. Several interesting themes emerged on leadership role challenges and opportunities, work-family dynamics, and the incumbents’ perceptions of ‘justice’ in the family. This study provides a foundational basis for more targeted research on specific female demographics in India and for creating a "justice in the family scale". This contribution is both practical and theoretical, enriching the expanding body of literature on the advancement of women’s work and family lives.
  • Gender, Employment and Childcare: A Comparison of Urban China and Kazakhstan Families. .....Moldir Kabylova, University of Nottingham; and Yunyan Li, University of Bristol
  • This study aims to investigate the implications of women’s experiences in organizing paid work and unpaid care on their dependence from family relationships in urban China and Kazakhstan. In the context of rising costs of living and rapid urbanisation in these two post-socialist societies, maintaining a dual-breadwinner household becomes necessary for most families. The study is based on data from 40 semi-structured interviews with women living in Guangzhou and Almaty. Our analysis is drawing on the theories of defamilisation referring to the degree to which individuals can choose (or not) to undertake care roles and maintain financial independence without relying on family relationships, and and re-familisation referring to more dependency on family resources. The findings show that women from affluent background in Almaty are, despite expectations, more likely to remain long-term unemployed and dependent on families, while women lacking financial resources are more likely to be employed and rely on grandparents’ help with childcare. Among Chinese women’s coping strategies, we find that, familisation remains a primary coping strategy in sharing childcare, in the form of sharing it personally in the past and, nowadays, a co-existence of financial and practical support. Contemporary China and Kazakhstan have generated more uncertainties for women in organising paid work and unpaid care autonomously given the resources available to them. Family is important, and in what way and how to maintain family support requires institutional and policy changes to address the emerging uncertainties.
  • Beyond the Nuclear Family: Unravelling Diverse Family Structures and Workplace Breastfeeding Support for Employed Women in the Global South. .....Prudence Bongekile Mabaso, University of Kwa-Zulu Natal
  • As global initiatives intensify to create supportive workplace environments for breastfeeding mothers, understanding family structures is crucial for inclusive and effective policy and practice. Yet, existing perspectives predominantly centre around the white, middle-class, dual-earner paradigm, overlooking diverse family landscapes in historically oppressed regions like South Africa. This qualitative study, utilising in-depth interviews and focus group discussions with employed women, challenges the dominance of the nuclear family in supporting breastfeeding working mothers. Anchored Southern theories and intersectional analysis, the study critically examine the social, historical, and cultural contexts (e.g., high physical mobility between urban centres and rural villages and state of fatherhood) that shape unique family structures in South Africa, thus redefining our understanding of workplace breastfeeding. The study contributes to a pluralistic understanding of family and support, advocating for a holistic and culturally responsive approach to workplace breastfeeding initiatives. By amplifying voices from diverse family backgrounds, the study fosters nuanced strategies to address breastfeeding complexities in the workplace. With implications for management practices, this research aims to develop contextually informed strategies promoting sustained breastfeeding among employed women, acknowledging and addressing family diversity in the Global South.
77. Life Course Transitions: School to Work [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.435

Presider: Jing Guo, University of Hawaii
  • Occupational Concentration of a Major and Gendered Wage Trajectories Among College Graduates. .....Eunjeong Paek, University of Hawaii
  • In this study, I explore the gender wage disparities among college graduates by focusing on the occupational concentration of a major— specifically, the proportion of graduates in the ten most common occupations. I investigate 1) whether the wage premium associated with the occupational concentration of a major varies across gender, and 2) how such variation can be explained by three gendered working conditions: working long hours, STEM occupations, and occupational sex composition. By combining multiple datasets, I used multilevel growth models. Preliminary findings indicate that men tend to receive a greater wage premium from a college degree with high occupational concentration than women, and this gender gap has widened over time. Adjusting for gendered working conditions significantly reduces the gender disparities in the wage premium of occupation-specific college degrees. These findings illuminate the mechanisms behind the gender wage disparities among college graduates.
  • Making a Life with Less: How Young Australians Respond to Underemployment. .....Brendan Churchill, University of Melbourne
  • Despite the favourable labour market fortunes of young people as Australia emerges from the lockdown phase of the pandemic, underemployment remains a persistent challenge. There remains a significant and sizeable cohort of young Australian adults well into their 20s and 30s who are looking for more hours each week, including those who are working the equivalent of full-time hours. This challenge speaks to the precarious jobs that young people find themselves. However, little is known about the state of underemployment for young people. We know that this group of young people want more work–more hours–but what does underemployment look like beyond this? What do young people do in response to bouts of underemployment? How do they respond and resist the precariousness of underemployment and its impact on their livelihoods? This research draws upon a large sample of qualitative interviews (n=50) with young men and women aged between 20 and 35 in Australia conducted in late 2022 and early 2023. Drawing on thematic and narrative analyses of young people looking for more work, the findings suggest that for many young underemployed Australians, underemployment was not a passive experience of simply wanting more hours. Young people in this study responded to bouts of underemployment by undertaking income-generating or -supplementing activities. These activities often involved a second- or third- job, usually outside the industry of their main job or some kind of ‘side hustle’ / entrepreneurial activity. For others, it was more informal activities to generate quick access to income (i.e., mystery shopping, user testing, and participating in research studies). Regardless of the endeavour, young underemployed people sought out these secondary economic activities not only because of a lack of money/income but because they felt like they should be working more or ‘being productive’. In this way, they were trying to resist the precarity and (future) uncertainty of underemployment. However, this was often stressful and constituted another layer of ‘work’. Many worried about their futures, envisioning a future of piece-meal (or piece-rate) employment and continued underemployment. This paper discusses these findings about the current policy climate in Australia and the experience of young people globally.
  • Teen Time Use, Gender, and the COVID Pandemic. .....Anne Winkler, University of Missouri, St. Louis; and Shirley Porterfield, University of Missouri, St. Louis
  • This study uses ATUS data to examine trends in teens’ time use over a nearly 20 year period, from 2003-2022, providing information on secular patterns (persistence and change) and also on those associated with the COVID shock (2020 – 2021). There has been considerable study of parents’ time use over COVID (Pabilonia & Vernon, 2023) but very little study on teens (Morrissey & Engle, 2022). Teen time use patterns matter because they have implications for future labor market, educational, and family outcomes. Prior to COVID, teen girls spent twice as much time on household caring activities than boys. Has this strongly gendered pattern persisted? Prior to COVID, boys spent a disproportionate time on video games. How did COVID (stay-at home orders, social distancing, online schooling) exacerbate this difference? Also, what types of reallocations in (reported) teen time use (from schooling to homework to non-schooling) do we see? Among the findings, both genders are equally likely to be employed, with similar hours per week. Teen girls still spend twice as much time in caring work than teen boys, though hours declined for both. During COVID, girls’ time in housework fell, while boys’ time increased, suggesting greater gender equality. Screen time, already higher for boys, increased disproportionately. As expected, over the COVID period, reported “school” hours fell while “homework” hours increased for teen boys and girls, but girls still spend more time on homework. The findings for girls are suggestive of improved future outcomes but findings for boys reinforce ongoing concerns.
  • Student Parents in Colleges: What Can Be Helpful?. .....Jing Guo, University of Hawaii; and Meirong Liu, Howard University
  • This study focuses on a particular intersection of student parents and part-time workers. According to the Institute for Women’s Policy Research reports, student parents make up a substantial percentage of postsecondary students but often face enormous barriers to academic success. Student parents, especially for low-income, minority, and first-generation college students, often found it hard to navigate the academic setting and balance the school and family responsibilities, sometimes outside work responsibility. Over the past decades, women became more educated and women with children have increased their participation in the labor force considerably. Meanwhile, 23 percent of employed women worked part-time. The most common reasons people choose part time work are for school attendance, and family or personal obligations. The combination of attending college, maintaining a part-time work, and raising a family creates a transition period in a person’s life. The issues of student parents, including those who work part-time, have often been left to institutions of higher education to meet the needs of student parents. We want to examine the status of student parents, in terms of the interaction of school, family and work. We review the literatures on policies and practices at the local level that recognize the importance of supporting student parents. We hope to look at micro-level interventions as well, for example, how the University policies and practices can enhance the educational experiences for student parents, which affects their educational success and their family’s wellbeing. We will report findings from student parents’ interviews.
78. The When, Where, and Why of Gender Segregation at Work [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 2.445

Presider: Viva Nsair, Western Michigan University
  • From Pioneers to Present: A Comparative Study of Feminists in Academia Across Generations. .....Thamar Heijstra, University of Iceland; and Gyða Margrét Pétursdóttir, University of Iceland
  • A study among 12 Icelandic feminists in the twilight of their careers (Heijstra and Pétursdóttir, 2021a; 2021b) revealed that they faced multiple challenges. Situated in the ivory basement (Eveline 2004), caught up in the precarious precondition for change (Hark 2016), and teaching against the grain, these women developed survival strategies both for their academic field and for themselves personally. However, these strategies could not prevent them from taking occasional blows either professionally or healthwise. In this comparative follow-up study we ask, what is the situation of newer cohorts of feminist academics that follow in the footsteps of these feminist pioneers? What changes have taken place within the academic work environment and how do these play out for newer cohorts of feminists? By utilizing the concept of cruel optimism (Berland 2011) and by relying on 26 semi-structured interviews and 2 focus group discussions with pioneer and recent cohorts of feminist in Icelandic academia we intend to shed light on the matter. Topics informing the study include the influence of role models, meritocracy, the neo-liberal academia, student expectations, sexism, gender washing, and feminist solidarity. We examine how newer cohorts of feminists perceive the current academic environment. What strategies are available to them and how do they measure success? This comparative analysis will further increase our understanding of where the academic work environment, and the topic of gender is heading; do newer cohorts of feminist activists consider themselves as teaching at the margins and are they still willing to play the academic game?
  • Give It Time: Exploring the Impact of Relationship Tenure on Supervisor Perceptions of Gender Proscription Violations by Subordinate and Subordinate Commitment to Supervisor.. .....Viva Nsair, Western Michigan University
  • This study examines the intersection of relationship tenure, supervisor perceptions of gender proscription violations, and employees' perceptions of commitment to supervisor. Specifically, my study presents survey data to test hypotheses related to the main effects of subordinate proscription violations perceived by supervisors and their associated impact on employees' perceptions of supervisor support, psychological safety, and commitment. Using status incongruity hypothesis, I hypothesize that supervisor violations of proscriptions related to women (i.e. dominance) will be significantly related to reduced supervisor commitment by the subordinate, while proscriptions related to men (i.e. weakness) will not be significantly related to the outcomes identified, when controlling for matched gender of supervisor-subordinate. Further, I hypothesize and show support for a moderating effect of relationship tenure whereby the negative relationship of women proscriptions on commitment are reduced over time showing evidence that longer relationship tenure between subordinates and supervisors reduce the influence of women proscription violations on reduced supervisor commitment by the subordinate. By shedding light on the intricate interplay of these variables, this research aims to contribute practical insights for organizations striving to create gender-equitable workplaces, emphasizing the importance of recognizing the role that developing relationships has on subordinate commitment to their supervisors, no matter the gender proscription violations.
  • The mental health of female and male homemakers: a longitudinal study using Dutch population register data. .....Lea Kröner, Utrecht University; Deni Mazrekaj, Utrecht University; Tanja van der Lippe, Utrecht University; and Anne-Rigt Poortman, Utrecht University
  • Research suggests that homemakers may have better mental health compared to employees, as juggling multiple social roles like work, caregiving, and parenting can lead to stress. Having one role less —the role of an employee—could potentially benefit mental health. The existing literature on the mental health implications of prolonged homemaking is scarce. An exception is the study by Langner (2022) that made a debut in taking the duration of homemaking into account. However, like most studies, they did not include men, despite more than 100 thousand stay-at-home parents in the Netherlands being male. We contribute to the literature by investigating the disparities in mental health between homemakers and working individuals, while considering gender and the duration of homemaking. Utilizing unique longitudinal register data covering the entire Dutch population from 2005 to 2021 and fixed effects models, we follow individuals’ (non-)employment trajectories and mental health for more than 15 years. Institutions like the World Health Organization emphasize the importance of enhancing mental health. We extend prior research that primarily focused on happiness and life satisfaction, by employing more objective indicators such as mental health care service usage and prescribed antidepressants. Moreover, the rich register data allow us to consider homemakers within their broader context, incorporating characteristics of partners and potential children. Langner, L. (2022). Desperate Housewives and Happy Working Mothers: Are Parent-Couples with Equal Income More Satisfied throughout Parenthood? A Dyadic Longitudinal Study. Work, Employment and Society, 36(1), 80–100.
79. Gendered Perceptions and Representations of Work-Family Issues [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 3.210

Presider: Jasmine Kelland, University of Plymouth
  • “It Really Freed Me Up to Work”: Australian Mothers’ Experiences of Living With a Father Who Works Part-Time. .....Eric Mercier, University of Adelaide; Amanda LeCouteur, University of Adelaide; and Paul Delfabbro, University of Adelaide
  • The literature about mothers and engaged fatherhood is expanding; however, current research focuses on breadwinner mothers living with stay-at-home fathers. There is a gap in knowledge about the experiences of mothers who live with part-time working fathers. The current study focuses on Australian breadwinner mothers’ experiences within such a family arrangement. Interviews with 15 mothers were analysed with Reflexive Thematic Analysis. Two themes transpired: (1) a recurrent contrasting by mothers of their experiences at work and home (the arrangement was described as contributing to their career, and disrupting traditional mothering), and (2) a constant comparison by mothers between themselves and partners in relation to work and parenting (career was suggested as more important for participants and fathers were suggested as better fits for child-rearing). A common element in both themes was the overall positive presentation of the family arrangement as well-balanced. Participants balanced the family arrangement’s flaws with its benefits. Furthermore, participants’ positioning suggested an identification to an in-group which aligned to traditional motherhood while deviating from traditional feminine norms. As societal norms shift towards greater gender equality, this study helps increase awareness of the variety of contemporary mothering practices, by reporting experiences of mothers who adopt non-traditional mothering practices.
  • Understanding Public Perceptions of the Mental Load Through Popular Media Comments. .....Liz Dean, University of Melbourne; and Brendan Churchill, University of Melbourne
  • The mental load involves cognitive labour and emotional labour: the interplay of anticipating, thinking and caring about family needs and feelings. As cognitive labour, it involves the scheduling, planning, and organising required to support the smooth operation and functioning of families, and this points toward the emotional dimension. Cognitive labour involved in supporting families emerges from caring for loved ones and that involves emotional labour. As I and others have previously theorised, the mental load - the combined cognitive, emotional, and affective labour is invisible because much of this work is internal to the body and not visible to others (Dean et al. 2021; Daminger 2019, Offer 2014). Recent scholarship has brought newfound public interest in how mental load can be understood. This is the impetus for this paper, which asks: how does popular media and the public understand and conceptualise the mental load? Drawing on media texts from national newspapers and popular online articles in Australia and elsewhere (n=20) which focus on the mental loud, this paper utilises innovative textual methods to analyse readers comments (n=1200) to examine the publics’ perceptions of the mental load. Preliminary findings from the analyses reveal that many commenters understand the mental load as yet another form of domestic labour, overlooking the emotional and affective elements of this work. This has important repercussions for how to tackle the mental load and suggests that more needs to be done to advance public understanding of this social phenomenon.
  • “How to Have a Job and Children (and Be Happy)”: Constructing and Marketing Work–Family Issues on Parents Magazine Covers, 1926–2021. .....Casey Scheibling, University of Nevada, Reno; Linda Quirke, Wilfrid Laurier University; and Deanna Persico, Wilfrid Laurier University
  • Throughout the modern age, magazines have played a pivotal role in the popular culture of parenthood. They not only help to define the pressing family concerns of a given era, but they also commercialize those concerns—especially through catchy cultural messaging displayed on magazine covers. In this study, we interrogate how work–family issues are constructed, marketed, and gendered on Parents Magazine covers (n=1,041) over nearly a century (1926–2021). After applying descriptive codes to all cover headlines, we performed a “directed” analysis of all work-related content to track and interpret the development of key work–family issues and terms over time. Although Parents Magazine did not meaningfully feature paid work on covers for the first five decades of publication, we identified two notable shifts in themes about the interrelation of work and family life. Beginning in the 1970s, paid work was constructed as a new, valued identity for mothers, with advice oriented toward finding “success,” “balance,” and “happiness.” Then, in the 1990s and beyond, we find a sharp reduction in work discourse, with tips for “quitting” your job, transitioning to “at-home” work, and dealing with work stress. We also note that men's employment is strongly taken-for-granted since work-related headlines focus almost entirely on whether and how women should manage paid work. We juxtapose these findings against historical waves of feminism to explain a discursive shift from “having it all” to “opting out.” We conclude by discussing socio-cultural implications of this gendered marketing in a leading family publication.
  • Synergistic or Siloed? The Communicative Practices Involved in Dual-Earner Coupled Parents’ Relational Boundary Navigation and the Implications for Gendered Work-Family Experiences. .....Jasmine Kelland, University of Plymouth; Laura Radcliffe, University of Liverpool; Grace Williams, University of Liverpool; and Joanna Gregory-Chialton, University of Liverpool
  • It is well established that in contemporary Western society work and family (WF) are often navigated by both members of a parenting couple. However, existing understandings regarding the communicative processes by which both parents navigate, and relationally co-construct WF boundaries together remain somewhat of a theoretical blind spot. This study provides insights into the relational communicative practices that coupled, heterosexual parents engage in when navigating WF boundaries. Our couple-level data collected during the UK COVID-19 lockdown period, in which parents simultaneously experienced boundary disruption, explores the communicative practices engaged in relationally navigating boundaries. Utilising a multi-method, qualitative approach constituting initial qualitative surveys (n=134) in-depth interviews (n=56), and daily diaries (n=26) with employed parents in dual-earner couples we make two novel contributions to WF literature. Firstly, we introduce two distinct relational communicative boundary navigation modes; conceptualised as ‘synergistic’ and ‘siloed’, to explain the different ways in which couples communicate to relationally navigate boundaries, moving away from pre-existing non-relational conceptualisations s of individual ‘communicative tactics’. Secondly, we demonstrate a gendered dimension to these relational communicative practices, revealing how this can impact upon prevailing gender inequality between parents. We conclude by discussing the implications of these findings for both society and organisations.
  • Exploring the Interplay Among Gender Roles, Well-Being, and Work-Family Conflict Among Female Employees: The African Perspective.. .....Abigail Opoku Mensah, University of Professional Studies; Joan-Ark Manu Agyapong, University of Cape Coast; Ummu Markwei, University of Professional Studies; and Erika Osae, University of Professional Studies
  • Abstract Purpose: This study investigates the intricate interplay among gender roles, well-being, and work-family conflict within the Ghanaian context. The study focused on 15 female medical doctors and 15 female junior administrators working in a Ghanaian hospital. The study examines the challenges and coping strategies employed by these women as they navigate the complexities of their roles. Design/Methodology/Approach: A qualitative phenomenological approach was used. Thematic analysis was used to analyze the data. Findings: The findings of the study revealed the following key areas: Participants described how standard ideas about gender roles affected their choices about careers and family duties. Work-family conflict was a common challenge, which was because of pressures of their jobs and family expectations. Limitations: This includes the small sample size used and the focus on only female medical doctors and junior administrators. This implies that, it will be difficult to generalize the findings of the study. Implications: The findings reveal the need for policy changes, a look at the accepted cultural values and norms on gender roles, provision of support system both at work and home to empower women in Ghana to balance their gender roles more effectively. Originality/Value: The findings of the study, contributes to the existing literature by offering insights into the complex interplay of the variables from an African perspective. The ways of coping that were found and the experiences of participants can help lawmakers and organisations work towards gender equality and well-being. Keywords: Gender Roles, and Work-Family Conflict, female employees and Africa.
80. Changes and Challenges in Work for Specific Occupations or Industries [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 3.265

Presider: Samantha Ammons, University of Nebraska, Omaha
  • Life Satisfaction in the Modern Economy: The Importance of Conventional Work and Gig Work. .....Jeremy Reynolds, Purdue University; Julieta Aguilar, Purdue University; and Reilly Kincaid, Purdue University
  • This paper examines how satisfaction with work and personal/family life contribute to overall life satisfaction. To capture the complexity of paid work in the modern economy, where Americans increasingly rely on gig work to supplement earnings from conventional jobs, we examine these relationships among a large sample of respondents who earn money through both conventional jobs and through gig microtask work on Amazon’s Mechanical Turk platform (MTurk). We find that people who are satisfied with their personal/family lives are more satisfied with life overall. Life satisfaction also depends on satisfaction with conventional work, but the relationship varies by parental status. Satisfaction with conventional work is more beneficial for respondents without resident children than for those with children in the household. Finally, people who are satisfied with microtask work are more satisfied with life overall, but the number of hours spent on microtasks also matters. For most people, spending more hours doing microtasks is associated with lower life satisfaction, but it is associated with greater life satisfaction among respondents with children under six years old. Together, these results indicate that satisfaction with paid work is an important predictor of overall life satisfaction. They also suggest that work-family researchers should pay close attention to both conventional and gig work when studying the work-life nexus.
  • Attraction and Retention of Nurses: The Challenges Related to Work-Family Issues. .....Diane-Gabrielle Tremblay, TELUQ University
  • Over the years there have been many challenges in attracting and retaining various workers, especially in the health sector, and for nurses in particular (Bélanger &amp; Marois, 2015 ; Tremblay, 2014a). Literature has often mentioned the increased difficulties in attracting and retaining young nurses in particular (Côté, 2016; Côté et al. 2014) and this increases labour shortage related to the demographic evolution (Bélanger et Marois, 2015), and also to retirement of many nurses (Farges et Tremblay, 2016). With the aging of population, we see an increase in demand for health services, which makes the labor shortage even more preoccupying. Two main issues have been put forward a few years ago in order to try to explain the difficulty in attracting and retaining nurses: work organization and Lean Management, in particular job control and work-family balance issues. In recent years, in Canada, work-family balance issues and job control or autonomy were often put forward as a main difficulty or resentment for nurses, pushing them to leave the profession early, as soon as 5 years after graduation (Tremblay, 2014a), early retirement remaining a challenge in many occupations and organizations searching for solutions to maintain their workers in employment. (Mansour and Tremblay, 2018a) In some countries, these challenges have led to the adoption of Lean Management, some organizations considering they can find here solutions to increase the work done in the health and especially nursing sector. (Tremblay, 2014 ; Bourbonnais et al., 2000). Also, as in many other countries, aging in Québec (Canada) is important. The Health Department expects that in 2031, 15 % of the population will be 65 and over, and the number of 85 and over will double within 20 years from now. Also, the Health Dept indicates that 48 % of the population aged 15 and over has at least one chronic health issue. Therefore the gap between public income and increase in health costs is increasing, calling for solutions to be found. This is why Lean Management sometimes is introduced in certain organizations (Bouville et Trempe, 2015). In this article, we will address these challenges and try to find the elements on which the Health department and hospitals could act in order to increase the number of nurses, and more specifically to attract and retain more. For this, two main issues are addressed in the literature, that is firstly work-life issues, and second, work organization, (lean) management and job control.
  • Linking Organizational-Based Self-Esteem with Intention to Quit: The Moderating Role of Work-Family Conflict Experience Among Financial Service Sector Employees in Non-Western Culture. .....Stephen Iloke, American Psychological Association; Obiajulu Anthony Nnedum, Nnamdi Azikiwe University - Awka, Nigeria; Emmanuel Ezechukwu, Nnamdi Azikiwe University - Awka, Nigeria; Precious Ike, Nnamdi Azikiwe University - Awka, Nigeria; Chinelo Okeke, Nnamdi Azikiwe University - Awka, Nigeria; Adesuwa Atalor, Nnamdi Azikiwe University - Awka, Nigeria; Matthew Eze, Nnamdi Azikiwe University - Awka, Nigeria; and Jerome Ezisi, Nnamdi Azikiwe University - Awka, Nigeria
  • Abstract Employee intention to quit is a major problem to employee assistance professionals. There is a dearth of empirical evidence on the role of work-family conflict in the relationship linking organizational-based self-esteem with intention to quit among financial service sector workers. The participants of the study comprised of (393) females and (123) males workers. The measures of intention to quit, work-family conflict, organizational-based self-esteem were deployed. However, organizational based self-esteem correlated with intention to quit (r = -.09), work-family conflict correlated with intention to quit (r = -.14); both were inversely related, at p < .05 and p < .01 respectively. Results of the moderated regression indicated a significant negative interaction of organizational-based self-esteem (OBSE) and work-family conflict in predicting employee’s intention to quit their job (B = -0.77, p < .001), which accounted for additional 8% of the variance in intention to quit (R2 change = 0.08), and this contribution was found to be highly significant; F(1,508) = 44.88, p < .001). The work-family conflict had a significant moderating effect on the relationship between OBSE and IQ. This result explains that employees’ confidence in their esteemed organization will likely reduce their intention to quit their current job only when there is a low work-family conflict experience; whereas when there is a high work-family conflict experience, then there is a propensity for the employees to quit their job irrespective of how they value their esteemed organization. Hypotheses 1, 2, and 3 were supported. Work-family conflict matters most to workers.
  • Humanizing the Ideal Worker from Within, or Occupational Scope Creep?: Physician Assistant Students’ Acceptance of and Resistance to Arts and Humanities Training. .....Samantha Ammons, University of Nebraska, Omaha; T Lynne Barone, University of Nebraska, Omaha; Shaun C Horak, University of Nebraska Medical Center; Pamela L Dickey, University of Nebraska Medical Center; Abigail K Berg, University of Nebraska Medical Center; Hugh L'Heureux, University of Nebraska Omaha; Adrian Duran, University of Nebraska Omaha; Melissa Berke, University of Nebraska Omaha; Beth A Culross, University of Nebraska Medical Center; Daniel N Hawkins, University of Nebraska, Omaha; Steve Langan, University of Nebraska Omaha; Joseph McCaffrey, University of Nebraska Omaha; and Amy Morris, University of Nebraska Omaha
  • The attributes of the ideal worker norm (long hours, commitment to work, and privileging work above all other domains) is well-documented, as are its negative effects at the individual, family, and team levels. Nevertheless, dislodging this norm within organizations and occupations is challenging. Can intervention during early occupational training shift the norm? In this paper, we discuss findings from a curriculum intervention with a cohort of 64 Physician Assistant (PA) students during their didactic year. They participated in nine arts and humanities modules (e.g. creating poetry, music appreciation, drawing, and acting) intended to cultivate empathy, foster provider-patient communication, and build rapport. The arts and humanities content is designed to be carried into practice, to reduce the likelihood of burnout as working healthcare professionals. After the modules, PA students participated in two rounds of focus groups a year apart before and after clinical rotations. To what extent did PA students accept this new content blurring the line between work and leisure? Our findings indicate that many students saw value in the modules. Moreover, initial hesitancy and resistance transformed later into increased acceptance and appreciation. We discuss students’ struggles to reconcile arts and humanities content into their occupational training and the factors that shifted their perspective (such as modeling of preceptors during their clinical rotation). Our findings highlight short-term tensions that exist when the content of occupational roles shift and suggest that there are merits to undoing the ideal worker norm during occupational socialization.
  • 'Energizing Wind Technicians’: The Relationship Between Age-Related HRM-Policies and Leave Intention Mediated by Work Engagement and the Moderating Role of Age. .....Pascale Peters, Nyenrode Business Universiteit; and Arne Vanderstukken, Open University of the Netherlanarne.vanderstukken@ou.nlds
  • Labour-market shortages in the wind-production sector severely challenge climate objectives. This study contributes to conversations on age-related Human Resource Management (HRM) policies by providing insight into the relationships between perceived (bundles of) age-related HRM-policies and wind technicians’ leave intention and the moderating role of age herein. Building on lifespan and HRM-literatures, we developed hypotheses that were tested using multivariate analysis (PROCESS) on data from 101 wind engineers in the Netherlands. The bundle ‘development’ comprises practices relating to career planning, development on job, promotion, and regular training. ‘Maintenance’ comprises compressed work week, ergonomic adjustment, flexible benefits, flexible working time, performance appraisal, performance pay, and working from home. ‘Utilization’ comprises lateral job movement, participation, from-work-to-work-transition, and task enrichment (knowledge transfer). ‘Accommodative’ comprises additional leave, demotion, early retirement, exemption from working overtime, prolonged career interruptions, reduced workload, and part-time working. In line with expectations, we found negative relationships between ‘development’ and ‘maintenance’ and leave intention, partly mediated by work engagement. In contrast to expectations, we found a positive direct relationship between ‘accommodative’ and leave intention, not being mediated by work engagement. The positive relationship between ‘accommodative’ and leave intention, however, was negatively moderated by age (i.e., leave intention of older workers (45+) was lower). Strikingly, no relationship was found between ‘utilization’ and leave intention. We concluded that specific age-related HRM-practices (i.e., ‘development’ and ‘maintenance’) can contribute to retaining wind technicians, meanwhile enhancing sustainable work, whereas accommodative practices predict leave intention, but less so for older than younger workers.
81. Work-Family Research in the 21st Century and Beyond [Workshop]
Friday | 4:00 pm-5:30 pm | MB 3.270

Organizers: Linda Duxbury, Carleton University; Shelley MacDermid Wadsworth, Purdue University;
Presiders: Linda Duxbury, Carleton University; Shelley MacDermid Wadsworth, Purdue University;
82. Impact of Workplace Policies on Domestic Labour, Jobs, and Careers [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 3.430

Presider: Sylvia Fuller, University of British Columbia
  • How Retail Work Scheduling Practices Reproduce Racial Inequities. .....Erin Carreon, University of Chicago; and Susan Lambert, University of Chicago
  • This study draws from Victor Ray’s theory of racialized organizations to reveal mechanisms through which scheduling practices reproduce racial inequities among young adult part-time apparel retail workers. We analyze posted work schedules, timeclock data, and employee surveys from a total of 960 young adult (age 18-29) part-time employees working in 30 stores of a major apparel retailer. Our findings provide evidence of how colorblind scheduling policies and the decoupling of scheduling practices from these policies serve to reproduce racial inequities in the scheduling process. Even though the average number and stability of hours scheduled did not vary by race, white part-timers reported greater schedule input and had more predictable hours (smaller difference between scheduled and worked hours) , when compared to their coworkers of color in the same stores. Moreover, the ramifications of scheduling practices varied by worker race. A larger proportion of Black and Hispanic workers than white workers reported material hardship and weighty financial responsibilities as well as wanting to work more hours to earn more. On average, workers of color reported they had to ask their manager or coworkers for additional hours more frequently than white workers, whereas white workers reported their managers asked them to work additional hours more frequently than workers of color. We discuss how what may appear to be colorblind practices in distributing work hours on formal work schedules can legitimize and conceal racial inequities in the consequences of scheduling practices (including imbalanced schedule input and last-minute changes) for workers and their families.
  • Can Love Power Explain the Lack of Gender Diversity in Business Leadership?. .....Gudbjörg Linda Rafnsdottir, University of Iceland; and Ólöf Júlíusdóttir, The Social Science Research Institute
  • Iceland is considered the leader in gender equality, as per the Gender Gap Index. The country has held the top spot since 2009 and is often portrayed as a women's paradise. However, there is still a long way to go. Women are not adequately represented in top executive positions, and men tend to have the upper hand regarding their work-life balance and time management. While both men and women in leadership positions face unique challenges in balancing their work and domestic lives, men seem to find it easier to relax and unwind at home. To understand why gender diversity in business leadership is progressing slowly in Iceland, we interviewed 30 CEOs. We analyzed the interaction between parenthood and career advancement using theories of love power in everyday life. Our research suggests that although the law on parental leave provides both mothers and fathers equal rights to leave (four months of non-transferable leave for the father, four months for the mother, and four months they can share), male CEOs often decline their right to parental leave and instead rely on the love power of their partners. This is not the case for their female counterparts. Our data led us to conclude that how intimate relationships are conducted is equally vital for gender equality in business leadership as family policies.
  • Irregular Work Schedules and Gender Divisions of Domestic Labour. .....Sylvia Fuller, University of British Columbia; Manlin Cai, University of British Columbia; Andrea Doucet, Brock University; Anna Kurowska, University of Warsaw; Richard Petts, Ball State University; Thordis Reimer, University of Hamburg; and Donna Lero, University of Guelph
  • Irregular work schedules dictated by employers can make it difficult for parents to access childcare services and meet family commitments. With inconsistent and unpredictable time availability, divisions of housework and caregiving may also become more fluid within couples, potentially disrupting traditional gendered divisions of labour. In this paper, we draw on a sample of partnered heterosexual parents of young children from the “Familydemic” cross-national survey to investigate the relationship between working an irregular schedule and respondents’ perception of the divisions of a range of household and care tasks and responsibilities. Analyses of pooled data from Canada, the United States, Poland, Germany, Sweden, and Italy reveal that irregular working schedules tend to reinforce, rather than disrupt, traditional gendered divisions of labour. This reflects gender differences in the relationship between irregular schedules and one’s perceived share of household and caring work. For fathers, working an irregular schedule was either neutral for divisions of labour or increased the probability of reporting that their spouse carried all or most of the labour/responsibilities. That is, fathers’ unpredictable schedules led to their woman partner taking up the slack at home. For mothers, however, when working an irregular schedule was associated with a differing division of labour, the opposite pattern held, with mothers taking on a greater share of unpaid work/responsibilities.
83. Financial Dynamics in Intimate Relationships [Paper Session]
Friday | 4:00 pm-5:30 pm | MB 3.435

Presider: Susan Harkness, UNIVERSITY OF BRISTOL
  • Gender Gaps in Education and Earnings: How Do They Correlate to Divorce in a Patriarchal Society?. .....Maha sabbah Karkabi, Ben-Gurion University of the Negev
  • This research examines how couples’ gaps in education and earning, affect the likelihood of divorce in Arab community in Israel. Recent data indicate a pronounced rise in divorce rates among Arab couples in Israel. Simultaneously, there has been a notable surge in educational achievements, especially among women, which exceed those of their male counterparts. However, despite these shifts, the traditional homemaker-breadwinner paradigm persists, prompting an inquiry into the interplay between these evolving socioeconomic dynamics and marital stability. Research on divorce has documented the possible consequences stemming from the expansion of marriage types where the wife possesses a higher education or outearns her husband (hypogamy). Such configurations have been posited to challenge traditional male gender roles as primary breadwinners and reduce the economic interdependence between spouses. Nevertheless, recent research suggests that marriages characterized by hypogamy no longer exhibit a higher divorce risk than other marriage types as gender norms have become more egalitarian. Most research conducted in the Global North highlights the recent cohort transitions from a breadwinner-centric marital paradigm to one that champions marital egalitarianism. However, there remains a need of comprehensive studies centered on societies at the periphery of the Global North, where educational shifts are evident, yet the evolution of gender norms appears to be more stagnant. Given the cultural context, this study utilized a longitudinal dataset, collated by Israel's Central Bureau of Statistics spanning from 1995 to 2019. Through employing a series of discrete-time event-history analysis models for marital dissolution, preliminary findings indicate that educational hypogamy marriages does not singularly jeopardize marital stability. Nevertheless, unions where the established male breadwinner role is not upheld exhibit a heightened susceptibility to divorce.
  • Gender Inequalities in Married Couples' Earnings Trajectories: A Comparison of the United States and Germany. .....Nicole Kapelle, Humboldt-Universitat zu Berlin / Humboldt University of Berli; Lili Vargha, Humboldt-Universitat zu Berlin / Humboldt University of Berli; Maria Hornung, Humboldt-Universitat zu Berlin / Humboldt University of Berli; and Anette Fasang, Humboldt-Universitat zu Berlin / Humboldt University of Berli
  • Wives commonly earn less than their male partners, with substantial consequences for women's subjective and economic wellbeing. The present study aims to identify, compare, and describe diverse patterns of gender inequalities in married couples' earnings trajectories over the first six years of marriage in Germany and the United States. As such, we focus on identifying overlapping as well as unique groups within the two contexts and understanding the factors associated with group memberships. Using group-based multi-trajectory modelling, we simultaneously consider both spouses' earnings trajectories as well as trajectories of women's share of couples' earnings to identify latent patterns of inequalities in married couples' earnings trajectories at different levels of household earnings. Preliminary results for Germany highlight six distinct couple types that are differently associated with socioeconomic and demographic characteristics. Next, we will include PSID data for the US and use multinomial logistic regressions to formally describe the patterns.
  • Women’s Financial Independence, Household Money Management and Gender Inequalities Within Couples With Children. .....Susan Harkness, UNIVERSITY OF BRISTOL
  • How couples manage their money can give important insights into gender inequalities within the household. Using panel data for the United Kingdom from 2009/10-2019/20, we analyse how women’s financial independence and the couples’ family structure affect the management of household finances. Our focus is on couples with dependent children, among whom gender earnings gaps are large. We show that finances are less likely to be shared in non-traditional households: where women earning contribute towards a higher share of family income, where they cohabit, or where there are stepchildren. Linking information on how couples manage their money to individuals’ perceptions of financial stress and psychological well-being we further show that, when finances are not shared, women are more likely to face financial stress and have poor mental health. We conclude by discussing the implications for the design of tax and benefit systems.
84. Living with Digital Surveillance in China. Citizens’ Narratives on Technology, Privacy, and Governance (sponsored by the Technology, Work and Family research community) [Author Meets Readers Session]
Friday | 4:00 pm-5:30 pm | MB 3.445

Organizer: Dominique Kost, BI Norwegian Business School
Presider: Dominique Kost, BI Norwegian Business School

Panelists:
  • Ellen Ernst Kossek, Purdue University;
  • Yang Hu, Lancaster University;
  • Ariane Ollier-Malaterre, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG);
  • David Lyon, Queen’s University;
  • Mia Tammelin, University of Tampere;
85. Flexibility Stigma, and Career Outcomes of Working From Home: The Role of Organisational and National Contexts [Thematic session of multiple paper presentations]
Friday | 4:00 pm-5:30 pm | S2.115

Organizer: Heejung Chung, University of Kent
Presider: Heejung Chung, University of Kent
  • Work From Home and the Exaggeration of the Norm of the Ideal Worker: A Comparative Perspective. .....Anja Abendroth, Bielefeld University; and Laura Luekemann, Bielefeld University
  • Blurred boundaries between work and personal life have been described as one of the risks of work from home (WFH). One explanation is that homeworking does not only serve flexibility interests of employees but also of employers to make employees more available for work irrespectively of time and place. This implies an exaggeration of the norm of the ideal worker, namely more pronounced organizational expectations to work overtime and to be responsive to work outside regular working hours. Research evidence on the implications of WFH is, however, mixed and draws attention to country variation. This research investigates when WFH results in employees’ experiencing a greater push to perform ideal worker norms. Taking on a comparative perspective, we specifically investigate the role of labor market and family policies and countries’ work centrality shaping employees’ perceived agency to negotiate their timely work investments when WFH. In addition, we consider potential gender differences in the perception of ideal worker norms. Especially family policies should impact to what extent expectations on timely work investments when WFH are directed towards women and men alike. Analyses are based on the module on Digital Social Contacts in Work and Family Life in the European Social Survey Round 10. Data contain measures on flexible work arrangements (including flexitime and working from home), and subjective evaluations of organizational expectations of overtime – indicating ideal worker norms in this study. National level varianles are derived from the OECD statistics and wave 7 of the World Value Survey.
  • Working From Home During the COVID-19 Pandemic and the Perception of Change In Career Prospects Among Parents. .....Anna Kurowska, University of Warsaw; and Agnieszka Kasperska, University of Warsaw
  • The COVID-19 pandemic has catalyzed significant changes, not only in the prevalence of home-based work but also in attitudes toward this mode of working (Parker, Horowitz & Minkin, 2022). This recent transition presents an opportunity to alleviate the stigma surrounding flexible work arrangements. The long-standing notion/belief that individuals utilizing such arrangements, especially for family-related reasons, are less productive and committed (Chung, 2020) has constrained the career advancement of telecommuting employees, notably those with children. Nevertheless, a question remains open whether the experience of working from home during the pandemic has changed anything in this matter. In our study, we explore the relationship between work-from-home experiences during the pandemic and the perception of changes in career prospects among parents. We use the Familydemic Harmonized Dataset (Kurowska et al 2023) consisting of minimum of 2,000 parents with dependent children across Canada, Germany, Italy, Poland, Sweden, and the United States, collected in June to September 2021. Our findings indicate that both mothers and fathers, who continued to work from home throughout the pandemic had substantially higher predicted probability of reporting improved career prospects than those who worked solely in the office. Among mothers who commenced working from home during the pandemic, the connection between telecommuting and the perception of changed career prospects was less straightforward. Our research reveals that the favorable correlation between continued home-based work and the perception of career advancement dissipates for mothers who had children at home for more than six months due to childcare closures during the pandemic.
  • Career Penalties For Flexible Working: How Work Culture Shapes Managerial Attitudes. .....Anna Matysiak, University of Warsaw; Ewa Cukrowska-Torzewska, University of Warsaw; and Agnieszka Kasperska, University of Warsaw
  • Work from home (WFH) has become an integral part of the professional lives of many people across the globe. Yet, its impact on career progression is still not entirely understood. This article explores how WFH affects workers’ careers from the gender perspective in the post-pandemic context of the United Kingdom (UK). More specifically, we study how WFH impacts workers’ opportunities for promotion and salary increase as well as employers’ assessment of workers’ commitment level and competencies. We also investigate whether the observed effects vary depending on the presence of the ideal worker norms (i.e. high work devotion and centrality) and work-family reconciliation measures in the company. We use data from an online survey experiment fielded between July and December 2022 among 1,000 managers in the UK. The findings indicate that employees who WFH are less likely to be considered for promotion and salary increase, and more likely to be negatively evaluated than on-site workers. These results pertain only to organisations that have more demanding organisational cultures, namely those with stronger ideal worker norms and fewer work-family reconciliation policies. Importantly, both men and women who operate in firms with more demanding organisational cultures and engage in WFH experience career penalties, however, they are substantially larger for men. Our findings underline the importance of organisational settings in the impact of flexible working arrangements on careers.
  • Flexibility Stigma Against Home Workers in the UK : How Normalising Homeworking Can Remove Stigma Especially for the Disadvantaged Workers. .....Heejung Chung, University of Kent; and Senhu Wang, National University of Singapore
  • Despite the steep rise in homeworking practices across the world, stigmatised views against homeworkers still exists and are slowly coming back as evidenced by employers’ request for workers to return to office. The question arises, whose homeworking is stigmatised more, whether the number of days worked from home matter, and most importantly how organisational contexts can shift these views. On one hand mother’s WFH is likely to result in a steeper stigma due to employers’ assumptions around how mothers use WFH. On the other hand, father’s homeworking may be seen as a stronger violation of their roles as breadwinners. What is more normalising homeworking for all workers can help shifts bias against homeworkers, as it is more likely to be linked to smart working practices and productivity outcomes. Drawing from the UK Household Panel Survey Understanding society innovation panel, this study uses a factorial vignette experiment to examine flexibility stigma against homeworkers working 1-2 days a week from home versus 3-4 days against those who work from the office. We also explore whether these perceptions vary depending on the homeworkers’ gender-parenthood status and across various organisational contexts – namely normalisation of homeworking via through practice (% of workers homeworking) and policy (existence of homeworking policies), and whether gendered policies (only for mothers, or parents vs for all workers) make a difference. WFH is associated with lower levels of perceived work commitment, productivity, team spirit and promotion opportunities. However, normalisation of homeworking through policy and practice helps mitigate this bias.
86. Big Ideas Talks [Plenary]
Friday | 5:45 pm-6:30 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
87. Networking Dinners
Friday | 7:00 pm-9:00 pm | At Pre-Specified Locations
Participation requires preregistration. Those who pre-registered for Networking Dinners have received instructions on meeting locations from their dinner coordinators.
88. Workplace Contextual Influences Across the Life Course: Human Resource Management [Paper Session]
Saturday | 8:30 am-10:00 am | MB 2.210

Presider: Tracy Hecht, Concordia University
  • Who Engages in Leadership Development Activities? A Three-Wave Study Examining Career-Related and Family-Related Factors. .....Tracy Hecht, Concordia University; Kathleen Boies, Concordia University; and Elizabeth Eley, Concordia University
  • Leader development is a core step on the path to taking up leadership positions, and central to the journey of becoming a more effective leader. In this study, we aimed to illuminate predictors of participation in leadership development activities from three theoretical perspectives. First, drawing on the Kaleidoscope Career Model, we examined the career motives of authenticity, balance, and challenge of men and women in different career stages. Second, drawing on Social Cognitive Career Theory, we examined contextual factors (i.e., perceived costs and benefits of participation in leadership development activities) and career self-efficacy. Third, drawing from life stage theory, we examined the family-related factor of where one stands in the transition to parenthood. Panel data were collected in three waves over 3 months from over 700 individuals, including multiple measurements of the number of, and time spent in, leadership development activities. We used zero-inflated negative binomial regression to analyze these count-based data cross-sectionally and in lagged analyses. In line with our expectations, our preliminary analyses indicated that participation in leadership development activities (both the number of activities and the number of hours spent) were predicted by factors derived from all three theoretical perspectives. There was also some evidence that relations with parenthood transition stage were curvilinear. These results highlight the multiple considerations that individuals may weigh when considering their own leadership development, which has implications for workplaces that aim to develop more effective leaders and for individuals who seek to guide and direct their own leadership journeys.
  • Managing the Transition to Parenthood in Small and Medium-Sized Workplaces – Pathways to Good Practice. .....Bianca Stumbitz, Middlesex University - Business School; Helen Norman, University of Leeds; Emma Banister, University of Manchester - Business School; Amy Burnett, Middlesex University - Business School; and Clarice Santos, Middlesex University - Business School
  • Becoming a parent is one of the most impactful processes in a person’s working life course. For many expectant and new parents, this time of excitement is accompanied by worries about how best to combine their new parenting role with work. At the same time, smaller employers in particular sometimes feel overwhelmed by the need to support pregnant staff and new parents while continuing to run their business on a day-to-day basis. Although SMEs account for more than 90% of the global business population, most research on the experiences of pregnancy or parenthood and employment focuses on large firms and thereby excludes the experiences of the majority of (parental) workers and their employers. The management of new parenthood in SMEs is different from large firms as they often lack a dedicated Human Resources department and written maternity/paternity policies. This 3-year mixed-methods study seeks to address this knowledge gap by developing recommendations for the management of maternity and paternity in SMEs which work for both parents and employers. The involvement of potential beneficiaries and users (i.e. employers, employees, support organisations and policy makers) in all key stages of the project ensures the research meets their needs and is targeted. We will present interim findings based on in-depth qualitative interviews conducted with employers and employees (both expectant and new parents).
  • Discourse on Balance: Boundaries and Effort vs Reward. .....
  • For many a change in personal situation, calls in a change in professional situation and vice versa. So, for example a woman who has given birth might not be able to return after the maternity leave to the same job, and when looking to return or for new job after might have certain difficulties. However, a shift to online format of work and flexible work, can bring in a shift in the possibilities of mothers to continue their work possibilities even after a change in personal life. There has been already a sufficient amount of research addressing traditional employment formats, but still room to address non – traditional structures and work from home/ flexible formats. Transition to work from home and flexible work has brought in already significant positive changes, such as increased flexibility, possibility to integrate, elimination of unnecessary efforts like commute, and provides room for well-being in the life domain and global opportunities in the work domain. However, with flexibility also comes in blurred boundary, which can have negative effects, especially for those that have gaps in self-discipline and time management. In this research, I would like to turn to Boundary theory and Effort – Reward Imbalance Model. I would like to perform surveys and literature review to explore concept of boundaries and changes in effort vs reward compartment. I would like to stir discussion about the importance of managing and redefining boundaries as well as objective assessments of efforts and rewards to sustain a healthy work-life balance.
  • Effects of Work-Family Support and Length of Maternity Leave on First-Time Mothers' Dual Identities. .....Yun-Kyoung “Gail” Kim, Salisbury University; Amit Kramer, University of Illinois, Urbana-Champaig; and Teresa Cardador, University of Illinois, Urbana-Champaig
  • The influx of women into professional careers in the last four decades represents a move toward a more egalitarian society. However, the underrepresentation of women at senior management levels points to the next frontier in achieving a more egalitarian workplace. Previous research has suggested that women’s dual-identity concerns as both mothers and working professionals may lead to them ‘opting out’ of management positions. Yet, little explanation is provided on how the transformative experience of first-time motherhood influences the conflict between these two identities. Our study takes an identity transition perspective, examining how a woman’s work and family experience during her first maternity leave influence the way she adjusts the saliency of her professional identity and eventually address identity conflict. Our study highlights the mediating role of the first-time mothers’ maternal-professional identity integration and encourages a shift in perception regarding maternity leave as a positive temporal resource for enhancing the salience of their professional identity.
89. Gendered Realities of Employment [Paper Session]
Saturday | 8:30 am-10:00 am | MB 2.255

Presider: Marlee Mercer, York University
  • Painful Leadership Evaluations: The Impact of Endometriosis on Women Leaders. .....Marlee Mercer, York University; and Tina Sharifi, York University
  • Endometriosis, characterized by painful periods, infertility risks, and quality of life disruptions, affects approximately ten percent of women of reproductive age. This disease requires attention due to its gendered nature conflicting with organizations’ male-oriented values. These organizational-based barriers paint women as emotional and hysterical. Women with endometriosis are often forced into silence, leading to disparities in performance and perceptions of their effectiveness. However, limited research explores the long-term impact of endometriosis on women’s careers, particularly women in leadership roles. Expectations surrounding leadership, rooted in the patriarchal image of unwavering devotion to the workplace, challenge women leaders with endometriosis who experience daily pain. These experiences can hinder their ability to demonstrate a constant commitment to the organization. This conceptual paper applies the Role Congruity Theory to propose that women leaders with endometriosis are perceived as less capable leaders, diminishing their leadership ratings. This relationship is proposed to be moderated by the women leaders’ access to and adoption of work-life flexibility policies. Gender stereotypes suggest male leaders prioritize work over family. Under pressure to emulate male counterparts, women leaders may neglect these valuable resources. Additionally, this paper introduces social participation as a moderator. Endometriosis negatively impacts women leaders’ social participation due to depression and anxiety symptoms and an inability to attend work events. This isolation may lead women leaders to face backlash for role-incongruent characteristics. Accordingly, this paper highlights the role of endometriosis as an intersecting component within women leaders’ work and family domains. These findings and implications are discussed.
  • Encumbered and Expendable: Motherhood, Discrimination and Job Loss. .....Emma Graham, Australian National University
  • In Australian workplaces, maternity discrimination is pervasive, with at least one in five mothers experiencing job loss during pregnancy, while on parental leave or upon their return to work. This is despite employment based discrimination against pregnant women and those with family responsibilities being prohibited by anti-discrimination legislation in all Australian jurisdictions. This presentation provides an overview of a current study, which is examining the causes of maternity discrimination resulting in job loss in Australia, why it remains so prevalent, and whether the current legal framework either effectively addresses the problem or perpetuates it. This doctoral research is informed by feminist legal theory and draws on original analysis of national prevalence data as well as in-depth, semi structured interviews with Australian mothers who have experienced discriminatory job loss. In sharing the study findings, the author will examine how the dual necessities of work and care, in the ways that they are currently framed, regulated, valued and normalised, contribute to the ongoing prevalence of discriminatory job loss for mothers. Finally, the presentation highlights how legislative amendments, which seek to prohibit discriminatory job loss, are unlikely to be effective if the cultural and legal norms underpinning both work and care are not also addressed.
  • “This is Art of Balance”. Gendered Realities of Academics in Iceland and Canada.. .....Andrea Hjálmsdóttir, University of Akureyri; Laura Landertinger, Ontario Ministry of Education, Canada; Helga Kristín Hallgrímsdóttir, University of Victoria; and Þorgerður Einarsdóttir, University of Iceland
  • All labour markets are affected by complex systems of gender and gendered relations, the higher education institutions being no exception, and much of social inequality is created and reproduces in organizations. Academia has often been described as a masculine organization steeped in male privilege, exemplified by the underrepresentation of women in academic leadership positions, and among the ranks as full professors. In this presentation we take a closer look at gendered career paths among academics in Iceland and western Canada. The two countries are interesting cases for a comparative discussion because of their similarities and divergences. Iceland is categorized among the Nordic social democratic welfare states and Canada among the liberal countries. The study draws on interviews with academics in the two countries, 13 women and 13 men in heteronormative relationships. The data speaks to struggles -especially among the women- around work-life balance, competing responsibilities between research, teaching, and family commitments, gendered patterns in care and housework, and how these trends emerge and manifest in the lived experiences of the participants in the research. While welfare models and policies differ between the two countries, Iceland has increasingly adopted a traditional Anglo-Saxon career model in higher education, likening it to the Canadian one. The findings contribute to our knowledge of how different welfare policies shape and intersect with higher educational institutional cultures in the two countries and how academics describe their daily lives, career paths, and decision making around family and work in pursuit for work-life balance.
  • Gender and Work-Family Conflicts: A Systematic Review and Meta-Analysis. .....Shubhra Kriti, International Institute for Population Sciences; and Srinivas Goli, International Institute for Population Sciences (IIPS)
  • Gender norms or ideologies are key drivers of work-family interfaces and related conflicts. In this systematic review and meta analyses, we have two-fold objectives: (1) to assess the prevailing heterogeneity in family-work interfaces (Family-Work-Conflict: FWC) and work-family interfaces (Work-family-conflict: WFC) across the globe using uniform measure; (2) to assess the heterogeneity in reporting of work-family conflict across the gender and their underlying facets. The study systematically selects 19 studies out 4364 articles appeared in search across three databases (i.e. Jstor, Google Scholars and family study journal) for its meta analyses. Results advance that globally female report disproportionately higher FWC and WFC compared to their male counterparts with average score varying between 2.3 to 2.5 in a scale of 0 to 5. The Meta analyses of findings reported in 16 studies reveal that the FWC and WFC is highly heterogeneous (I2=100%) across the globe with women reporting higher work-family conflict than men, ranging from 5% to 108% across the different parts of the globe. This huge gender disparity in the reporting of work family conflicts can be understood as the complex interplay of the socio-cultural, economic and political determinants. In conclusion, we advance that this systematic review and meta analyses of FWC and WFC is a timely effort to understand and summarize their reporting pattern by gender. From a policy and practical perspective, the study advances that gender-egalitarian work-family conciliation policies and the improvement in labour market environments for females are critical to reduce both WFC and FWC across the countries.
  • Motherhood Penalty and Fertility Intentions Among Young Adults in South Korea. .....Jae-yeon Lee, Yonsei University
  • South Korea has consistently exhibited the lowest-low levels of total fertility rates, ranking among the lowest worldwide. This study examines how the work-related attitudes of young individuals affect childbirth, offering a better understanding of the socio-cultural factors behind South Korea's enduringly low birth rates. Using a mixed-methods approach, we analyzed data from the nationally representative Korean General Social Survey (KGSS), involving 1,301 respondents. This study also included 104 in-depth interviews conducted with individuals representing diverse age groups and various socioeconomic backgrounds, employing semi-structured in-depth interview methods. The results show that Korean individuals in their 20s, compared to other age groups, demonstrate a negative self-concordance with "ideal worker." Particularly young women perceive themselves as falling short of ideal worker norms and anticipate negative evaluations and the "motherhood penalty," which further motivates them to delay or, in some cases, entirely abstain from pursuing childbirth. Paradoxically, taking parental or maternity leave doesn't ease work-related pressures; instead, it intensifies efforts to conform to ideal worker norms, subsequently reducing fertility intentions. Among women grappling with the consequences of the motherhood penalty, there is a conspicuous display of "compensatory work devotion" as they endeavor to offset these penalties. These findings underscore a multifaceted issue extending beyond the mere postponement of childbirth due to employment insecurity. They shed light on the intricate interplay between work attitudes and family planning in the South Korean context, underscoring the need for a more nuanced understanding of this complex dynamic.
90. Work-Family Interface: The Role of Family Policies [Paper Session]
Saturday | 8:30 am-10:00 am | MB 2.265

Presider: Carolyn E. Waldrep, University of Texas, Austin
  • Employers' Role in Shaping Family Leave Policies in the United States: A Qualitative Analysis of Legal Cases. .....So Yun Park, University of Wisconsin, Madison
  • To gain a comprehensive understanding of how family leave policies operate in the United States, it is crucial to examine the role employers play in shaping how employees utilize these policies. This research project seeks to investigate the conflicts between employers and employees in the context of family leave usage and identify how employers frame eligibility requirements and institutionalized processes around such policies. Specifically, this study employs the theory of endogeneity of the law, which recognizes that companies have a hand in shaping the laws that apply to them (Edelman, Uggen, and Erlanger, 1999; Kelly and Dobbin, 1999). By analyzing court opinion documents sourced from Nexis Uni and Westlaw, we use a qualitative content analysis approach to examine how employers in California, New Jersey, and New York (states where both unpaid federal family leave policies and state paid family leave laws co-exist) dispute legal cases relating to family leave use. We focus on the period between 2004 and 2022, encompassing the passage of each state’s paid family leave law. Our preliminary results provide insight into the institutional constructs employers have created and adopted to regulate family leave usage by their employees. Building on these findings, we suggest further analyzing the moral and eligibility constructs employers employ in their arguments. Ultimately, this research aims to illuminate how employers shape employees' understanding of how family leave policies can be used and how such shaping can have broader implications for labor market values.
  • Infant-At-Work Policies As a Solution To Work-Family Conflict in the Absence of Parental Leave. .....Chelsea Ren Morton, Syracuse University
  • Infant-at-work policies are an organizational practice allowing new parents to bring their infant and all related paraphernalia to work with them until the child is six- to eight-month-old. Despite becoming common in the US in the early 2000s, little research has been done on infant-at-work policies. To date, top journals publishing as few as fifty-four journal articles on infant-at-work policies include Breastfeeding Medicine, Journal of Public Health, and Pediatrics. These articles mostly champion infant-at-work policies to encourage long-term breastfeeding for optimal child health outcomes. No journals from family studies, public policy, politics, or sociology appear to be examining the use and implementation of infant-at-work policies to resolve other work-family conflict issues. This article reveals some characteristics of the implementation of infant-at-work policies in specific regions and industries of the US using an available database of companies updated through 2019. Preliminary findings suggest that Infant-at-work policies are common in rural regions and in the public sector, challenging the traditional practice in family policy to look toward the private sector in urban areas for innovation. I argue that Infant-at-work programs offer a policy solution allowing the parent(s) to return to work after the birth or adoption of a child during the time the child is unable to enter a daycare facility until six to eight months of age. In the absence of federal newborn parental leave, infant-at-work could serve as a means to maintain employment for many dual-earner households.
  • How Did the Pandemic Change Americans' Support for Federal Work-Family Policies?. .....Carolyn E. Waldrep, University of Texas, Austin; Barbara J. Risman, University of Illinois, Chicago; Jennifer Glass, University of Texas, Austin; and Kathleen Gerson, New York University
  • The United States has few public policies to support working families, which left families largely without institutional support in the wake of the Covid-19 pandemic, other than a temporary program of cash supplements for caregivers. Instead, American families had to rely on private solutions as the pandemic caused disruptions to their childcare, school, or work arrangements, from childcare closures and transitions to remote school, to pandemic-related unemployment and transitions to remote work. In the spring and summer of 2022, we interviewed over one hundred parents of minor children as the pandemic waned, asking about their support for each of five work-family policies: funding of paid leave, childcare subsidy, public preschool, remote work options, and job protections for caregivers. Most respondents support government involvement in each of these policies. Some respondents also shared the extent to which they changed their answers during the pandemic. Opinions did not change dramatically during the pandemic, with the exception of remote work arrangements: many respondents had not considered remote work before the pandemic and established new opinions, largely in support of remote work opportunities, during the pandemic. We will analyze the pandemic experiences of the respondents who indicated any changes or reinforcement of their opinions during the pandemic, considering whether the respondents exited or reduced their employment, whether their children’s schooling or care were disrupted, or both, to understand the impact of the pandemic on respondents’ changing outlooks on work-family policies.
  • Five Years After the European Work-Life Balance Directive: Bare Minimum or Real Work-Family Support?. .....Mara A. Yerkes, Utrecht University; Erick Covilla Hernandez, University of Konstanz; and Jana Javornik, University of Leeds
  • In 2019, the European Union (EU) implemented the long-awaited Work-Life Balance directive. This legislation was heralded as a crucial impetus for improved work-family policy support, requiring all EU member states to provide fathers access to paid paternity leave as well as parents guaranteed access to parental leave and the right to request flexible working until a child’s eighth birthday. It also provided the first support for working caregivers, with access to unpaid leave. Although the directive was seen as an important first step in giving workers much-needed work-family support, in the years since its implementation, many European countries have struggled to prioritize further work-family policy support. Ongoing crises such as the COVID-19 pandemic necessitated policy efforts be directed elsewhere, with growing social inequality as a result. Against this background, we consider the state of work-family policy supports five years following the directive’s implementation. We analyse work-family policy supports in eight European countries (Hungary, Italy, the Netherlands, Poland, Slovenia, Spain, Sweden, the United Kingdom), comparing the policy supports available in 2019 to 2023. We study the extent to which countries go beyond the directive’s minimum requirements to provide real work-family support to workers in contemporary societies. Using an analytical framework conceptually grounded in the capability approach, we show how cross-country differences in policy support reduce or increase the real opportunities workers have to reconcile work and care in meaningful ways. We discuss these findings in light of potential future work-family policy solutions.
91. Challenges and Supports for Working Caregivers [Paper Session]
Saturday | 8:30 am-10:00 am | MB 2.270

Presider: Andreas Jozwiak, Grinnell College
  • Eldercare Demands and Health and Well-Being of Working Informal Caregivers of Older People: The Role of Unhealthy Cognitive Emotion Regulation and Workplace Resources. .....Winnie Wing Yee Lam, Leeds University Business School; Ciara Kelly, Sheffield University Management School; Karina Nielsen, Sheffield University Management School; and Christopher Stride, Sheffield University Management School
  • An increasing proportion of the working population cares for their older loved ones. When informal caregivers struggle to manage the dual responsibilities, there may be greater organisational and societal costs involved, such as high turnover intention and lower labour force participation. In the present paper, we look at the mechanism that contributes to the decreased health and well-being of informal caregivers through the Conservation of Resources (COR) Theory. We employed a 3-week shortitudinal survey method in a sample of 395 informal caregivers in the UK to examine the relationships between eldercare demands, unhealthy CER, family-supportive supervisor behaviour (FSSB), work flexibility and various health and well-being outcomes. Results suggested that unhealthy CER mediated the relationship between eldercare demands and various health and well-being outcomes. When FSSB was included in the model, moderated mediation was found between eldercare, unhealthy CER to anxiety, depressive symptoms and well-being respectively. When work flexibility was included, moderated mediation was found between eldercare, unhealthy CER to sleep difficulties. FSSB and work flexibility magnified the relationship between unhealthy CER and various health and well-being outcomes. This study examined unhealthy CER as one of the potential mechanisms of the COR Theory and the interplay between individual cognitive processes and workplace resources on health and well-being, enhancing our understanding of the process of the COR Theory. Future research can further explore the complex interplay between individual and contextual factors. Employers should recognise the impact of workplace resources on different individuals. These resources remain important for informal caregivers’ health and well-being.
  • Local Gender Contexts and Migrant's Use of Childcare: Evidence from Germany. .....Andreas Jozwiak, Grinnell College
  • How does context influence migrant’s decisions to use public childcare facilities? Previous work has identified several factors contributing to the migrant-native gap in childcare use, but this work has focused on individual or group-specific factors. Work on the effect of context, moreover, has previously made cross-country associations between context and migrant childcare use. These theories suggest that in more egalitarian contexts, migrant native differences shrink. Building on previous work, I assess the role of subnational gendered context on migrant’s use of childcare using a small sample of German migrants who were assigned a county of residence upon arrival to Germany, limiting the potentially competing role of selection. Using German Socio-Econmic Panel Data, I assess the effect of context by leveraging spatially granular information on childcare use. Contrary to previous work, I find that after accounting for individual, migrant, and other contextual factors, more egalitarian contexts are associated with lower levels of childcare use among migrants, amounting to a 36 percentage point difference in childcare use across the range of counties in the sample. Moreover, this also results in the largest migrant-native differences emerging in the most egalitarian contexts. I attribute much of this to the role of congestion of childcare facilities that reduces migrant’s ability to access this public service.
  • Support for Working Carers Across the Globe: The Development of International Standardized Guidelines for the Work Place. .....Allison Williams, McMaster University; and Jeanne Bank, Canadian Standards Association
  • As the world’s population ages, more unpaid care provision is required by family, friends and neighbors; currently, 349 million people worldwide are estimated to be depending on care, with 101 million of these aged 60 years and older (WHO, 2017). The vast majority of this growing number of unpaid carers are simultaneously employed in the labour market or attending school, and they experience a range of space and time tensions due to the multiple demands of both paid labour and unpaid caregiving. Further, many of these working carers are also caring for young dependents. Research evidence illustrates that unpaid care work negatively impacts paid work, and few employers have adopted carer-friendly workplace (CFWP) policies. Deficiency of workplace or organizational support could lead to a range of negative employee consequences, which increase costs to employers, including mental and physical health problems; reduced productivity; increased absenteeism and presenteeism, and; employees exiting the workforce altogether. For employers to best support these working carers, a set of standardized guidelines has been created for organizations. Working with the International Standards Organization (ISO), ISO 25551:2021, ‘Ageing societies – general requirements and guidelines for carer-inclusive organizations’, was published in December 2021. This presentation outlines the alignment of this tool with the United Nations (UN) Sustainability Development Goals (SDGs) and the International Labour Organization's mandate. It highlights the challenges of implementation, while reflecting on the significance and relevance of the standard globally.
92. Organizational Approaches to Work-Life Integration [Paper Session]
Saturday | 8:30 am-10:00 am | MB 2.430

Presider: Sarah Bourdeau, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG)
  • Flexible Jobs Make Parents Happier: Evidence from Australia. .....Agnieszka Postepska, University of Groningen; and Shuye Yu, University of Oxford
  • Recent studies have found that self-reported life satisfaction drops during the transition into parenthood. This decline is often attributed to a work-family conflict. This study investigates whether different forms of flexible employment can alleviate this drop in parental life satisfaction during this period. A fixed-effects analysis in an event study framework using Australian household survey data (HILDA) delivers convincing evidence that working flexibly indeed alleviates the drop in subjective well-being, suggesting that it relieves the stress related to work-family conflict. Moreover, we find substantial gender heterogeneity in the effects of different types of flexible employment on mothers' and fathers' life satisfaction. Mothers with short part-time jobs (0-20 hours per week) exhibit greater life satisfaction than mothers who work full-time, especially when their children are younger than four. Among fathers, self-scheduling and home-based work significantly increase perceived happiness compared to fixed employment terms. This is especially true for fathers of one- and two-year-olds. These results are consistent with parents' classical intra-household time allocation in Australia and typical labor market trajectories of each gender around childbirth.
  • HR Professionals Supporting Work-Life Balance: An Enablers-Barriers Approach. .....Isabelle Létourneau, Université de Sherbrooke; Danaël Lambert, Université de Sherbrooke; Jessica Levasseur, Université de Sherbrooke; and Etienne Fouquet, Université de Sherbrooke
  • HR professionals play an important part in supporting work-life balance (WLB), even though in the scientific literature the spotlight is rarely put on their specific practices. HR professionals are essential to conducting WLB diagnosis, assessing the feasibility of new WLB initiatives, implementing WLB policies, promoting the use of WLB resources, raising stakeholders’ awareness of WLB issues, coaching managers to support WLB, and so on (Bond and Wise, 2003; Clutterbuck, 2003; Bailyn, 2011; Goudswaard et al., 2013; Létourneau, 2022). Yet very little is known about factors influencing the efficiency of those supportive practices. A qualitative study was designed to identify enablers and barriers influencing supportive WLB practices performed by HR professionals. Forty-five HR professionals (15 from SMEs, 15 from large organizations and 15 consultants), members of the Ordre des conseillers en gestion des ressources humaines agréés du Québec (CRHA), participated in semi-structured interviews. Results reveal a taxonomy of 110 enablers and 99 barriers regrouped in 38 categories and 8 broad themes. The discussion shows that enablers and barriers go far beyond the organizational realm, to which the scientific literature is mainly confined (e.g., organizational culture, business operations, etc.), to encompass extra-organizational, interorganizational, functional, personal, professional, individual, and interventional domains. Specific enablers and barriers are not necessarily opposed. This paper provides a first reference framework to further our understanding of the varied and complex conditions in which HR professionals support WLB in organizational setting.
  • Can A Workplace Assessment Drive Improvements in Employee and Employer Outcomes?. .....Ellen Galinsky, Families and Work Institute; and Philip David Zelazo, University of Minnesota
  • The Thriving Workplace Index has its origins in ongoing nationally representative studies of employees (1992-2016) where we discovered that employee outcomes (health, wellbeing, job engagement, work-family conflict) were worsening and in ongoing nationally representative studies of employers (2005-2016) where we also discovered that employer outcomes (recruitment, retention) were worsening. In response, we created When Work Works with the Society for HR Management (SHRM), using a participatory project-design process (civic science). Between 2012-2016, we worked with several thousand small, midsized and large employers in all 50 states (US), implementing the “Effective Workplace Index” as an assessment and improvement tool. In 2020, we pivoted and created an “Inclusion Index” to assess outcomes for employees experiencing adverse pandemic-like life events (layoffs, job loss, serious illness). In both Indexes, we found relational factors like feeling a part of their workgroup and supported by others (caring connections) or being given autonomy and treated with respect (agency) were the most significant predictors of outcomes. We thus built on Self Determination Theory to assess relational factors (caring connections, agency, mastery, identity and purpose) in our new “Thriving Workplace Index,” again using a participatory design process and are piloting it with educational workplaces. Time 1 results indicate that relational factors are significantly linked with outcomes that benefit employees (employee health and wellbeing, work-family conflict) and employers (job engagement, retention). In this session, we’ll report on Time 2 findings, addressing whether a workplace assessment (that includes both organizational and individual change-experiments) can drive improvements in employee and employer outcomes.
  • Enabling – Enclosing Work-Life Policies: An Analysis of Telework, Flexible Work Schedule and Onsite Childcare’s Perceived Helpfulness and Likeliness of Use. .....Sarah Bourdeau, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG); Nathalie Houlfort, Université of du Québec à Montréal; and Léandre Chénard Poirier, HEC Montréal
  • Many organizations offer work-life policies to help their employees alleviate the conflicting demands stemming from multiple life roles (Kossek, et al., 2010). According to the enabling – enclosing theoretical conceptualisation of work-life policies, they can be perceived as control mechanisms that can fall on a continuum ranging from more enclosing to more enabling in nature (Bourdeau et al., 2019). This paper presentation focuses on three work-life policies, namely onsite child-care, telework and flexible work schedule, and presents two cross-sectional studies which aim to 1) empirically validate that the selected work-life policies can be positioned on the enabling – enclosing proposition, and 2) investigate how perceiving a policy as more or less enabling can influence the likeliness of using it if needed through the mediating role of the policy’s perceived helpfulness. Results in both studies (Study 1, N = 284; Study 2, N = 251) from repeated measure ANOVA confirm that onsite childcare is systematically perceived as the most enclosing policy, followed by telework and finally, flexible schedule is perceived as the most enabling policy. Furthermore, results from linear regressions confirm that the more a policy is seen as enabling, the more it is perceived as helpful, and the more likely it is to be used if needed. Implications for practice will be discussed.
  • Employee Assistance Programs: Factors Affecting Their Acceptance and Utilization. .....Daniel Erler, pme Familienservice
  • In this case study from Germany, we explore the question how the design and implementation of Employee Assistance Programs (EAP) impacts their acceptance and utilization. For this purpose a quantitative survey among 1000 employees (n=618) and managers (n=382) was conducted, asking participants among other things: what they expect from EAP; how important such measures are compared to other benefits; whether they have already used EAP and whether such programs are important for their perception of and satisfaction with their employer. The quantitative survey was based on a representative sample of employees in Germany, from companies with more than 200 workers. In addition, 41 qualitative interviews with HR-managers were conducted. Placing the study results within the wider socio-economic context of Germany, this paper will explicate some of the key findings. We find, that more than 70% of respondents regard the provision of EAP by their employer as important because they consider such measures as a sign of appreciation and support by their employer. However, when asked to rank EAPs' relevance compared to other benefits, respondents placed wages and satisfaction with their job before work-life-balance and EAP measures. Asked about the reasons for not using EAP, 53% cited lack of time while 37% of respondents said that the measures provided where not relevant or attractive for them. Questioned about possible ways of rendering EAP offerings more attractive to them, 50% of all respondents cited a complete coverage of costs, while 41% said that time flexibility could significantly enhance EAPs' attractiveness. One of the more surprising findings in this research was the very substantial difference in perception and usage among employees and managers. When asked how satisfied they are overall with their employers' well-being and work-life policies, 70% of managers said they were satisfied, against 35% percent of employees. This may be one explanation for the large difference in EAP utilization. Whereas 87% of managers declared that they had already made use of such measures, only 50% of employees had already utilized EAP. Reducing the mismatch between employee and manager perceptions of EAPs' fit and utility may be one leverage factor to increase the overall utilization and acceptance of such programs in companies. Reducing possible financial disincentives, such as co-payment of measures, and increasing the flexibility to use such services could also help to remove utilization hurdles. Overall, the study indicates, that employee satisfaction is significantly higher in companies offering EAP (87%) than in companies with no EAP (61%). While EAP only constitutes one variable influencing employee satisfaction, EAP certainly seems to have the potential to improve the overall commitment and motivation of employees.
93. Active Labor Market Policies for Families with Children [Thematic session of multiple paper presentations]
Saturday | 8:30 am-10:00 am | MB 2.435

Organizer: Gabrielle Pepin, W.E. Upjohn Institute for Employment Research
Presider: Gabrielle Pepin, W.E. Upjohn Institute for Employment Research

Panelists:
  • Gabrielle Pepin, W.E. Upjohn Institute for Employment Research;
  • Dylan Bellisle, Dominican University;
  • Hilary Wething, Economic Policy Institute (EPI);
94. Work-Life Meaning: Conceptualizing the Work-Life Nexus Across the Life Course [Paper Session]
Saturday | 8:30 am-10:00 am | MB 2.445

Presider: Patricia Dahm, University of Kansas
  • Bidding for Connection: How Forms of Sharing Between Parents and Kids Co-Construct Parental Narrative Work Identity. .....Elizabeth Adair, California State University, Monterey Bay; Theresa Glomb, University of Minnesota; and Patricia Dahm, University of Kansas
  • We conduct a qualitative, inductive study to examine how parents co-construct work identity narratives together with their children. Our analysis revealed that parents’ work orientations influenced how parents choose to share their work with their children (i.e., telling, showing, demonstrating, or involving), which in turn reinforced or shaped parents’ work identities. We find that when parents’ work holds a more central place in their identity such as in the case of a calling as opposed to a job, parents engage in richer and more multifaceted forms of narrative sharing with their children. In turn, these unique sharing strategies preface particular identity coherence patterns, specifically identity diminishment, affirmation, enhancement, or expansion. Through bids for connection and understanding, parents who initially withheld their work narratives from their children (those with jobs) achieved self-enhancement as children sought and ascribed a deeper sense of meaning to their parents’ work. Parents who initially sought to affirm their identities through narrative (those with callings), achieved self-expansion through involving children in their work. These findings contribute to the literature on narrative identity work by elaborating the intricate process of co-crafting identity narratives with close others, specifically children, answering the call of Caza, Vough, & Puranik (2018: 902) for “future research [to] focus on the role specific others play in identity work…highlighting the nature of relationship.” Conversations with children induce storytelling in more active ways, extending theory on narrative forms beyond discourse.
  • Conceptualizing Canada’s Care Economy: A Framework From Statistics Canada. .....Dana Wray, Statistics Canada; and Patricia Houle, Statistics Canada
  • Care, whether paid or unpaid, is a pressing issue in Canada. Understanding the changing landscape of care requires concepts that are both theoretically consistent as well as practical and relevant to the Canadian context. In this presentation, we outline Statistics Canada’s conceptual framework on the care economy, which is aimed at providing a foundation to move forward on data development and research on issues of care. This framework draws on a review of the key literature on the care economy, as well as consultations with experts and stakeholders, in Canada and internationally. In this presentation, we outline the framework’s scope for the care economy and present key proposed definitions for central concepts of paid and unpaid care, including a focus on care-dependent groups. We show the utility of this framework for current research and policymaking, as well as discuss Statistics Canada’s role moving forward for continued work on the care economy, in Canada and globally.
  • Generational Expectations and the Life-Work Continuum (LWC). .....Nicholas Beutell, Iona University; Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú; and Maria-Teresa Lepeley, Global Institute for Quality Education
  • The LWC is intended to offer a more contemporary perspective on traditional academic research approaches where work, family, and life are treated as separate and contending “domains” perpetuating the obsolete work–family conflict and work-family balance myths by overlooking growing evidence that a human life is holistic and needs to be viewed as a seamless, integrated experience for women and for men. Younger generations have views consistent with the LWC. For the first time in human history, people from five generations are collaborating in the workplace. To a large extent, the preferences of generational cohorts drive trends in LWC. Currently, Millennials are the largest employee group in the US workforce. Millennials along with Gen Z are visibly pushing for increasing the leverage of the LWC more than Baby Boomers did. Younger generations in the labor force value more organizational flexibility that helps them advance their goals, where life interests matter most, and work is but a dimension of their life space. Millennials show preferences for more work autonomy, fewer job restrictions, recognition, increased focus on performance standards and agile organizations that match their needs that help them to find meaning in their lives. Having a life, rather than climbing a corporate ladder and accumulating assets, is central to the life space of this group. Millennials grew up in the always on world so managing life is more seamless for them. The LWC is well-suited to the single largest generation in the US economy. This paper advances and explores these ideas.
  • The Power of Grief in Life Puzzling. .....Jean-Charles Languilaire, JCL Coaching
  • Individual’s work-life balance evolves during one’s life course. From a boundary perspective, this implies that life domains change, their boundaries shift, their placement and transcendence transform and emotions rising from their interaction adjust. In other words, life puzzling between integration and segmentation is contextual to one’s life course. Literature considers the ideal nature of boundary work to be proactive. However, boundary work may be reactive when events out of one’s control affect individual’s life puzzling processes. This paper shares this view and considers that some external life events are interpreted by individuals as a loss of an established domain. This loss may trigger positive emotions such as relief when it means leaving negative experiences behind. This loss may also trigger negative emotions such as grief when it means leaving positive experiences behind. This paper focuses on external grief-based events like forced retirement, forced job career transition, and even the loss of a family member. This paper argues that the grief sparks off a unique inner journey to reach intrinsic resources. It also uniquely activates one’s social support systems to find extrinsic resources. Both resources are key to “hope and acceptance”, the last emotional grieving stage. This conceptual paper thus first reviews literature about the grief and grief management. Second, it critically scrutinized self-leadership and leadership essential to resilience in adversity context. Finally, the paper combines these two research fields with life-puzzling literature to ultimately explore the power of grief in life puzzling.
  • Karmayog: Promising Practice from Global South for Successful Work/Family Life. .....Kamala Ramadoss, Syracuse University
  • Due to the current syndemic and ongoing world events, employees are reporting high levels of stress in managing their work and family lives. Yoga and mindfulness-based interventions are promising some relief in this regard. For example, yoga and mindfulness-based interventions have a positive impact on health (Lomas et al., 2019; Taylor et al., 2020), education (for systemic reviews and meta-analysis see Dawson et al., 2019;) and work-related outcomes (Auten & Fritz, 2019; Valcour, 2015; for systemic reviews and meta-analysis see Lomas et al., 2019). Simultaneously, researchers using meta-analysis caution against weak effects and/or lack of evidence about the effectiveness of yoga and mindfulness-based interventions (Tinline & Cooper, 2019; for systemic reviews and meta-analysis see Dawson et al., 2019; Osborne et al., 2022). Most reviews have highlighted the need for more methodological rigor. A major gap in the literature is a lack of critique (except for Arjana, 2020 and Purser, 2019) about the basic concepts and theoretical considerations, as the variables used to measure these concepts need to be grounded in theoretical rigor. In this paper, the author will examine the history and key concepts of yoga and mindfulness from an indigenous perspective from South Asia where these methods originated, with specific reference to the practice of karmayoga for success in one’s work life and one’s family life. Simultaneously, the author will examine how these concepts have been adopted in the West and the gaps that arise from this translation of conceptualizations from East to West.
95. Diversity Dynamics: Unraveling the Impact of Technological and Social Shifts on Workplace Equality [Thematic session of multiple paper presentations]
Saturday | 8:30 am-10:00 am | MB 3.210

Organizers: Vanessa Conzon, Boston College; Julie Yen, Harvard University;

Panelists:
  • Julie Yen, Harvard University;
  • Gowen Ohjae, Harvard University;
  • Julia Melin, Dartmouth;
  • Jennifer Merluzzi, George Washington University;
  • Vanessa Conzon, Boston College;
  • Alexandra Feldberg, Harvard University - Business School;
Discussant:
  • Judith Clair, Boston College;
96. The Life Course Experience of Diverse Populations: Migrant Workers [Paper Session]
Saturday | 8:30 am-10:00 am | MB 3.265

Presider: Jill Hanley, McGill University
  • Exploring the Social Consequences of the Digitalisation of Essential Services on UK-Based Families with a Migration Background. .....Sara Bailey, The Open University; Agnes Kukulska-Hulme, The Open University; and Elizabeth FitzGerald, The Open University
  • This study explores the social consequences arising from the digitalisation of essential services on UK-based families with a migration background. Proponents of digitalisation argue that digital services are quicker and easier to use than ‘traditional’ services and are, therefore, more accessible to service users. Our study, based on 100 interviews with individuals with a migration background, conducted as part of the UKRI-funded ‘Protecting Minority Ethnic Communities Online’ project, found that for some participants, this was indeed the case. However, we also found that digitalisation is creating new forms of unpaid ‘digital care’ within the family. Many older research participants who had previously been able to access essential services without assistance, through channels such as the telephone, were unable to use digital services independently due to digital poverty, inadequate digital literacy, and a lack of language support. They were, therefore, compelled to seek assistance from relatives, with the burden falling disproportionately on adult female children. As the time demands of unpaid family care limit women’s ability to participate equally with men in the labour market, societal transformations which increase unpaid care are of relevance to the work-family research agenda. Our findings also have implications for the ‘ageing well’ agenda. Some older research participants were reluctant to seek assistance from relatives for fear of being a ‘burden’, which in some cases deterred them from seeking access to an essential service, including primary healthcare, when they needed it. Others, meanwhile, experienced the need to ask for help as stressful and disempowering.
  • Family Life and Employment for Muslim and Christian Syrian Refugee Women in Canada. .....Ian Van Haren, McGill University
  • This paper examines varying rates of employment among female Syrian refugees resettled to Canada, with a focus on the intersection between life course factors and religion on women’s participation in the labour market. Many studies have examined factors that result in exclusion from the labour market and highlighted the important roles of human capital, family responsibilities, social networks, and discrimination. Less common are studies that investigate the role of religion. This paper uses data from a 2020 nationally representative survey of 740 Syrian women who entered Canada through refugee resettlement from 2015-18 to identify factors that affect employment rates. This population is religiously diverse, 1/3 Christian and about 2/3 Muslim. For women, caring responsibilities, human capital measures, and religious factors have significant effects on employment outcomes. There is a clear divergence in the labour market participation of Muslim and Christian women with children under the age of five, with Muslim mothers of young children much less likely to participate in the labour market than their Christian counterparts. Although these survey data do not speak to causal mechanisms regarding this diverging outcome, I discuss some of the potential factors and policy implications of the findings in a context of gender mainstreaming in Canadian immigration policy.
  • The Ups and Downs of Family in the Trajectories of Temp Agency Workers. .....Jill Hanley, McGill University; Melly Akinduro, McGill University; Harry Brar, McGill University; and Onora Nativ, McGill University
  • This paper presents an analysis of longitudinal data collected in a study of the work-life trajectories of im/migrant temp agency workers. Temp agencies are well known for their poor work conditions yet are growing in importance within the economy. When temp agencies are often the first point of entry for im/migrants on the job market, what happens over time? Over the course of 3 years, our team met workers every 4 months to explore the evolution of their work, family and immigration situation. Our results reveal that family considerations are a major factor in im/migrants' experiences with temp agencies: family responsibilities lead workers to choose temp agencies for fast access to income; workers remain in temp work because they feel unable to take risks with their income when family relies on them; temp workers with families cannot afford to study to improve their job prospects; and family caregiving crises often lead to unjust termination of employment. Conversely, im/migrant temp workers also reported receiving material and emotional support, including referrals to better jobs, from family members when they were in times of need. We will discuss the implications of these work-family findings for labour standards, family leave policy and for community organizing.
  • Family Proximity and Labor Force Participation Among Older Refugees in Quebec. .....Mahmudul Hassan, McGill University; Jill Hanley, McGill University; and Godfrey Makoha, McGill University
  • Though few studies explored the role of older immigrants in the family, yet the changes in work and the tendency to join the workforce among older immigrants with precarious status have remained unexplored. In this study, two datasets of newcomer-refugees, who arrived in Canada through numerous pathways, were compared to analyze the labor market participation among older adults. One dataset (n= 1,921) was about the Syrian refugees in Canada, and another represented the survey responses of refugee claimants (n= 325) in Quebec. From both datasets, responses of older adults (Syrian refugees= 218, and Refugee Claimants= 43) in Quebec, who are 50 years old and above, were extracted to uncover their reality. The study result revealed a lower labor market attachment among Syrian older refugees than that of other refugee claimants who came through Roxham Road. It was found that Syrian older refugees came to Canada in an unusual situation where they were welcomed by the Government of Canada and its citizens. And most of these Syrian older refugees were residing with and taken care of by their children and family members. On the other hand, refugee claimants in Quebec did not get such a welcome, rather struggling to get permission to stay in Canada. Most of these older refugees had been living on their own without family members and had been working and/or striving to find a job. Overall, this study showed a variation in joining the labor force among older refugees based on their closeness to their family members.
97. Persisting or Evolving? Gender Norms at Work [Paper Session]
Saturday | 8:30 am-10:00 am | MB 3.270

Presider: Sabrina Tanquerel, EM Normandie
  • Masculinity Contest Culture and Leaders’ Family Undermining: The Explanatory Role of Obsessive Work Passion and Buffering Role of Mindfulness. .....Xi Wen (Carys) Chan, Griffith University; Sudong Shang, Griffith University; Hataya Sibunruang, Waikato University; and Maree Roche, University of Auckland
  • Masculinity contest culture (MCC) is a dysfunctional organizational climate in which zero-sum competition and social dominance are valued and normalized (Berdahl et al., 2018). Recent studies revealed that MCC leads to a range of harmful work-related outcomes, but little is known about how MCC influences family-related outcomes. Drawing on Lazarus and Folkman’s (1984) transactional theory of stress and coping, we first propose that MCC leads to obsessive work passion because it promotes an externally contingent type of work motivation that adds pressure on employees to work hard to avoid “losing out”. This subsequently leads to family undermining as they bring their stress home and engage in negative behaviors toward their family members. Nevertheless, the impact of MCC on obsessive work passion and family undermining also depends on the individual’s coping strategies. Therefore, we also propose that engaging in mindfulness as a coping strategy can either prevent or dissuade employees from working obsessively and exhibiting negative behaviors toward their family. We collected longitudinal quantitative survey data from 220 organisational leaders across three time points, one month apart. Regression analyses of our data supported our hypothesis that MCC led to obsessive work passion and family undermining over time. However, mindfulness only alleviated the relationship between obsessive work passion and family undermining. The negative effects of MCC are far-reaching as it also affects employees’ interactions with their family members at home. Mindfulness is an effective coping strategy that lessens the negative crossover effect of MCC on employees’ home life.
  • Do Flexible Work Arrangements Promote More Equal Sharing of Parental Leave?. .....Johanna Lammi-Taskula, Finnish Institute for Health and Welfare; Johanna Närvi, Finnish Institute for Health and Welfare; Anneli Miettinen, Social Insurance Institute Finland; and Miia Saarikallio-Torp, Social Insurance Institute Finland
  • Recent parental leave reforms in Finland have introduced longer and more flexible leave quotas for fathers in order to promote more equal sharing of childcare responsibilities between women and men. The take-up of leave by fathers has however increased slowly. Previous research has identified various obstacles for fathers’ leave-taking including gendered attitudes, the gender pay gap, and less family-friendly work cultures. As working life is moving towards increased knowledge work with more autonomy and flexibility, this may affect the take-up patterns of parental leave. Work flexibility has been described as a double-edged sword: it may enable parents to reconcile work and family lives, but flexible schedules and remote working may also lead to longer working hours, less time for family and childcare, and a less equal division of labour between parents. In this paper, we study the associations of flexible work arrangements and sharing of childcare and parental leave between mothers and fathers in Finland. We use population-level survey data with parents of 1-2-year-old children as respondents, collected in 2022. The results show a negative association between take-up of father’s leave quota and remote working or flexible working times; and a positive relationship between the length of the leave taken by fathers and working remotely nearly all of the time.
  • Untangling the Characteristics of Men Who Dare to Break the “Ideal Worker” Norm. .....Sabrina Tanquerel, EM Normandie; and Marc Grau Grau, Universitat Internacional de Catalunya
  • For many researchers, today the “ideal worker” image is still the dominant norm in most organizations. It refers to the image of the most desirable worker as one who is totally committed, available, and fully devoted to his or her work. Straying from this image presents risks, especially for men, who are the most expected to adhere to the work-devotion norm. Men who “do not fit into the straight-jacket of conventional masculinity” face sizable job risks such as femininity stigma, flexibility stigma, job consequences, and career penalties. Nevertheless, despite the stigmas and barriers they may experience, some men dare to open other paths to increase their work-life balance. Until now, research has mainly focused on the consequences of male deviance from the “ideal worker” norm on their job outcomes and career structure. However, we understand very little about the characteristics of such progressive profiles. These “progressive” men challenge the dominant model of masculinity and the traditional norms that still rule contemporary organizations. They are key to increasing gender equality and justice at work and home. This article explores the characteristics of these men who dare to reveal their gender deviance and openly break the “ideal worker” norm. Based on 40 semi-structured interviews of working men in different types of occupations, organizations, and sectors in France and Spain, the findings of this exploratory study present the different elements that may explain their “disclosure.”
  • What Are the Private and Professional Consequences of Unconventional Marital Name Choice? Survey Experimental Evidence From Germany. .....Kristin Kelley, WZB - Social Science Research Center Berli; and Lena Hipp, WZB - Social Science Research Center Berli
  • How do gender norm violations in marital name choice behaviors affect perceptions of women’s and men’s work and relationship commitments? Women who keep their names violate the stereotype of being communal and deferent and men who change their names violate the stereotype of being agentic and perseverant. By drawing on data from a pre-registered survey experiment conducted on a national probability survey in Germany (N=2,008), we tested the claims made by theories on prescriptive stereotypes and examine whether women’s and men’s gender norm violations are evaluated similarly. Our empirical analyses support our theoretical claim that women’s gender role violations are judged more harshly than men’s. When men break martial name choice norms and take their female partner’s surname at marriage, they are perceived to be less committed to their jobs but more committed to their relationship than men who keep their surnames. Women who break martial name choice norms and keep their surnames at marriage are perceived to be less committed to their relationship but they are not “rewarded” by being perceived to be more committed to their jobs. In fact, name-keeping women’s perceived work commitment is as low as that of women who change their names. In fact, perceived professional commitment of name-keeping woman is not any higher the perceived professional commitment of name-changing men. Our findings hence illustrate the stickiness of prevailing gender stereotypes for both men and women and suggest that these stereotypes are even stickier for women than for men. While men benefit from gender stereotype violations in how they are evaluated with regard to their private lives, women do not benefit from gender norm violations with regard to their professional evaluations.
98. Motherhood Around the Globe [Paper Session]
Saturday | 8:30 am-10:00 am | MB 3.430

Presider: Grace Huang, St. Lawrence University
  • Women Returning to Workforce After Maternity Leave: Refamilisation Instead of Defamilisation?. .....Moldir Kabylova, University of Nottingham
  • Women in Kazakhstan are more incentivised to enter and return to the labour market after maternity leave due to increasing inflation rate and gender egalitarian values. Family policy such as 12 months paid childcare leave, three years maternity leave with a right to keep workplace and state-subsidised childcare for children aged over three improve chances of women to have smooth transition from maternity leave to paid work and successfully reintegrate into the labour market. With more active support from welfare state to families to become two-income households, the role of informal support is anticipated to diminish. The aim of the research is to evaluate defamilisation level resulting from women becoming second or the main wage-earners in a household with decreased reliance on family support. The study applied focus group discussions method where 30 women from both urban and rural areas of Kazakhstan took part. The findings suggest that women in Kazakhstan, especially from lower-income households, experience refamilisation instead of defamilisation as there is an increased reliance on intergenerational help to provide free childcare due to accessibility issues to state-subsidised childcare and unaffordability of the private ones. The research makes an original contribution to work-family related studies in Post-communist Central Asian region applying theories of defamilisation, which is commonly used in Western world.
  • Working Mothers in Taiwan. .....Grace Huang, St. Lawrence University
  • This paper will examine the choices that Taiwanese mothers make about their work-life balance, the tradeoffs inherent in those choices, and how their cumulative choices impact the community around them. In addition to investigating Taiwan’s welfare system, I will conduct in-depth interviews with 25 Taiwanese working mothers between August and December of this year having received a US Fulbright Scholar Programs award. I seek to understand the choices working mothers make for themselves, their families, and communities in their everyday lives and how the stories they tell make sense of and give meaning to their choices. These stories will provide new insight into how Taiwan’s government policies and cultural norms enable and constrain various Taiwan mothers; provide varied templates of success for other mothers; underscore more clearly the tradeoffs working mothers make; and explain why policies succeed or fail in helping mothers make meaningful choices. This proposed project comes at a critical point in time considering the ever-present security fears for the future of Taiwan’s democracy. Moreover, a long-standing challenge of developed democracies in East Asia has been its low fertility rates. This paper will enable readers to better appreciate the societal contexts and challenges that shape Taiwanese women’s choices regarding work-life balance and be inspired by the creative options that mothers and families have exercised to thrive in the Taiwan setting. It will contribute to and expand the debates regarding democratic values, the politics of care and work, and equality in the areas of gender and class.
  • Motherload: Unravelling a Silent Pandemic and Pathways Forward by Amplifying the Voices of Low-Income Women in South Africa. .....Ameeta Jaga, University of Cape Town; Jane Battersby, University of Cape Town; Fiona Ross, University of Cape Town; Wanga Zembe-Mkabile, South African Medical Research Council; Yanga Zembe, University of KwaZulu Nata; Sarah Chapman, University of Cape Town; Feranaaz Farista, University of Cape Town; Ruth Mathys, Grow Great; and Tristan Görgens, Western Cape Government
  • The majority of mothers in South Africa are low-income. They perform care work in challenging conditions exacerbated by the country’s extreme income inequality, apartheid spatial planning, and neoliberal economic policies. Our pilot project, a co-designed photovoice project partnering with low income mothers, the Western Cape Government (WCG), and Flourish (a women’s rights group), aimed to understand low-income mothers’ intersecting vulnerabilities as they navigate the work-family interface, and develop potential pathways to improving their quality of life. The pilot revealed a labour-induced mental burden we termed 'motherload'. In their precarious contexts, mothers’ unpaid care work is mostly invisible, multiplicative, mentally draining, inadequately supported, and occasionally traumatic. Its full complexity and multifaceted nature are under-recognised in policy. Indeed, existing policies in healthcare, labour, safety, and sanitation exacerbate their caregiving roles, resulting in hidden costs and debt. Neglecting to address this perpetuates gender inequality and poses significant social, economic, and health risks. The pilot highlighted the importance of prioritising low-income mothers' voices. This necessitates an urgent shift in the recognition of knowledge experts who can contribute to policy design and development, as well as a change in the approach to policy making, involving a diverse range of stakeholders to recognise actual burdens and maximise impact of policy changes.
  • Breastfeeding Among Women Employed in Mexico’s Informal Sector: Strategies to Overcome Key Barriers. .....Julia Goodman, OHSU-PSU School of Public Health; Vania Lara Mejía, Universidad Iberoamericana; Sonia Hernández Cordero, Universidad Iberoamericana; and Mireya Vilar Compte, Montclair State University
  • Background: In Mexico, more than half of women are in informal employment, meaning they lack many important protections, including those that may support breastfeeding. Methods: In-depth interviews with 15 key informants representing government agencies, NGOs, international organizations, and academia in Mexico. Interviews were conducted March-June 2023. To understand and describe barriers to breastfeeding among informally employed women in Mexico and current and potential policies to address these barriers, we conducted a qualitative thematic analysis. Results: Respondents described a range of barriers to breastfeeding that spanned the Socio-Ecological Model, from individual to policy levels. While many of these barriers apply to all women, particularly those in paid employment, the impact on women in informal employment was perceived to be more pronounced. Similarly, most current breastfeeding-related policies apply to all employed women, but respondents expressed concern that women in informal employment lack adequate protection. Conclusions: Women in Mexico’s informal sector face limited maternity protections. Few policies exist to promote, protect, and support breastfeeding among employed women, in general, but the economic vulnerability and challenging working conditions of women in informal employment exacerbates their situation. The lack of access to formal labor protections creates a significant barrier to breastfeeding for women in the informal sector. Recommendations include short-term policies to fill gaps in social protection for informally employed women, as well as longer-term solutions such as the development of universal social protection programs and supporting formalization.
99. Remote Work and Employee Wellbeing [Paper Session]
Saturday | 8:30 am-10:00 am | MB 3.435

Presider: Wen Fan, Boston College
  • Digital Presence Behavior and Work-Family Conflict and the Moderating Role of Trust and Fairness in the Supervisor-Employee Relationship. .....Anja Abendroth, Bielefeld University; and Yvonne Lott, Hans-Böckler-Stiftung
  • The spread of information and communication technologies (ICTs) has facilitated greater flexibility in the timing and location of work and has been complemented by an increase in the acceptance of flexible working arrangements within the workplace – phenomena that were accelerated by the COVID-19 pandemic. These changes in the world of work have significantly reduced the necessity for physical presence at the workplace for many workers, providing them with the means and opportunities to establish a digital presence while working. Unclear is, however, whether this digital presence reduces or rather increases the likelihood of work-family conflicts. Following on from this, we provide first research evidence on digital presence behaviour among remote workers and implied work-family conflicts. Moreover, we highlight the importance of trust and fairness in the supervisor-employee relationship for the prevalence and implications of different dimensions of digital presence behaviors: behaviors of digital availability, digital visibility, digital faking of availability, digital multitasking, and digital inclusion. First research results based on a sample of remote workers from the German IAB-HOPP data collected in 2021 shows that only some digital presence behaviours are likely to reinforce blurred boundaries and involved conflicts between the life domains. These are, however, moderated by the supervisor-employee relationship.
  • Remote Work in Flux: Intersectional Inequities in Mismatches Between Preference and Place and Subsequent Strategic Adaptations. .....Wen Fan, Boston College; and Phyllis Moen, University of Minnesota
  • The COVID-19 pandemic led to an unprecedented employer-driven shift to remote work for those whose jobs allow it, but then came retrenchments, forging disjunctures between where one works (remote/hybrid or at-work) and work place preference, which we term place captivity. Drawing on a stress process theoretical framing and an intersectional lens, we investigate inequities in place captivity at the intersections of gender with race/ethnicity and college attainment. We theorize and assess adaptive strategies as employees seek to resolve place captivity: within-employer shifts in place of work, changing locational preferences, and intentions to and actually leaving one’s employer. Using a nationally representative, four-wave panel (October 2020 to April 2022) of U.S. employees working remotely at some point during the pandemic, we find place captivity to be widespread, especially in the form of working at work but wanting to work remotely. Most at risk of place captivity are minoritized workers and less-educated women working at work. Those both captive in their work location and structurally disadvantaged experience constrained strategies—less able to change their work location or actually quit relative to white or more educated workers.
  • Did the COVID-19 Pandemic Make It Worse? Working from Home and Affective Well-Being at the Intersections of Parental Status and Occupation. .....Yue Qian, University of British Columbia; and Wen Fan, Boston College
  • The COVID-19 pandemic led to an unprecedented expansion of working from home. As millions of workers moved to remote work overnight in early 2020, what happened to their affective well-being? Using data from the 2003–2021 American Time Use Survey, the 2021 American Community Survey, the 2021 Current Population Survey, and the Oxford COVID-19 Government Response Tracker, we examine how workers’ affective well-being changed from pre-pandemic to the pandemic era and how such change varied at the intersections of work location, parental status, and occupational teleworkability. We find that the pandemic exacerbated negative affect the most for remote-working parents who held less teleworkable occupations. This pandemic impact remained even after accounting for a wide array of sociodemographic, health, family, time use, and occupation-level characteristics. In addition, this pandemic impact was more pronounced in the face of stringent school closing policies, suggesting that rising difficulty in balancing work and family demands may have precipitated higher negative affect among remote-working parents with less teleworkable occupations. Taken together, this study reveals the heterogeneous impacts of working from home on affective well-being, and highlights the negative implications of weak care infrastructures and inadequate workplace support for parental well-being.
  • Control or Out of Control? Navigating Work-Life Boundary Control and Blurring in the Context of Hybrid Working. .....Mengyi Xu, The University of Birmingham
  • The widespread adoption of hybrid work has transformed work-life boundaries, providing increased control while also posing challenges through boundary blurring. This shift necessitates a nuanced understanding of how employees navigate evolving demands in their work and non-work domains, impacting their overall well-being and productivity. This paper bridges boundary control and flexibility implementation literature to explore employee experiences in hybrid work settings, focusing on boundary control and blurring. Using a longitudinal diary-interview approach, we collected 218 diary entries and 34 interviews from 19 academics and 15 professional staff in UK Higher Education for this research. Our findings reveal hybrid work has a mixed effect on work-life boundary management; It enhances temporal and physical boundary control between work and non-work while exacerbating behavioural and psychological boundary blurring, often due to work intensification and ideal work culture. Notably, professional staff with fixed hybrid work schedule senses a culture shift away from the ideal work, granting them greater agency in boundary management. This research expands work-life literature by explaining how hybrid work simultaneously amplifies and diminishes boundary control through a two-level interaction of individual perceptions and event-based behaviours. It underscores the pivotal role of workplace culture in shaping work-life boundary management in the hybrid work context, offering both theoretical insights and practical recommendations for diverse flexible work implementations.
100. Work-Family Conflict: Examples From Around the Globe [Paper Session]
Saturday | 8:30 am-10:00 am | MB 3.445

Presider: Srinivas Goli, International Institute for Population Sciences (IIPS)
  • How the Sense of Community Experienced in Your Neighborhood Can Affect Your Work-Family Conflict. .....Mélanie Trottier, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG); Mathieu Philibert, University of Québec in Montreal; and Philippe-Benoît Côté, University of Québec in Montreal
  • In a period when roles and boundaries are being redefined (eg. telework), it seems relevant to bring community back onto the agenda and see how it can contribute to better work-family balance. This study presents a portrait of the neighborhood sense of community (SOC) experienced by parents during the pandemic and the relationship between its dimensions with both family-to-work (FWC) and work-to-family conflict (WFC). It is based on a mixed design (qual QUAN) conducted during the pandemic with 374 workers. Dimensions of integration and satisfaction of needs and membership are involved in reducing work and family-related tension while the dimension of shared emotional connection, is associated with higher FWC. Results seem to support the idea that the sense of belonging to a community in one's neighborhood provides resources that can be useful in juggling work and family demands, although the emotional connection can threaten those resources. The study contributes to the SOC literature by providing a differentiated analysis of its dimensions. In the light of the results presented, it might be tempting to ask whether the investment in the neighborhood is worth the cost and future studies should continue examining the specific effects of SOC’s dimensions.
  • Gender Ideologies and Work-Family Conflict: A Global Perspective. .....Srinivas Goli, International Institute for Population Sciences (IIPS)
  • With the changing structure of family and the nature of work, considerable attention has been devoted to assessing how the two domains are managed in the modern era. While plenty of extant research has focused on the work and family interface, growing scholarship does not offer conclusive evidence on the association between work-family conflict (WFC) and individual gender ideology. Since gender ideology impinges on various work and family behaviours, from the choice of occupation to the division of labour, this study is set to answer whether individuals with non-traditional gender ideology experience more WFC than people with traditional gender ideology. The study uses data from the International Social Survey Programme 2012 module’ Family and Changing Gender Roles’. The study finds a significant positive association (β=.263, p<0.01) between WFC and gender ideology. Consequently, the hypothesis that individuals adhering to nonconventional or gender egalitarian attitudes are more susceptible to experiencing tensions between work and family holds. On the flip side, individuals with a traditional outlook regarding gender ideology, where gender-based paid and unpaid responsibilities are emphasized, have a lower likelihood of experiencing WFC. Those embracing egalitarian gender beliefs might find balancing work and family demands challenging due to their desire to enhance personal well-being, including nurturing talents, fostering creativity, or pursuing other self-actualization goals. Additionally, progressive gender attitudes, such as integrating women into the labour force and believing in equal contributions to unpaid family work along with paid work responsibilities, can help to address the challenge.
  • Navigating the Clash: Greedy Work, Intensive Parenting, and Work-Family Conflict. .....Peipei Hong, Zhejiang University; Song Lin, Zhejiang University; Nuannuan Zhou, Zhejiang University; Kehan Pu, Zhejiang University; and Jie He, Zhejiang University
  • The greedy work culture (Goldin, 2021) has coincided with a trend toward child-centered intensive parenting—a parenting practice that demands parents’ tremendous financial, emotional, and labor investment (Hays, 1996; Nomaguchi & Milkie, 2023). This clash between intensive parenthood and greedy work poses significant challenges for working parents, exacerbating work-family conflict. In this presentation, we will showcase two pre-registered studies conducted in China that seek to explore the dynamics among intensive parenting, work stress, and work-family conflict. Study 1 used cross-sectional data (N = 855) to explore the relationship between parents’ beliefs in intensive parenting, their actual intensive parenting practices, and their work-family conflict. We hypothesize that intensive parenting beliefs would be associated with more engagement in intensive parenting, such as overparenting and parental indulgence, which in turn, would be associated with higher levels of work-family conflict. Furthermore, the number of work hours would moderate the relation between intensive parenting and work-family conflict, with a stronger link observed under conditions of longer work hours. Study 2 used parent-adolescent weekly dairy data (N = 117 dyads) to investigate the dynamics between intensive parenting, work stress, and work-family conflict. We expect to observe both within-person and between-person effects. Specifically, within-person effects that during weeks when parents engage in higher-than-usual levels of involvement or overparenting (relative to their average levels of involvement), they would experience increased work-family conflict. Additionally, we anticipate a between-person effect whereby parents who experience higher levels of work stress would exhibit a stronger association between intensive parenting and work-family conflict. By examining these relationships in the Chinese context, this research will contribute to our understanding of the complex interplay between intensive parenting, work stress, and work-family conflict. The findings will inform interventions and policies aimed at supporting working parents in managing the challenges posed by the competing demands of the ideal worker and intensive parenting.
  • The Realities: Uncovering Work-Family Conflict Coping Typologies Among Bank Managers in Ghana. .....Abigail Opoku Mensah, University of Professional Studies; Mercy DeSouza, University of Professional Studies; and Joan-Ark Manu Agyapong, University of Cape Coast
  • Opoku Mensah, A., Desouza, M., & Manu Agyapong, J. Abstract Purpose The aim of this study was to understand how Managers in the Banking sector experience work-family conflict (work interfering with family conflict and family interfering work conflict) and also to know the coping strategies used by Managers in balancing work and family conflict from an African perspective. Design The study was qualitative. Participants for the study were conveniently selected from three cities in Ghana with a total sample of 12 managers who were purposively selected for the study. Data was collected using face-to-face interview. Findings The study confirmed the proposition that managers experience more work-interfering with family (WIF) than family interfering with work (FIW) conflict. Also, five main coping strategies emerged in this study as measures used by these managers in balancing WIF/FIW conflict. Implications The findings revealed unique coping strategies which were identified to have come from major sources. That is employees play a role as well as the organization as a whole. This implies that both parties must come to a consensus for these measures to be an effective tool in balancing WIF/FIW. Originality The emerged coping strategies are ground breaking coming from an African perspective. This study contribute greatly to WFC literature highlighting the unique coping strategies used by Managers in managing work-family conflict. Overall, the findings extend identified work-family conflict coping typologies in the existing literature for professionals in the banking sector in balancing their work and family roles. Keywords: work-family conflict, coping strategies, managers,
101. How Did We Get Here, and Where Are We Going? Lessons From Canada About the Progress, Pitfalls, and Politics of Care/Work Policies [Thematic session of multiple paper presentations]
Saturday | 8:30 am-10:00 am | S2.115

Organizer: Andrea Doucet, Brock University
Presider: Andrea Doucet, Brock University

Panelists:
  • Martha Friendly, Childcare Resource and Research Unit;
  • Susan Prentice, University of Manitoba;
  • Andrea Doucet, Brock University;
  • Sophie Mathieu, Vanier Institute of the Family;
  • Lindsey McKay, Thompson Rivers University;
  • Sylvia Fuller, University of British Columbia;
  • Donna Lero, University of Guelph;
102. Networking Opportunity: Global Work and Family Issues
Saturday | 10:15 am-10:45 am | MB 2.265
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Shweta Singh (ssingh9@luc.edu).
103. Networking Opportunity: Cross-Country Comparisons
Saturday | 10:15 am-10:45 am | MB 2.285
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leaders Clare Paterson-Young (claire.paterson-young@northampton.ac.uk) and Maggie Wan (minwan@txstate.edu).
104. Networking Opportunity: Africa Network
Saturday | 10:15 am-10:45 am | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Ameeta Jaga (ameeta.jaga@uct.ac.za).
105. Life Course Transitions: Aging and Retirement 2 [Paper Session]
Saturday | 10:15 am-11:45 am | MB 2.210

Presider: Varsha Rani, International Institute for Population Sciences
  • Does Access to Paid Sick Leave Facilitate the Employment of Older Workers?. .....Meredith Slopen, CUNY - Graduate Center
  • As life expectancy has increased, there has been political pressure to raise the age for retirement benefit claims, even though many American workers detach from the labor market in their 50s and are no longer in paid full-time employment by their early 60s. By offering workers the flexibility to address health and caregiving needs, paid sick leave (PSL) may support older workers in maintaining employment intensity. However, despite anticipated higher need for PSL among older workers, little is known about the role of PSL access on older workers' employment and income. The study uses data from the 2010-2018 National Health Interview Survey (NHIS), accessed via IPUMS. Stratified multivariate regression models controlling for demographic and employment characteristics are used to explore the association between access PSL and employment intensity among older workers. On average, access to PSL is associated with a 22% higher likelihood of working full-time (p<0.001) and an average of 4.25 hours more in the prior week (p<0.001). Stratified analyses indicate that as workers age, access to PSL is associated with higher intensity of work: PSL is associated with a higher and rising number of hours worked after age 62, when workers become eligible to collect Social Security, reaching over 7 hours among workers older than 67 years (p<0.001). PSL access is associated with greater employment intensity as workers age, with implications for economic security given the significant increase in hours worked per week. Public policy to require employers to provide PSL may support the employment of older workers.
  • Older Adults’ Digital Intergenerational Contact: Patterns, Predictors, and Associations with Subjective Well-Being Across Europe. .....Yang Hu, Lancaster University
  • Contact with family is key to sustaining individuals’ subjective well-being, and such contact has become increasingly digitalized. In today’s “polymedia” environment, individuals are afforded diverse modes of digital contact, ranging from phone calls and text messaging (including via email and chat applications) to video calls. Distinct modes of digital contact create differential levels of sociality, which may have varying implications for subjective well-being. As the COVID-19 pandemic severely curtailed older adults’ in-person contact with family, digital contact, or its lack, has become particularly important for their subjective well-being. Analyzing data from the 2020 European Social Survey, this study provides new evidence of older adults’ digital intergenerational contact with non-residential children across Europe. First, it identifies four profiles of older Europeans’ digital contact across the modes of phone calls, text messaging, and video calls: low contact (across all modes), phone-only contact, non-visual contact (phone calls and text messaging), and high contact (across all modes). Then, it examines how older adults’ in-person contact, internet access, digital literacy, the severity of the COVID-19 pandemic, and country-level internet coverage relate to the distinct profiles of digital contact and shape their associations with older adults’ subjective well-being. The findings provide new insights into the digitalization of older Europeans’ intergenerational contact with children, as well as the micro and macro social conditions shaping the link between their digital contact and subjective well-being.
  • Are Rural Areas Holdouts in the Second Demographic Transition? Evidence from Canada and the United States. .....Shelley Clark, McGill University; Matthew Brooks, Florida State University; Ann-Marie Helou, McGill University; and Rachel Margolis, Western University
  • A central supposition of the first Demographic Transition is that demographic change would be slower in rural areas than in urban areas. Few studies, however, have investigated whether rural areas continue to be holdouts during the so-called Second Demographic Transition. To address this void, this study 1) examines trends in rural and urban families in Canada and the United States over the last 30 years, and 2) determines whether compositional differences in demographic, socioeconomic and religious factors explain current significant differences between rural and urban family behaviors. We find that rural Canadian women continue to have, on average, 0.6 more children than urban women. However, rural families do not trail behind urban families with respect to any other indicator of family change. In fact, rural women in both countries are more likely than urban women to cohabit and to have children outside of marriage. These differences are largely explained by lower levels of education and income among rural American women and fewer immigrants in rural Canada. Examining family change through a rural-urban lens fills important empirical gaps and yields novel insights into current debates on the fundamental causes of ongoing family change in high-income countries.
  • Older Women's Work from Home Experiences in Singapore Amidst the COVID-19 Pandemic Through a Feminist and Life Course Lens. .....Sam Yuan, Georgia Institute of Technology; Shun Yuan Yeo, Singapore University of Technology and Design; and Kristen Lee, SUNY - University at Buffalo
  • This research delves into the multifaceted experiences of older women in Singapore navigating the realm of remote work during the COVID-19 pandemic. Employing a feminist framework and the life course perspective, the study seeks to unravel the intersectional challenges faced by this demographic group in adapting to the abrupt shift towards working from home, specifically the authors examine the “gendered space division” at home among older women in Singapore. Drawing on in-depth interviews with 40 older women in Singapore, this research captures the rationales for division of space at home among older women who are the main caregivers for their spouses and adult chidlren with full-time jobs. The feminist lens provides a critical framework to examine power dynamics, gender roles, and the impact of societal expectations on the experiences of these older women. Furthermore, the life course perspective allows for an exploration of how the socio-historical context and individual factors contributed to the division of space at home during the pandemic. Preliminary findings underscore the importance of recognizing the diverse realities within this specific demographic. The study contributes to a broader understanding of the gendered dimensions of remote work during a global crisis, emphasizing the need for targeted policies and support systems to address the unique challenges faced by older women.
  • The Economic-Adjusted Age Dependency Ratio in India: A New Measure for Understanding Economic Burden of Aging.. .....Varsha Rani, International Institute for Population Sciences; and Srinivas Goli, International Institute for Population Sciences (IIPS)
  • The rising share of the elderly working till late in their life span has several economic implications, including alterations in work force participation and economic growth. And this, in turn, has an implication for dependency ratios computed only based on age structure of population. Therefore, this study proposes to estimate the economic burden of ageing based on work-force participation of all adult and elderly population aged 15-64 years & >=65 years respectively. The newly proposed measures: Economic Adjusted Age Dependency Ratio (EADR) and Economic Adjusted Old Age Dependency Ratio (EAODR) estimates the financial burden of the older adults more correctly by adjusting to out of workforce population for all adult and elderly population. Our findings suggest that across the states, the discordance in the ranks of OADR and EADR in NCT of Delhi (OADR 0.13; EADR 1.06) with having the highest EADR but exhibit lowest OADR whereas, Himachal Pradesh (OADR 0.19; EADR 0.28) having the lowest EADR but accounts for the highest OADR. Similarly, the estimates of EAODR shows that majority of the states have a high OADR but relatively low EAODR. These instances imply that not all working age population are working, while all older population are not economically dependent. Therefore, EADR and EAODR are potential measures to estimate the actual economic burden of age dependency and helps in social safety net programmes, employment policies and to promote UN Decade of Healthy Ageing 2021–2030.
106. Issues Facing GenZ and Millennial Workers [Paper Session]
Saturday | 10:15 am-11:45 am | MB 2.255

Presider: Etienne Fouquet, Université de Sherbrooke
  • Family-Related and Community-Related Psychosocial Factors Affecting the Intention of Young Job Seekers and Employees to Stay in Nonmetropolitan Areas. .....Karen Kramer, University of Illinois, Urbana-Champaig; and Ha Young Choi, University of Illinois, Urbana-Champaig
  • Many nonmetropolitan communities across the United States have experienced a decline in population (Sangeman, 2022) which is particularly notable among young people who have left their communities in search of job opportunities (Johnson & Lichter, 2019). As a result, there has been a significant loss of potential labor force for local employers, and individuals may have faced the costs of out-migration along with the challenging decision to move away from their families (Lyon-Hill et al., 2019; Walzer & Harger, 2016). The aim of this study is to analyze the psychosocial factors related to the community and family that influence the intention of young job seekers and employees to stay in nonmetropolitan areas. Drawing upon the theory of planned behavior (Ajzen, 1991) and the job embeddedness theory (Mitchell et al., 2001), we test our model using a sample of 522 survey respondents aged between 18 and 35 who reside in suburban or rural areas. We utilized latent profile analysis to identify four community perception profiles based on nine aspects of the community. We find that profiles with more positive perceptions of family life-related and social activity-related aspects of community showed a higher intention to pursue or remain in a job within the community, which was mediated by higher levels of community embeddedness and a higher expected or experienced organizational embeddedness. We provide theoretical and policy implications on how to enhance the appeal of nonmetropolitan and rural areas to young populations, both in terms of communities and workplaces.
  • Decoding Gen Z: Strategic HR Insights for the German Labor Market. .....Mark Ayoub, IU International University of Applied Sciences; Paul Martin, A Better Balance; and Lilly Maas, ILAC Consulting
  • In the dynamic landscape of the German labor market, attracting and retaining Generation Z (Gen Z) employees poses unique challenges. This study delves into the prevalent myths surrounding Gen Z and unveils essential insights for strategic HR management. Employing a mixed-method approach, we conducted in-depth interviews with 50 Gen Z representatives, formulated hypotheses, and rigorously tested them through a survey with 650 participants. Further validation came from expert interviews with 20 HR professionals. Our findings underscored Gen Z's fundamental need for security and recognition amidst global uncertainties. Notably, intrinsic motivation often stems from environmental concerns, making sustainability-focused organizations more appealing. Additionally, factors like competitive salaries, flexible work hours, positive corporate culture, and regular feedback mechanisms significantly influence Gen Z's choice of employer. Drawing from motivational theories, our study advocates for authentic employer branding grounded in genuine employer identity. We emphasize a people-centered approach, urging organizations to consciously shape their cultures, leadership styles, employee experiences, and overall organizational identity. In conclusion, this research dispels Gen Z myths and offers practical HR insights for the German labor market. By aligning their strategies with Gen Z's intrinsic motivations and prioritizing genuine employer identity, companies can effectively navigate the challenges, ensuring a successful integration of Gen Z talent into their workforce.
  • The Impact of Millennials' Experiences on Their Decisions to Stay In or Leave a Job. .....Isabelle Létourneau, Université de Sherbrooke; and Etienne Fouquet, Université de Sherbrooke
  • Over the past fifteen years, the way we work has been turned upside down by the arrival of millennials in the workplace, whose turnover rate exceeds that of previous generations. Without understanding the characteristics of this generation, it's not easy for organizations to implement effective retention measures. Dominant models of voluntary turnover, which generally take a distant view and use statistical methods, do not provide a sufficient theoretical framework to address this issue. To fill this gap, this research adopts an inductive method to understand how millennials' professional experiences influence their retention and voluntary turnover behaviors, and proposes a theoretical model from which it is possible to highlight four major findings. The first finding is that identity safety is central to millennials' work experience and a key determinant of their behavior. Secondly, their level of identity safety seems to be assessed on the basis of information transmitted through affects. The third conclusion proposes that the decision to stay or leave a job is a function of the strategies (commitment, adaptation or withdrawal) adopted to protect one's identity. The fourth implies that the process of evaluating the level of identity safety is cyclical and that its mechanism is retroactive. Our research tells us that, for millennials, identity safety is at the heart of the decision-making process, and that the object of loyalty is the individual himself, who evaluates his level of well-being through the valence of his affects and through the conception of his identity across his life domains (work-family-friendships).
  • The Interplay of Work and Family Establishment. Stability and Change Among Young Men and Women in Norway 1993 – 2017.. .....Mari Heglum, Oslo Metropolitan University - OsloMet
  • This paper studies the interdependence of work and family establishment trajectories among young men and women in Norway. Specifically, the study assesses how work-family interdependence has changed across successive birth cohorts (1971-1986) entering young adulthood across a historical period (1993-2017) of rapid structural changes in the labor market and family policies. Using full population registry data, sequence analysis is applied to map typical work-family trajectories and assess changes across birth cohorts. In line with previous research on gender differences in work-family interdependence, preliminary results show that even in a comparatively gender-equal, egalitarian, and dual-breadwinner context like the Norwegian, young women have strong interdependence between their work and family lives compared to young men. However, the work-family interdependence of women has declined across birth cohorts simultaneously as the overall quality of female labor market attachment trajectories increases. Auxiliary analysis comparing trends among young mothers and women with later fertility debut indicates that the cross-cohort improvements in young women's labor market establishment quality are connected to the large expansion of universal public childcare services in Norway across the study period.
107. Cross-National Analyses of Work and Family Policies [Paper Session]
Saturday | 10:15 am-11:45 am | MB 2.270
108. The Economic Impact of Parental Leave: The Québec Experience [Workshop]
Saturday | 10:15 am-11:45 am | MB 2.430

Organizer: Marie Gendron, Le conseil de gestion de l’assurance parentale (The Management Board of Parental insurance) – The Québec Government
Presider: Marie Gendron, Le conseil de gestion de l’assurance parentale (The Management Board of Parental insurance) – The Québec Government

Panelists:
  • Étienne Poulin, Le conseil de gestion de l’assurance parentale (The Management Board of Parental insurance);
  • Ulrich B. M. Nounagnon, Le conseil de gestion de l’assurance parentale (The Management Board of Parental insurance);
  • Marie Gendron, Le conseil de gestion de l’assurance parentale (The Management Board of Parental insurance) – The Québec Government;
  • Victoria Caissy, Université Laval;
109. Work-Family Interface, Emotions, and Mental Health [Paper Session]
Saturday | 10:15 am-11:45 am | MB 2.435

Presider: Tianying Wang, Australian National University
  • Supervisor-Directed Anger as a Link Between Work-Family Conflict and Unethical Pro-Family Behaviors: An Attributional Perspective. .....Lusi Wu, University of Electronic Science and Technology of China; and Matthew Perrigino, CUNY - Baruch College
  • Research is increasingly exploring how internal-focused emotions (e.g., guilt) impact the connection between work-family conflict (WFC) and unethical pro-family behaviors (UPFB). We add to this conversation by integrating the attributional model of WFC, arguing that employees may also blame their WFC on external causes – most notably, their supervisor. We begin by hypothesizing an indirect effect, where anger directed towards supervisor mediates the relationship between WFC and UPFB (while controlling for the mediating role of guilt). These results are supported in a field-based study using a three-wave time-lagged survey design. Next, we hypothesize a conditional indirect effect where (1) experienced WFC prompts anger directed toward one’s supervisor, which in turn leads to increased UPFB, and (2) the extent to which the WFC is viewed as controllable (uncontrollable) by the supervisor strengthens (weakens) the association between WFC and anger towards supervisor. These results are again supported, this time using a pre-registered experimental design. Taken together, our work expands the nomological network of mechanisms that link WFC and UPFB by addressing the key roles of anger and external attributions in the experience of WFC. Theoretical implications, directions for future research, and practical implications are also discussed.
  • Psychological Health of Workers in Turbulent Times: The Role of Work-Life Balance and Work-Life Conflict. .....Sophie Drouin-Rousseau, Université de Moncton; Stéphanie Austin, Université du Québec à Trois-Rivières; and Julie Levesque-Côté, Université du Québec à Trois-Rivières
  • The COVID-19 pandemic led to a number of disturbances in the world of work (e.g. forced teleworking, new work policies). What has been the impact of this new reality, marked by turbulence and uncertainty, on the psychological health of professionals? Despite numerous studies on work-life balance and conflict (e.g., Gröpel & Kuhl, 2009; Fiksenbaum, 2014), few of them take place against a backdrop of turbulence such as that generated by the recent pandemic. The aim of this study is to examine the mediating role of work-life balance and conflict in the relationship between turbulence, uncertainty and psychological health (well-being and psychological distress). This study was carried out among 370 university professionals in the province of Quebec. Mediation analyses (Mplus v8.6) were used to assess associations between variables. The results highlight the comprehensive mediating role of work-life balance and conflict in the relationship between turbulence, uncertainty and workers' psychological health. This study demonstrates the importance of finding ways to mitigate turbulence in the workplace in order to minimize its negative effects on work-life balance and reduce the role of conflict, thereby promoting workers' mental health. As well as contributing to the advancement of theoretical knowledge on work-life balance and conflict, this study provides a better understanding of how to promote the well-being of professionals in times of turbulence and uncertainty.
  • Investigating the Association Between Work Family Conflicts (WFC) and Suicidal Ideation in an Australian Community-Based Cohort Study. .....Tianying Wang, Australian National University; Liana Leach, Australian National University; Amanda Cooklin, La Trobe University; Lyndall Strazdins, Australian National University; and Peter Butterworth, Australian National University
  • Suicidal ideation, a significant public health issue, necessitates further investigation of its correlates and precursors. Extensive research highlights the association between Work-Family Conflicts (WFC) and profound psychological distress, including depression. However, research examining the correlation between high WFC experiences and suicidal ideation is sparse. This study explores the association between WFC and suicidal ideation within an occupation non-specific community sample. Community-based, representative data from the Australian-based Personality and Total Health (PATH) Through Life project formed the basis of this study. Participants eligible for the study (N=1312) were employed either full-time or part-time and took part in an online questionnaire. Importantly, the data include robust measures of WFC, active suicidal ideation, and depression. The initial unadjusted model revealed that high WFC was associated with increased odds of active suicidal ideation (OR: 1.63, CI: 1.14-2.34). However, comprehensive multi-variate models revealed that this association was largely explained by depression, emotional instability, history of suicidal ideation, and other psychological job-related and socio-demographic factors. A high level of WFC is linked to an increased possibility of suicidal ideation. However, this association needs to be understood and further investigated within the context of other related factors, including co-occurring adverse psychosocial job characteristics and depression.
  • Short-Term Work and Non-Work Stressor Pile-Up on Parent and Adolescent Sleep. .....Kimberly French, Colorado State University; Claire Smith, University of South Florida; Soomi Lee, Pennsylvania State University (Penn State); and Zheng Chen, University of South Florida
  • Sleep is a fundamental health behavior that is underpinned by physiological processes and can be disrupted by stress (Benham, 2010; Marcusson-Clavertz et al., 2022). Grounded in and expanding upon the allostatic load model (McEwen & Seeman, 1999) and crossover theory (Westman, 2001), the present study examines how repeated exposure to work and non-work stressors (i.e., stressor pile-up; Grzywacz & Almeida, 2008), over several days relates to day-to-day sleep quantity and quality in both parents and their adolescent children. We used daily survey data collected over eight days from parent-adolescent dyads (N = 131 dyads, 1,104 daily observations) as part of the Work, Family, and Health Network Study. Participants reported daily sleep quantity and quality, as well as severity of daily stressors at work (parents only) and outside of work (parents and adolescents). Stressor pile-up was calculated as the sum of daily stressor severity from previous diary days until the current day. Multilevel modeling results showed one intrapersonal effect, such that parents’ nonwork stressor pile-up was related to a linear decrease in their own sleep quality. Two crossover effects were found, such that parents’ work stressor pile-up was associated with longer (healthier) sleep quantity among adolescents at a decelerating rate. Additionally, parents’ nonwork stressor pile-up was linearly associated with adolescents’ poorer sleep quality. There were no significant effects of adolescent stressor pile-up on parent or adolescent sleep. Our results suggest that parent (but not adolescent) stressor pile-up has mixed implications for parent and adolescent sleep.
110. Looking Within: Reimagining the Work/Life Experience of Academics as Work/Family Scholars and Higher-Education Leaders [Workshop]
Saturday | 10:15 am-11:45 am | MB 2.445

Organizers: Courtney Masterson, University of San Francisco- School of Management; Danna Greenberg, Babson College; Jamie Ladge, Northeastern University;
Presiders: Courtney Masterson, University of San Francisco- School of Management; Danna Greenberg, Babson College; Jamie Ladge, Northeastern University;

Panelists:
  • Danna Greenberg, Babson College;
  • Maria José Bosch Kreis, ESE Business School;
  • Mireia Las Heras, IESE Business School;
  • Jamie Ladge, Northeastern University;
  • Courtney Masterson, University of San Francisco- School of Management;
111. The Gendered Division of Physical and Cognitive Labor [Paper Session]
Saturday | 10:15 am-11:45 am | MB 3.210

Presider: Krista Lynn Minnotte, University of North Dakota
  • The Gendered (De)Valuation of Household Labor. .....Allison Daminger, UW-Madison; Jaclyn Wong, University of South Carolina.; Jason Radford, Northeastern University; and So Yun Park, University of Wisconsin, Madison
  • Many household tasks remain strongly gender-typed, despite considerable economic, social, and ideological change in recent decades. Most existing scholarship takes for granted that female-typed tasks are both more onerous and less socially valued than male-typed tasks. However, we know little about how well this scholarly taxonomy matches laypeople’s perceptions of housework. Further, we do not know how cognitive housework tasks are evaluated relative to physical ones. Thus, we introduce a multidimensional framework for evaluating housework based on its perceived costs and benefits to both the laborer and their family/society. We use this framework to ask two questions: 1) How do contemporary Americans evaluate a range of cognitive and physical housework tasks, in terms of both costs and rewards? 2) (How) do those evaluations differ based on the gender of the evaluator and/or of the laborer? We field both an original survey and a vignette experiment with a sample of American adults. Analyses of pilot data suggest that in the abstract, physical tasks (e.g., cooking) are rated as both higher-cost and higher-reward than parallel cognitive tasks (e.g., meal planning). However, compared to men, women generally rate both physical and cognitive tasks as more draining for the laborer yet more important for the family. Finally, task evaluations vary when a gendered actor is depicted as the laborer: female laborers are assumed to experience higher costs while delivering more value to their families, suggesting that task valuations are not static but rather context-dependent.
  • Determinants of the Division of Cognitive Household Labor. .....Weverthon Machado, Utrecht University; Andreas Haupt, Karlsruhe Institute of Technology; and Dafna Gelbgiser, Tel Aviv University
  • Recent scholarship has shed new light on an under-explored type of household labor: the cognitive tasks pertaining to anticipation of family needs, decision-making, monitoring and management of everyday family life. Because it can be invisible, does not have clear temporal and spatial boundaries, and is hard to outsource or automate, cognitive labor is distinct from the physical tasks that have traditionally been the focus of housework research. Although research has documented that the division of cognitive labor is gendered, there is limited empirical evidence on detailed patterns of the division and how it varies across socioeconomic groups. Previous studies have mostly relied on samples of highly educated couples or focused on a narrow dimension of cognitive labor, such as financial decision-making. Using newly collected survey data from a representative sample of the Dutch population, we analyse how couples with and without children divide a broad array of cognitive tasks. We compare how couples divide cognitive and physical tasks, and investigate whether factors that have been shown to be important for the division of physical housework — such as women’s relative and absolute resources — play a similar role in the division of cognitive labor.
  • The Mental Load: A Seven-Dimensional Measurement. .....Leah Ruppanner, University of Melbourne; Sophie Squires, University of Melbourne; Kate Dangar, University of Melbourne; and Mira Gunawansa, University of Melbourne
  • The mental load is the emotional cognitive labor of organizing work, home and life. Although the mental load is an established concept, it is described differently across disciplines – a form of cognitive labor, mental labor, invisible work and household management. What is more, the mental load is increasingly applied to housework and childcare, which narrowly captures the diversity in mental loads. It is within these gaps that this study makes its contribution by defining the mental load, expanding our theorization of its process and documenting its associated components. To achieve these aims, we apply 89 in-depth interviews of US and Australian parents (33 and 56 respondents respectively) strategically selected to capture diversity across gender identity, race, ethnicity and sexual orientation. Our data lead to three main findings. First, we identify the mental load is inherently emotional cognitive work that is carried out across life domains – home, work, and community. Then, we show the mental load follows a more diverse operationalization process than previously established. Finally, we find the mental load includes a typology of seven distinct categories: life organization, emotional support, relationship hygiene, magic-making, dream-building, safety and individual maintenance. Our findings have broad implications for the theorization and measurement of the mental load in future qualitative and quantitative research.
  • Dividing Housework and Childcare During the Covid-19 Pandemic and Beyond. .....Emily Christopher, Aston University
  • The Covid- 19 pandemic necessitated significant adjustments to the paid work and domestic arrangements of many working parent couples. Childcare demands increased due to school/ nursery closures and couples being unable to see extended family who, previously, many had relied on for childcare support. At the same time people’s working lives were disrupted as some became legally obligated to work from home whilst others were expected to be physically present in their place of work, meaning working parent couples often needed to divide paid work, childcare and housework differently. This paper presents findings from a UK based longitudinal study in which 25 heterosexual working parent couples were interviewed about how they divided paid work, childcare and housework in 2014/15 and then again in 2022/2023. The paper shares findings from this study shedding light on the question of what changes, if any, the pandemic made to the way couples divide specific housework and childcare tasks within the home and how far these experiences have impacted divisions of domestic labour for couples in the long term. It will discuss how changes to the organisation of paid work, brought about by the pandemic, intersected with gendered dynamics and power relations in ways which generated more equitable divisions of some household tasks more than others, illustrating the complexity of how task divisions are negotiated between couples and subsequently the current limits of change.
  • Justifications and Mechanisms for the Undoing of Equality During the COVID-19 Pandemic: Domestic Labor Among Partnered Academic Parents. .....Krista Lynn Minnotte, University of North Dakota; and Samantha Ammons, University of Nebraska, Omaha
  • As the COVID-19 global pandemic unfolded, there was initial enthusiasm that the conditions were set in motion for a dramatic upswing in father’s childcare and housework participation, especially for those in elite occupations offering flexibility of work location. Despite the stage being set for dramatic equalization, a different pattern emerged, with mothers picking up the slack of the increased labor associated with the virtual schooling of children, the closure of daycares, and the additional housework created by more time spent in the home. Narrowing our focus to one elite occupation – tenure-track professors – we examine justifications and mechanisms that facilitated the undoing of domestic labor equality during this period of uncertainty. We explore these dynamics among partnered, tenure-track faculty members with at least one child under the age of 18 living in the home. Qualitative interview data collected from 26 faculty members at two research universities during Fall of 2020 are used to address the research questions. The findings indicate that most participants espoused an egalitarian gender ideology, stating that they would prefer to equally share domestic labor—childcare and housework – with their partner. After stating this preference, almost all participants described how their lived realities differed and provided justifications for why the division of domestic labor diverged from preferences. In this paper, we describe justifications and mechanisms that contribute to the undoing of gender equality in domestic labor among participants. Overall, the findings show that during times of crisis and uncertainty, households leaned into familiarity, rather than reinvention.
112. Couples, Spouses, and Others' Perception Within the Work-Family Interface [Paper Session]
Saturday | 10:15 am-11:45 am | MB 3.265

Presider: Daniela Grunow, Goethe University Frankfurt
  • My Experience or Your Perception? A Meta-Analysis on the Association Between Self- and Other-Reported Work-Life Experiences. .....Nina M. Junker, Universitetet i Oslo; Kinga Bierwiaczonek, Universitetet i Oslo; Sharon Toker, Tel Aviv University; and Jenny M. Hoobler, Nova School of Business & Economics
  • Overarching questions/concerns: Work-life experiences, such as work-life conflict, enrichment, and balance, have important work- and life-related consequences for individuals themselves (e.g., Lapierre et al., 2018; Michel et al., 2010) and their role partners, such as their spouses (e.g., Li et al., 2021; Matei et al., 2021). However, not only do individuals’ experiences at the work-life intersection have such consequences, but also role partners’ perceptions of such experiences come with relevant negative (e.g., Hoobler et al., 2009; Li et al., 2017) and positive consequences (e.g., Filippi et al., 2022). This raises the question as to what extent such perceptions reflect individuals’ realities and which factors affect the association between self- and other-reported work-life experiences. Statement on methods: We conducted a preregistered meta-analysis of N = 35 primary studies that reported at least one correlation between self- and other-reported work-life experiences or perceptions. Important findings: - The congruence in self and other reports is lower than one might expect - There is some contingency of the size of congruence depending on moderating factors, such as who the other report is (e.g., spouse, supervisor) Implications for research, policy and/or practice: Other reported work-life experiences do not properly capture individuals' experiences and should not replace these in research. Rather than relying on perceptions, supervisors (and spouses) should ask about the actual experiences.
  • A Dyadic Model of Work-Family Enrichment: Job Resources, Capitalization, and Positive Anticipatory Emotions. .....Zheng Chen, University of South Florida; and Allison Ellis, California Polytechnic State University
  • Despite a rich literature investigating the work-family interface at the individual level, emerging work has begun to show that how workers interpret, respond to, and are impacted by work stress is influenced by their immediate social context, particularly, spouses (e.g., Carlson et al., 2019). In our investigation involving 91 dual-career couples, we employed work-family enrichment (WFE) and crossover theories as the foundation for our research. Our primary focus was how job characteristics ( job demands and job variety) shape the WFE process. We examined a serial mediation model, in which job characteristics impact WFE in dual-career couples through two key factors: interpersonal capitalization (the sharing of positive work experiences with one's spouse) and positive anticipatory emotions (i.e., hope, eagerness, and confidence). To analyze our data, we utilized the actor-partner interdependence model, treating the couple as the unit of analysis. This approach allowed us to explore both intrapersonal and interpersonal effects, encompassing how one partner's job characteristics influenced their own outcomes (actor effects) and their partner's outcomes (partner effects). Our main findings demonstrated that in dual-career couples, job variety positively influenced capitalization efforts for both partners. Notably, husbands' capitalization had a positive impact on their own and their wives' positive anticipatory emotions, while wives' capitalization affected only their own. Additionally, wives' positive anticipatory emotions were associated with their own WFE but negatively impacted their husbands' WFE. Conversely, husbands' anticipatory emotions only positively influenced their own WFE. This study also explored other mediation paths within the dyadic model.
  • Gender Differences in the Impact of Telework on Spousal Time Squeeze in Japan. .....Masaki Hosomi, Kansai University; and Tetsushi Fujimoto, Doshisha University
  • This study investigated how teleworking affects individual perceptions of time spent with one’s spouse. Given the increasing number of childless couples in Japan, we focus on the Spousal Time Squeeze as a factor related to marital happiness. Based on the Conservation of Resources Theory (Hobfoll, 1989), it is predicted that when teleworking functions as a resource facilitating interactions between family members, couples would spend longer time interacting with each other, but the effect would be stronger when work resources are available simultaneously. In Japan, on the other hand, where gender role orientations are strong, these processes are expected to differ by gender. To test our hypothesis, we analyzed data from a survey of Japanese teleworkers conducted at two time points in November and December 2020. The results showed that higher levels of teleworking frequency and job freedom were associated with longer time spent with one’s spouse, but for women in particular, job autonomy strengthened the relationship between teleworking frequency and perceived spousal time. For men, in contrast, regardless of the level of job autonomy, teleworking frequency did not exert a significant effect on the spending of spousal time. In Japan, where there is a strong gender norm that stipulates “work for men”, Japanese men might not experience a positive impact on family life, even when the frequency of teleworking increases. Our study suggests that a key to successful telecommuting, for women in particular, is not only working from home but also acquiring resources from the workplace.
  • Couples' Careers Revisited: The Role of Gender Ideologies. .....Daniela Grunow, Goethe University Frankfurt; and Torsten Lietzmann, FDZ des IAB Nürnberg
  • We assess the role of gender ideologies for couples’ division of paid work in Germany. We use data from the German panel study Labour Market and Social Security (PASS) and sequence analysis to identify and describe distinct typical work trajectories of heterosexual couples age 18-39. We then assess the role of both partners’ individual and joint gender attitudes as well as socio-economic status characteristics to predict the couples’ work trajectories. We identify six typical work trajectories, three of which clearly dominate at present: (1) dual full time earner, accounting for 29% of couple-trajectories (2) marginal secondary earner, with a male full time earner and the female partner marginally employed, and (3) a one-and-a-half earner, with a male full-time earner and the female partner part-time employed, each accounting for about 27%. The less common patterns are (4) dual limited and unstable employment, accounting for 10 % of couple- trajectories, (5) male breadwinning, accounting for 4% and (6) dual precarious employment, accounting for 4% of trajectories. We employ regression models to assess whether gender ideologies account for variation in couples’ careers. Findings indicate that gender ideologies matter in particular for membership in the dual full time earner, as well as the dually limited and unstable employment cluster. The effects are stable across models with and without socio-economic controls. Importantly, men’s but not women’s egalitarian gender ideologies appear to be a precondition for adopting a dual fulltime earner strategy, and avoiding limited and unstable employment.
  • Household Structure and Time Use Among Indian Adults: Estimates From First Time Use Survey. .....Harchand Ram, International Institute for Population Sciences
  • The dynamics of family structures, gender roles, and societal norms have undergone a significant transformation in recent decades, propelled by a confluence of factors such as changing cultural paradigms, advancements in technology, and shifts in educational landscapes. This global phenomenon has not only redefined the traditional family system but has also influenced individual time allocation in various spheres of life. This transition is particularly evident in India, a nation where societal norms and values have deep roots. The interplay of declining average family size, evolving gender roles, increased access to education, and the pervasive influence of technology collectively shapes the intricate tapestry of how Indian individuals (aged >15 years) from different types of family structures use their time in a day. In this exploration, we delve into the multifaceted aspects of this transition, examining its implications on individual time use patterns and the broader socio-cultural landscape. India’s first nationally representative Time-Use Survey (TUS), conducted by the National Sample Survey Organisation, has been used for the analysis. The Tobit model has been used to examine the correlates of individuals' time allocation for different activities. The study finds that individuals with the 'single-person household' and 'Adult couple with both sexes of children' predominantly spent more time on paid work activities than the family structure, such as 'only female older persons', 'Older couple families'. Furthermore, it also shows that there were not many differences among the individuals with family types, such as 'Adult couple with male children' and 'Adult couple with female children'.
113. Parenting, Caregiving, and Peer Support [Paper Session]
Saturday | 10:15 am-11:45 am | MB 3.270

Presider: Anna Walther, University of Wisconsin, Madiso
  • Changes in “Tag-Team Parenting” in the United States, 1997-2019. .....Alejandra Ros Pilarz, University of Wisconsin, Madison; and Anna Walther, University of Wisconsin, Madiso
  • Parental work schedules are central to how families spend their time, which in turn, impacts family wellbeing. In dual-earner households, working overlapping schedules allows parents to maximize time with each other and to engage in shared parenting of their child(ren). Some parents with young children, however, arrange to work non-overlapping schedules (sometimes referred to as “tag-team” parenting) in order to minimize the use of nonparental care—either because of their preferences or due to the high costs of child care. For other parents, working non-overlapping schedules might be driven by their inability to find jobs with overlapping schedules. This study uses nationally-representative U.S. data from the Survey of Income and Program Participation to document trends in tag-team parenting between 1997 to 2019. We create multiple measures of tag-team parenting that assess the degree of overlap in parents’ work hours and schedules. We use decomposition methods to assess the extent to which changes in demographic, socioeconomic, and occupational characteristics explain changing trends in tag-team parenting. Our preliminary results suggest that tag-team parenting decreased by about 18-30%. This decline is largely driven by improvements in families’ socioeconomic resources—education and income—which increase families’ ability to pay for nonparental child-care. Shifts in the labor market also drove declines, particularly occupational upgrading among mothers into higher-paying occupations with lower rates of jobs with nonstandard schedules. Yet, increases in mothers’ reporting an involuntary reason for working their schedule also contributed to the decline. This suggests that less schedule control hinders couples’ ability to coordinate their schedules.
  • Balancing Domestic Equity: Exploring the Link Between Housework Division and Fertility Intentions in Canada. .....Kamila Kolpashnikova, Western Michigan University
  • This paper investigates the intricate relationship between spousal equity in housework division and fertility intentions. While fertility rates have been declining in many regions worldwide, including Canada, understanding the nuanced factors influencing individuals’ decisions to expand their families is of paramount importance. At the heart of this inquiry lies the central question: Does equitable distribution of housework influence fertility intentions? Based on data from the 2017 Canadian General Social Survey, this paper analyzes fertility intentions and the division of housework among Canadian married women and men aged 45 and under, who currently have fewer than three children. The results demonstrate that an equitable division of housework, measured in terms of the number of shared tasks, is positively associated with the intention to have more children in the future. This pattern is evident among both women and men. The findings suggest that gender equality within the household significantly influences the fertility intentions of married couples. In the development of fertility policies, it is crucial to consider and align them with gender equality policies.
  • The Value of Community Dads' Groups. .....Ian Blackwell, Marjon University UK
  • Community initiatives for fathers and children (dads' groups) offer a range of innovative, accessible opportunities to support the development of caring, skilled paternal identities yet they remain under-valued. This session presents a qualitative study of four dads' groups in southern England (UK). Based on 42 semi-structured interviews (with fathers, mothers, children & professionals) and a focus group of 9 fathers, I argue that community dads' groups can bolster progressive aspects of the fathering identity; help develop strong bonds between fathers and children; improve intra-parental relationships; alert fathers to the joys and challenges of intensive care-work; and improve fathers' self-confidence in the parenting role. Additionally, dads' groups offer a unique, 'safe' homosocial space for fathers from diverse backgrounds to meet and socialise, and to 'observe and absorb' different fathering values and practices. The importance of the support network around the father is also highlighted. Under the theme of 'Solutions & Promising Practice,' I argue that effective interventions for fathers lie in the community (as well as in curriculum-focused Responsible Fatherhood programs), with fathers convened in local groups where they do not feel judged, and where the content is focused on informal and playful activities, promoting positive parenting, peer support, and father/child relationships.
  • Men and Caregiving: The Effect of Spousal Caregiving Time Use on Men’s and Women’s Employment in Dual-Earner Households. .....Jae-yeon Lee, Yonsei University
  • South Korean men have notably low involvement in caregiving, ranking lowest among OECD countries. This study examines how husbands' caregiving time affects women's economic outcomes and vice versa, shedding light on a critical yet understudied. It also explores the interplay between gender and differing educational levels among couples. Data are drawn from the Korean Longitudinal Survey of Women and Families, a nationally representative dataset spanning the years 2012 to 2020, including 3,594 dual-earner couples. To explore the long-term effects of spousal caregiving, the study employs panel logistic regression models with lagged dependent variables. The results show a distinct gendered effect. Increased caregiving time and ratio by husbands positively shape women's labor market retention. In contrast, wives' caregiving time does not significantly affect their husbands' job retention. Notably, for women, both spousal and self-caregiving time play a pivotal role, while husbands exhibit no statistical significance for either. This can be attributed to the gendered normative pressures that position men as the "ideal worker" exempt from caregiving. Each additional hour of husbands' caregiving per week raises women's employment retention by 3.97%, while an extra hour of women's caregiving reduces their employment retention likelihood by 2.17%. This gendered effect intensifies in couples with lower educational levels, particularly on weekdays. This study underscores the need to navigate a shift in reshaping caregiving dynamics, positioning men as integral contributors in the caregiving sphere, providing implications for work-life balance policies, structural alternatives, and offering an understanding of why women leave the workforce.
114. Future Directions for Work-Family Research: Revisiting Constructs and Exploring New Themes [Paper Session]
Saturday | 10:15 am-11:45 am | MB 3.430

Presider: Alex Lefter, Concordia University
  • Gendering Digital Labor: Work and Family Digital Contact in Europe. .....Yue Qian, University of British Columbia; and Yang Hu, Lancaster University
  • With rapid digitalization, people increasingly use digital technologies for contact in their work and family lives. Nevertheless, how digital labor is gendered remains under-researched, particularly in a cross-national context. Analyzing data from the 2020 European Social Survey, this study examines gender differences in digital contact across the domains of work and family. Using latent profile analysis, we identify five distinctive profiles of work-family digital contact—dual medium, dual low, high work-only, high family-only, and dual high digital contact. We find notable gender differences across these profiles. Compared with men, women are less likely to have high work-only digital contact but are more likely to have high family-only and dual high digital contact. Moreover, with an increase in digital literacy and in the frequency of working from home, women are increasingly more likely than men to have dual medium digital contact; as we move from countries with a lower to a higher level of internet coverage, women are increasingly more likely than men to have high family-only and dual high digital contact. These results suggest that as individuals’ digital literacy increases, working from home becomes more prevalent, and internet access expands further in society, women may disproportionately take on family-related digital labor and also suffer from a “digital double burden” in work-family life. The findings call for attention to new forms of gender inequality in the division of labor in the digital era.
  • Job Search and the Work-Nonwork Interface: A Self-Regulatory Perspective on Job Search Progress and Strategies via Job Search Goal Adjustment. .....Alex Lefter, Concordia University; Tracy Hecht, Concordia University; and Emily Burdman, Concordia University
  • The purpose of this study was to explore the indirect effects of work-to-nonwork and nonwork-to-work conflicts and enrichments on job search outcomes (i.e., job search progress and strategies) via job search goal adjustment. Drawing from a self-regulatory perspective and the conservation of resources model, we hypothesized that conflicts have negative indirect effects on job search outcomes through their positive impacts on downward goal adjustment, and that enrichments have positive indirect effects on job search outcomes through their positive impacts on upward goal adjustment. We recruited employed individuals who were actively looking for new jobs (N = 308) from a Canadian panel service. Using a sequential research design, we surveyed participants three times over three weeks. The hypothesized relations were tested simultaneously using structural equation modelling, accounting for covariances among variables, with 20,000 bootstrap samples to test the indirect effects. Overall, we found that nonwork-to-work conflict had positive indirect effects on job search progress and exploratory job search strategies via upward goal adjustment, and positive indirect effects on haphazard and focused job search strategies via downward goal adjustment. We also found that work-to-nonwork enrichment had positive indirect effects on job search progress and exploratory job search strategies via upward goal adjustment. Some direct effects from conflicts and enrichments to job search outcomes remained significant after controlling for goal adjustment. These findings point to the importance of the work-family interface for understanding the self-regulatory nature of the job search process of employed individuals.
  • A Paradox Approach To Examine Work-Nonwork Issues. .....Sue Epstein, SUNY - Empire State College; and Sue Faerman, SUNY - Albany
  • Work-nonwork issues have often been presented as dilemmas, i.e., either/or decisions involving mutually exclusive choices where one option must be prioritized over the other. In this paper, we propose using a values-based approach to instead encourage conceptualizing work-nonwork tensions as paradoxes. Thus, rather than assuming work-nonwork issues involve only either/or decisions, we raise the potential for conceptualizing work-nonwork issues through a both/and approach and, as an illustrative case, we explore the popular work-nonwork construct of work-family conflict. This approach to work-nonwork issues provides a framework accommodating of and adaptable to different situational contexts (e.g., different societal cultures) and thus provides an adaptable, inclusive approach to exploring work-nonwork issues. Our goal is to show how using a paradox approach and value dimensions encourage the framing and development of sustainable and beneficial work-nonwork solutions. We conclude by discussing some of the benefits of our values-based paradox approach.
  • Work-Family Research in the 21st Century and Beyond. .....
  • Defining what is considered work-family research today is no easy task. The phrase ‘work-family balance’ was probably first used in the UK in the late 1970s, and in the US in the mid-1980s. The composition of both work and family spheres has, however, changed significantly since the discipline was first introduced. Modern technology and the “always on” culture common in many countries has blurred the line between work and family domains. The recent pandemic has shifted what is considered possible with respect to both work time and workplace. Over the past few decades there has been an explosion of research on the relationships between work and non-work life. Post-pandemic with many people feeling stressed and not “balanced” and the world of work in flux it is time to look at how we conceptualize and study work-family balance. In this session we present the results of a Delphi study intended to initiate a discussion within the work-family research community on how we as work-family researchers envision work-family research now and into the future. The Delphi methodology is a problem-solving technique where answers to a question are determined by sending multiple rounds of questionnaires to a group of experts – in this case all WFRN members. The Delphi approach facilitates dialogue between geographically separated experts while serving as an effective means for learning. In this session we summarize our informants’ responses to the following questions: What do scholars mean when they say that they are “work-family” researchers? What impact does the researcher’s discipline and nationality have on how they conceptualize work-family research?
115. Digital Technologies, Human Resources Practices, and Careers (sponsored by the WFRN special interest group for ‘Work, Family, and Technology’) [Thematic session of multiple paper presentations]
Saturday | 10:15 am-11:45 am | MB 3.435

Organizer: Dominique Kost, BI Norwegian Business School
Presider: Dominique Kost, BI Norwegian Business School
  • Virtual vs. F2F Onboarding for New Grads: Best Practices and Impact on Engagement, Perceived Organizational Support, Belongingness and Work-Life Balance.. .....Kelly Basile, Emmanuel College; Ada Smith, Emmanuel College; and Kaitlyn Gallagher, Emmanuel College
  • With the substantial post-COVID rise in remote and hybrid working and the increase in technology-enabled HR tools and practices (e.g., Ali, Krsteska, Said & Momin, 2023), new processes and practices by which new employees are formally and informally onboarded into organizations have been introduced (Scott et al., 2022). Onboarding is an important HR function as it is the process by which new employees adjust to the norms and expectations of a new employer. In turn, successful newcomer adjustment leads to “important employee and organizational outcomes such as satisfaction, commitment, turnover, and performance” (Bauer & Erdogan, 2011, p. 51). Onboarding for new graduates is particularly important as they often lack general professional knowledge, experience in professional environments and professional networks that could supplement organizational support during the adjustment process. Therefore, this study examines the impact of virtual onboarding on new graduate role engagement, perceived organizational support, belongingness, and work-life balance. The study employed an online survey of recent college and university graduates who started a new role within the last months and experienced an onboarding process. The sample included participants with in-person only, virtual only and hybrid onboarding practices. The data shows that in-person and hybrid approaches to onboarding correspond to similar levels of employee satisfaction, perceived organizational support and belonging. However, results of a Sobel test suggest that Digital Capital (Ragnedda, Ruiu & Addeo, 2020) mediates the effect of onboarding format on perceptions of belonging for those engaged in fully face-to-face or fully virtual formats.
  • How Employee Surveillance Technologies Break Psychological Contracts: Function Creep, Invasiveness and Preferences for Segmentation between Work and Life. .....Ariane Ollier-Malaterre, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG); Xavier Parent-Rocheleau, HEC Montreal; Yanick Provost Savard, Université of du Québec à Montréal; and Sabrina Pellerin, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG)
  • Employee surveillance technologies are tools (sometimes called “bossware”) used by employers to monitor employee behaviours and productivity. Examples include GPS and other geolocation devices, cameras, audio recording of phone calls, content analysis of emails, instant messages, or TEAMS conversations, tracking of internet searches, keyboard strokes, mouse movements and online status, and screenshots of workstations and intermitted photos. Although research has documented the deleterious effects of such surveillance on employee stress and work engagement, little is known about how employees perceive surveillance and about the mechanisms that lead to such negative outcomes. In this research, we examine two important facets of workplace surveillance, transparency, and function creep. We analyze how they may predict invasiveness perceptions and psychological contract with the organization, depending on employees’ preferences to segment their work and personal life. We test a moderated mediation model on a sample of 175 unionized employees in Quebec. Function creep concerns (but not transparency) at time 1 was positively related to invasiveness at time 1, which in turn, was positively associated with psychological contract breach at time 2; the indirect effect of function creep on psychological contract breach through invasiveness was significant. Moreover, the relationship between invasiveness and psychological contract breach was stronger at higher levels of segmentation preference. Transparency, rather than directly reducing invasiveness perceptions, reduced function creep concerns. Our findings suggest that psychological contract breach may result from improper use of surveillance tools and that this relationship may vary according to individual factors.
  • The Use of Digital Technologies in German Workplaces: Is There a Gendered Part-Time Gap?. .....Yvonne Lott, Hans-Böckler-Stiftung; and Andreas Hövermann, Hans-Böckler-Stiftung
  • Digital transformation may negatively affect female workers due to the digital gender gap in the workplace. This gap may be particularly pronounced for women who work part-time, as they experience flexibility stigma and career penalties. Drawing on gender theory, gendered organization theory, and feminist technology theory, we postulate that there is an association between technology, power, masculinity, and full-time work. We ask: Is there a part-time gap in the work-related use of digital technologies in Germany? If yes, is this gap gendered? And do perceptions of job opportunities in a digitalized labor market vary by gender, working hours, and their intersection? Latent class analysis based on data from the Wave 12 (2019/20) of the German National Educational Panel Study (NEPS): Starting Cohort 6–Adults revealed three subgroups: "advanced users," "non-users," and "basic users" of computers and computer software at work. Multivariate analysis showed that women—and part-time working women in particular—were less likely than men to be classified as "advanced users." Moreover, part-time working women felt least well prepared for using networked digital technologies at work, and thus least optimistic about their opportunities in a digitalized labor market. These findings suggest that the triadic association between technology, power, and masculinity postulated by feminist technology theory should be extended to include full-time work.
  • Identifying Career Trajectories in the Gig Economy: From Professional Career Path to Antagonistic. .....Dominique Kost, BI Norwegian Business School; and Christian Fieseler, BI Norwegian Business School
  • Individuals' entry into the gig economy is a complex phenomenon, influenced by an array of reasons, divergent career perspectives, and diverse skill sets. Notably, the preference for a long-term career pathway in the gig economy is frequently dictated by personal motivations and unique life circumstances. Factors such as the availability of other professional opportunities in one's locale, or whether the gig arrangement serves as a supplemental addition to other life and employment opportunities, play crucial roles. Such attributes of gig economy workers are instrumental in shaping their individual career paths (Duggan et al., 2022). We examine emerging career pathways, its antecedents, and intersections in the gig economy, and discuss the motivations driving gig workers and the career attitudes, as well as other career-related traits defining their career paths. We propose a framework based on the degree of career boundaries and suggest three potential career trajectories within the gig economy: antagonistic (i.e., disgruntlement towards present status and future possibilities in one’s career), non-committed (i.e., gig work as a stopgap), and entrepreneurial (i.e., gig work as career growth opportunity). We postulate that individual career adaptability and career attitudes, boundaryless and protean career attitudes, towards leveraging gig economy opportunities play a crucial role in overcoming potential career impediments and shaping each person’s career trajectory within this context. Understanding these trajectories is critical for shaping future policies and support initiatives, ensuring the gig economy becomes a genuinely empowering work platform rather than a last resort for those with limited options.
116. Employer Supportive Behaviors [Paper Session]
Saturday | 10:15 am-11:45 am | MB 3.445

Presider: Diego Barcala-Delgado, University of Massachusetts, Amherst
  • Fathers’ Intentions and Use of Paternity Leave in the Netherlands. .....Onur Şahin, Utrecht University; Mara A. Yerkes, Utrecht University; Lianne Aarntzen, Utrecht University; Esther Kluwer, Utrecht University; Chantal Remery, Utrecht University; and Belle Derks, Utrecht University
  • Fathers’ involvement in childcare is crucial for multiple work-family outcomes, including children’s development and relationship quality. Improving their involvement is also crucial for reducing persistent gender inequality in household divisions of care. A key resource to increase father involvement is the availability of father-specific paid leave. Recognizing the importance of such paid leave, the European Work-Life Balance Directive in 2019 required European Union Member States to provide a minimum of 10 days of paid leave for fathers, reimbursed at least at the level of sick pay. While such paid leave can be an important resource for fathers, the availability of leave does not guarantee equal capabilities to use this resource. We analyse two potential factors – biological essentialist beliefs and family-supportive line managers – shaping fathers’ capabilities to make use of this new resource, focusing on the Netherlands. The Netherlands responded to the EU directive by providing fathers (and same-sex partners) one week of fully paid leave from 2019 onwards and access to an additional five weeks of leave paid at 70 per cent of the daily wage from 2020 onwards. Using couple-based longitudinal data collected among expectant parents pre- and post-birth in 2023, we analyse fathers’ intentions to use leave pre-birth in relation to leave-taking behaviour post-birth. We expect that fathers with stronger essentialist beliefs will have reduced intentions to take leave pre-birth, which in turn predicts a lower post-birth leave uptake. Additionally, we expect that family-supportive line managers diminish the intention-behavior gap in leave uptake among fathers.
  • Seeking for Help: Leader Workaholism and Subordinate Appraisals of Leaders. .....Sang-Hoon Lee, Loyola Marymount University; Sunjin Pak, California State University, Bakersfield; Yaqing He, University of Illinois, Urbana-Champaig; and Amit Kramer, University of Illinois, Urbana-Champaig
  • Grounded on the challenge-hindrance stressor framework, this study examines how subordinates appraise their work context, particularly in relation to their leaders, and hence how this shapes their behavior within the organization. We argue that leader workaholism has a dual-edged impact for employees, such that they may appraise their leaders as both a source of challenge and hindrance. Consequently, such appraisals are linked to distinct behaviors: on the one hand, challenge appraisals will be positively associated with autonomous help-seeking behaviors, while on the other, hindrance appraisals will be positively associated with both dependent and avoidance help-seeking behaviors of subordinates. We further contend that subordinates’ workaholism moderates the positive relationship between leader workaholism and subordinate challenge appraisal, while moderating the positive association between leader workaholism and subordinate hindrance appraisal. Our findings suggest the positive impact of leader workaholism, such that leader workaholism has a positive indirect association with subordinate autonomous help-seeking via subordinate challenge appraisal. This positive indirect relationship was further pronounced when subordinate workaholism was high. In addition, the respective indirect relationships between leader workaholism and subordinate dependent help-seeking, as well as avoidance help-seeking via hindrance appraisals, depend on subordinate workaholism levels. Specifically, leader workaholism had a positive effect on dependent and avoidance help-seeking when subordinate workaholism was low. We discuss the theoretical and practical implications of concurrently considering both leader and subordinate workaholism.
  • Uncovering the Behaviors Underlying Family-Supportive Supervision: Validation of a Behavioral Typology. .....Victoria Daniel, York University; Amanda Sargent, Bentley University; and Linda Shanock, University of North Carolina
  • Recognized as one of the most promising solutions for helping employees effectively navigate the work-family interface, a pressing challenge to be resolved in research and practice is understanding how supervisors actually 'do' family-supportive supervision (“FSS”). Despite the demonstrable value of employee-rated FSS shown for both individual and organizational outcomes, the literature has largely examined employees’ evaluations of FSS—leaving questions about the concrete behaviors supervisors engage in to provide this targeted family support. To address this limitation, we previously conducted a mixed methods study to generate a comprehensive inventory of FSS behaviors and organize these into a preliminary typological structure. In the current study, we build upon this by empirically validating our behavioral typology with a sample of 294 employees who were asked to rate where each behavior fell on the continuum of six different attributes. As expected, this evidenced two significant dimensions distinguishing supervisor actions by family orientation and effort. When taken together, this broadens the spectrum of known supportive and unsupportive behaviors that are relevant to contemporary employees and underlies the refined conceptual definition of FSS we propose. Further, the behavioral index and resultant typology are a foundational step in mitigating substantive conceptual (e.g., ambiguity; range restriction) and operationalization issues (e.g., confounded items) that have stemmed from the lack of clarity and parsimony in the extant study of FSS. These novel insights also lay the groundwork for advancing FSS research and its practical applications, such as serving as an important tool for managers and the development of training programs.
  • Leader Behavior and Employee Work-Family Interface: A Review, Integration and Meta-Analytical Examination. .....Sudong Shang, Griffith University; Zitong Sheng, Deakin University; Yimin He, University of Georgia; Paula Brough, Griffith University; Xi Wen (Carys) Chan, Griffith University; and Xuchu Liu, Henan University of Chinese Medicine
  • Research has widely recognized the important role of leaders in assisting subordinates with managing work and family responsibilities. Although considerable research attention has been devoted to uncovering how different types of leader behavior facilitate or hinder employees’ work and family interfaces, research evidence in this field is quite scattered. A systematic quantitative review is highly needed to synthesize the ample research evidence and clarify the relationships between leadership and employees' work-family experiences. Such research endeavor will provide practitioners with evidence-based prescriptions to improve their employees’ work-family experiences. Drawing upon DeRue et al.’s (2011) taxonomy of leader behavior, this meta-analysis examines the associations between five categories of general leader behaviors (i.e., relational-oriented, task-oriented, change-oriented, ethics-oriented, and destructive leadership) and employee work-family conflict and enrichment. In addition, Using meta-analytic evidence, we then explore the relative importance of general leadership behaviors as well as their incremental validity over work-family-specific leader behaviors. Furthermore, we take into account cultural contingencies and methodological moderators in shaping the relationships between leader behavior and employee work-family interface outcomes. Through analysing 335 independent samples from 301 studies, we found that the patterns between leadership-WFC and leadership-WFE relationships are different; ethics-oriented leadership emerged as the most influential contributor for both WFC and WFE constructs. This synthesis and empirical integration broaden the nomological network of the relationship between leadership behaviors and work-family interface, providing greater insight into the impact of diverse leadership styles on employees' work-family management and offer evidence-based practical advice for organizational leaders.
  • Parenting Stress Across the Transition to Parenthood: The Case for Job Autonomy, Coworker Support and Supervisor Support. .....Diego Barcala-Delgado, University of Massachusetts, Amherst; Ciara Venter, University of Massachusetts, Amherst; and Maureen Perry-Jenkins, University of Massachusetts, Amherst
  • While existing literature explores the consequences of structural aspects of parents’ work on parenting stress, limited attention has focused on how parents’ experiences on the job are related to parenting stress during the transition to parenthood. This study investigates associations between job autonomy, coworker and supervisor support as they relate to levels of and changes in parenting stress among new parents employed in low-wage occupations. The sample included 127 dual-earner couples and 82 single mothers interviewed five times across the transition to parenthood. Preliminary results revealed that mothers’ parenting stress increased quadratically, such that mothers experienced a slower increase in stress increase from post-birth to their return to work, followed by a significantly accelerated rate of increase after resuming work. For mothers in dual-earner couples, job autonomy and supervisor and coworker support were unrelated to parenting stress. For single mothers, maternal job autonomy was positively related to parenting stress assessed at one year post-birth, such that higher job autonomy was associated with elevated stress levels and also predicted greater increases in parenting stress across the first year of parenthood. Although these findings ran counter to our hypotheses, single mothers who perceive more control over their work may feel more pressured to engage in more caregiving. Fathers exhibited a linear decrease in parenting stress across the first year of parenthood and none of the work-related factors were related to their parenting stress. These findings add to the literature on the potential negative effects of job autonomy (Kubicek et al., 2017).
117. Networking Opportunity: Parenting and Caregiving
Saturday | 10:45 am-11:15 am | MB 2.285
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Marc Grau-Grau (marc_grau-grau@hks.harvard.edu).
118. Networking Opportunity: Disability, Work, and Family
Saturday | 10:45 am-11:15 am | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Lisa Stewart (LiStewart@csumb.edu)
119. Networking Opportunity: Work-Life Issues in the Academy
Saturday | 11:15 am-11:45 am | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Susan Case (ssc2@case.edu)
120. Lunch On Your Own
Saturday | 11:45 am-1:00 pm | Montréal, QC
Please explore the local eating establishments, on your own or with friends, and rejoin the conference attendees afterwards for the remaining sessions.
121. Big Ideas Talks [Plenary]
Saturday | 1:15 pm-2:00 pm | H 110

Organizer: Ellen Galinsky, Families and Work Institute
122. Networking Opportunity: Work-Life Issues Among Entrepreneurs
Saturday | 2:15 pm-2:45 pm | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Kathy Kuschel (kkuschel@pucp.edu.pe).
123. Individual Characteristics and Family/Social Structure Across the Life Course [Paper Session]
Saturday | 2:15 pm-3:45 pm | MB 2.210

Presider: Mary Collins, Boston University
  • Dual Parent-Professional Role: The Tensions Associated with Family-Work for Foster Carers. .....Claire Lillian Catherine Paterson-Young, University of Northampton; Ecem Karlidag-Dennis, University of Northampton; and Michael Maher, University of Northampton
  • Literature on work-family roles and boundaries are commonly examined as two different spheres of activity, with family distinct from work. Foster care, however, combines the role of family and work. Foster care is founded on the principle of finding a home for a child that is loving and lasting which provides the foundation for a good life and helps children excel in education and work and have good overall mental and physical health. Foster carer is a ‘professional’ role in which foster carers are encouraged to perform a ‘parent’ role by creating a supportive ‘family’ environment to facilitate attachment and belonging in children. Although this ‘parent’ role has endured, the demographic changes in children entering foster care have resulted in a shift from a ‘parental’ role to a ‘professional’ role for foster carers in the United Kingdom. This paper provides an analysis of the accounts of foster carers and social care professionals to explore the experiences of therapeutic support in managing foster carer’s dual role. In-depth interviews were conducted with foster carers (N = 6) and social care professionals (N = 10) to investigate the experiences of foster carers in providing care for children proceeding the COVID-19 pandemic in the UK. This paper is the first of its kind in the UK to investigate the role of therapeutic support in helping foster carers balance dual roles to create secure and stable placements for children. It makes recommendation for developing cohesive approaches to supporting foster carers (and children).
  • Emotion Regulation as an Individual Resource: Work-Family-Personal Life Conflict and Psychological Well-Being. .....Doruk Uysal Irak, Mount Allison University; Elif Colakoglu Kaya, Freelance; and Gamze Ozden, Psikethica Istanbul
  • It is important to support employees while juggling work and family roles. Not only conflict between work and family roles, but also employees may experience conflict between their work-family roles and personal life. The current study examines the role of emotion dysregulation on the conflict between work, family demands, and personal life. Moreover, we aimed to examine how it is all associated with the psychological well-being of employees (emotional exhaustion at work, emotional exhaustion at home and stress). Data was collected from 362 full-time employees (Women N = 175, Men N =187) working in Turkey with at least one child. The mean age of the participants was 39.6. A proposed model was tested using path analysis in AMOS 21. Results of the present study revealed that emotion dysregulation predicts higher work-family conflict and family-work conflict. It also predicts conflict between work-personal life and family-personal life. Moreover, employees who experience higher conflict with their personal life and work-family demands also reported higher emotional exhaustion at home and family. It is a novel study that examines the impact of emotional regulation on work-family and personal life conflict and the psychological well-being of employees. Understanding the role of individual resources, such as emotion regulation, is essential when people experience work-family conflict. With more knowledge, generating new interventions specific to individual needs would be possible. Implications of the results will be discussed using a theoretical perspective, and suggestions to support emotion regulation at workplace will be developed for professionals in the field.
  • Associations Between Parents’ Job Quality, Parenting, and Adolescent Academic Outcomes. .....Kate McCredie, La Trobe University; Stacey Hokke, La Trobe University; Liana Leach, Australian National University; and Amanda Cooklin, La Trobe University
  • Recent research has shown that parents’ poor job quality and work-family conflict (WFC) are adversely associated with children’s mental health and socio-emotional wellbeing. However, much less is known about possible impacts on adolescents’ academic outcomes – a family stage heretofore missing from much of the work-family literature. This study aimed to address these gaps by exploring the link between parents’ jobs and academic outcomes for adolescents. The study used data from two waves of the Longitudinal Study of Australian Children, a nationally representative cohort study. First, cross-sectional analyses examined associations between parents’ job quality and academic outcomes in early and middle high school (12-13 and 14-15 years). We then tested a longitudinal model linking parents’ work characteristics, WFC, and parenting warmth and irritability in early high school, and adolescents’ academic achievement in middle high school. Separate models were run for mothers and fathers and controlled for household income, parent education level, and prior academic achievement. Parents’ job characteristics included work hours, security, flexibility, and autonomy. Standardized achievement scores were used to measure academic outcomes. Findings indicate the protective role of fathers’ flexibility at a key transition point for adolescents. Findings further suggest that parents’ WFC increases parenting irritability, which in turn is adversely associated with academic outcomes, particularly for low-income mothers. This study is among the first to establish a relationship between parents’ job quality and adolescents’ academic performance and highlights the importance of good quality jobs in supporting adolescent academic outcomes – an understudied aspect of the work-family interface.
  • Former Foster Youth and Post-Secondary Vocational Education: Potential Paths to Stable Employment and Family Life. .....Mary Collins, Boston University
  • In some jurisdictions, young adults with experience in foster care can get government assistance to achieve educational and vocational goals. Most research has focused on college attainment. The emphasis on college disregards the circumstances of many young people, including their preference for work rather than college; their struggles with academic, social, and financial demands of college; and the possibility of incurring student loan debt but not receiving a degree. Post-secondary vocational education (PSVE) offers a viable educational path that may lead to employment more quickly (which is often desired by these young people) and the associated positive outcomes of stable employment (which can include supports for family life). There are many reasons to believe that young people might prefer PSVE, and its linkage to employment, but the research is scant on this topic. This presentation will combine two sources of data to examine the potential for PSVE for youth formerly in foster care. (1) Qualitative interviews with 12 young adults who chose this educational pathway. Interviews (via Zoom) were conducted with Massachusetts young adults with experience in foster care who were currently involved in PSVE regarding their reasons for their choice, supports and barriers, and their career goals. Respondents were interviewed twice approximately 3 months apart to assess any changes in their journey. (2) Review of the global scholarly literature regarding this issue in other countries. This review provides information about employment prospects and career pathways in various cultural and policy contexts. Implications for policy and practice will be discussed.
124. Considerations for Child Development and Child Care [Paper Session]
Saturday | 2:15 pm-3:45 pm | MB 2.255

Presider: Talya Wolf, CUNY - Graduate Center
  • Time Allocation Depending on Nonmaternal Childcare Usage, Time Pressure, and Life Satisfaction Among Korean Mothers: A Sequence Analysis. .....Ha Young Choi, University of Illinois, Urbana-Champaig; Hanjin Bae, Seoul National University, South Korea; and Karen Kramer, University of Illinois, Urbana-Champaig
  • In response to the societal call for unburdening intensive parenting, since 2013 South Korea has progressively provided childcare services to all preschoolers irrespective of household income or maternal employment status. It is now a policy and research priority to evaluate whether nonmaternal childcare provides Korean mothers with additional time resources and better well-being. Based on Kimmel and Connelly’s (2007) time allocation theory, we conduct a novel sequence analysis with the Korean Time Use Survey (KTUS) of mothers with children aged 0 to 5 in 2009, 2014, and 2019 cohorts and identify four daily time allocation patterns of working mothers: 1) standard work schedule, 2) leaving work early, 3) midweek day off, and 4) leaving work late. In addition, five parenting patterns are identified among stay-at-home mothers: 1) daylong intense mothering, 2) daylong mothering with night leisure,3) housework day with intense evening mothering, 4) housework day with evening mothering, and 5) leisure day with evening mothering. We find that working mothers in the midweek day off group exhibit the highest life satisfaction among the four time allocation patterns, with this relationship being fully mediated by lower time pressure. We also observe that among stay-at-home mothers, those who allocate time to using nonmaternal childcare for housework or leisure show higher life satisfaction, and this effect is fully mediated by reduced time pressure when compared to those engaging in daylong intense mothering. We provide theoretical and policy implications of how to better support nonmaternal childcare for both working and non-working mothers.
  • Raising the Professional Class: Childcare Selection in an Era of Rising Inequality. .....Talya Wolf, CUNY - Graduate Center
  • While it is established that childcare is a site of class reproduction, there is little research on early childcare specifically. This is a glaring gap in the literature given the relevance to American families: Limited publicly subsidized childcare or paid parental leave in the United States means that childcare is largely contingent upon the availability of family resources. Furthermore, high inequality results in disparate parenting practices and childcare experiences based on families’ financial status (Lareau 2011; Stahl et al. 2018). This creates an early childcare landscape in which those with more personal resources are able to access high-quality care and prepare their children to reproduce societal inequalities in the long run. Additionally, given the high levels of inequality in the United States, parents’ own standards of care and ability to attain their preferred childcare are greatly influenced by their class status. This provides the foundation for an early childcare landscape that mirrors and maintains current inequalities. Through in-depth interviews with mothers of young children (ages 0-3) based in New York City, this work begins uncover what professional-class women value most in their early childcare arrangements. Uncovering which childcare scenarios professional-class parents consider valuable reveals more than simply their care preferences. It offers a window into the resources, education, and experiences they believe very young children need to maintain their class advantage in the long run. Uncovering these values can help elucidate some of the pathways by which intergenerational transmission of inequality is maintained at early stages of the life course.
  • Exploring Predictors of Children's Socioemotional Development: A Machine Learning Analysis of Two Longitudinal Datasets. .....Qiujie Gong, University of Illinois, Urbana-Champaig; Karen Kramer, University of Illinois, Urbana-Champaig; and Xiaoyang Lu, Illinois Institute of Technology
  • Early childhood has been identified as a vital stage for children’s socioemotional development. While numerous environmental factors contribute to this development, the relative influence of each remains inadequately understood. This study employs advanced machine learning techniques (i.e., LASSO regression, gradient boosting, and random forest) to explore the primary predictors of children's early socioemotional development using two longitudinal datasets, the Early Childhood Longitudinal Study-Birth Cohort (ECLS-B) and the Fragile Families and Child Wellbeing Study (FFCWS). Our findings revealed that mothers’ literacy involvement consistently emerged as a significant predictor of children’s socioemotional skills across both datasets, with higher literacy involvement linked to better socioemotional skills. Additionally, parental working hours serve as another significant predictor common to both datasets. Longer working hours are associated with children's lower socioemotional skills, suggesting that parental stress from work may overflow and impact family dynamics. Further, father-related variables, including caregiving, literacy involvement, work-family balance stress, and parenting stress, also consistently played vital roles in both datasets, underscoring the significance of fathers in children's development. Finally, while mothers’ literacy involvement was the most important predictor in ECLS-B, in the FFCWS dataset, mothers' parenting stress emerged as the most important determinant, highlighting that various predictors might hold different levels of importance for socioemotional development across distinct family contexts. This research supports the ecological system theory, emphasizing diverse factors shaping early socioemotional development. These insights hold significant implications for educational initiatives, clinical practices, and family-centered policies, aimed at fostering holistic socioemotional growth in children.
125. Employment Issues and Inequalities Across Contexts [Paper Session]
Saturday | 2:15 pm-3:45 pm | MB 2.265

Presider: Angela Bruns, Gonzaga University
  • The Work-Family Dilemma in the Post-COVID Labor Market in China. .....Haijing Dai, The Chinese University of Hong Kong
  • The COVID pandemic has brought family caregivers all over the globe new challenges to balance work and family needs. This study sets out to examine how employers evaluate and treat family caregivers of different categories in the post-COVID labor market in China. Respondent-driven sampling was adopted to recruit 206 company directors and HR managers in Guangdong Province for a CV-based survey. The respondents came from two major industries in Guangdong: the traditional retail and accommodation industry and the new information technology and logistics industry. They were offered six different CVs (representing men/women without family care duties, fathers/mothers of young children, and son/daughter of ageing and needy parents) for a hypothetical opening in their companies, and were asked to evaluate the candidates on competence, commitment, potentials of promotion, and hiring decision. Twenty (20) in-depth interviews were also conducted with selected respondents for them to articulate their rationales and views. Compared with men without family care duties, all four types of family caregivers were rated lower in competence, commitment to work, and promotion potentials. For hiring decisions, mothers of young children and adult sons taking care of ageing parents are significantly less likely to obtain job offers. There is little difference between the traditional and the new industries in the province. In their articulation and justification of the evaluations and decisions, the respondents mobilized discourses of gender norms, individual choices, and personal responsibilities. They believed that such practices in the labor market are natural, normal, and highly justifiable from the employers’ perspective.
  • Labor Market Inequalities and Black Women’s Birth Outcomes. .....Angela Bruns, Gonzaga University; Lauren Schmitz, University of Wisconsin, Madiso; and Margaret Hicken, University of Michiga
  • It is well-documented that Black mothers have the worst childbirth outcomes in the United States (US), but the underlying causes are poorly understood. Employment and the workplace context are critically underexamined aspects of women’s lives that have the potential to impact birth outcomes. Research suggests that when pregnant women involuntarily work part-time hours, physically demanding jobs, and night-time shifts, they are at greater risk of low birthweight and pre-term births. Most studies focus on the work environment while pregnant. In this paper, we consider whether Black women’s collective experience of labor market inequalities (i.e., structural racism) is a key driver of Black mothers’ birth outcomes. Specifically, we examine associations between unequal working conditions in local labor markets and pre-term, low-weight births for Black mothers using linked data from the US Department of Labor’s Occupational Information Network (O*NET), the American Community Survey (2009-2013), and live birth records (2014-2016). We find that living in a local labor market where Black women are well-represented (relative to White women) in jobs with high levels of job control reduces Black mothers’ risk of adverse birth outcomes. These results are concentrated among mothers without bachelor’s degrees. For mothers with bachelor’s degrees, it is Black women’s representation in low stress jobs that reduces Black mothers’ risk of adverse birth outcomes. Understanding racial inequities in the employment context in which women live and work clarifies where we might direct effective, efficient intervention efforts.
  • Gender Differences in Job Application Requirements: Do Women Demand More of Themselves Than Men? A Survey-Based Study of Job-Seeking Behaviour in Spain. .....Carlos Ochoa, Universitat Pompeu Fabra; Clara Cortina, Universitat Pompeu Fabra; and M. José González, Universitat Pompeu Fabra
  • This study analyses gender differences in the propensity to apply for a job above one's qualification level. The research aims to test two main hypotheses. The first hypothesis is that women have less confidence in their own abilities, which may lead them to be more pessimistic about their chances of getting the job. The second hypothesis is that women are more likely to follow the rules, which may lead them to believe that the selection process will be exactly as advertised (i.e. that failure to meet an explicit requirement will disqualify their application). According to the two hypotheses, women are less likely than men to take the risk of not meeting the requirements when applying for a job, which could lead to a loss of job opportunities compared to men. This research is based on data collected from a sample of panellists who agreed to participate in our research project using their mobile phones. Acceptance of the project involved equipping their phones with a device that allowed us to track their activity on the internet. In this way, we were able to identify the job applications completed by the panellists and the extent to which their profile matched the requirements of the job they were applying for. Participants also provided personal and subjective information by completing an open-ended questionnaire. This is a unique study in Spain that identifies the role of gender bias in dimensions such as overconfidence and conformity in job search patterns. The results of the study have multiple implications for the design of gender equality policies and the promotion of women's employment. This research is easily replicable in other European countries.
  • From Home, to Being a Stranger: Understanding the Work Experiences of Professionals Relocating Abroad. .....Mariam Gbajumo-Sheriff, University of Lagos
  • In recent times, the quest for greener pastures has led to the mass relocation of professionals from emerging countries to western economies. The reasons for relocation have centred around push (insecurity and harsh economic conditions) and pull (bigger opportunities, better terms and conditions of employment and better family life) factors. The reality however is that sometimes, there is a gap between the mind picture and realities faced by these professionals when they finally arrive at their destination. The work structure, pay and their quality of life change, especially coupled with the fact that Western countries are mostly individualistic in orientation while their home countries are collectivist. The aim of this study is to investigate the work experiences of professionals who relocated from one country to another, from a non-Western to a Western one. The main question for respondents was “How does your home country and new work location compare in terms of work experiences? Data was collected via questionnaires that were administered via google form. Questions were structured to test work experiences like job type, conditions of employment, hours of work, pay, skills, knowledge, and competencies required. Research is still at the preliminary stage however initial findings suggest that some of the professionals had to take lower-level jobs requiring lower skills, thereby offering lower rewards and career prospects. Many of the participants benefitted from social amenities however their quality of life wasn’t better than when they were in their home country.
126. Gender: Roles, Contributions, and Responsibilities across the Life Course 2 [Paper Session]
Saturday | 2:15 pm-3:45 pm | MB 2.270

Presider: Maria Stanfors, Lund University
  • Economic of Widow Mortality in India. .....Babul Hossain, International Institute for Population Sciences
  • The economic consequence of widowhood on health is well-established, demonstrating that poorer economic status can significantly modify health outcomes, even the risk of mortality. However, empirical evidence is restricted only to developed countries. Thus, this study assesses the roles of economic factors (paid work, pension and household economic status) on the mortality of widows in broad age groups from India. We used two waves of the India Human Development Survey (IHDS), a nationally representative prospective dataset in India for 42,009 women (married and widows) aged 25 years and above from IHDS wave 1 whose survival status was observed between two waves. Further, 6,953 widows were considered for sub-sample analysis in this study. Logistic regression and propensity score matching (PSM) were applied to understand the association and causality between economic factors and mortality for widows. Poor household status paid regular work, and receiving a widowed pension were significantly associated with lower mortality for young widows, while unpaid and paid regular work was linked considerably with mortality for old widows. The result of causal inference suggests that receiving a widows' pension had no significant impact on mortality for both young and old widows, while engaging in paid regular work significantly reduced the mortality of old widows. These findings suggest that paid employment has a protective impact by reducing mortality among widows in India.
  • Changing Family Configurations, Non-Resident Father’s Marginalisation Through Lack of Power and Choice. .....Dominic Violi, Western Sydney University; Peter Lewis, Western Sydney University; Cannas Kwok, Charles Sturt University; and Nathan Wilson, Western Sydney University
  • Abstract Background: In 2011 the UN reported non-resident fathers may experience several family configurations over their lifetime resulting in diminished relationships with their children and possible marginalisation. This may result in stress, distress and mental health issues as non-resident fathers’ mental wellbeing is often correlative to child access, and impacted by social and legal structures. Aim: This study aimed to explore non-resident fathers' experience of changing family configurations, the impact of change on themselves and their relationships with children. Method: Semi-structured in-depth interviews were used with 19 Australian participants. Topics included: changes to family configuration, desired relationship with children, helps and hindrances to their relationship with children. Critical Thematic Analysis was used for data analysis with data scrutinised and sorted to plot changes and identify basis of power within interactions. Results: Changing family configurations resulted in the deterioration and hindrance of non-resident father’s relationships with their children, lack of agency and decision-making power and difficulties in social and legal forums. Conclusions: The changes in family configurations had serious consequences for non-resident father’s relationships with their children and mental health. Changed family configurations were difficult to resolve resulting in stress, distress, marginalisation and a sense of disempowerment. Outcome: Non-resident father’s relationships with their children and mental health status can be improved by addressing the impacts of change, minimising marginalisation, improving agency in decision-making, minimising conflict and increased involvement in the lives of their children.
  • The Changing Demography of Single Motherhood: Its Causes and Consequences For Women in Sweden 1905-2015. .....Maria Stanfors, Lund University; and Gabriel Brea Martinez, Lund University
  • Single mothers have fewer resources than partnered mothers with implications for their own well-being and their children’s future. We apply a long-term perspective and study the changing demography of single motherhood in Sweden using individual-level data from the Scanian Economic and Demographic Database (SEDD) 1905-2015. We document routes into single motherhood and study its determinants over the course of the 20th century. Further, we investigate the consequences of single motherhood in terms of economic outcomes (occupation, education, and income) compared to those of married women, exploring differences between the never married, divorced, and widowed. We explore change over time against the backdrop of increasing cohabitation and divorce, particularly after 1970. Determinants of single motherhood include immigrant background, urban residence, and SES, highlighting a longstanding interplay of immigration, social class, and changing marital statuses. Examination of more or less causal relationships (OLS, LPM, PSM) suggests disadvantage for single mothers in terms of higher education, SES, and income. The results show that single motherhood changed in character from the late 1960s and onwards with family demographic change and female independence. However, single mothers’ disadvantage compared to married women increased from the early 1970s and in more recent decades, i.e., when married women made remarkable gains in the labor market, single mothers were left behind, despite active social policy and a comprehensive welfare state targeting inequality in opportunities as well as outcomes. The present study shows that single motherhood is a dynamic concept, changing over time, yet consistently impacting women’s socioeconomic outcomes.
  • Financial Stability Among Bereaved Women in South Korea: A Focus on Intergenerational Transfers, Income, and Pensions. .....Dahye Kim, National University of Singapore; Jeremy Lim-Soh, Duke-NUS Medical School; and Christine Mair, University of Maryland, Baltimore County
  • Despite ongoing debates about the financial challenges faced by older women after bereavement, little is known about their financial stability, especially when considering diverse sources of financial support. These sources encompass the state's welfare provision, support from children driven by filial piety, inheritance, wealth left by their spouse, and labor income. This study utilizes seven waves of exit surveys from the Korean Longitudinal Study of Aging to explore the financial stability profiles of bereaved women in Korea—a society experiencing shifts in filial norms and transitioning toward a welfare state. We construct a financial stability typology through latent class analysis, with a focus on intergenerational transfers, income, and pensions. Additionally, we employ binary and ordered logistic regression analyses to investigate sociodemographic factors associated with stability types and their impact on subjective well-being. Our results reveal that bereaved women in Korea exhibit varying combinations of economic resources. Only a small fraction exhibit a well-rounded and balanced high level of financial support, while over 40% rely on both universal pension and intergenerational support. In groups with lower levels of financial support, transfers from their children play a significant role. This research paper aims to fill a critical literature gap by examining the financial circumstances of widowed women, shedding light on the challenges they face, and exploring potential solutions to enhance their financial well-being in an evolving societal landscape. Ultimately, this research has the potential to inform policies and strategies that can better support widowed women and promote their financial independence and security.
  • Changing Demographic Processes and The Gender Revolution in the United States. .....Léa Pessin, ENSAE/CREST; and Liying Luo, Pennsylvania State University (Penn State)
  • Have U.S. couples become more egalitarian over time? How should we interpret the persistence of her-second-shift couples across the years? These questions have important implications for our theoretical frameworks of social change, but also in finding practical solutions to reducing gender inequality within partnerships. Yet, answering these questions requires the simultaneous considerations of three distinct dimensions of time: age, period, and cohort. In this paper, we will apply recent methodological advancement in age-period-cohort modeling, namely the Age-Period-Cohort-Interaction model, to historical data from the 1968-2021 Panel of Study of Income Dynamics. We will focus on the three work-family strategies that have received the most theoretical attention within the gender revolution literature: traditional couples, her-second-shift couples, and egalitarian couples. We will examine how age, period, and cohort patterns shape historical changes in how different-sex couples divide paid work and housework in the United States.
127. Innovations in Conceptualizing and Measuring Work and Care [Paper Session]
Saturday | 2:15 pm-3:45 pm | MB 2.285

Presider: Andrea Doucet, Brock University
  • Work and Place: Dynamic Relations of Meaning. .....Angele Alook, York University; Sara Dorow, University of Alberta; and Karen Foster, Dalhousie University
  • There are vast literatures on the meanings of place and the meanings of work, but rarely do they explicitly intersect, despite the fact that work always happens in and across places, and most places are sites or products of some kind of work. In this paper, we bring together critical and social constructionist perspectives on place (as “locations with meaning” (Cresswell, 2008)) and work (as an activity with a multitude of meanings and degrees of ‘meaningfulness’), and apply them to an analysis of over 50 multimedia work-life narratives from a diverse range of working people across Canada. They include Indigenous and settler workers (racialized, people of colour, white, new, and multigenerational migrants) who are participating in the five-year study Work-Life in Canada. Our objective is to explore, and seed further discussion around, the question of how meanings of place and meanings of work intersect in the lives of different people in different jobs and locations. For example, in some narratives, work is depicted as an instrumental means of staying in (or returning to) the place to which the narrator is attached by kin, identity, memory and culture, while in others, work is interpreted as a good act that is done for the continuity of a particular, place-based community. Sometimes, these two narratives overlap. On the basis of patterns and tensions in our data, we present a typology of work:place intersections.
  • Advancing Research on Time Use in the Family Context Using Wearable Devices?. .....Alena Klenke, University of Oldenburg; Maximiliane Reifenscheid, University of Kassel; Bettina Langfeldt, University of Kassel; and Sebastian Schnettler, Carl von Ossietzky University of Oldenburg
  • Time use studies are usually based on survey-based time diaries. They have shown a) large differences between men and women living as heterosexual couples together with children concerning the participation in household tasks (Schulz 2021), and b) potential gender-specific over- and under-reporting of household activities (Bonke 2005). In the future, technological advances such as wearables will allow researchers to gain more valid information of the division of tasks, daily routines, and interaction between household members by using devices that automatically record (inter)action. Also, for better understanding the challenges of working from home, wearables are a possible next step in advancing family research, but, different than in health research, little is known to date about the acceptability of using such technology for research on behavior in family life. In our study, we explore the acceptance of wearables for research purposes in households with young children conducting focus groups and a factorial survey. Preliminary results suggest that parents of young children are generally willing to participate in scientific research that brings wearables into their homes. Challenges arise particularly in certain everyday situations where the devices are perceived as disruptive. Furthermore, the willingness to use these devices is influenced by the range of technical capabilities they offer. To better understand the barriers to the adoption of wearables in home environments, we conducted tests in a sample flat. Equipping homes with these devices necessitate a thorough understanding of the optimal placement of household items. Sources: Schulz, F. (2021). Mothers, Fathers and Siblings; Housework Time Within Family Households. Journal of Marriage and Family, 83(3), 803-819. Bonke (2005). Paid Work and Unpaid Work: Diary Information Versus Questionnaire Information. Social Indicators Research, 70, 349–368
  • What Care, Work, and Equality Concepts Are We Using in Research on Gender Divisions and Relations of Household Labour. .....Andrea Doucet, Brock University; Kim de Laat, University of Waterloo; Karen Foster, Dalhousie University; Margaret Gibson, University of Waterloo; Eva Jewell, Toronto Metropolitan University; Umay Kadar, University of British Columbia; Janna Klostermann, University of Calgary; and bridget livingstone, University of Waterloo
  • Studies on gender divisions of domestic labour constitute a major cross-disciplinary and international field that has burgeoned since the COVID-19 pandemic lockdowns of 2020. This paper begins with the argument that greater attention still needs to be given to how we conceptualize concepts of care, work, and gender equality and how we methodologically operationalize these in our research on gender divisions of household work and care. In this paper, we share one example of an innovative relational method for research on gender divisions and relations of care/work. The Care/Work Portrait is a qualitative, participatory, visual, creative, and flexible method and digital app that engages couples (and individuals) in mapping and discussing their care/work lives, including household and care tasks and responsibilities, and the contexts, constraints, supports, and structuring conditions of paid and unpaid work (see Doucet and Klostermann, 2023). Informed by feminist care ethics, care economies, and intersectionality theories, the Care/Work Portrait highlights the need to attend to a wider array of interconnections between care and work and to diversity and complexity within and between particular care tasks and responsibilities. This paper details how a diverse team of researchers developed and used the Care/Work Portrait in a study of 88 Canadian households (including First Nations, rural, new immigrant, LGBTQ+, low income, and families with disabilities). We reflect on key methodological and theoretical innovations of this method, share our plans for revision and adaption for international contexts, and we seek critical input from other WFRN researchers.
  • Integrating Tönnies in the Work-Family Balance Field: Four Historical Work-Family Transitions. .....Marc Grau Grau, Universitat Internacional de Catalunya
  • This article aims to connect and integrate Tönnies and his core concepts with the work-family field. Due to crucial social changes in the economy, demography, and technology in the last decades, research on the work-family interface has exploded, providing an interesting corpus of theories, concepts and empirical studies which help us to understand better how we combine our work and family responsibilities, as well as its barriers and facilitators. However, this relatively new literature has ignored the classic concepts elaborated by Tönnies, which could be used as a solid starting point on which to build the newly emerging theories. His conceptualization of two “ideal types” of society is influenced by Plato and Aristotle’s ideal community, integrates the Spinozian metaphysics and the concept of will elaborated by Schopenhauer, and is influenced by Hobbes's contractualism in modern society. Such conceptualization became a cornerstone of social thought, which contemporary scholars, especially those interested in work and family, should not dismiss its enduring significance. This article will present a line of research in the work-family arena (boundary management), which could be relevant for experts and specialists in Tönnies who aim to keep applying their thoughts in our days. Finally, this article presents four general hypotheses, each presenting significant transitions in how people navigate and construct mental fences between work and family over the last centuries.
128. Supporting Employees to Integrate Paid Work and Family Care Work [Thematic session of multiple paper presentations]
Saturday | 2:15 pm-3:45 pm | MB 2.430

Organizer: Janet Fast, University of Alberta
Presider: Janet Fast, University of Alberta

Panelists:
  • Janet Fast, University of Alberta;
  • Andrew Magnaye, University of Alberta;
  • Darrel Gregory, Caregivers Alberta;
  • Steve Kovacic, Alberta Chartered Professionals in Human Resources;
Discussant:
  • Diane-Gabrielle Tremblay, TELUQ University;
129. Workshop: Worker PLUS for Simulating Paid Family and Medical Leave in the U.S. [Workshop]
Saturday | 2:15 pm-3:45 pm | MB 2.435

Organizer: Jeff Hayes, Women’s Bureau - US Department of Labor (DOL)
Presider: Jeff Hayes, Women’s Bureau - US Department of Labor (DOL)

Panelist:
  • Jeff Hayes, Women’s Bureau - US Department of Labor (DOL)
130. Work-Family Challenges for Parents of Children With Disabilities – A Cross-National Perspective [Thematic roundtable with multiple presentations]
Saturday | 2:15 pm-3:45 pm | MB 2.445

Organizer: Lisa Stewart, California State University, Monterey Bay

Panelists:
  • Lisa Stewart, California State University, Monterey Bay;
  • Hugh Bainbridge, University of New South Wales;
  • Ana Simunic, University of Zadar;
Discussant:
  • Claudia Sellmaier, University of Washington;
131. Diverse Experiences in Employment Across the Lifecourse [Paper Session]
Saturday | 2:15 pm-3:45 pm | MB 3.265

Presider: Erica Mildner, University of British Columbia
  • Intentions to Engage in Bridge Employment Among Public Sector Employees in Mauritius. .....Annick Yeung Pat Wan, University of Mauritius
  • The transition from traditional retirement to bridge employment is a significant life stage for mature workers. Improved health, increased longevity, insufficient financial resources and volatile economic conditions amongst others have redefined the concept of retirement. To unravel the complex antecedents of bridge employment intentions among public sector employees in Mauritius, this study follows a two-phase process; a qualitative study followed by a quantitative investigation. In the initial qualitative phase, semi-structured interviews and content analysis were carried out to delve into the experiences and perspectives of 17 individuals across different job categories in the public sector approaching mandatory retirement age of 65. Preliminary findings revealed multifaceted determinants, at the individual and institutional level. Building upon the qualitative groundwork, a quantitative pilot study was designed to refine research instruments and data collection procedures. The use of two theoretical frameworks namely Theory of Planned Behavior (TPB) and Neo-Institutional Theory (IT) shape the study. This study presents the design of the survey instrument, data collection procedures, sample size and elaborates on the challenges encountered. The pilot survey targets a diverse sample of public sector professionals across various occupations including nurses, firefighters, educators. Preliminary results and findings will be shared. Plans for the next stages of the research will be elaborated.This research addresses a critical gap in the literature by adopting a sequential mixed-methods approach. By elucidating the determinants of retirement intentions, valuable insights for policymakers and organizations can be developed for targeted interventions, such as retention strategies and retirement planning programs.
  • Evolving Work Dynamics: Knowledge Sharing Practices in the Public Sector of Mauritius.. .....Yannick Li Luen Ching, University of Mauritius
  • The global aging workforce presents a significant challenge for public sector organizations. The departure of experienced employees not only leads to the loss of invaluable knowledge but also underscores the evolving dynamics of knowledge sharing. In this context, where multiple generations coexist, inherent intergenerational tensions emerge, necessitating a better understanding of the factors that facilitate knowledge sharing to bridge the gap. This mixed-method doctoral research, conducted in the public sector of Mauritius, started with a qualitative phase comprising 22 semi-structured interviews utilizing content analysis. It uncovered the challenges, motivations, and barriers related to knowledge sharing in the context of evolving work dynamics. In the subsequent quantitative phase, a pilot survey study was administered to 69 mature workers across diverse public sector occupations, applying the theory of planned behavior and the Neo-institutional theory. This phase aimed to (1) validate and refine the survey instrument, (2) assess the current state of knowledge sharing practices among aging employees, and (3) provide initial insights into the factors influencing knowledge sharing. The findings from this pilot study provide a foundation for a comprehensive investigation involving a refined scale, a larger sample and promising invaluable insights for public sector organizations. This study carries significance for policymakers and organizations. For policymakers, it offers guidance to facilitate knowledge exchange, collaboration, and information access. In the corporate sphere, it encourages effective knowledge management, a culture of sharing, and collaborative platforms. Ultimately, the amalgamation of qualitative and quantitative methodologies contributes to research methodology advancement, demonstrating their synergy in exploring complex subjects.
  • The Role of Housing Throughout Late Working Life and Retirement. A Comparative Causal Analysis of Germany and the UK.. .....Jan Einhoff, DYNAMICS RTG (HU Berlin/Hertie School)
  • Despite its crucial role in generating and consolidating social inequalities, little is known about the role of housing for demographic outcomes across the life course. To address this research gap, this article provides evidence on the causal effect of home ownership on the risk of retirement from age 50 to 70 in two distinct welfare and housing regimes. Data are drawn from the German SOEP (n = 12,510) and the British BHPS/UKHLS (n = 11,350). The parametric g-formula is employed to account for the dynamic selection of individuals into and out of homeownership throughout their late working lives. The results show that British homeowners have a up to 22.4% higher risk of being retired than their renting counterparts but that this effect ceases at the statutory retirement age. In Germany, where renting is far more common, differences in the retirement risks of homeowners and renters appear to be fully driven by confounding factors. These findings suggest that institutional context conditions critically moderate how housing affects key life course transitions.
  • Supporting Immigrant Identities and Choice in Labour Market Integration: The One-on-One Mentorship Model of Her Mentors. .....Monika Imeri, Carleton University; Lily Ivanova, University of British Columbia; and Erica Mildner, University of British Columbia
  • Canada is a high immigrant-receiving nation, with well-known programs like the points-based system for middle-class families, the business investor stream, the refugee-class, and temporary migrant worker streams. What Canada is also known for, however, is the difficulties that immigrants face with labour market integration, including barriers to credential and experience recognition, discrimination against racialized minorities, and seclusion into low-skilled positions. In response, over 90 mentorship programs have been created to help immigrants overcome these obstacles. Most of these initiatives focus on supporting immigrants’ employment journey, including the job application process, networking, and education about finding work in Canada. Noticing a gap in services that provide comprehensive support for the immigrant experience, the Women’s Economic Council (WEC), supported by Immigration, Refugees and Citizenship Canada (IRCC), created a six-month one-on-one mentorship program for racialized newcomer women (RNW). The program, called Her Mentors, pairs RNW with a mentor based on their preferences about field-specific knowledge, cultural background, and other identity and experience-based factors. In studying Her Mentors, we interviewed 30 mentees and 15 mentors, as well as providers of 19 other mentorship programs across Canada. Our findings show that mentees and mentors had different needs, preferences, and abilities in receiving and providing social, emotional, and field-specific support. Rather than enhancing employment programming alone, our findings highlight the importance of tailored mentorship programs that consider the holistic experiences of RNW as the key to their success in labour market integration.
  • The Role of Leadership Style and Organizational Climate on Immigrant vs Non-Immigrant Workers' Perceived Discrimination, Inclusion and Work-Life Balance. .....Guler Kizilenis Ulusman, York University; Marlee Mercer, York University; and Marie-Hélène Budworth, York University
  • According to recent reports, immigrants comprise 27.7 percent of the Canadian workforce aged between 25 and 54. Immigrants play a crucial role in fostering the economic and social progress of Canada, contributing to the nation’s prosperity. They actively facilitate the diversification of human capital. Nevertheless, current research offers limited insights into practical strategies for integrating immigrants beyond their initial entry into local institutions. In particular, there is a lack of understanding about how immigrants, in contrast to their non-immigrant counterparts, exhibit distinct responses to various leadership styles. This exploration is critical given that it has the potential to offer insights into developing effective leadership approaches and more inclusive workplaces. The current study investigates how leadership styles and organizational climate impact the workplace perceptions and well-being of immigrant workers. Drawing on the JD-R model, this quantitative study will investigate how leadership style and organizational climate affect the perceptions of discrimination and subsequent work-life balance of immigrant employees relative to their non-immigrant counterparts. Participants (N=400) will be randomly assigned to participate in one of three leadership styles’ vignettes (i.e., inclusive, abusive, and neutral) and two of the organizational climate conditions (i.e., inclusive and non-inclusive). In the present study, it is hypothesized that participants in the inclusive leadership style and inclusive organizational climate conditions will report higher levels of work-life balance and inclusion and lower levels of perceived discrimination than the participants in the other leadership styles and non-inclusive climate conditions. Moreover, immigrant workers in the inclusive leadership style and inclusive organizational climate are hypothesized to report higher levels of work-life balance and inclusion and lower levels of discrimination than the non-immigrant participants. This study contributes to the scarce literature that compares immigrant and non-immigrant workers, thereby offering valuable insights into the unique challenges and opportunities faced by immigrant employees within organizational contexts. The key implications of the study are discussed.
132. “Research Meets Practice”: How Could We Better Inform Workplace Interventions and Public Policy to Promote Work-Family Balance in Male-Dominated Occupations? [Thematic roundtable with multiple presentations]
Saturday | 2:15 pm-3:45 pm | MB 3.270

Organizers: Melanie Lefrancois, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG); Mélanie Trottier, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG); Jessica Riel, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG);
Presider: Melanie Lefrancois, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG)

Panelists:
  • Jessica Riel, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG);
  • Anne-Renée Gravel, Télé-Université (Teluq );
  • Marianne Lapointe, CIAFT;
  • Annie Landry, FTQ;
  • Mélanie Trottier, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG);
133. Paid Family and Medical Leave Policy Design: Approaches for Advancing Equitable Access Across U.S. States and Globally [Thematic session of multiple paper presentations]
Saturday | 2:15 pm-3:45 pm | MB 3.430

Organizer: Aleta Sprague, University of California
Presider: Aleta Sprague, University of California
  • Paid Leave for Personal and Family Illness: Impacts of State Policy Design on Coverage and Access by Race, Gender, and Education Level. .....Aleta Sprague, University of California; Alison Earle, University of California; Amy Raub, WORLD Policy Analysis Center; and Jody Heymann, UCLA- WORLD Policy Analysis Center
  • Context: Paid leave for serious personal and family illnesses can significantly improve health outcomes. With no federal paid family and medical leave (PFML) policy, states are increasingly adopting their own. Yet eligibility criteria for paid leave and job protection, alongside benefit adequacy, vary markedly across states, affecting coverage and equity. Methods: We analyzed eligibility for paid leave and job protection across race/ethnicity, gender, and education level using the U.S. Current Population Survey Annual Social and Economic Supplement and a database we developed of state-level PFML policies. We measured affordability of leave by analyzing whether a worker’s wages during leave would lower their family income below half the state median family income adjusted for family size. Findings: Minimum earnings, tenure, and hours rules disproportionately exclude workers with less than a high school education and women from paid leave and job protection. Minimum firm size substantially and disproportionately excludes workers with less education and Latinx workers from job protection. Coverage disparities vary across states. Leave is consistently less affordable for Black and Latinx workers. Conclusions: All states that have passed PFML have importantly increased coverage. To reduce remaining gaps and inequities, states should lower or eliminate minimum firm size, tenure, and hours requirements; raise wage replacement rates; and ensure full job protection.
  • U.S. Leave Policies in Global Context: A Comparative Analysis of Paid Family and Medical Leave in 193 Countries. .....Gonzalo Moreno, University of California; Amy Raub, WORLD Policy Analysis Center; Alison Earle, University of California; Aleta Sprague, University of California; and Jody Heymann, UCLA- WORLD Policy Analysis Center
  • Paid family and medical leave plays a critical role in supporting health, gender equality, and households’ economic security during a major illness or after the birth of a child. However, the U.S. has no national paid leave policy, and even unpaid leave via the Family and Medical Leave Act (FMLA) of 1993 is inaccessible and/or unaffordable for over half of U.S. workers. As U.S. states are increasingly passing their own leave laws–and advocates continue to push for a federal policy–comparative data can yield insights into more inclusive policy design. This paper draws on a comprehensive new dataset on paid leave from the WORLD Policy Analysis Center at the University of California Los Angeles, and will provide an overview of comparative country approaches to providing three critical types of leave across the lifecourse: 1) Paid parental leave, including maternity leave, paternity leave, and shared parental leave; 2) Paid leave to meet children’s health needs; and 3) Paid leave to meet adult family members’ health needs To understand the evolution of each of these policy areas in response to the pandemic, we will present pre- and post-2020 data; for each of these policy areas, we will further provide comprehensive information on the different elements that are crucial to leave policy design, such as, for example, leave length, replacement payments, incentives for gender-equal leave-taking, and eligibility criteria for workers and for care recipients. To understand trends across regions and socioeconomic contexts, we will disaggregate all data by region and income level.
  • Are State-Level Paid Parental Leave Policies Equitable? Measuring Accessibility, Affordability, and Administrative Complexity. .....Alison Earle, University of California; Aleta Sprague, University of California; Amy Raub, WORLD Policy Analysis Center; and Jody Heymann, UCLA- WORLD Policy Analysis Center
  • Thirteen states and D.C. have adopted paid parental leave policies, helping to fill a critical void in federal law. However, parents seeking to access leave often have to navigate complex and inconsistent eligibility criteria embodied in up to three different pieces of legislation. This complexity reflects, in part, the piecemeal fashion in which state leave policies were enacted over time, and the initial emphasis only on birth mothers’ medical needs. While more recent policymaking has taken a broader view of family caregiving, many contemporary state leave policies continue to bifurcate needs: medical and/or disability leave is typically provided after birth and for high-risk pregnancies, while “bonding” or caregiving leave is provided to care for a newborn baby or adopted child—often through separate legislation. States have also expanded and iterated on these different kinds of leave over time, including the income replacement rates of leave and whether it is job-protected. This paper analyzes state-level approaches to parental and birth-related paid leave that matter to equity, including: (1) the duration of leave, and whether it is adequate to support both health and economic needs before and after birth; (2) the gender equitability of leave, as reflected in the total amount of leave provided to birthing parents compared to non-birthing parents; and (3) whether leave is both affordable and job-protected, which shapes leave accessibility across race and class. We further examine the administrative complexity of state leave policies, including the extent to which families must navigate multiple and conflicting eligibility criteria.

Panelists:
  • Aleta Sprague, University of California;
  • Alison Earle, University of California;
  • Gonzalo Moreno, University of California;
134. Technology, Work and Family Networking Community Research Incubator [Workshop]
Saturday | 2:15 pm-3:45 pm | MB 3.435

Organizers: Alexandra Beauregard, Birkbeck, University of London; Kaumudi Misra, California State University, East Bay; Ariane Ollier-Malaterre, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG);
Discussants:
  • Alexandra Beauregard, Birkbeck, University of London
  • Kaumudi Misra, California State University, East Bay
  • Ariane Ollier-Malaterre, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG)
135. Author Meets Reader: The Love Jones Cohort: Single and Living Alone in the Black Middle Class [Author Meets Readers Session]
Saturday | 2:15 pm-3:45 pm | MB 3.445

Organizer: Sarah Damaske, Pennsylvania State University (Penn State)
Presider: Sarah Damaske, Pennsylvania State University (Penn State)

Panelists:
  • Kris Marsh, University of Maryland, College Park;
  • LaToya Council, Leheigh University;
  • Deborwah Faulk, University of Richmond;
  • Kimberly Martinez Phillips, Memorial University;
  • Matissa Hollister, McGill University;
136. Networking Opportunity: Power and Inequity in Work-Life Research
Saturday | 2:45 pm-3:15 pm | MB 3.210
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leader Renada Goldberg (rmg@umn.edu).
137. Networking Opportunity: Gender, Work, and Family
Saturday | 2:45 pm-3:15 pm | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leaders Krista Lynn Minnotte (krista.lynn.minnotte@email.und.edu) and Samantha Ammons (sammons@unomaha.edu).
138. Networking Opportunity: Work-Life Research and Practice from a LGBTQ Perspective
Saturday | 3:15 pm-3:45 pm | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leaders Jean-Charles Languilaire (jean-charles@jcl-coaching.com) and Jennifer Swanberg (jswanberg@ssw.umaryland.edu).
139. Networking Opportunity: Economic and Public Policy
Saturday | 4:00 pm-4:30 pm | S2. 115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leaders Heejung Chung (H.Chung@kent.ac.uk) and Rense Nieuwenhuis (rense.nieuwenhuis@sofi.su.se).
140. Networking Opportunity: Early Career Network
Saturday | 4:00 pm-4:30 pm | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leaders Mona Zanhour (mona.zanhour@csulb.edu) and Mélanie Trottier (trottier.melanie@uqam.ca).
141. Workplace Contextual Influences Across the Life Course: Non-Standard Work [Paper Session]
Saturday | 4:00 pm-5:30 pm | MB 2.210

Presider: Laila Schmitt, LMU Munich
  • How Couple's Longitudinal Work Arrangements May Shape Individual Health and Sleep at Middle Adulthood. .....Wen-Jui Han, New York University; and Julia Shu-Huah Wang, National Taiwan University
  • Labor market transformations due to digital and technological advances together with the service economy since the 1980s have subjected more families to precarious work, such as irregular hours and low wages, threatening their economic well-being and health. Using the National Longitudinal Survey of Youth-1979 and the life course lens, we used sequence analysis to first chart couples' work schedule patterns between ages 22 and 49 (n = 5,263). We focused on nonstandard work schedules for it is a vital indicator of precarious employment. We then used multivariate regression analysis to examine how variations in couples’ joint work arrangements may shape individual health (i.e., physical and mental health) and sleep behaviors (i.e., sleep deprivation, sleep quality, and sleep latency) at age 50 while controlling for rich sociodemographic charateristics. We also explored whether such an association differed by gender, race-ethnicity, and education. Our sequence analyses uncovered five joint work schedule arrangements among couples between ages 22 and 49, demonstrating the heterogeneities of couples' work trajectories. We also found volatile work arrangements (e.g., constantly changing between daytime and nondaytime hours), whether just one or both couples, were associated with significantly poorer physical and mental health and poorer sleep behaviors than their counterparts. Furthermore, females, non-Hispanic Blacks, and lowly educated (e.g., less than high school) were more likely to have poorer health and sleep than their counterparts due to volatile work arrangements. This study advances our understanding of the critical role of employment, suggesting how work has become a vulnerability throughout our lifetime.
  • Multidimensional Job Precarity and Time-Based Work-Family Balance: Insights From Latent Class Analysis. .....MinJee Keh, University of California, Berkeley
  • Rising labor market precarity significantly affects workers with caregiving responsibilities, yet understanding the relationship between precarious jobs and work-family balance remains fragmented. Many studies focus solely on one aspect of precarious jobs, often ignoring their multi-dimensional characteristics. (i.e., insecure employment, unpredictable work hours, low income, and lack of benefits). Using the pooled 2017-18 American Time Use Survey and the Leave and Job Flexibilities Module, this study utilizes Latent Class Analysis to group employed wage and salary workers with childcare and/or eldercare duties(N= 5,186) into distinct classes of precarity and examine their variances in time-based work-family balance. The analysis identifies four latent classes of workers based on job precarity: Standard Workers, Non-Professional Full-Timers, High-Earning Part-Timers, and Unbenefited Low-Income Workers. Compared to Standard Workers, High-Earning Part-Timers allocate 18 percentage points less of their time to work and care compared to leisure, suggesting less work-family burden. Non-Professional Full-Timers have fewer daily instances of paid work and caregiving episodes compared to other groups(-0.45/day), suggesting clearer boundaries between work and caregiving time. Regarding daily transitions between work and care tasks, High-Earning Part-Timers exhibit fewer switches compared to other groups(-0.08/day), suggesting fewer interruptions in work due to caregiving. Unbenefited Low-Income Workers spend more time working while in the presence of children or elderly parents than Standard Workers(+8.3 minutes/day), indicating the ability to perform work and care simultaneously but experiencing divided attention. These findings underscore the nuanced work-family experiences across worker groups based on precarity, emphasizing the variations in different aspects of work-family balance.
  • Class Ceiling and Glass Ceiling: How the Interplay Between Gender and Socioeconomic Barriers Holds Women Back in Management. .....Tanja van der Lippe, Utrecht University; and Anne-Rigt Poortman, Utrecht University
  • Women still face a ‘glass ceiling’ in the workplace in that they encounter more barriers than men to their advancing to managerial positions. There is also a ‘class ceiling’, suggesting that people from families with a lower socioeconomic status (SES) also face barriers to achieving high-status and managerial positions within occupations. In this paper we examine whether these two types of inequality reinforce or compensate for each other when it comes to attaining management positions. Compensation implies that the disadvantage of being female is compensated for by having a high SES family, and reinforcement implies that men profit more from a high SES family. We argue that the interplay will vary depending upon societal gender equality, and hypothesize that in countries with low gender equality, the positive effect of having parents with a higher socioeconomic status will be weaker for women than for men (reinforcement), but that this gender difference in the effect of SES family background will reverse (compensation) or disappear in countries with greater gender equality. Hypotheses are tested by means of multi-level analyses using data drawn from the European Social Survey (ESS), which has been conducted every two years in more than 25 countries since 2002. Data are pooled to ensure an adequate number of managers. Advantages of using ESS data include the extensive information provided on mother’s and father’s SES for respondents at age 14 (including education and occupation) and information on respondents’ managerial status. Gender equality in a country is measured using Gender Inequality Index.
  • “Scarring” vs. “Bruising” Effects of Part-Time Employment on Wages for Women and Men: An Analysis Using Asymmetric Fixed-Effects Models for Germany. .....Laila Schmitt, LMU Munich
  • Part-time work – generally defined in the US as work that lasts less than 35 hours per week while in Germany and the EU the definition is based on the worker’s own assessment – is an important nonstandard employment relationship with growing prominence in recent decades. Part-time work has many societal implications in the labor market and in the family; yet, there remains a dearth of research on how part-time work shapes individuals' wages over their career, especially with a focus on gender disparities. This study seeks to bridge this knowledge gap by employing asymmetric fixed-effects models to disentangle the consequences of transitioning from full-time to part-time work and vice versa on wages. Using data from the Socio-Economic Panel for men and women in Germany, a good example of a country where part-time work is widespread, this study examines the long-term "scars," temporary "bruises," and diminished part-time work experiences, with a particular emphasis on gender dynamics. Findings reveal "bruising" effects for men engaged in part-time work, aligning with compensating wage differentials theory. Moreover, both women and men experience negative impacts on wages due to reduced work experience accumulation. Notably, the study underscores that these wage effects are more pronounced for men than women, consistent with signaling theory and the persistence of "ideal worker" norms. This study enhances our comprehension of the multifaceted consequences associated with the proliferation of part-time work and provides evidence to inform effective public policies addressing this evolving employment landscape.
142. Achieving Work-Life Balance and Fit [Paper Session]
Saturday | 4:00 pm-5:30 pm | MB 2.255

Presider: Erin Kelly, MIT - Sloan School of Management
  • Fulfillment at the Work-Life Interface: New Insights on Conflict, Balance, and Energy Among US Fulfillment Center Workers. .....Dena Javadi, Harvard University - School of Public Health; Grace DeHorn, MIT - Sloan School of Management; Jarvis Chen, Harvard University - School of Public Health; Laura Kubzansky, Harvard University - School of Public Health; Lisa Berkman, Harvard University - School of Public Health; and Erin Kelly, MIT - Sloan School of Management
  • The work-life field has increasingly shifted attention beyond white-collar workers and professionals, but there is more to learn about the experiences of lower-wage workers. This study investigates the work-life interface of 480 hourly workers surveyed over one year in U.S. fulfillment centers. The rapidly growing warehouse sector involves challenging conditions, including shiftwork, schedule unpredictability, time pressures, physically tiring and repetitive work, increasing algorithmic management, and isolation. Given this context, we investigate the outcome of wellbeing at the work-life interface (WWLI) – encompassing work-life conflict, balance, and energy (“After I leave work, I have enough energy to do the things I want or need to do”). We draw on the job demands-resources model, interpersonal justice, and social capital theories to investigate informal supports, including schedule supports and workplace social capital, as potential predictors of WWLI at 12 months of follow-up. We then consider burnout and work engagement as potential mediators. Finally, we complement our theory-driven approach with a data-driven random forest approach to confirm workplace social capital and schedule supports as important predictors. We find that workplace social capital has a sustained positive effect on WWLI at 12 months of follow-up and that work engagement (focus, sense of purpose, low monotony) and burnout are joint mediators of this relationship (~0.76 proportion mediated). Our study concludes that workplace social capital can play an important role in supporting WWLI via work engagement and decreased burnout. We discuss implications for policy and practice.
  • Exploring the Impact of Intersectionality on Employee Preferences for Work-Family Balance and Compensation in Organizations. .....Patricia Guerrero, University of Texas, Arlingto; and Wendy Casper, University of Texas Arlington
  • This study aims to investigate the preferences of diverse employees regarding compensation and work-family balance, while considering the intersecting identities of race, age, and gender. In today's dynamic workplace, organizations strive to attract and retain a diverse workforce by offering competitive compensation packages and promoting work-family balance. However, minimal research has explored how individuals with different intersecting identities within these categories may prioritize these two aspects. To address this gap, we conduct a mixed method study using an experimental design and survey to a diverse (i.e., age, race, and gender) sample of employees from various industries. Our study focuses on the extent to which race, age, and gender influence preferences for compensation and work-family balance. By identifying these preferences, organizations can tailor their compensation and work-family balance policies to better align with the needs of their diverse workforce. The results of this study will enhance our understanding of diversity and inclusion in the workplace and provide valuable insights for human resource practices within recruitment. This study will offer theoretical and practical implications by understanding how various aspects of identity intersect and affect compensation and work-life balance preferences in present work environments.
  • Teaching, Research, Administration and Family: A Comparative Case Study of Professor’s Work-Life Balance in Brazil and Canada. .....Ana Luiza Leite, Santa Catarina State University; Linda Duxbury, Carleton University; Dannyela da Cunha Lemos, Santa Catarina State University; and Mario Cesar Barreto de Morais, Santa Catarina State University
  • The term work-life balance (WLB) came into use in the 1970s concomitant with the influx of women into the workforce. Since then, research in this domain has exploded as academics and practitioners sought a better understanding of the phenomena. Most of this research has focused on the balance between work (defined most often as a unitary construct - work) and family roles. Few studies have examined the challenges faced by employees who job requires them to balance the demands imposed by multiple competing work roles with their roles outside of work. Our study contributes to the WLB literature by looking at how University faculty in two countries (Canada, Brazil) balance the competing demands imposed by three quite different work roles (teacher, researcher, and administrator) and how this impacted their role performance at work and at home. We use Role Theory to theoretically frame our qualitative study which involved interviews with 23 Canadian and 24 Brazilian business school professors. Participants were asked questions pertaining to their work and family demands during COVID. We also administered a short survey designed to collect demographic data as well as data on time spent in work/ non-work roles. Most informants reported high levels of conflict between the teaching and research roles and that this conflict split over into the family domain. Results from this study can be used by universities to design mechanisms to support their professors’ desire to balance having a life with their aspirations as researchers and teachers.
143. Inequality in the Contemporary Labor Market [Paper Session]
Saturday | 4:00 pm-5:30 pm | MB 2.265

Presider: Federica Querin, University of Bologna
  • Can the Gendered Sorting of Occupations Explain Wage Differentials Across Educational Levels in the US?. .....Alicia Adserà, Princeton University; Federica Querin, University of Bologna; and Varun Satish, Princeton University
  • The persistence of gender earnings gaps, despite women having higher levels of education, runs in contrast to predictions from models of human capital accumulation. To address this, we ask whether men and women occupy different types of jobs even with the same education. This may account for gender differentials if women either sort or are discouraged from occupying jobs with characteristics that make them high paying. We are primarily interested in understanding the role of educational attainment in determining gendered occupational sorting. Recent studies highlight the importance of occupation and sector in perpetuating the gender wage gap, but their focus is mostly on the highly educated workers. Using data from the American Community Survey (ACS) along with O*NET occupation information, we focus on five dimensions of occupational characteristics that may reflect sorting by gender and education: contact with others, autonomy, leadership, machine-dependency, and time pressure. Preliminary results confirm gendered prevalence in these occupational characteristics, with women performing jobs with higher contact with others and less machine use. We document educational gradients in the wage returns to these characteristics. Results from Oaxaca-Binder decompositions highlight how our models explain gender differentials more for highly educated workers than for those with less education, underscoring the importance of further research specifically on workers who do not have a college degree.
  • Can Hybrid Work Help Close the Labor Market Gender Gaps?. .....Agnieszka Postepska, University of Groningen; and Anastasiia Voloshyna, University of Groningen
  • In this project, we will explore a novel pathway toward an equal labor market. Gender inequality remains a hot topic in social sciences and an important item on policy agendas. Even though women have entered all areas of economic activities and face few legal barriers in the labor market, gender inequality in labor market outcomes persists, and new gaps emerge, as highlighted by the COVID-19 pandemic. Beyond the wage gap, women work fewer hours and do not progress as far in their careers as men, and occupations remain segregated. The vast literature investigating gender inequality in the labor market paints a rather pessimistic picture. In light of the limited effects that existing policies have on closing the remaining gender gaps in the labor market, Claudia Goldin suggested we have exhausted what could be changed through existing policies. To close the remaining gender gaps, the workplace needs to change (Goldin, 2014). Goldin shows that many jobs are “greedy,” paying disproportionately more for long and demanding hours. The path forward involves enhancing the productivity of flexible job arrangements and reducing the prominence of “greedy jobs” that demand 24/7 availability, for example, by encouraging shared responsibilities and making childcare more affordable. The work-from-home experiment, brought about by the COVID-19 pandemic, and the innovation it forced onto the labor market regarding the facilitation of hybrid work creates a natural experiment setting to test this hypothesis. Using the Dutch administrative data, we will empirically test the hypothesis laid out by Goldin (2014) and investigate whether the changes in the workplace brought about by the remote work experience during the COVID-19 pandemic led to a more equal labor market in terms of weekly hours and wages among men and women in the Netherlands.
  • From Job Descriptions to Occupations: New Natural Language Processing Models for Automated Coding. .....Lynda Laughlin, U.S. Census Bureau; Xi Song, University of Pennsylvania; Megan Wisniewski, University of Pennsylvania; and Jiahui Xu, Pennsylvania State University (Penn State)
  • Occupation is a fundamental concept in social and policy research, but classifying job descriptions into occupational categories can be challenging and susceptible to errors. Traditionally, this involved expert manual coding, translating detailed, often ambiguous job descriptions to standardized categories, a process both laborious and costly. However, recent advances in computational techniques offer efficient automated coding alternatives. Existing autocoding tools, including the O*NET-SOC AutoCoder, the NIOCCS AutoCoder, and the SOCcer AutoCoder, rely on supervised machine learning methods and string matching algorithms. Yet these autocoders are not designed to understand semantic meanings in occupational write-in text. We develop a new autocoder based on Google’s Text-to-Text Transfer Transformer (T5) architecture. Like GPT and other large language models, T5 is pretrained on vast amounts of text data. We develop a T5-OCC model with fine-tuned model parameters and training data from occupation write-ins from the 2019 American Community Survey. By comparing our T5-OCC with existing methods, we show that the autocoding accuracy rate increases from 68.2% to 71.1%. Considering the rapid change in neural language models, we conclude by offering suggestions on how to adapt our method for the development of occupational autocoding models in future research.
  • Pathways to Parity: Institutional Factors Advancing the Career Trajectories of Women to Leadership in Europe Using QCA. .....Paul Sinzig, Johann Wolfgang Goethe University of Frankfurt am Mai
  • Women are underrepresented in leadership and management, but this proportion varies vastly between countries in Europe. Diverse social contexts influence life paths and careers, challenging explanations for the underrepresentation obtained through covariational methods alone. This paper examines cultural and institutional barriers and facilitators that influence women’s and mothers’ career advancement by looking at the interwovenness of cultural, legal, institutional and policy forces in a comparative and innovative way. I ask, under which conditions is gender parity in leadership strongest in Europe? By deploying a fuzzy set qualitative comparative analysis (fs-QCA), I translate complex societal contexts into conjunctions of conditions that can account for equifinal configurations, which means that multiple pathways of interwoven conditions can lead to the same outcome. This method enables the conditions to consider all kinds of opportunity structures in women’s family and career trajectories including educational advancement, national industrial and occupational structures, work and family alignment options, legal quotas, and national gender cultures. I account for historical change by calibrating the conditions to consider temporal processes and delayed impacts. This research aims to demonstrate how and which combination of social policies can effectively result in gender parity in leadership positions; which solutions for advancing equity and social justice work best?
144. Navigating the Work-Family Interface in a Post-Covid World: A Comparative Symposium on Employed Parents of Children with Disabilities in the U.S., Croatia, and Australia [Thematic session of multiple paper presentations]
Saturday | 4:00 pm-5:30 pm | MB 2.270

Organizer: Lisa Stewart, California State University, Monterey Bay
  • The Effect of Covid-19 on Community Resources and Its Impact on Health Outcomes of Parents Caring for Children with Mental Health Disabilities. .....Claudia Sellmaier, University of Washington; Lisa Stewart, California State University, Monterey Bay; Marin Henderson-Postner, Portland State University; Jessica Lukefahr, Portland State University; and Eileen Brennan, Portland State University
  • This current study used the 2021 U.S. National Survey of Children’s Health to examined how the pandemic affected both medical care and school and day care services, and how these changes affected the physical and mental health of mothers and fathers caring for a child with or without a current mental health disability. The study included 41,862 children without a mental health disability (13,164 male carer respondents/27,371 female carer respondents) and 8,052 children with a mental health disability (1,882 male carer respondents/5,952 female carer respondents). Mental health disabilities included a diagnosis of depression, anxiety, behavioral health concerns, and ADHD/ADD. There were significant differences in the number of children with MHD who missed a medical check-up because of COVID-19 compared to children without a MHD (35.3% and 25.8%, respectively). Significantly more children with MHD also reported closed schools and daycares because of the pandemic compared to children without MHD (43.6% and 36.0% respectively). Mothers reported significantly worse physical and mental health than fathers, and parents caring for a child with MHD reported lower physical and mental health scores. Missing medical check-ups, closed schools/daycares, and caring for a child with MHD negatively correlated with physical and mental health outcomes for both male and female carers. The presentation will discuss these findings and present relevant research, policy, and practice implications.
  • The Well-Being of Employed Parents of Children with Disabilities - Assessments in the Croatian Context. .....Ana Simunic, University of Zadar; Andrea Tokić, University of Zadar; Matilda Nikolić Ivanišević, University of Zadar; Jelena Ombla, University of Zadar; Lisa Stewart, California State University, Monterey Bay; and Theresa Brown, Georgian Court University
  • This study aimed to examine the well-being and perceptions of employed parents of children with a disability (up to 19 years old) regarding different life domains and the society in Croatia, qualitatively and quantitatively. The qualitative study, a semi-structured in-depth interview, was conducted on 25 employed parents of a child with a disability. The quantitative study was conducted with an online survey, formed based on the qualitative data. It included parents of a child with a disability who were employed (n=196), unemployed (n=572), and formal caregivers (n=186), for comparison. The parents emphasized the importance of various forms of formal and informal support, not being stigmatized in different domains, and manifested resilience and optimism in their reports. The results indicate that employed parents have better general health and life satisfaction than unemployed parents and formal caregivers. At the same time, there was no difference between the groups in mental health assessments. Also, employed parents report a significantly higher number of sources of social support compared to unemployed and parents with childcare rights. They also received a higher overall level of support from all sources compared to those who were unemployed but have yet to be compared to formal caregivers. The obtained results point to the positive role of employment on the well-being of parents of children with disabilities, regardless of the degree of the child's disability. However, there are also indications of the need to facilitate the manners of being acknowledged about and obtaining different forms of rightful formal support.
  • Parents of Children with Disabilities: The Role of Support in Shaping Work-Caregiving Conflict and Enrichment. .....Hugh Bainbridge, University of New South Wales; and Abner Weng Cheong Poon, University of New South Wales
  • Contextual support (from service providers, workplaces, family, friends) is an important resource that helps parents manage the conflicting demands of employment and caregiving for a child with a disability. There is limited clarity however on how the relationship between specific caregiving features and work-caregiving conflict/enrichment is shaped by this support. The study addresses this gap via a survey of parents of a child with a disability or long-term health condition. The study draws upon the linked responses of parents who responded to two national surveys conducted in 2020 and 2022 in Australia. These surveys were undertaken by a collaboration of representative bodies in each state and territory that provide support and advocacy services on behalf of unpaid caregivers. Parents were employed and cared for a child who was 21 years of age or younger. The analyses outline how conflict and enrichment associated with combining employment and caregiving roles affected outcomes (i.e., job satisfaction, turnover intentions, work-life satisfaction, beliefs about the positive aspects of caring, mental health, personal well-being). Overall, the findings outline how the relationship between caregiving characteristics and work-caregiving conflict/enrichment and follow-on outcomes are influenced by access to contextual support.

Panelists:
  • Claudia Sellmaier, University of Washington;
  • Hugh Bainbridge, University of New South Wales;
  • Ana Simunic, University of Zadar;
Discussant:
  • Lisa Stewart, California State University, Monterey Bay;
145. Contexts, Agency, and Decision-Making [Paper Session]
Saturday | 4:00 pm-5:30 pm | MB 2.285

Presider: Christina Dreger-Smylie, Carleton University
  • Disentangling the Effects of Time-Related Occupational Demands and Ideal Worker Norms on the Gender Wage Gap. .....Minjin Chae, Harvard University
  • The gender wage gap in the US is an enduring problem, not fully explained by gender differences in education or labor market discrimination. This gap notably widens after family formation, particularly with the birth of the first child. Prior research suggests that time-related occupational demands disproportionately affect mothers, contributing to the wage gap. Occupations requiring constant availability and longer hours penalize women, who are less likely to meet these demands due to family responsibilities. Moreover, gendered organizational structures and the "ideal worker norm" further disadvantage women, even when their commitment and work hours match those of their male colleagues. This study investigates the sources of the gender wage gap by differentiating between the impacts of time-related productivity constraints and gendered biases. Using the American Time Use Survey (ATUS) and occupational data from the Occupational Information Network (O*NET), it examines the extent to which the wage gap comes from gender differences in actual hours worked as well as gender differences in compensation for working long hours. The findings reveal that occupations with higher time-related productivity lead to longer working hours and higher wages, and men are more likely to increase their working hours. While men are not significantly more compensated for working longer than 50 hours, women face wage penalties when working fewer than 40 hours, controlling for productivity constraints. Thus, this research highlights the complexity of the gender wage gap, showing that it is influenced not only by actual hours worked but also by workplace norms that undervalue women's contributions.
  • What Ever Happened to Employment Activation?. .....Madeline Robbenhaar, University of Alberta; and Rhonda Breitkreuz, University of Alberta
  • Between 1995-2010 prolific research was conducted on income support programs in Canada, with scholars critiquing the ‘welfare-to-work’ model of income support and challenging the liberal-welfare assertion that income support programs should focus on ‘activating’ the employment potential of recipients. Much research during this time focused on lone mothers, a vulnerable demographic of income support recipients that struggled to meet welfare-to-work requirements and complete necessary unpaid family labour. Although over the last 14 years research with lone mothers in welfare-to-work programs in Canada has slowed, the precarious economic context of lone mothers has not. Seeking to re-contextualize lone mother’s experiences balancing unpaid family labour and welfare-to-work requirements in Alberta, we employed a critical human ecological approach to review the literature related to the macro-level of the Canadian welfare state and Albertan income support policies, the micro-level of lone mother families in Canada and unpaid reproductive work, and the meso-level of lone mother’s experiences balancing welfare-to-work requirements and family labour. This paper highlights the connections between income support policies and the precarious economic context of lone mother families in Alberta, as they struggle to raise children with limited financial resources, shoulder unpaid family labour, and try to meet the welfare-to-work requirements of income support policies. Policy recommendations regarding provincial income support and lone mothers are also discussed.
  • Adaptation: A Boundary Management Framework. .....Christina Dreger-Smylie, Carleton University; and Linda Duxbury, Carleton University
  • In an increasingly volatile world, the capacity to effectively meet the demands of a new environment, known as adaptation, is critical to maintain a good quality of life. As such, adaptation has remained a topic of interest among work-life scholars (Park & Park, 2019). Despite a growing body of evidence that the environment plays an important role in adaptation (Jundt et al., 2014) scholarly work has continued to focus on personal factors (cognitive, behavioural) as the most important determinants of adaptation. As a consequence, existing theory is not adequate to address emerging work-life challenges (Mithani et al., 2020). Drawing from the literature on boundary management, we advance a framework describing how adaptation unfolds that considers both the person and the environment. 17-individuals from a science-based government department provided panel data during the transition to forced remote work in response to COVID-19. Self-report scales were used to create profiles of individuals based on cognitive and behavioural factors. Data on work and life environments was collected from external sources (COVID-19 events), organizational communications (emails, policies, practices), and from participants (childcare and eldercare responsibilities). Interviews conducted at six-month intervals (March 2020-March 2022) assessed work-life boundary preferences (integrating vs. segmenting), adaptation challenges, mitigation strategies, and outcomes (performance, productivity, dominant emotions, mental health). We contribute a richer understanding of adaptation and meaningful insights for researchers and practitioners.
146. Boundary Control and Work-Family Processes [Thematic session of multiple paper presentations]
Saturday | 4:00 pm-5:30 pm | MB 2.430

Organizers: Matt Piszczek, Wayne State University; Yanick Provost Savard, Université of du Québec à Montréal;
Presiders: Matt Piszczek, Wayne State University; Yanick Provost Savard, Université of du Québec à Montréal;
  • Who Gets the Credit and Who Gets the Blame? Making Sense of Employee Boundary Control Attributions. .....Matt Piszczek, Wayne State University; Joe Yestrepsky, Wayne State University; Ajay Ponnapalli, Wayne State University; and Sukriti Sharda, Wayne State University
  • Research suggests that employees engage in a complex sensemaking process about their ability to manage their work-nonwork roles and may attribute this ability to different actors (e.g., supervisors, unions, and organizations themselves). This project examines how employees' beliefs about the motivations of these actors to either improve their performance or well-being shape the effects of actors' behaviors in the workplace. Specifically, this project examines how employees make sense of their boundary control and work-life balance satisfaction. Using a three-wave online panel of approximately 300 employees in a variety of occupations and industries, we test how employees' perceptions about the motivations of their organizations, supervisors, and unions affect whether their ability to balance work and non-work life improves their attitudes toward them.
  • The Interplay Between Boundary Control and Boundary Management Fit. .....Haley Cobb, Louisiana State University; Candice Thomas, Saint Louis University; Rebecca Brossoit, Louisiana State University; Matt Piszczek, Wayne State University; and Cort Rudolph, Wayne State University
  • Work-family research has begun to integrate perspectives focusing on the individual worker with those that incorporate environmental or contextual factors, such as person-environment fit. Research on boundary management fit is boundary management’s integration of person-environment fit; boundary management fit refers to the alignment between individual, personal factors and environmental, contextual factors as they relate to boundary management. In our systematic review of boundary management fit, boundary control is highlighted as a useful factor for understanding fit and how fit contributes to wellbeing. We suggest that boundary control is beneficial to wellbeing when the organization supports the individual (e.g., when there is alignment between individual boundary control and organizational support for boundary control), and boundary control can help promote individuals’ enactment of their preferred boundary management. Implications for future research and practice will also be discussed.
  • Negotiating Over Working From Home: The Effects of Couple Congruence in Segmentation Preferences. .....Beth Livingston, University of Iowa; and Kristie McAlpine, Rutgers University
  • Couple, or spousal, negotiation is a process of role arrangement between partners, with the goal of resolving conflict due to multiple role responsibilities (Livingston & Ryu, 2020). The majority of the nascent research on couple negotiation has been studied in the context of larger, anchoring decisions (e.g., decisions over working part time/full time or seeking a promotion; Livingston, 2014; Wong, 2017), but it frequently occurs over smaller, everyday instances of role conflicts (Radcliffe & Cassell, 2014). We draw on a sample of 220 dual-career couples to examine—both qualitatively and quantitatively—how the congruence between partners’ segmentation preferences influences their negotiation over resources related to working from home and, in turn, how these negotiations related to their job engagement. Our findings suggest that congruence in partners’ segmentation preferences leads women, but not men, to increase their use of self-interested, or competitive, negotiation tactics, which is positively related to women’s job engagement. We discuss theoretical implications to the literatures on couple negotiation and boundary theory, as well as practical implications for couples and organizations.
  • Understanding Work-From-Home Adjustment: The Contribution of Supervisor and Family Social Support and Boundary Control. .....Yanick Provost Savard, Université of du Québec à Montréal; Dana Bonnardel, Université of du Québec à Montréal; Élie Pilon, Université of du Québec à Montréal; Annabelle Beauvais-St-Pierre, Université of du Québec à Montréal; Sasha Elbaz, Université of du Québec à Montréal; and Vi Dupont, Université of du Québec à Montréal
  • Provost Savard and colleagues’ research investigated the role of boundary control and social support in predicting work-from-home adjustment. They conducted a three-wave study with 333 unionized Canadian workers. Mediation analyses suggest that work-supportive family behaviors are related to work-from-home adjustment four months later through boundary control two months later. This was not the case for family-supportive supervisor behavior. These results question the emphasis on work-centered interventions to improve telecommuters experience and instead suggest that more attention should be given to the family context.
147. Copreneurial Ventures: Making Business and Family Work. [Thematic session of multiple paper presentations]
Saturday | 4:00 pm-5:30 pm | MB 2.435

Organizers: Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú; Nicholas Beutell, Iona University;
Presiders: Katherina Kuschel, Centrum Graduate Business School and pontificia Universidad Católica del Perú; Nicholas Beutell, Iona University;
  • Mixing Business and Pleasure: Socioemotional Wealth and Income Levels Among Copreneurs and Business-Owning Couples. .....Maria Marshall, Purdue University; Renee Wiatt, Purdue University; Yoon Lee, Utah State University; Margaret Fitzgerald, North Dakota State University; Michael Cheang, University of Hawaii; and Stephen Mukembo, University of Missouri
  • Copreneurs and couple-owned businesses spend an inordinate amount of time together, but how do these closely intertwined relationships between the owner’s personal and business lives affect the parties involved? This study utilizes a survey of 500 small businesses in the U.S. to explore how business outcomes, both objective and subjective, are influenced by whether the business has a copreneurial structure or is a business-owning couple (compared to non-copreneurial businesses). Other variables of interest such as gender, minority, business age, business industry, and work-family balance are also included. For the objective measure of success, we utilize business income and for the subjective measure of business outcome, we use a scale of socioemotional wealth (SEW). SEW refers to the non-financial goals of the business, including affective commitment to the business and family identity and control. For this study, copreneurs are defined as couples who are: both involved in the day-to-day management of the business, both are employed by the business at least on a part-time basis, and both share empowerment in making business decisions. Business owning couples are couples who are both involved in the day-to-day management of the business but are not jointly making business decisions and are both employed by the business. Preliminary results show that while being a couple-owned business or copreneurial business (compared to non-couple or non-copreneur business) leads to higher levels of socioemotional wealth, it is also associated with lower income. Further studies are needed to investigate the drivers of income and SEW for these businesses.
  • Copreneurs and Their Use of Adjustment Strategies: A Comparison to Other Forms of Family Businesses. .....Margaret Fitzgerald, North Dakota State University; Yoon Lee, Utah State University; Maria Marshall, Purdue University; Renee Wiatt, Purdue University; Michael Cheang, University of Hawaii; and Stephen Mukembo, University of Missouri
  • El Shoubaki et al. (2022) noted that the lack of consistency in defining copreneurs and couple-owned businesses has led to inconsistent research findings. In this study, data on family businesses from the 2019 Small Business Values Survey were used to operationalize and compare copreneurs, couple-owned, and non-couple owned family businesses on their use of adjustment strategies to balance work and family demands. Adjustment strategies are defined as a means of restoring or maintaining an acceptable level of well-being when increased or competing demands are made on resources (Miller et al., 1999; Haynes et al., 1999; Muske et al., 2009). As informed by Sustainable Family Business Theory, these strategies create resilience capacity to deal with disruptions (Haynes et al., 2019). An index of adjustment strategy use was created by summing eight indicators. Descriptive results show significantly lower use of adjustment strategies by copreneurs, but the highest use by non-couple family business owners. However, OLS regression results indicate that couple-owned family businesses adopt significantly higher levels of adjustment strategy use than copreneurs and non-couple owned family businesses. The use of adjustment strategies between copreneurs and non-couple owned family businesses were not significantly different. Larger businesses, home-based businesses, and businesses operating in the service industry had significantly higher levels of adjustment strategy use. Younger business owners, males, and minority owners used adjustment strategies more than older, female, and White family business owners. This study informs how adjustment strategies can maximize the use of resources to foster business and family sustainability. References El Shoubaki, A., Block, J. & Lasch, F. (2022). The couple business as a unique form of business: A review of the empirical evidence. Management Review Quarterly, 72, 115-147. Haynes, G. W., Danes, S. M., Schrank, H. L., & Lee, Y. (2019). Survival and success of family-owned small businesses after hurricane Katrina: Impact of disaster assistance and adaptive capacity. Journal of Contingencies and Crisis Management, 27, 130-144. Haynes, G. W., Walker, R., Rowe, B. S., & Hong, G. S. (1999). The intermingling of business and family finances in family-owned businesses. Family Business Review, XII, 225-229. Miller, N. J., Fitzgerald, M. A., Winter, M., & Paul, J. (1999). Exploring the overlap of family and business demands: Household and family business managers’ adjustment strategies. Family Business Review, XII, 253-268. Muske, G., Fitzgerald, M. A., Haynes, G., Black, M., Chin, L., MacClure,R & Mashburn, A. (2009). The intermingling of family and business financial resources: Understanding the copreneurial couple. Journal of Financial Counseling and Planning, 20, 27-47
  • When is Entrepreneurship a Solution to Work-Family Conflict? A Comparative Study of Aspiring and Actual Entrepreneurs’ Psychological Capital and Social Support. .....Mary Hunt, Ave Maria University
  • The stress of work-family conflict (WFC) arises from the strain of prolonged role demands and depleted resources (Hobfoll & Freedy, 1993) and workers increasingly strive to counteract these stressors. Conservation of Resource theory (Hobfoll, 1988, 1989, 2001) asserts than an individual having control in their affairs, is an effective resource for managing the anticipated stresses of work-family conflict; that is, control of the time and place of work (flexibility), as well as control regarding how the work is done (autonomy). Consequently, workers seek career choices that provide these resource opportunities. Self-employment is often viewed as a desirable solution to alleviate work-family strains as it seems to offer considerable discretion and autonomy (Beutell, 2007). But when does entrepreneurship really work to offset work-family conflict? Two factors that show promise in buffering the experience of stress are the individual attribute of Psychological Capital and a worker’s social support. This paper focuses on how these individual and social factors impact entrepreneurs’ work-family experience and how these actual experiences differ from the expectations of aspiring entrepreneurs. We will explore these relationships for the current self-employed population and compare the perceptions and experiences with those anticipated by aspiring entrepreneurs. We will examine whether those aspiring entrepreneurs are realistic in their expectations of the roles these factors contribute to lessening work-family conflict.
148. The Gendered Challenges and Compromises of Young Professionals: A Conversation With Dr. Jaclyn S. Wong About “Equal Partners?” [Author Meets Readers Session]
Saturday | 4:00 pm-5:30 pm | MB 3.210

Organizer: Casey Scheibling, University of Nevada, Reno
Presider: Casey Scheibling, University of Nevada, Reno
In Equal Partners? How Dual-Professional Couples Make Career, Relationship, and Family Decisions (2023), Jaclyn Wong examines the varied ways in which young, different-gender couples perceive, experience, and account for their work–family arrangements. By taking a longitudinal approach to in-depth interviewing, Wong intricately illustrates aspirations, turning points, and inconsistencies in the career, relationship, and family trajectories of female and male professionals over a six-year period. Narratives reveal notable conflicts between structural policies, cultural expectations, and individual attitudes that often result in the obfuscation or maintenance of gender inequality—even among couples who desire egalitarianism. In this Author Meets Readers session, we will discuss key findings and questions highlighted in Dr. Wong’s book. This conversation will provide novel insight into: how young couples negotiate work and family responsibilities; how childbearing decisions are decided and explained in the face of career plans or precarity; how professional women and men articulate different gendered visions of work–family roles and goals; and, what actions can be taken to better foster gender egalitarianism at structural and cultural levels in a (post)pandemic world. The readers in this session will be Leah Ruppanner (University of Melbourne), Sharon Sassler (Cornell University), and Mia Brantley (North Carolina State University).

Panelists:
  • Jaclyn Wong, University of South Carolina.;
  • Leah Ruppanner, University of Melbourne;
  • Mia Brantley, North Carolina State University;
  • Kristin Smith, Dartmouth College;
149. Personal Routines and Recreation [Paper Session]
Saturday | 4:00 pm-5:30 pm | MB 3.265

Presider: Yu-Ping Chen, Concordia University
  • Back to Nature: The Influences of Weekend Nature Exposure on Employees’ Weekly Work-and Home-Role Engagement. .....Yu-Ping Chen, Concordia University
  • A growing body of research indicates that contact with nature at work has beneficial effects on employee well-being. Unfortunately, most employees need to spend most of their workdays indoors, largely separate from natural elements. For these employees, the bulk of their nature exposure occurs outside of work, especially during the weekend. The extent to which this contact with nature during weekend helps employees recover from workdays and affects their work- and home-role engagement the next week is not clear, leaving an incomplete picture of the potential for employees to access the work- and home-related benefits of nature in their personal time. In this paper, I draw on attention restoration theory (ART) to propose the effects of weekend nature exposure on work- and home-role engagement the following week via two paths: increased emotional resources possession and reduced cognitive depletion. In addition, I follow the guidance of ART to deepen our understanding of for whom the beneficial effects of weekend nature exposure will be most impactful. Specifically, I describe how individuals with high levels of self-compassion are particularly primed to experience expanded emotional resources possession cognitive processing due to weekend nature exposure. A few empirical studies are now being conducted to examine my proposed relationships.
  • Minding the Pain: Mindfulness’ Impact on Abusive Supervision and the Work-Life Interface Among Women with Chronic Illnesses. .....Marlee Mercer, York University; and Guler Kizilenis Ulusman, York University
  • Abusive supervision is a pervasive issue with significant consequences, including psychological distress, reduced job satisfaction, strained interpersonal relationships, and adverse health outcomes that expand into victims' personal lives. Women with chronic illnesses are especially susceptible to abusive supervisors due to discriminatory attitudes toward women's health and their perceived vulnerability, rendering them easy targets for abuse. These women often grapple with work-life challenges, such as physical limitations, emotional distress, social stigma, and isolation, which may be exacerbated by abusive supervision. Consequently, it is crucial to develop interventions aimed at providing support for women with chronic health conditions who are exposed to abusive supervision, with the aim of alleviating the adverse impacts on their work-life interface. This conceptual paper applies the Conservation of Resources theory to delve into the potential role of mindfulness in addressing the work-life interface challenges women with chronic illnesses face amidst abusive supervision. While recent studies have emphasized the positive impact of mindfulness on the work-life interface, research on the intersection of abusive supervision, women with chronic medical conditions, the work-life interface, and the role of mindfulness remains limited. Understanding the interplay between these factors is crucial for developing support mechanisms to alleviate the unique challenges faced by this demographic. This study posits that mindfulness mitigates the detrimental effects of abusive supervision on the work-life interface of women with chronic illnesses. Additionally, the study explores the moderating effect of lifestyle choices, such as exercise and healthy eating, on this relationship. The research concludes with a discussion and implications.
  • Time to ‘Check In’ On Your Own Well-Being: The Impact of Technology-Enabled Self-Care Management. .....Leslie Forde, Mom's Hierarchy of Needs; and Kelly Basile, Emmanuel College
  • Technology usage to aid in juggling multiple work and parenting roles has rapidly increased in frequency over the last few decades. Prior research has documented the impact of both work-enabled and personal technology on our ability to balance work and non-work roles (e.g. Olson-Buchanan, Boswell & Morgan, 2016; Basile, Beauregard & Canonico-Martin, 2022). However, much of the focus of prior research has been on using technology to fulfill the demands put on us by others, with limited focus on what we need for ourselves. Parents, particularly working parents often neglect self-care in order to keep up with their other work and caring responsibilities (Dugan & Barnes-Farrell, 2020). However, research suggests that neglecting self-care can lead to physical and emotional challenges as well as reduced life satisfaction (Dugan & Barnes-Farrell, 2020). This study tracks the usage and impact of the TimeCheck® app. The TimeCheck® was developed by Leslie Forde, Founder and CEO of Mom’s Hierarchy of Needs, to remind and allow mothers to track the amount of time spent weekly on self-care activities such as sleep, movement, stress management, healthy relationships and personal interests. Analysis of the TimeCheck® data allows us to identify characteristics of users who might benefit from technology-enabled self-care interventions as well as track the impact of this intervention on likelihood to engage in various self-care behaviors.
150. Public Policy Evaluation [Paper Session]
Saturday | 4:00 pm-5:30 pm | MB 3.270

Presider: David Rothwell, Oregon State University
  • Temporary Aid for Needy Families Around Birth: New Insights Into How First-Time Oregon Mothers Use TANF As Paid Leave From Work. .....David Rothwell, Oregon State University
  • During first-time birth (transition to motherhood) several financial challenges emerge based on work interruptions and new demands for food and round-the-clock care. Extending work by Ybarra et al. (2019) this study examined how low-income mothers use Temporary Aid for Needy Families (TANF) as a form of paid leave from work during this critical life course transition. The study linked administrative birth records in Oregon to employment and TANF use from 2014 to 2019. Through descriptive and sequence analyses we found a significant increase in TANF participation just before and after childbirth, with rates spiking from 1% to 14% two months postpartum. Six distinct patterns of TANF use were identified, with one prominent group using TANF as temporary paid leave. This group typically had higher education levels, a higher likelihood of being married, and a greater percentage of White participants. Despite being designed as a safety net program, TANF serves as a de-facto paid leave option for many vulnerable women in the absence of federal paid family leave policies and limited access to employer-provided paid leave. The study underscores the importance of safety net programs for low-income families during crucial life transitions. Further, expanding paid family leave may lead some low-income workers to substitute TANF benefits with paid leave benefits. In summary, this research sheds light on how TANF functions as a financial resource for low-income mothers during childbirth, offering insights into the interplay between social safety net programs and the need for paid family leave in the United States.
  • The Effect of Expanded Child Tax Credit (CTC) on Parental Time-Use. .....Anna Ko, University of Wisconsin, Madison
  • In 2021, the U.S. Congress broadened the Child Tax Credit (CTC), enhancing its accessibility and impact. These changes included augmenting the credit amount, eliminating the earnings prerequisite, and disbursing half of the credit through monthly payments. This study investigates an underexplored aspect of the expanded CTC, specifically its influence on how parents allocate their time to their children. While prior research has underscored the CTC's positive economic effects, this study delves into how increased income affects the time parents invest in their children, a dimension that has received limited attention. Employing a simple difference-in-difference approach and utilizing data from the American Time Use Survey (ATUS), the study compares parental time spent with children during the CTC expansion period (July-December 2021) with the period before the expansion (July-December 2019) while accounting for sociodemographic factors. The findings reveal that the expanded CTC correlates with decreased parental time spent with children, with notable disparities, particularly among single-parent households. Single mothers, especially those with younger children, reduced their time with their kids. These insights shed light on the broader implications of the CTC expansion on parental time investments in children, an essential factor to consider when assessing the overall costs and benefits of the policy.
  • The Pregnant Workers Fairness Act: Can Workplace Accommodations Support Safe Work and Improve Maternal and Infant Health in the U.S.?. .....Jessica Pac, University of Wisconsin-Madison; and Alejandra Ros Pilarz, University of Wisconsin, Madison
  • The Pregnant Workers Fairness Act of 2022 requires U.S. employers to provide reasonable accommodations to pregnant workers so they can continue working during pregnancy under safe conditions. Prior to the passage of the law, pregnant workers did not have a right to accommodations unless they resided in one of the 31 states that had passed its own state pregnancy accommodation law. Without accommodations, some pregnant workers were forced to choose between continuing to work under unsafe conditions—potentially threatening their health and that of their unborn child—or leaving their job and associated income and benefits. Thus, the PWFA has the potential to support safe work during pregnancy and improve maternal and infant health. To examine the potential benefits of the Pregnant Workers Fairness Act, we first present findings from our research that leverages variation in the timing of state pregnancy accommodation laws to examine the effects of these laws on maternal employment during pregnancy, maternal health during pregnancy and postpartum, and infant health at birth. Our findings show that state pregnancy accommodation laws increase maternal employment and earnings during pregnancy, improve maternal mental and physical health outcomes (e.g., postpartum depression), and increase infant birthweight. We will then present findings from new research that examines the causal effects of the PWFA on fertility and employment. Using a difference-in-differences approach, we find PWFA led to an increase in the overall number of births relative to the first half of 2023 and 2022, and an increase in employment among childbearing-age women. We detect larger increases among those living in states without state pregnancy accommodation laws and/or paid family and medical leave laws and among those working in physically demanding occupations. Our findings provide novel evidence on the potential benefits of the newly-enacted PWFA.
151. Understanding Equity in Paid Family and Medical Leave Through Microsimulation Analysis [Thematic roundtable with multiple presentations]
Saturday | 4:00 pm-5:30 pm | MB 3.430

Organizer: Jeff Hayes, Women’s Bureau - US Department of Labor (DOL)
Presider: Gayle Goldin, Women’s Bureau - US Department of Labor (DOL)

Panelists:
  • Chantel Boyens, Urban Institute;
  • Karen Smith, Urban Institute;
Discussants:
  • Hilary Wething, Economic Policy Institute (EPI)
  • Aleta Sprague, University of California
152. Menstruation, Menopause and the Workplace: Promising Practices from Around the World [Thematic roundtable with multiple presentations]
Saturday | 4:00 pm-5:30 pm | MB 3.435

Organizer: Deborah Widiss, Indiana University - Maurer School of Law
Presider: Deborah Widiss, Indiana University - Maurer School of Law

Panelists:
  • Marian Baird, University of Sydney - Business School;
  • Marcy Karin, UDC Law;
  • Vivi Lin, With Red;
  • Lisa Smith, Douglas College;
  • Deborah Widiss, Indiana University - Maurer School of Law;
153. IPUMS Time Use: Using the Eating and Health Module to Study Inequality Across Diverse Families [Workshop]
Saturday | 4:00 pm-5:30 pm | MB 3.445

Organizers: Liana Sayer, University of Maryland, College Park; Sarah Flood, University of Minnesota;
Presiders: Liana Sayer, University of Maryland, College Park; Sarah Flood, University of Minnesota;
154. Networking Opportunity: Technology, Work, and Family
Saturday | 4:30 pm-5:00 pm | S2.115
This session provides a venue for unstructured conversation among conference participants, wherein shared interests and opportunities for future collaboration can be explored. If you have interest in this networking community, this is an opportunity for you to have casual conversations with others who share similar interests and experiences. For more information about this community, contact Networking Community Leaders Ariane Ollier Malaterre (ollier.ariane@uqam.ca), Angela Grotto (angela.grotto@manhattan.edu), Alexandra Beauregard (a.beauregard@bbk.ac.uk), Kaumudi Misra (kaumudi.misra@csueastbay.edu), and Dominique Kost (dominique.kost@bi.no).
155. Board Meeting (BY INVITATION ONLY)
Saturday | 5:45 pm-6:45 pm | President’s Suite at Le Sheraton






Index to Participants

Aarntzen, Lianne: 116
Aaronson, Bina: 71
Abendroth, Anja: 85 , 99
Abouelenin, Mariam: 74
Abraham, Haneen: 41
Abrefa Busia, Kwaku: 61
Acosta Rueda, Lia: 56
Adair, Elizabeth: 94
Adamson, Elizabeth: 56
Adserà, Alicia: 143
Affinito, Salvatore: 47
Aguilar, Julieta: 80
Ahmad, Waqar: 6
Akinduro, Melly: 96
Alexandrova, Matilda: 43
Allen, Shalene: 66
Allen, Tammy: 36 , 43 , 71
Alonso-Perez, Enrique: 30
Alook, Angele: 127
Amerikaner, Layne: 23
Ammons, Samantha: 80 , 111
Arnalds, Ásdís: 48
Artiawati, Artiawati: 43 , 58
Atalor, Adesuwa: 80
Audenaert, Bram: 26
Augustine, Jennifer: 62
Austin, Stéphanie: 109
Aycan, Zeynep: 25
Ayman, Roya: 36
Ayoub, Mark: 106
B. M. Nounagnon, Ulrich: 108
Badawy, Philip: 8
Bae, Hanjin: 124
Baierl, Andreas: 43
Bailey, Sara: 96
Bainbridge, Hugh: 26 , 130 , 144
Baird, Marian: 14 , 152
Ballentine, Kess: 66
Banister, Emma: 88
Bank, Jeanne: 91
Banu, Jasmine: 11
Baral, Rupashree: 11 , 25 , 46 , 76
Barcala-Delgado, Diego: 116
Barone, T Lynne: 80
Basile, Kelly: 27 , 115 , 149
Baskurt, Ayse Burcin: 25
Bataille, Christine: 55
Battersby, Jane: 98
Bayes, Sara: 63
Beacom, Amy: 66
Beauregard, Alexandra: 43 , 134
Beauvais-St-Pierre, Annabelle: 146
Beceril, Christine: 71
Beham, Barbara: 43
Behson, Scott: 17 , 54
Bellisle, Dylan: 93
Berg, Abigail K: 80
Berke, Melissa: 80
Berkman, Lisa: 142
BERRETIMA, Abdel-Halim: 73
Beutell, Nicholas: 11 , 76 , 94 , 147
Bhattacharyya, Nandeen: 41
Bider, Emma: 56
Bierwiaczonek, Kinga: 112
Billing, Tejinder: 25 , 46
Bjarnadóttir, Valgerður S.: 49
Blackwell, Ian: 113
Blair-Loy, Mary: 51
Bloxsome, Dianne: 63
Bodner, Todd: 66
Boies, Kathleen: 88
Bonnardel, Dana: 63 , 146
Bošković, Branko: 48
Bosoni, Maria Letizia: 7
Bourdeau, Sarah: 92
Bowker, Anne: 56
Boyar, Scott: 8
Boyens, Chantel: 151
Bradley, Elizabeth: 71
Branch, Enobong (Anna): 19
Brantley, Mia: 148
Brar, Harry: 96
Braun, Matias: 73
Brauner-Otto, Sarah: 76
Brea Martinez, Gabriel: 126
Breitkreuz, Rhonda: 14 , 41 , 145
Brennan, Eileen: 144
Brooks, Matthew: 105
Brossoit, Rebecca: 146
Brough, Paula: 116
Brougham, David: 49
Brouwer, Sandra: 30
Brown, Theresa: 144
Brumley, Krista: 27
Bruns, Angela: 125
Budworth, Marie-Hélène: 29 , 131
Burdman, Emily: 114
Burnett, Amy: 88
Butterworth, Peter: 109
Cabaj, Chantel: 55
Cai, Manlin: 64 , 82
Caissy, Victoria: 108
Calderón, Rodrigo: 11
Callanan, Gerard: 36
Campbell, Ami: 74
Canonico, Esther: 46
Cardador, Teresa: 88
Careau, Juliette: 15
Carlson, Daniel: 58
Carreon, Erin: 18 , 82
Carvalho, Vania Sofia: 43
Casper, Wendy: 8 , 142
Castonguay, Samantha: 71
Cech, Erin: 19 , 51
Centeno, Grisselle: 36
Chae, Minjin: 145
Chambel, Maria José: 43
Chan-Ahuja, Stephanie: 47
Chan, Xi Wen (Carys): 97 , 116
Chanda, Trisha: 13
Chang-qin, Lu: 43
Chapman, Sarah: 98
Cheang, Michael: 147
Chen, Jarvis: 142
Chen, Tsung-Ming: 71
Chen, Yu-Ping: 149
Chen, Zheng: 109 , 112
Chénard Poirier, Léandre: 92
Chesser, Stephanie: 74
Chmiel, Brooke: 71
Cho, Eunae: 43
Cho, Hyojin: 28
Choi-Allum, Lona: 40 , 71
Choi, Ha Young: 106 , 124
Christopher, Emily: 111
Christopher, Gabriella: 49
Chu, Youngmin: 74
Chung, Heejung: 36 , 63 , 75 , 85
Churchill, Brendan: 28 , 54 , 77 , 79
Cinli, Dilem: 25
Clair, Judith: 95
Clark, Malissa: 71
Clark, Shelley: 105
Cluley Bar-Or, Heather: 17
Cobb, Haley: 146
Coden de Silva, Bruna: 43
Colakoglu Kaya, Elif: 123
Cole, Rebecca: 71
Coleman, Charles: 10
Collins, Mary: 123
Colussi, Sydney: 18
Conzon, Vanessa: 95
Cooklin, Amanda: 109 , 123
Cooper, Rae: 54
Cortina, Clara: 125
Côté, Philippe-Benoît: 100
Cotter, Brigid: 63
Coun, Martine: 8
Council, LaToya: 135
Covilla Hernandez, Erick: 90
Cox, Marilyn: 50
Craig, Lyn: 56
Crain, Tori: 71
Cramm, Heidi: 16 , 32 , 50
Cukrowska-Torzewska, Ewa: 85
Culross, Beth A: 80
Dahm, Patricia: 94
Dai, Haijing: 125
Damaske, Sarah: 19 , 51 , 135
Daminger, Allison: 111
Dangar, Kate: 111
Daniel, Victoria: 116
Davis, Kristen: 71
Dawkins, Sarah: 43
Dawson, Kate: 63
Day, Elizabeth: 59
de Jong, Maaike: 30
De Kerf, Jonas: 8
de Kort, David: 7
de Laat, Kim: 51 , 58 , 127
de Laat, Kim: 32
de Melo Santos, Flavia Ivana: 14
de Morais, Mario Cesar Barreto: 142
de Pierola, Ines: 57
De Ruiter, Melanie: 8
de Vries, Haitze: 30
Deahan, Daniel: 58
Deal, Caroline: 36
Dean, Liz: 79
Deeley, Amanda: 72
DeGroot, Jessica: 17
DeHorn, Grace: 142
Delfabbro, Paul: 58 , 79
den Dulk, Laura: 8 , 54
Denier, Nicole: 60
DeRigne, LeaAnne: 61
Derks, Belle: 116
Derks, Daantje: 54
Desjardins, Camille: 7
DeSouza, Mercy: 49 , 100
Deustch, Rebecca: 60
Dey, Tapas: 57
Dickey, Pamela L: 80
Dishon-Berkovits, Miriam: 30
Dixon, Jeffrey: 28
Dominguez-Folgueras, Marta: 24
Donnelly, Rory: 43
Dorow, Sara: 127
Dorry, Jasmin: 57
Doucet, Andrea: 58 , 82 , 101 , 127
Dreger-Smylie, Christina: 145
Dreyer, Lianara: 75
Drotning, Kelsey: 46
Drouin-Rousseau, Sophie: 109
Dudová, Radka: 28
Dupont, Vi: 146
Duran, Adrian: 80
Duxbury, Linda: 81 , 142 , 145
Earle, Alison: 133
Ebrahimi, Nabi: 8
Einarsdóttir, Þorgerður: 89
Einhoff, Jan: 131
Elbaz, Sasha: 146
Eley, Elizabeth: 36 , 88
Ellis, Allison: 112
Eppel, Amelia: 23
Epstein, Sue: 114
Erler, Daniel: 92
Escribano, Pablo: 43
Essiaw, Mary Naana: 49
Eve Hott, Violet: 71
Evertsson, Marie: 23
Eze, Matthew: 80
Ezechukwu, Emmanuel: 80
Ezisi, Jerome: 80
Ezzedeen, Souha: 36 , 71
Faerman, Sue: 114
Fairbanks, Chandler: 35
Faisal, Shah: 13
Fan, Wen: 45 , 74 , 99
Fan, Wenjun: 10
Farista, Feranaaz: 29 , 98
Fasang, Anette: 83
Fast, Janet: 128
Faulk, Deborwah: 135
Feldberg, Alexandra: 95
Fenton, Evelyn: 66
Fieseler, Christian: 115
Finn, Zachary: 49
FitzGerald, Elizabeth: 96
Fitzgerald, Margaret: 147
Flood, Sarah: 46 , 153
Foggia, Maria: 45
Foley, Meraiah: 54
Forde, Leslie: 27 , 149
Foster, Karen: 127
Fouquet, Etienne: 92 , 106
Fraone, Jennifer: 22
Freiberg, Tracey: 48
Freitas de Paula, Veronica: 14 , 28
Freitas, Vérica: 14 , 28
French, Kimberly: 36 , 109
Friendly, Martha: 101
Froidevaux, Ariane: 8
Fugiel, Peter: 24
Fujimoto, Tetsushi: 112
Fuller, Sylvia: 82 , 101
Fullerton, Andrew: 28
Gaedecke, Martin: 6
Galinsky, Ellen: 3 , 4 , 5 , 20 , 29 , 37 , 38 , 69 , 70 , 86 , 92 , 121
Gallagher, Kaitlyn: 115
Gbajumo-Sheriff, Mariam: 125
Gelbgiser, Dafna: 111
Gendron, Marie: 20 , 108
Geraghty, Sadie: 63
Gerson, Kathleen: 90
Ghimire, Dirgha: 76
Gibson, Margaret: 127
Gingras, Julie: 20
Giunti, Giulia: 43
Glass, Jennifer: 10 , 90
Glomb, Theresa: 94
Golden, Lonnie: 45 , 61
Goldin, Gayle: 151
Goli, Srinivas: 41 , 89 , 100 , 105
Gong, Qiujie: 124
González, M. José: 24 , 125
Goodman, Julia: 98
Gopalan, Neena: 76
Gordon, Loa: 49
Görgens, Tristan: 98
Gospodarczyk, Marta: 75
Goswami, Pankil: 29
Grabowska, Magdalena: 47
Grace Hansen, Eleanor: 71
Graham, Emma: 89
Grau Grau, Marc: 33 , 97 , 127
Gravel, Anne-Renée: 132
Greenberg, Danna: 110
Greenhaus, Jeffrey: 36
Gregory-Chialton, Joanna: 79
Gregory, Darrel: 128
Grotto, Angela: 34
Grunow, Daniela: 112
Gu, Guolin: 74
Gudeta, Konjit Hailu: 43
Guerrero, Patricia: 142
Guffey, Laurel: 71
Gul, Pelin: 26
Gunawansa, Mira: 111
Guo, Jing: 77
Haar, Jarrod: 49
Haines, Jess: 46
Hallgrímsdóttir, Helga Kristín: 89
Hamilton, Myra: 56
Hammer, Leslie: 66
Han, Wen-Jui: 141
Hanley, Caroline: 19
Hanley, Jill: 29 , 96
Harkness, Susan: 83
Harrington, Brad: 33
Hašková, Hana: 28
Hassan, Mahmudul: 96
Haupt, Andreas: 111
Hawkins, Daniel N: 80
Hayes, Jeff: 129 , 151
He, Jie: 100
He, Yaqing: 116
He, Yimin: 116
Hecht, Tracy: 88 , 114
Heglum, Mari: 106
Heijstra, Thamar: 78
Helou, Ann-Marie: 105
Henderson-Postner, Marin: 144
Hernández Cordero, Sonia: 98
Hewitt, Belinda: 6
Heydari Barardehi, Ilyar: 27
Heymann, Jody: 133
Hicken, Margaret: 125
Hilbrecht, Margo: 32
Hill, Jasmine: 19
Hipp, Lena: 61 , 97
Hjálmsdóttir, Andrea: 49 , 89
Hobbs, Jessica: 64
Hoekstra, Tialda: 30
Hoff Bernstrøm, Vilde: 30 , 54
Hoffmann, Elizabeth A.: 64
Hofmeister, Heather: 15
Hofstätter, Lukas: 26
Hokke, Stacey: 123
Hollis, Nicholas: 62
Hollister, Matissa: 135
Holm, Mari Ingelsrud: 54
Hong, Peipei: 100
Hoobler, Jenny M.: 112
Hopkins, John: 45
Horak, Shaun C: 80
Hornung, Maria: 83
Hosomi, Masaki: 112
Hossain, Babul: 26 , 126
Hou, Jiahui: 57
Houle, Patricia: 72 , 94
Houlfort, Nathalie: 92
Hövermann, Andreas: 115
Hsu, Yu-Shan: 36
Hu, Yang: 60 , 84 , 105 , 114
Huang, Grace: 98
Huang, Ting-pang: 43
Hughes Miller, Michelle: 36
Hughes, Karen D.: 60
Hunt, Mary: 147
Hutt, Tania: 62
Hyde, Shelia: 8
Hymer, Christina: 44 , 62
Ike, Precious: 80
Iloke, Stephen: 80
Imeri, Monika: 131
Ito, Yukari: 43 , 72
Ivanova, Lily: 131
Jaga, Ameeta: 18 , 29 , 43 , 98
James, Grace: 66
Jaspers, Eva: 23
Javadi, Dena: 142
Javornik, Jana: 90
Jewell, Eva: 127
Jibu, Renge: 64
Johanna, Rantanen: 25
Jones, Elise: 44
Jónsson, Ari Klængur: 48
José Bosch Kreis, Maria: 73 , 110
Jozwiak, Andreas: 91
Ju, Boreum: 34
Judd-Lam, Sarah: 26
Júlíusdóttir, Ólöf: 82
Jung, Seohyun: 36
Junker, Nina M.: 54 , 112
Kabylova, Moldir: 76 , 98
Kadar, Umay: 127
Kapelle, Nicole: 83
Karin, Marcy: 152
Karlidag-Dennis, Ecem: 123
Kaskie, Brian: 74
Kasperska, Agnieszka: 85
Kayanja, Moses: 15
Kayanja, Moses: 15
Keh, MinJee: 141
Keizer, Renske: 36
Kelland, Jasmine: 33 , 58 , 79
Kelley, Kristin: 97
Kelly, Ciara: 91
Kelly, Erin: 61 , 142
Khan, Salmaan: 46
Kim, Dahye: 126
Kim, Eunsook: 36
Kim, Jaeseung: 6 , 61
Kim, Stacy: 29
Kim, Yun-Kyoung “Gail”: 61 , 88
Kincaid, Reilly: 80
Kizilenis Ulusman, Guler: 131 , 149
Klein, Tovah: 71
Klenke, Alena: 127
Klostermann, Janna: 127
Kluwer, Esther: 116
Knoester, Chris: 58
Ko, Anna: 150
Kokot-Blamey, Patrizia: 66
Kolpashnikova, Kamila: 113
Konnikov, Alla: 60
Kossek, Ellen Ernst: 18 , 34 , 51 , 66 , 84
Kost, Dominique: 43 , 84 , 115
Kovacic, Steve: 128
Koziol, Morgan: 62
Kramer, Amit: 34 , 61 , 88 , 116
Kramer, Karen: 106 , 124
Kreyenfeld, Michaela: 30
Kriti, Shubhra: 89
Kronberg, Anne-Kathrin: 15
Kröner, Lea: 78
Kubzansky, Laura: 142
Kukulska-Hulme, Agnes: 96
Kurowska, Anna: 27 , 43 , 47 , 82 , 85
Kuschel, Katherina: 11 , 94 , 147
Kwok, Cannas: 126
Kwon, Hyunjae: 25
L'Heureux, Hugh: 80
Ladge, Jamie: 49 , 110
Lam, Winnie Wing Yee: 91
Lambert, Danaël: 92
Lambert, Susan: 18 , 28 , 66 , 82
Lammi-Taskula, Johanna: 97
Landertinger, Laura: 89
Landry, Annie: 132
Langan, Steve: 80
Langfeldt, Bettina: 127
Languilaire, Jean-Charles: 94
Lapointe, Marianne: 132
Lapuerta, Irene: 24
Lara Mejía, Vania: 98
Las Heras, Mireia: 110
Laughlin, Lynda: 143
Lawson, Katie: 66
Leach, Liana: 109 , 123
LeCouteur, Amanda: 58 , 79
Lee, DongJu: 56
Lee, Jae-yeon: 89 , 113
Lee, Kristen: 105
Lee, Sang-Hoon: 116
Lee, Soomi: 109
Lee, Talara: 54
Lee, Yoon: 147
Lefrancois, Melanie: 132
Lefter, Alex: 114
Leite, Ana Luiza: 142
Lemos, Dannyela da Cunha: 142
Lenhoff, Sarah: 66
Leon, Emmanuelle: 43
Lepeley, Maria-Teresa: 94
Lero, Donna: 82 , 101
Lescoeur, Kristine: 30 , 54
Leshchenko, Olga: 47
Letizia, Medina: 7
Létourneau, Isabelle: 92 , 106
Levasseur, Jessica: 92
Levesque-Côté, Julie: 109
Lewin, Alisa: 56
Lewis, Peter: 126
Lewis, Suzan: 43
Lezcano, Alyssa: 36
Li Luen Ching, Yannick: 131
Li, Tianyuan: 35
Li, Xuan: 13
Li, Yunyan: 76
Lietzmann, Torsten: 112
Lim-Soh, Jeremy: 126
Lin, Song: 100
Lin, Vivi: 152
Lincoln, Alisa: 49
Liu, Meirong: 77
Liu, Xing: 62
Liu, Xuchu: 116
Livingston, Beth: 17 , 146
livingstone, bridget: 127
Lott, Yvonne: 99 , 115
Lu, Xiaoyang: 124
Lucchini, Mario: 30
Luekemann, Laura: 85
Lukefahr, Jessica: 144
Luo, Liying: 126
Lup, Daniela: 46
Lyon, David: 84
Ma, David: 46
Maas, Lilly: 106
Mabaso, Prudence Bongekile: 76
MacDermid Wadsworth, Shelley: 22 , 81
Machado, Weverthon: 23 , 111
Maertz, Carl: 8
Magnaye, Andrew: 128
Maguire, Katheryn: 27
Maher, Michael: 123
Mair, Christine: 126
Makoha, Godfrey: 96
Maldonado, Laurie: 10
Mantler, Janet: 56
Manu Agyapong, Joan-Ark: 49 , 79 , 100
Margolis, Rachel: 105
Markwei, Ummu: 49 , 79
Marois, Pauline: 20
Marsh, Kris: 135
Marshall, Maria: 147
Marshall, Sarah: 71
Martin, Angela: 43
Martin, Paul: 106
Masood, Huda: 29
Masoud, Sara: 66
Masterson, Courtney: 35 , 110
Mathieu, Sophie: 20 , 32 , 101
Mathys, Ruth: 98
Matysiak, Anna: 47 , 85
Matz, Christina: 40
Mazrekaj, Deni: 78
Mazzucchelli, Sara: 7
McAlpine, Kristie: 146
McCaffrey, Joseph: 80
McCarthy, Julie: 46
McCord, Mallory: 71
McCredie, Kate: 123
McDougal, Lotus: 31
McErlean, Kimberly: 10
McKay, Lindsey: 101
McNair, Nicole: 49
Meister, Lorenz: 36
Mejia-Lancheros, Cilia: 46
Melin, Julia: 95
Menkhoff, Lukas: 36
Mercer, Marlee: 89 , 131 , 149
Mercier, Eric: 58 , 79
Mercier, Noémie: 20
Merluzzi, Jennifer: 95
Metselaar, Samantha: 8 , 54
Miettinen, Anneli: 97
Mildner, Erica: 131
Milkie, Melissa: 27
Miller, Julie: 40
Minnotte, Krista Lynn: 111
Misra, Kaumudi: 34 , 134
Mita, Takashi: 43 , 72
Modestino, Alicia: 49
Moen, Phyllis: 74 , 99
Molina, Stefania: 30
Montag-Smit, Tamara: 8
Montazer, Shirin: 27
Morandin, Gabriele: 43
Moreno, Gonzalo: 133
Morley, Jillian: 59
Morris, Amy: 80
Morton, Chelsea Ren: 90
Mukembo, Stephen: 147
Müller, Jan: 63
Mutahi, Sussie: 76
Nabi, Shabnoor: 72
Naboa, Fabrizio: 43
Narjinary, Glory: 14
Nartey, Misornu: 12
Närvi, Johanna: 97
Nativ, Onora: 96
Ng, Rachel: 55
Nielsen, Karina: 91
Nikolić Ivanišević, Matilda: 144
Nilsen, Wendy: 30 , 54
Nnedum, Obiajulu Anthony: 80
Nordberg, Tanja: 54
Nordset, Ragnhild: 43
Norman, Helen: 88
Norris, Deborah: 50
Nsair, Viva: 78
O'Brien, Margaret: 33 , 42
O'Sullivan, Kristen: 23
Ochoa, Carlos: 125
Offer, Shira: 43
Ogbuagu, Sandra: 56
Ohjae, Gowen: 95
Ohu, Eugene: 43
Okeke, Chinelo: 80
Ollier-Malaterre, Ariane: 43 , 84 , 115 , 134
Omar, Laila: 27
Ombla, Jelena: 144
Oney, Skylar: 71
Opoku Mensah, Abigail: 49 , 79 , 100
Osae, Erika: 79
Ozden, Gamze: 123
Pac, Jessica: 150
Padrón-Innamorato, Mauricio: 73
Paek, Eunjeong: 77
Pak, Sunjin: 34 , 61 , 116
Pal, Ipshita: 29
Parent-Rocheleau, Xavier: 115
Park, Jisu: 23
Park, Myungchul: 6
Park, So Yun: 90 , 111
Paterson-Young, Claire Lillian Catherine: 123
Patwardhan, Vedavati: 31
Peck, Joe: 45
Pellerin, Sabrina: 115
Peng, Ito: 26
Pepin, Gabrielle: 93
Pepin, Joanna R.: 35
Perlow, Leslie: 47
Perrigino, Matthew: 109
Perry-Jenkins, Maureen: 116
Perry, MacKenna: 66
Persico, Deanna: 79
Pessin, Léa: 126
Peters, Amanda: 15
Peters, Pascale: 8 , 43 , 80
Pettigrew, Rachael: 17 , 55
Petts, Richard: 17 , 33 , 58 , 82
Pétursdóttir, Gyða Margrét: 78
Pfau-Effinger, Birgit: 43
Pfeiffer, Christine: 22
Phelps, Beth: 57
Philibert, Mathieu: 100
Phillips, Kimberly Martinez: 31 , 135
Pilarz, Alejandra Ros: 66 , 113 , 150
Pilon, Élie: 146
Piszczek, Matt: 146
Pletneva, Lidiia: 44
Pojman, Elena: 23 , 74
Ponnapalli, Ajay: 146
Poon, Abner Weng Cheong: 144
Poortman, Anne-Rigt: 7 , 78 , 141
Porterfield, Shirley: 77
Postepska, Agnieszka: 92 , 143
Poulin, Étienne: 108
Powell, Gary: 36
Powosino, Ruth: 11
Prentice, Susan: 101
Provost Savard, Yanick: 63 , 115 , 146
Pu, Kehan: 100
Pytlovany, Amy: 66
Qian, Yue: 19 , 99 , 114
Querin, Federica: 143
Quirke, Linda: 79
Radcliffe, Laura: 43 , 79
Radford, Jason: 111
Rafnsdottir, Gudbjörg Linda: 82
Ragnarsdóttir, Berglind Hólm: 49
Rajadhyaksha, Ujvala: 25 , 43
Ram, Harchand: 41 , 112
Ramadoss, Kamala: 71 , 94
Rammohan, Anu: 41
Rani, Varsha: 105
Rasip, Adriana: 67
Raub, Amy: 133
Reed, Megan: 43
Reifenscheid, Maximiliane: 127
Reimer, Thordis: 42 , 82
Remery, Chantal: 116
Reynolds, Jeremy: 80
Rheinhardt, Alexandra: 44
Richards, Justine Blaise: 63
Richardson, Melissa: 16
Riel, Jessica: 132
Risman, Barbara J.: 90
Riva, Egidio: 30
Robbenhaar, Madeline: 145
Roberts, Lauren: 16
Roche, Maree: 97
Roelen, Corné: 30
Rosenbaum, Laurel: 71
Ross, Fiona: 98
Roszkowski, Carly: 40
Rothwell, David: 57 , 150
Roy, Suzanne: 20
Rudolph, Cort: 146
Ruh, Candice: 12
Ruiz-Martínez, Rocío: 11
Ruppanner, Leah: 54 , 111 , 148
Russo, Marcello: 43
Saarikallio-Torp, Miia: 97
sabbah Karkabi, Maha: 83
Safi, Fazal E Subhan: 13
Şahin, Onur: 116
Santos, Clarice: 88
Sargent, Amanda: 116
Satish, Varun: 143
Sawhney, Gargi: 71
Sawyer, Katina: 55
Sayer, Liana: 46 , 153
Scapini, Valeria: 11
Scheibling, Casey: 27 , 79 , 148
Schenck, Samantha: 24
Schieman, Scott: 8
Schmidt, Molly: 12
Schmitt, Laila: 141
Schmitz, Lauren: 125
Schnettler, Sebastian: 127
Schoffel, Molly: 71
Schor, Juliet: 74
Schreuder, Jolanda: 30
Schröder, Carsten: 36
Schwarz, Antje: 47
Seglem, Karoline: 54
Sellmaier, Claudia: 130 , 144
Shackell, Margaret: 55
Shaffer, Margaret: 36
Shah, Rahat: 13
Shang, Sudong: 97 , 116
Shanock, Linda: 116
Sharda, Sukriti: 146
Sharifi, Tina: 36 , 71 , 89
Sheng, Zitong: 116
Sibunruang, Hataya: 97
Sikorska, Małgorzata: 10
Símonardóttir, Sunna: 42 , 48
Simunic, Ana: 130 , 144
Singer, Jeremy: 66
Singh, Shreya: 41
Singh, Shweta: 52
Sinzig, Paul: 143
Slopen, Meredith: 105
Smit, Brandon: 8
Smith, Ada: 115
Smith, Claire: 109
Smith, Karen: 151
Smith, Kristin: 148
Smith, Lisa: 152
Smyke, Sophie: 71
Snippen, Nicole: 30
Sohn, Young Woo: 43
Song, Haoming: 27
Song, Xi: 143
Speights, Sabrina: 8 , 65
Sprague, Aleta: 133
Sprague, Aleta: 133 , 151
Squires, Sophie: 111
Stanfors, Maria: 13 , 126
Stark, Stephen: 36
Stertz, Anna M.: 35
Stewart, Lisa: 130 , 144
Stier, Haya: 56
Stoddard-Dare, Patricia: 61
Straub, Caroline: 43
Strazdins, Lyndall: 109
Stride, Christopher: 91
Stumbitz, Bianca: 88
Suarez, Fatima: 33
Sun, Kai: 13
Sun, Yue Yang: 35
Talbert, Elizabeth: 73
Tammelin, Mia: 43 , 55 , 84
Tan, Jolene: 59
Tanquerel, Sabrina: 97
Tapsell, Amy: 54
Taru, Feldt: 25
Tendulkar Patil, Anagha: 42
Teramura, Eriko: 71
Thakurata, Indrajit: 59
Thatcher, Sherry: 62
Thebaud, Sarah: 22
Thomas, Candice: 146
Timonen, Virpi: 56
Toh, Soo Min: 30 , 46
Toker, Sharon: 112
Tokić, Andrea: 144
Treleaven, Emily: 76
Tremblay, Diane-Gabrielle: 32 , 80 , 128
Trottier, Mélanie: 100 , 132
Tsao, Chiung-Wen: 31 , 71
Turek, Aurora: 47
Tyabashe-Phume, Babalwa: 73
Uhuo, Cosmas: 36
Uma Krishnan, Ketaki: 71
Uysal Irak, Doruk: 123
van der Lippe, Tanja: 7 , 78 , 141
van der Meer, Joelle: 54
van Engen, Marloes: 43
Van Haren, Ian: 96
Van Herreweghe, Lore: 26
Vander Weerdt, Candice: 61
Vanderstukken, Arne: 80
Vargha, Lili: 83
Varma, Preeti: 47
Vaters, Lisa: 16
Venter, Ciara: 116
Ventura Sanchez, Guillermo: 29
Vermeeren, Brenda: 54
Vestuto, Grace: 36
Viitasalo, Katri: 55
Vilar Compte, Mireya: 98
Violi, Dominic: 126
Voloshyna, Anastasiia: 143
Vromen, Ariadne: 54
Waismel-Manor, Ronit: 34 , 43
Waldrep, Carolyn E.: 90
Walther, Anna: 113
Wan, Maggie: 22 , 36
Wang, Julia Shu-Huah: 141
Wang, Senhu: 59 , 85
Wang, Tianying: 109
Wang, Yinan: 41
Wething, Hilary: 93 , 151
Whillans, Ashley: 47
Whitley, Rob: 15
Wiatt, Renee: 147
Widiningtyas, Kartika: 58
Widiss, Deborah: 152
Wiese, Bettina S.: 35 , 57
Williams, Alison: 56
Williams, Allison: 91
Williams, Grace: 79
Wilson, Nathan: 126
Winkler, Anne: 77
Wisniewski, Megan: 143
Wolf, Talya: 124
Wong, Jaclyn: 51 , 111 , 148
Wray, Dana: 72 , 94
Wu, Lusi: 109
Xiang, Xue: 30
Xu, Jiahui: 143
Xu, Jiayun: 66
Xu, Mengyi: 99
Xu, Ying: 71
Yang, Laura: 71
Yen, Julie: 95
Yeo, Shun Yuan: 105
Yerkes, Mara A.: 90 , 116
Yestrepsky, Joe: 146
Yett, Aeyanna: 66
Yeung Pat Wan, Annick: 131
Young, Marisa: 49
Yu, Shuye: 92
Yuan, Sam: 105
Yuan, Shiyu: 75
Yucel, Deniz: 8
Zagel, Hannah: 6
Zanhour, Mona: 65
Zayim, Meryem Seyda: 25
Zelazo, Philip David: 92
Zembe-Mkabile, Wanga: 98
Zembe, Yanga: 98
Zhang, Rujun (Ruth): 60
Zhao, Yi: 7
Zhou, Nuannuan: 100