Suchergebnisse

This study examined the gender differences in how self-esteem and sense of competence moderate the relationships between four specific work variables and job satisfaction among members of dual-career families. Based on the gender differences found among a sample of 85 couples in dual-career families, it is conjectured that women with high self-esteem and sense of competence might be experiencing tensions because of an excessive role overload and hence experience lower levels of job satisfaction. Suggestions are made for organizations and family members to enhance the quality of life of both working partners.

Indonesia has experienced incidents of domestic violence involving partners working in professional fields. The domestic violence has become a critical problem in both developed and developing countries. The number of cases of violence against women (VAW) has been increasing every year. Data from Indonesian National Commission on Violence Against Women year 2020 show that there are 431,471 cases. Earlier studies indicated that high academic and professional status achieved by women can reduce VAW. However, cases of domestic violence reveal that such initiatives are not enough and do not exclude academically and professionally empowered women from being victims of domestic violence. The studies indicate that power relations between husband and wife play a crucial role in determining the incidence of domestic violence in a family. This study aims to reveal power relations in dual-career families experiencing domestic violence in Indonesia. The study deploys the qualitative research method and applies the Connell theory on gender and power. This research was conducted in Surabaya, East Java, Indonesia, and it involved 44 key informants and 34 supporting informants from the general public. The results reveal three categories of power relations between husbands and wives, who faced domestic violence in dual-career families: male-dominated families, female-dominated families and alternating families (i.e., families where the dominant roles of men as husbands and women as wives can change). This study concludes that the ownership of intellectual and economic resources in themselves does not contain the power relations between husband and wife play a critical role in determining the incidence of domestic violence. cases of domestic violence. Based on power relations between husband and wife, alternating family, driven by women's resistance, is capable of changing the structure of the family. In alternating families, the power of husband and wife are alternated. There are reversed roles between them. Furthermore, it tends to build a new structure where there is no hierarchical family position between women and men. In addition, the structural change will create an equal and ideal family.

Heute leben schon 10 Prozent aller Akademiker-Paare in einer Situation, in der beide, also Frau wie Mann, eine Karriere verfolgen - und doch nicht auf Kinder verzichten wollen. Wie ist das aber nun in einer Gesellschaft zu realisieren, in der viele Paare noch in traditionellen Beziehungsformen leben und vor allem immer noch zu wenig Möglichkeiten der Betreuung von Kindern und Jugendlichen vorhanden sind? Dieses Buch möchte Anregungen geben, wie solche Paare durch Coaching zu unterstützen sind. Dabei handelt es sich um Life-Coaching, bei dem der ganze Mensch mit seinem Beruf und mit seiner Familie zur Sprache kommt. Der Coach erhält in dem Buch Hinweise, welche Besonderheiten Familien und besonders Doppelkarriere-Familien heute aufweisen. Und er kann erfahren, wie Doppelkarriere-Familien gelingen können. Der Inhalt: Coaching - seine aktuellen Varianten, Anforderungen an den Coach und die Methodik / Familien gestern, heute und in Zukunft / Dual Career Couples (DCCs) als modernisiertes Lebensmodell / Empfehlungen für das Life-Coaching von DCCs. Die Zielgruppen: PsychologInnen,Coaches,SupervisorInnen,UnternehmensberaterInnen und alle Menschen, die Familie und Beruf vereinbaren wollen.

The presented empirical data analysis aims to shed light on the persistence of gender inequalities in sharing parenting responsibilities and addresses possible improvements for realising gender equality. In recent decades, family policies in the European Union have targeted the increase of men's shares in parental leave (= paternal leave) as well as women's participation in the labour market. Following the results of the Lisbon Treaty in 2000, many EU member states including Austria introduced non-transferable fathers' quotas in their regulations on parental leave. Subsequently, the share of men on parental leave increased. Nevertheless, both in number and duration, men's childcare allowance claims have remained lower than women's claims. This paper investigates shared parental leave practices based on 36 interviews with fathers on paternal leave, and 14 follow-up interviews with parents after paternal leave. The qualitative data reveal the challenges that arise when both parents are faced with reconciling work and family during and after parental leave. Although the data showed that progress has been made in reducing gender inequality, the interviews make clear that employers' attitudes perpetuate traditional gendered expectations of parental leave claims and still focus on images of a male breadwinner. Also, the distribution of gainful and family work reveals gender inequalities. The paper therefore discusses challenges that arise in the realisation of current gender and family policies in order to provide a basis for making changes that further enhance the opportunities for dual-career couples within the organisation of parental leave laws.

Abstract. Concurrently with the rising trend in the number of dual career families, the problem of role strain in such families has arisen. In a recent series of scholarly studies (herewith subjected to critical analysis), time management, division of household labor, child care, and perceived guilt have been identified as likely determinants of wife/mother role strain for career women. Prior to 1980, most of the role strain studies have been of the exploratory, case study type. This does not permit generalizing, so a theory of role strain in such situations is still lacking. But those studies have provided useful hypotheses and insight into the limitations of available typology, thus setting the stage for quantitative studies and for the empirical research needed for a detailed understanding of the problems such strain creates and of the solution options available.

Section 1. Go team! define your values and create a shared vision: How dual-career couples make it work - curiosity, communication, and initiation / by Jennifer Petriglieri -- Understanding and communicating your core values as a working parent - define career success for yourselves-and your partnership / by Stewart D. Friedman and Alyssa F. Westring -- Dual-career couples and identity - men's work lives are shaped by their family circumstances, too / by Erin Reid -- Section 2. Tick tock - make schedules, goals, and tradeoffs: Finding balance as a dual-career couple - optimize your time and energy-together / by Amy Jen Su -- Setting goals as a family - a different type of family planning / by Jackie Coleman and John Coleman -- Navigating tradeoffs in a dual-career family - cast aside societal expectations and negotiate what works for you / by Monique Valcour -- Can you actually afford to change your career? - determine the financial implication of a move / by Russell Clayton -- Section 3.Away we go! Live elsewhere for your job: How to decide whether to relocate for a job - assess the impact on your family / by Rebecca Knight -- Making your expat assignment easier on your family - set yourselves up for success / by Katia Vlachos -- Living apart for work - how commuter couples stay in touch, manage conflict, and reunite after time apart / an interview with Danielle Lindemann by Ania Wieckowski -- Section 4. There is an "i" in team - take care of yourself: Make time for "me time" - a five-step plan to help you let go / by Elizabeth Grace Saunders -- How to communicate your self-care needs to your partner - practical suggestions for a productive conversation / by Jackie Coleman -- How working parents can prioritize sleep - it's not easy, but it affects how we relate to our partners and our children / by Amie M. Gordon and Christopher M. Barnes -- Section 5. In sickness and in health - take care of each other: How to not fight with your spouse when you get home from work - sometimes the most challenging part of your day is the first 15 minutes after you get home / by Ed Batista -- How to help your partner cope with work stress - lighten the load of bad bosses, looming layoffs, and crazy-making clients / by Rebecca Knight -- How to support your partner during a career setback - scripts and tips to get you through it-together / by Deborah Grayson Riegel -- Epilogue: The greatest adventure.

The number of long-term international assignments as the most widespread approach of how global staffing is organized is increasing, although it becomes more difficult to attract suitable candidates due to their growing reluctance to relocate. Women in dual-career families (DCFs) as international expatriates are under-represented in the pool of international managers. They still remain responsible for the majority of home, family, and child-rearing duties, despite the pursuit of a career. As a result, during expatriation stressors in both work and family domains increase in numbers and intensity for women. As a result, the aim of the diploma thesis is to develop an understanding of DCFs issues in the international relocation context from the female expatriates point of view and to find out how female expatriates, being a part of dual-career families, arrange and coordinate career and family life during expatriation. The empirical research based on semi-standardized guided interviews shows that women try to remain a loving wife and a reliable childcare provider and to continue a career during expatriation. To achieve this goal, they rely considerably on emotional, instrumental, and informational support. The most valuable sources of support are husbands and children, social network and government in a host country, and organizations. ; submitted by Maria Peters ; Universität Linz, Diplomarbeit, 2021 ; (VLID)6110735

This book explores the gender issues associated with international migration in dual career households. Adopting a feminist approach, the author links research in economics, sociology, management and business and human geography to explore post-industrial managerial and professional careers. Particular emphasis is placed on the way in which social mobility and spatial mobility are entwined. The author explores the location and mobility decisions of dual career households, examining their personal and household biographies as well as published statistics. Of essential interest to scholars of human geography, sociology and gender studies, this book will also interest those working in organizational, migration and urban studies.