Suchergebnisse

Objective: This study investigates whether sorting into occupations and work organizations contributes to gender differences in parents' likelihood to reduce their working hours. Background: While mothers reduce their work hours to reconcile their work and personal lives, fathers increasingly wish to reduce their hours but face obstacles to doing so. Mismatches between parents' desired and actual work hours prompt the question of whether fathers' realization of working-time reductions is constrained due to their sorting into more time-intensive occupations and/or work organizations. Method: Cross-classified multilevel models were applied to German linked employer-employee data analyzing gender differences in parents' likelihood of reducing work hours. Including sorting indicators, the question of whether differences in full-time employed mothers' and fathers' working-time reductions were driven by sorting into different work contexts (occupations/work organizations) was explored. Results: The results confirmed that full-time employed mothers are more likely to reduce their work hours than full-time employed fathers. While occupations play almost no role in determining working-time adjustments, work context does at least partly contribute to parents' variation in working-time reductions. However, neither gendered sorting into occupations nor gendered sorting into work organizations explained gender differences in parents' likelihood of scaling back their work hours. Conclusion: It is concluded that gender differences in German parents' reduction of working hours rather respond to traditional gender norms than being influenced by the different occupations or work organizations mothers and fathers sort themselves into.

Objective: This study investigates whether the normalization of the use of the family-friendly workplace policy flexiplace in the organization affects men's adjustments in working hours following their transition to fatherhood. Background: Men's stable full-time employment after childbirth remains to be a barrier to the equal distribution of care and paid work. Recent research suggests that state family policies promoting dual-earner/dual-carer family models can involve new norm setting of active fatherhood, albeit so far with only modest consequences for fathers' working hours. Unclear is, however, whether family-friendly workplace policies, such as flexiplace, and involved organizational policy feedback are of complementary importance. Method: We estimated fixed-effects regression analyses on men's adjustments in actual and contracted hours after a transition to fatherhood. Analyses are based on linked employer-employee panel data (2012/13; 2014/15; 2018/19) from large German work organizations, considering a random sample of 1,687 men in 131 work organizations. Results: Findings revealed that the normalization of using flexiplace in the work organization was associated with a reduction in men's overall working hours as well as marginal adjustments in their contracted hours after transitioning to fatherhood. Conclusion: Although a normalization of flexiplace is more likely in demanding workplace contexts, men experience at least some leeway in adjusting extensive temporal investments to cater to private demands. - Appendix: https://ubp.uni-bamberg.de/jfr/index.php/jfr/article/view/946/748

Es hat in den letzten Jahren vielfältige politische Bemühungen gegeben, die Gleichheit der Geschlechter am deutschen Arbeitsmarkt zu fördern. Dennoch bleiben Unterschiede zwischen den Löhnen und beruflichen Positionen von Frauen und Männern nach wie vor bestehen. Wie lässt sich diese Beharrungstendenz von Ungleichheiten erklären? In unserer Studie zu weiblichem Claims-Making haben wir untersucht, in welchem Arbeitsplatzklima es wahrscheinlicher wird, dass Frauen und Männer gleichermaßen die Initiative ergreifen, um Karrierefortschritte mit ihrem Vorgesetzten zu besprechen.

Objective: To review the empirical literature on family antecedents and consequences of work-family conflict. Background: Over the last decades, family living and working life have changed profoundly, affecting families' needs and expectations towards reconciliation, as well as perceptions of work-family conflict. Previous reviews of the relevant literature in this flourishing field of research have predominantly focused on the work side of sources and consequences of these conflicts. However, a review of the family side of work-family conflict is still missing. Method: The review of the existing literature followed the guidelines of "PRISMA - Preferred Reporting Items for Systematic Reviews and Meta-Analyses." 100 quantitative empirical studies were identified by relevant keywords, including research between 1988-2021. Results: The review of international and interdisciplinary empirical evidence remarkably shows the heterogeneity in research on family antecedents and consequences of work-family conflict in the directions of family-to-work and work-to-family. In addition, the findings of existing studies are inconsistent, if not ambivalent. However, the review also demonstrates a growing body of literature that considers or even focuses on the family side of work-family conflict. Conclusion: The family plays an essential role in reconciling the private and the working life, as it is a source of conflict and a resource for dealing with conflicts at the same time.

Im Rahmen dieses Beitrages gehen wir der Frage nach, inwiefern Crowdsourcing von Betrieben, bei denen ein Teil der Arbeitstätigkeiten einer Wertschöpfungskette über digitale Plattformen ausgelagert wird, Änderungen im Ungleichheitsgefüge des Beschäftigungssystems mit sich bringt. Bei Crowdsourcing scheint die Vermittlung und Gestaltung durch Plattformen eine betriebliche Strukturierung der Arbeitsbedingungen von Crowdworkern und Crowdworkerinnen zu ersetzen. Dies ist jedoch nur teilweise der Fall. Auf Basis der Theorie relationaler Ungleichheiten in Arbeitsorganisationen hebt dieser Beitrag hervor, dass die Gestaltung von Crowdsourcing und Crowdworking Teil betrieblicher Aushandlungsprozesse ist, welche, in Abhängigkeit von betrieblichen Ungleichheitsregimen, unterschiedliche Konsequenzen für regulär Beschäftigte und Crowdworkende mit sich bringen. Dies betrifft zum einen, inwiefern Beschäftigte innerhalb von Betrieben durch Crowdsourcing substituiert und in ihren Gratifikationschancen bedroht werden oder Crowdwork als Unterstützung bestehender betrieblicher Abläufe erfahren. Zum anderen, inwiefern Crowdworkerinnen und Crowdworker durch Betriebe ausgebeutet werden oder Crowdwork eine weitere Alternative von Beschäftigung darstellt, die zu bestimmten Lebensphasen und -entwürfen passt.