Suchergebnisse

During the past 20 years, the number of women and men who endorse egalitarian relationships has steadily increased. Yet, marital inequality continues to be the norm. Why the gap? In 41 structured interviews with respondents in dual-career marriages, domestic task sharing and decision making (the most salient criteria for social scientists) were the most frequently cited criteria for evaluating equality in marriages other than their own. However, in response to self-referential questions, relationship characteristics and attitudes (e.g., mutual respect, commitment, reciprocity, and supportiveness) were used more frequently than behavioral observations. Men and women were equally likely to endorse relationship equality as ideal. Women, however, rated equality as less important to men than men reported it to be, and men rated equality as more important to women than women reported it to be. The majority stated that equal relationships benefit both husbands and wives, but a significant minority emphasized the costs to men and benefits to women.

The recent "mommy track" debate raises questions about how employers ought best to accommodate women's (and men's) dual commitments to work and family. The "mommy track" approach suggests instituting different career paths for women who expect to have children and those who do not. A less discriminatory approach is to implement family-supportive policies applicable to both women and men. This article examines one such policy — employer-supported child care—and discusses its nature and its implications for improving labor force opportunities for women. Primary data come from two sources: a survey of 99 randomly selected employers in three Eastern states and in-depth interviews with 25 employers across the country, 20 that already support a child-care benefit and five that considered it but decided not to. The article concludes that although employers support child care out of their own organizational self-interest, the implication of their support for women's occupational advancement is not insignificant.

Replacement demand in a global economy / Richard B. Freeman -- An overview of U.S. workforce development policy / Burt S. Barnow and Demetra S. Nightingale -- Career-focused education and training for youth / Robert I. Lerman -- Higher education : policies generating the 21st century workforce / Sarah E. Turner -- Employment and training policies : new directions for less-skilled adults / Paul Osterman -- Overcoming employment barriers : strategies to help the "hard to employ" / Dan Bloom and David Butler -- Immigration policy and human capital / George J. Borjas -- Policies to promote labor force participation of older people -- Alicia H. Munnell -- Income supports for workers and their families : earnings supplements and health insurance / Gary Burtless -- Work family policies / Jane Waldfogel

AbstractThe Netflix documentary Harry and Meghan conveys the impression that they have been uniquely victimised. But the difficulties they have faced are shared by all the royal families of Europe. It is monarchy which is unique, in the extraordinary demands which it makes of close members of the royal family. They lack freedoms which ordinary citizens take for granted: privacy; free choice of career; freedom of speech; freedom to marry whom they like; freedom of religion; and freedom to travel. It is not surprising if individual royals wish to escape the gilded cage. But as Harry and Meghan have shown, opting out is easier said than done.

Career decisions are not randomly made; they are the result of personal experiences that drive our motivations and interests. Many of these occur when we are children, which is defined by the United Nations as any time before age 18. This article considers the importance of the social construction of children's lives and the importance of autobiographical memory in understanding our professional choices. It chronicles some of the journey and insights behind one scholar's drive to promote the issue of children's human rights and its relationship to clinical sociological policy and practice. The use of a clinical sociological approach could reduce harm and improve benefits to children, families, and society.

For attorneys who engage in matrimonial practice, work is often performed by a sole practitioner. While members of other professions have already demonstrated that interdisciplinary practice and teamwork are integral to efficiency, client satisfaction, and career success, matrimonial attorneys are just beginning to work in deliberately constructed interdisciplinary teams. In this article, we examine the definition of teamwork and highlight the characteristics of an effective team, drawing examples from the business, medical, and mental health fields. We then determine how successful teams are built and explore the application of such approaches within matrimonial practice, offering recommendations for research and effective use of teams to help families that are facing conflict and reorganization.

AbstractThis article examines households containing lodgers in the Carpathian Basin during the eighteenth century, using thestatus animarum, lists of inhabitants made by the Roman Catholic Church. The author argues that lodgers had special demographic and household characteristics. Evidence is provided to show that the majority of lodger households consisted of both families fragmented by family catastrophe and young couples at the beginning of their life-career. It is further argued that it would be worthwhile to extend the work on lodgers with comparative analyses, particularly because such work would shed light on this stratum of society, which is so often missing from micro-level demographic histories.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

This article focuses on the political, social and employment factors in Lithuania. Work and Family reconciliation policy has been promoted as a tool that different policy documents employ at any particular point in time. Social factors, like work and family reconciliation policies, in relation to gender equality were defined more in terms of level of labour market participation than anything else. In this article the differences and relationship between male and female at work and in the family and their impact on career among the employees based on employers' attitudes are described. These three factors are analysed in relation to opportunities of reconciliation of work and family obligations for young families with small children.

Abstract
Why do women often choose family over career? Can't they, like men, have both? At work, women are still under-represented in high-powered professions in most societies. At home, women tend to devote more time to their families than their spouses do. What explains these imbalances? Our model builds upon the fact that women's fertility, unlike men's, declines sharply past age 35. As a result, women may prefer marrying early in order to secure a match rather than investing in their careers while delaying and potentially missing out on marriage. Women's failure to coordinate towards delaying marriage may explain the imbalances within the family and in the labor market.

This article explores the opposing perceptions of Chinese family values, confronted by the grassroots officer couples of the People's Liberation Army (PLA). Individual freedom-centered family values, associated with reforms, emphasize the importance of private family life. Yet, the PLA continues to impose institutional control-centered family values, sustained by Confucian culture, on the grassroots officer couples to compel them to self-sacrifice for public life. The clash of family values has dysfunctionalized their families, eroded their morale, and undermined their career commitment. Without the properly refined family values, however, the grassroots officer couples will not meet PLA needs and expectations in the twenty-first century.

Objective: This study examines how the interplay of both partners' employment biographies is associated with the within-couple gender wealth gap in later life in Britain and Western Germany, including married couples born between the 1920s and 1960s. Background: Although it is well-known that women own less personal wealth than their male partners on average, variation in the gender wealth gap across partners' employment constellations and contexts remains unaddressed. Following the life course paradigm, this study theorizes how individual wealth accumulation, within-couple redistribution processes, and institutional arrangements shape the within-couple gender wealth gap in later life. Method: The analyses rely on retrospective employment and prospective survey data from Britain (UKHLS; Wave 8; 2016-2018) and Germany (SOEP, 2017). Sequence and cluster analyses detect patterns of dyadic employment biographies (ages 20-55) among different-sex couples in their first marriage and OLS regressions associate them with the within-couple gender wealth gap. Results: The within-couple gender wealth gap to the disadvantage of women existed in Britain and Western Germany, with considerably larger inequality in Germany. German male breadwinner couples, particularly those with longer periods of female homemaking and part-time employment, showed higher levels of wealth inequality. Whereas dyadic employment biographies were not clearly associated with the gender wealth gap in Britain, stable arrangements of female full-time employment reduced the gap in Germany. Conclusion: A similar division of labor throughout the life course can result in different levels of the within-couple gender wealth gap in later life across country contexts, particularly depending on the housing system.

Purpose
Going further on a broad understanding of nonwork besides family, this study aims to analyze differences between women and men considering work-nonwork conflict (WNWC) in the Brazilian context, investigating time spent in eight nonwork dimensions and the dimensions more affected.


Design/methodology/approach
The study was quantitative and descriptive. A survey was conducted, based on a validated WNWC scale. The sample consisted of 338 professionals working in Brazil. Data analysis was conducted through descriptive statistics and analysis of variance.


Findings
Compared to men, women declare higher levels of WNWC considering the eight nonwork dimensions, present greater differences in stress-based conflicts and in more collective dimensions and have marriage or no children associated with more WNWC.


Research limitations/implications
The study highlights the need to include more nonwork aspects into career and management studies to influence organizational practices and individual choices. The main limitation is the non-probabilistic sample (results not generalizable).


Practical implications
Know more about WNWC will help organizations to improve lives by creating practices and a cultural environment to preserve women's and men's nonwork times. It may also help people to choose places to work for, matching their nonwork needs.


Social implications
The study reinforces demands from new family arrangements, more couples in dual-career and an aging society: organizations must prepare to have workers that want or need to dedicate time to other interests besides family or children.


Originality/value
It goes further on a broad understanding of nonwork besides family to understand WNWC and how it may affect differently men and women.