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The article presents a commentary on the article entitled "The changing nature of work," by Cary Cooper which was published in the periodical "Community, Work & Family." He points that the nature of work are changing since time began in the Industrial Revolution. He adds that the change is driven by the expectations of consumers who are experiencing the changes in the workplace to meet the requirements. He also gives credit to the large proportion of managers who strive to enhance the work experience for all workers while improving the efficiency of the production process.

Assuming that policy design can impact gender equity in caretaking, this paper examines how expectant mothers and fathers understand and respond to specific parental leave policy elements when shaping their parenting practices. Taking Germany as a case study, this research draws on semi-structured interviews conducted between October 2019 and March 2020 with 18 couples, who were expecting their first child at the time of the interview. Germany's parental leave policy has shifted substantially since 2007, most notably with the establishment of non-transferable parental leave months for fathers. Exploring the link between policy design at the macro-level and parental involvement at the micro-level, this paper focuses on how mothers and fathers make sense of their leave entitlements when dividing leave, which (policy) aspects they consider as helping or hindering an equal leave division and how mothers and fathers anticipate using parental leave benefits. Results indicate that the current parental leave policy design enables greater equity in caretaking by normalizing some leave-taking by fathers. However, by providing an option for fathers' leaves to be split and to be taken concurrently with mothers the policy limits fathers' solo parenting responsibility and consequently prevents a transformation of gendered parenting practices. [ABSTRACT FROM AUTHOR]

Within the US, recent calls for greater work-family justice have not only forced organizations to re-conceptualize work, but to re-define the role of organizations themselves. This shift has been striking during times of socio-political change as demonstrated most recently by organizational responses to the reversal of Roe v. Wade, with many companies pledging funding for birthing people seeking abortions. While this type of support is valuable, the singular focus on abortion rights within the reproductive justice context minimizes the scope of its intersectional legacy. The purpose of this paper is to advocate for the organizational application of a comprehensive framework for reproductive justice (CFRJ) guided by intersectional Black Feminist epistemology. We will show that many US organizations have already engaged in reproductive justice by weaving together a mosaic of three socio-political moments (the pathway to marriage equality, restrictive immigration policies and COVID-19), that garnered organizational support and advocacy. These moments reflect the comprehensive nature of reproductive justice as conceived by the Black Feminists who originated the term. These 'turning points' demonstrate the organization's capacity for leadership during times of crisis. The paper concludes with recommendations that explore potential pathways for moving forward in supporting work-family and reproductive justice within organizations. [ABSTRACT FROM AUTHOR]

Although distinctions between full-time and part-time work are vital for understanding inequalities at work and home, consensus and critical reflection are lacking in how employment status should be defined. Full-time and part-time work are often represented as a binary split between those working under or over a specific number of hours. However, this paper, using exploratory mixed methods, evidences problems with assumptions based on working-hour thresholds and highlights the importance of workplace culture and household contexts. Using the UK Labour Force Survey we reveal ambiguities in the reporting of employment status for 12% of workers when comparing definitions based on number of working days, working hours and self-assessment. Ambiguities are particularly prevalent among working mothers with almost a third, who would be regarded as working full-time using hour-based measures, classified as ambiguous according to the measures used here. In-depth interviews with parents who self-classify as part-time workers, despite working over 35 hours a week, reveal mechanisms behind ambiguity within this group linked to organisational norms, previous working hours and divisions of household labour. The paper therefore argues workplace and household contexts are crucial to understanding employment status and recommends this should be taken into account in new multidimensional measures. [ABSTRACT FROM AUTHOR]

This paper presents a theoretical framework of women's empowerment developed from an intervention in South India. The framework is unique in that, in addition to common empowerment indicators, it emphasizes the relational aspect of empowerment including the role of men, family, and gendered power structures—and the flexibility of these to change. This is especially pertinent to India, which has struggled to meet global targets for indicators of improved gender equality. The mixed-methods study found evidence that women who felt they had more support from their husbands and family also had more success in the project, and that family support was an overall indicator for empowerment. This paper's contribution is in reframing women's empowerment to better represent the often overlooked structural factors that could intrinsically resist or counter the establishment of new states of social equality and stability, specifically the integral role of men and the wider family in the women's empowerment process. [ABSTRACT FROM AUTHOR]

This paper examines how the COVID-19 pandemic impacted the everyday lives of young women living in Aotearoa New Zealand. Engaging a feminist intersectional and youth studies approach and drawing upon interviews and focus groups with 45 young women (16–25 years) from diverse socio-economic and cultural backgrounds, we reveal how culture, ethnicity, socio-economic and living conditions impacted the gendered and emotional labor expected of young women (i.e. caring for younger siblings, vulnerable family members, various chores, part-time work), and how the practices of care for others impacted young women’s capacity for their own educational, social and career development. Ultimately, this paper highlights the remarkable agency of young women during the pandemic, their compassion and empathy for others, their learnings and reflections, and how this period of radical social disruption impacted their future imaginings for themselves. In so doing, our analysis raises important questions for youth-focused pandemic educational, social and employment policies, calling for more intersectional approaches that consider how COVID-19 is continuing to significantly and unevenly shape the identity development and life trajectories of young women. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses papers and future challenges he called for in the Work Family Researchers Network (WFRN) Presidential Address and advances towards an understanding of culture and social contextual work-family influences.

This paper explores the mediating role of work-family conflict (WFC) in the relationship between job insecurity and mental health. Based on the Job Demands-Resources (JD-R) model and the Conservation of Resources (COR) Theory, a conceptual model is developed and tested. An online survey was created, including a sociodemographic questionnaire and measures of job insecurity, WFC, and mental health. Participants were 189 community social workers actively working with disadvantaged groups in social intervention projects. The results show that job insecurity increases depression / strain among community workers and significantly impacts on time-based and strain-based work-family conflict. Strain-based and behavior-based work-family conflict negatively influence social functioning and increase depression / strain. The mediation results show that strain-based WFC was the only WFC dimension that significantly mediated the relationship between job insecurity and mental health. The study findings and its contribution to current research in the JD-R model and COR theory are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper examines the effects of individual and household characteristics on time allocation decisions for both women and men, and how these effects have evolved in Urban Guatemala using data from the National Survey of Living Conditions (2000 and 2014). We built a multivariate Tobit to model the decision of individuals to allocate time, distinguishing between three different types of time uses: housework, childcare and paid work. The results suggest that time allocation is strongly determined by gender. For both periods, on average, women devote more time to housework and childcare than men, while men spent more hours in paid work than their counterparts. However, men that report themselves as spouses tend to allocate significantly more hours to housework and childcare in 2014. Moreover, women's time allocation is more responsive to individuals and household characteristics than men in both periods. Finally, we find that educational attainment plays a central role in shaping how individuals allocate their time between market and non-market activities, especially for women. For instance, while housework time is negatively associated with education level, time devoted to childcare increases with instruction. [ABSTRACT FROM AUTHOR]

In 2019, a Belgian women's organisation experimented with a 30-hour work week for all of their full-time employees. This work time reduction was an excellent opportunity to study these female employees' wishes, expectations and experienced reality concerning their extra non-work time. Their wishes and expectations – as well as how these relate to their perceived reality – was studied through longitudinal questionnaires, in-depth interviews and focus groups. The women wished for more time for themselves and their intimate relationships. However, their wishes reflected an ideal situation. Their expectations reflected their wishes but were slightly more realistic. The perceived reality did not fulfil all of their wishes. The 'me-time' that they wished for prior to the experiment did not always emerge to be the 'me-time' that they had. Some women appropriated a less conventional form of 'me-time', such as housework, which helped them to ease their mind and relax. Others felt unable to fulfil their wishes through (social) context factors such as the embeddedness of time structures, time schedules and the rhythms of family and friends. This paper reflects on the gendered norms and values and inequalities in time use that can help to explain the discrepancies between preferences and experienced reality. [ABSTRACT FROM AUTHOR]

This paper proposes a novel theoretical model for the community-based enterprise, which could assist in achieving UN sustainable development goals within craft communities in developing nations. This model focuses on building enterprise skills in vulnerable communities, sustaining traditional crafts and strengthening community capacity for self-determination. This article distills qualitative data from case studies, participatory action research workshops and field observations within traditional handloom craft communities in Sri Lanka. It explores the prevailing status of community-based entrepreneurship practices and argues that under current practices, entrepreneurial culture is not deeply embedded in community life, leading young people to move away from the traditional way of life and damaging the cohesion of traditional communities. This study establishes the need to sustain levels of social capital, support family networks, and encourage innovation to develop enterprise in craft communities. We recommend various strategies for overcoming structural and socio-cultural barriers to enterprise and to establish community-based sustainable development. [ABSTRACT FROM AUTHOR]

The closure of schools and preschools due to the Covid-19 pandemic constrained millions of workers with children to modify their care arrangements. In Italy and France, governments adopted different measures to support parents in handling the additional care workload, including promoting access to telework. However, we argue that equating access to telework to a childcare policy, especially during the pandemic, had significant consequences in terms of gender and class inequalities. Based on multi-sited fieldwork in Italy and France, the article analyses the impact that telework as a social policy had on gender and class inequalities, stressing common trends and pointing out that caring for children while teleworking reinforces economic and gender inequalities. Moreover, the paper identifies strategies implemented by parents to cope with the challenge of child-caring while teleworking, highlighting that promoting such a policy can have unequal consequences depending on parents’ social and economic capital. [ABSTRACT FROM AUTHOR]

Previous studies have shown that societal norms around gender roles can shape gender-based outcomes of working from home. This paper extends these findings to see how individuals' gender role attitudes can moderate the relationship between working from home and work–family conflict, but again with varying outcomes for men and women. We use data from around 3150 employees who participated in wave 10 (2017–2018) of the German Family Panel Survey (pairfam). Results suggest that compared to employees with fixed work locations, those who work from home report higher levels of family-to-work conflict, but not higher work-to-family conflict. Positive associations between working from home and both types of work – family conflict are found only for women, not for men. Specifically, the positive association between working from home and family-to-work conflict is mainly present among women with traditional gender role attitudes, while the positive association between working from home and work-to-family conflict is mainly present among women with egalitarian gender role attitudes. No such variation, however, was found for men. This study highlights the importance of taking gender and gender role attitudes into account when examining the consequences of working from home. [ABSTRACT FROM AUTHOR]

This paper reflexively considers the muted narratives of a desire for pregnancy and parenthood in teenaged women's accounts of their journey to motherhood after deciding on abortion with their first, unexpected, pregnancy. By contrast their accounts were replete with good citizenship narratives that attested to pregnancy avoidance. Through the use of the Listening Guide, a feminist, layered, reflexive approach to data analysis, these accounts are considered in the wider social and cultural 'narratives' in the interview data, and the interviewee/interviewer relationship. It is suggested that the young women draw on dominant cultural tropes of the good teenager and mother, shaped by the desire to present themselves to the interviewer as acceptable citizens. It is debated whether the young women choose relative silence regarding their growing desire for pregnancy to avoid judgment in a society that problematises young motherhood, or are silenced by the same dominant discourse. Discussion considers what such a muted narrative might represent in a political and socio-cultural context. With narrow definitions of what is acceptable in the teenage years, and for motherhood, the young women's desire to present as acceptable may eclipse valuable contextual considerations that are important to practitioners and policy makers in providing effective support. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Family supportive supervisor behaviours (FSSB) has received growing attention as an effective set of behaviours to facilitate the integration of work and family responsibilities. However, the FSSB construct remains limited in its sensitivity to context and our understanding of FSSB remains embedded in experiences from high-income global North countries and in white collar and private organisational settings. This paper presents a context-sensitive interpretation of FSSB for breastfeeding at work among public school teachers in South Africa–a middle-income global South country. Thematic analysis of in-depth interview data from teachers who are mothers, and principals as supervisors, underscored intersecting layers of contextual complexities that advance understanding of FSSB for supporting breastfeeding at work. Patriarchal culture and pervasive gender-based violence in South Africa compromises mothers' access to FSSB, while historical socio-spatial inequalities endemic in the public education sector limits the viability of all dimensions of FSSB to improve breastfeeding at work. The study findings have implications for the application of FSSB in diverse geographical, socio-cultural, and economic contexts. [ABSTRACT FROM AUTHOR]

There exists comprehensive literature on women's empowerment; however, studies on the measurement of empowerment in the agricultural context are scarce, particularly in Azad Jammu and Kashmir (AJK) Pakistan. In this paper, we used the Women's Empowerment in Agriculture Index (WEAI), which includes five domains, i.e. resources, production, income, leadership, and time, to measure women's empowerment in the agriculture sector. A survey of 600 rural women and 18 focus group discussions (FGDs) were conducted by using multi-stage sampling. The results show that about 72% of the women are disempowered, and attribute to low socio-economic conditions, i.e. they have limited access to resources and little leadership skills as rural women in AJK are not free to speak in public. The results further reveal that women are also disempowered in some other indicators, such as autonomy in production, income, and leisure time. So, based on the current findings, it is proposed that government should strengthen these areas through effective policies to improve the status of women. [ABSTRACT FROM AUTHOR]

Most of the research evaluating the import of paternal migration for children's outcomes has taken 'left-behind children' as a single group. Taking a life course perspective, this paper distinguishes fathers' short-term and long-term migrations, as well as return migration, as they affect children's productive activities. Using the Mexican Family Life Survey (2002–2009), we followed school-aged children from two-parent households in 2002 and observed their activities as they transitioned into adulthood from 2005 through 2009. We found that fathers' short-term migration is negatively associated with children's labor force participation, especially for 12 – to 18-year-old boys, suggesting that paternal migration may interrupt adolescent boys' labor market transition in the short-term. Fathers' long-term migration and return migration does not significantly alter children's activities. However, the negative role of fathers' long-term absence and benefits brought by the paternal migration trip are important mechanisms for educational persistence and the labor force entrance of 12 – to 18-year-old girls, highlighting the conditions under which certain mechanisms may work. This suggests that migration is a family process, with the outcomes lying in the interplay of the stages of migration, children's life stages, and how gender is treated within cultural and familial contexts. [ABSTRACT FROM AUTHOR]

Following the passage of the Minneapolis Sick and Safe Leave city ordinance, a community-based participatory research (CBPR) project was launched to examine the perceived accessibility and usage of paid sick leave by African American employed caregivers as a work-based family support tool. This paper presents qualitative findings from the Paid Sick Leave and African American Families study, in which four focus groups (n = 32) were conducted. Participants were employed African American caregivers from the Minneapolis metropolitan area. Participants discussed how the intersections of their work and family environments and how their families created family-level meaning making around employment, income, and family caregiving. Themes that arose from the focus groups were: (1) an importance of defining family for themselves expressed through kin affinity and family ascribed membership, (2) an expressed desire for their family to be together, (3) family prioritization over work conditions they felt was inconsiderate of their personal or family sense of worth and (4) family legacy expressed as the culmination of families' prioritization, togetherness, and defined membership and is the intergenerational transmission of the family's, identity. Implications for future research and policy are presented. [ABSTRACT FROM AUTHOR]

The number of leave-taking fathers in South Korea has quintupled in the last five years, but those taking leave are still a minority of the total eligible fathers. These minority fathers, however, take some of the longest leave in the world. Driven by such notable trends, this paper inquires how norms about childcare and working hours shape Korean fathers' decision to take leave as well as work-family balance after leave. I find that fathers are often pushed to take leave as a last resort in light of poor work-family balance and absence of more desirable alternatives to care for a young child. While these conditions continue to constrain parents after the end of the fathers' leave, fathers respond in divergent ways: making continued effort to balance employment and family life, reverting to work-centric lifestyles with grandparental support, or going through career changes to address continued childcare needs. My findings highlight that incentives targeting fathers to take leave need to go hand in hand with more fundamental reforms to working hours and reliable ECEC to sustainably support gender equality and work-family balance of dual-earner parents. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

To better understand the gap between women's childbearing aspirations and actual levels of childbearing, this paper investigates the importance of employment, relationship and motherhood transitions for predicting women's desired number of children. Women born in 1973–78 participating in the Australian Longitudinal Study on Women's Health were asked, at three-time points over six years, how many children they would like to have by the age of 35 years. Women who delayed childbearing, did not marry or enter a cohabiting relationship aspired to fewer children, whilst those who married aspired to more children. Notably, the two-way interactions demonstrated that for women without children, and for women who had had their first child between waves, shifting from secure work to being out of the labour force was associated with desiring fewer children. This finding supports the argument that policies which promote women's attachment to the workforce enable women to more effectively pursue their aspirations for both motherhood and careers. The findings make a new contribution to the field by indicating that life transitions are more important predictors of desired number of children than background and demographic factors that have long been associated with, and used as explanations for, women's childbearing. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Despite a plurality of paternal forms available to men, certain enactments of fathering remain immobile. In South Africa the 'father as provider' discourse, which establishes the legitimate father as one who provides financially for his family, continues to be regarded as the primary mark of a good father. Using photo-elicitation interviews to interrogate the persistence of this discourse, this paper examines how adolescents from two low-resourced South African communities construct fathering. Using a critical intersectional discursive framework, the analysis focuses on how gender, race, class and culture are implicated in the reproduction of the 'father as provider' discourse. Participants' constructions suggest that the father's duty to provide is intensified within marginalised contexts. Central to participants' reproductions of the 'father as provider' discourse was a neoliberal conception of 'freedom of choice'. The paper concludes that South Africa's post-apartheid reliance on discourses around liberal democracy has cast the low-income father's ability to fulfil the provider role as a conscious choice. While the father is made responsible for his failure to provide, broader structural oppressions are in turn rendered largely invisible by such discourse. [ABSTRACT FROM AUTHOR]

This paper presents the findings of the 2015-2016 research project 'Fathers and Employers in Action' conducted to find out how employment situations influence fathering in Slovenia. We examine fathers' reconciliation of paid work and childcare responsibilities, the impact of various factors on fathers' practices, as well as managers' views of work-life balance in their companies and their personal experience. The empirical material was obtained through an on-line survey of 383 employed fathers and interviews with 11 managers, all with a child under 18. Apart from descriptive analysis, we conducted a multivariate analysis with time used for childcare as a dependent variable. Slovenian fathers reported that their employers offered very few measures aimed at facilitating reconciliation of work and family and did not understand their need and wish to participate in childcare. Fathers in managerial positions tend to combine uninterrupted careers with 'weekend fatherhood'. The analysis showed the interaction of factors affecting fathers' work-life balance. It also pointed to a need for employers to more strongly enhance their male employees' work-life balance, both by supporting the use of available statutory provisions, such as paternity and parental leaves, and by implementing measures at the organizational level. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper explores issues about the concepts of social capital and multiculturalism, and how their use impact on the lives of South Asian women. The aim of the paper is to contribute to current research on ethnicity and social capital by providing insights into the lived experiences of South Asian women in minority ethnic communities. It raises questions about power and structural inequalities based on gender and race, and points out how the two concepts are fraught with difficulties. It is suggested that multiculturalism simultaneously encourages and erodes relations of trust, obligations and reciprocity that feature prominently in definitions of social capital. Social capital and multiculturalism can therefore be thought of as existing in a relationship of tension. The paper begins by asking whether social capital is enabling or disabling and outlines the ways in which it has been conceptualized and its applicability to ‘the community’ and women in general. It directs us to the gender-blind analysis of social capital which has been contested by feminist scholars who point to the inherent paradox it generates. It is argued that multiculturalism operates at different levels, and in the context of minority ethnic communities multiculturalism can result in compounding structural inequalities and the oppression of women. On a more optimistic note the paper suggests that women, even under the most oppressive conditions, are able to create networks and organizations to challenge unacceptable cultural practices. Cet article examine les enjeux relatifs au capital social et au multiculturalisme et la manière dont leur utilisation influence la vie des femmes originaires du sous-continent Indien. Le but est d'apporter une contribution aux recherches actuelles sur l'ethnicité et le capital social en donnant des aperçus des expériences vécues par les femmes du sous-continent Indien des groupes ethniques minoritaires. La question du pouvoir et des inégalités structurelles fondées sur les concepts de race et de genre seront examinées; on démontrera que ces deux concepts sont remplis de difficultés. Nous suggérons que le multiculturalisme encourage et mine à la fois les relations de confiance, les obligations et la réciprocité éléments majeurs dans la définition du capital social sont à la fois encouragées et minées par le multiculturalisme. On peut donc penser qu'il y a une relation de tension entre le capital social et le multiculturalisme. D'emblée, nous posons la question de savoir si le capital social est positif ou négatif; et précise les modalités de sa conception, utilisation et de son applicabilité à la communauté et aux femmes en général. Ceci nous amène à analyser le concept du capital social sans différenciation sexuelle, concept contesté par les féministes pour qui il comporte un paradoxe inhérent. Nous soutenons que le multiculturalisme opère à plusieurs niveaux et, dans le contexte des communautés ethniques minoritaires, il peut mener à une accumulation des inégalités structurelles et à l'oppression des femmes. Sur un ton plus optimiste, l'article suggère que les femmes — mêmes sous des conditions des plus opprimantes — sont capables de créer des réseaux et des organisations pour contrer les pratiques culturelles inacceptables. capital social, multiculturalisme, femmes, communantés, ethniqnes minoritaires, oppression, agence politique [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

According to the conservation of resources theory and social exchange theory, this paper explores how job incumbents’ work-to-family conflict and enrichment influence their spouses’ satisfaction with their work-family balance, which in turn impacts their spouses’ intentions to provide social support for the job incumbents’ work issues. We employed a mixed-method design. Study 1 involved a field study of a paired sample of 171 job incumbents and their spouses. Study 2 involved a scenario-based experiment (N = 274). The results showed that the relationship between job incumbents’ WFC and their spouses’ intentions to provide social support was mediated by the spouses’ satisfaction with the focal job incumbents’ WFB. We also found that job incumbents’ WFC interacts with WFE to influence their spouses’ intentions to provide social support via their spouses’ satisfaction with their WFB. This study offers new insights into the relationship between work-family experiences and social support. [ABSTRACT FROM AUTHOR]

Although employees increasingly need support to reconcile work and family, many lack a thorough knowledge of work-life practices such as flexible work arrangements, leaves, and dependent care programs, or they hesitate to use them. Building on social network and social contagion research, this paper argues that employees assess work-life practices not in isolation but through relational processes of social priming, social influence, and social comparison. I delineate six dimensions along which employees assess work-life practices–visibility, relevance, employer's motivations, instrumentality, fairness, and relative generosity–and analyze social contagion processes in networks of strong and weak ties, expressive and instrumental ties, within and outside the organization. I then examine how the national context may intervene in these processes by making the information that flows across ties more or less gender normative and by setting employees’ expectations for employer work-life support. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

There has been a substantial growth in academic interest in how the wellbeing of people is affected by community, work and family and their intersections. The special issue opens with an examination of how "front-line" workers exposed to a range of intense work demands navigate their daily work and non-work lives. Working longer hours increased work-family guilt among couples with more egalitarian beliefs but working longer was not related to work-family guilt in parents with more traditional gender role beliefs. [Extracted from the article]

An introduction to the journal is presented in which the editor discusses the articles on the relationships between work-family conflict by Shahrnaz Mortazavi and colleagues, on the impact of work on marriage in Great Britain, Hong Kong, and China by Sowan Wong and Robin Goodwin, and on organizational work life practices in France, the Great Britain and the U.S. by Ariane Ollier-Malaterre.

The world is still reeling from the effects of the COVID-19 pandemic. Many lost their jobs. It was during this pandemic that people payed more attention to freelancing. However, even before the pandemic, this phenomenon was already gaining ground in the Philippines. The purpose of this paper is to explore Filipino professionals' lived experiences as they transition from the corporate world into a work from home job as online freelancers. This study used a qualitative research design using the phenomenological approach. Eleven participants willingly responded to the key informant interviews (KII). They were professionals who left their previous corporate job to work from home as online freelancers. Results revealed that the challenges they encountered were distractions at home and lack of recognition. The identified themes for the advantages were freedom, more time with the family, and flexibility. Based on the study's findings, it appeared that the benefits of freelance work outweigh the challenges. Freelancing creates alternative employment opportunities for Filipinos, both professionals or not. The implication of the study points to the need for education or information dissemination so that those who need jobs or want to transition from the corporate world can venture into freelancing, especially during a pandemic. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The relationships that hold community, work, and family together are globally diverse. This complexity is not always acknowledged, and the importance of local context and understandings are often missed. For the field to advance, new perspectives must be welcomed as they will shift boundary conditions of what is positioned as privileged. This will open space not only to add empirical richness but invites theoretical innovation. This paper draws on emerging theory from the global South. Southern theory holds the promise of new ways of understanding community, work, and family, not just as an add-on where Southern examples are provided. Taking account of global knowledge inequalities that have occasionally marginalised perspectives from the periphery, we can now develop new research agendas, new concepts and lexicons, and reframe research questions. These may disrupt what is currently assumed to be the status quo and provide scope for fresh questions and new answers. Putting Southern theory into practice in my own research on supporting breastfeeding at work among low-income mothers in South Africa, helped to emphasise the salience of context. I suggest an agenda for community, work, and family research that gives emphasis to the importance of location and the inequalities in knowledge production. [ABSTRACT FROM AUTHOR]

Despite a persistent notion that women exit academia due to family responsibilities, research on exits is scarce. Based on 32 interviews, the paper explores how male and female PhDs recount the choice of leaving versus remaining in academia in terms of aspirations, opportunities and constraints. The main question is whether the exit/remain decision reflects gendered work-family strategies in a modern dual-earner society like Sweden. The narratives form a fourfold typology of strategic and accidental stayers, as well as strategic and accidental leavers. The analysis points to assymmetric opportunities connected to both gender roles and internal/external employment prospects. Family concerns formed a prominent reason for exit but problems of job insecurity and care involvement were highlighted by both men and women. Female but not male stayers could forsee obstacles and applied a range of strategies to minimize the impact of family on their careers. All in all, findings did not conform to prevailing notions of female exits but suggest that the academic career system present women and families with complex dilemmas even in a country with supportive policies. In future, exit processes should be furthered studied in other institutional contexts. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)