Symposium 491 - When Parenthood Becomes Prominent: Individual & Contextual Predictors Of Gender Parity In (Un)Paid Labor

Work-family balance
Friday May 19   10:15 AM to 11:15 AM (1 hour)
Work-Life Interface
Work-family balance
When parenthood becomes prominent: Individual & contextual predictors of gender parity in (un)paid labor
J. L. Gloor 1,*
1Business Administration, Technical University of Munich, Munich, Germany
Main Abstract Content: State of the Art 
The work-family interface is an increasingly relevant topic as more women are employed during childbearing, modern couples often include two working parents, and countries or organizations institute new policies intended to aid employees’ reconciliation of the professional and private spheres. However, existing research is limited by its focus on women and its emphasis on cross-sectional surveys which preclude causal claims and comprehensive knowledge of a critical, dynamic work-family event: pregnancy.
New Perspectives/Contributions 
Pregnancy and new parenthood is a common yet understudied occurrence, despite this critical event’s implications for unpaid labor. Indeed, unpaid labor is a persistent and pervasive form of inequality with implications for men (and women’s) family involvement, as well as women (and men’s) career outcomes. The richness and complementarity of our samples and methods provide compelling evidence of employees’ transitions to parenthood from both supply- and demand-side perspectives, measured at the micro- (e.g., employees), meso- (e.g., couples, leaders), and more macro-levels (e.g., organizational culture, social norms). We provide comprehensive evidence from multiple methods (e.g., causal chain, panel data, longitudinal data from couples, experimental and field research), to assess several central players (e.g., expecting/new mothers and fathers, supervisors) over an extended period of time: 3 years before and after a baby is born.
Research/Practical Implications 
We elucidate several key individual and contextual influences (e.g., gender, weight, personality, partners, supervisors, work-family culture and parental leave policy) and outcomes (e.g., leave awards and reactions to recipients, life and leisure satisfaction) at a critical work-family juncture.

Sub Sessions

My Schedule

Add to Your Schedule