Understanding why women and men reducing their work schedule or quitting their job

The role of work/family conflict and work/family guilt

Datos Bibliográficos

ID22420007
AutoresLaura Villanueva-Moya (0000-0002-4705-7827, Universidad de Sevilla, autor de correspondencia), María Ortiz-Alba (0009-0006-6369-6350, University of Córdoba, autor de correspondencia), Olga Gómez-Ortiz (0000-0002-3925-2104, University of Córdoba)
Año2026
Volumen45
Número14
Fecha de publicación2026-07-01
Peer ReviewedSí
Open AccessSí
TipoARTICLE
RevistaCurrent Psychology (JOURNAL)
Identificadores de la revistaISSN: 1046-1310 • E-ISSN: 1936-4733
EditorialSpringer Science and Business Media LLC (PUBLISHER)
DOI10.1007/s12144-026-09662-w
OpenAlexW7168991915
IdiomaEN
Referencias citadas65

A significant gender gap persists in the labor market: women constitute most part-time workers and are more likely to reduce their work schedules or leave employment, primarily due to family caregiving responsibilities. This study examined how work/family conflict and associated guilt influence thoughts about reducing work hours or quitting among working parents, with particular attention to gender differences in these processes. The sample comprised 557 Spanish mothers and fathers employed full-time with children aged 0–5 years. Findings revealed that both parents who experienced work-family conflict—when work demands interfered with family life—felt work-family guilt, which subsequently was associated with thoughts about reducing work hours or leaving their jobs. However, this pathway was significantly stronger for mothers than for fathers. A critical gender asymmetry emerged regarding family-work conflict: fathers (but not mothers) who experienced family interference with work performance felt family-work guilt, which was linked to thoughts about reducing their schedule, though not quitting. Descriptively, mothers reported higher levels of family-work conflict, family-work guilt, intentions to reduce hours, and thoughts of quitting compared to fathers. These results are discussed in light of gendered role expectations and the persistent gap between intentions and actual behavior. For mothers, work-family guilt may help explain career sacrifices. Fathers experience dual pressures—involved fatherhood alongside traditional provider expectations—but their withdrawal intentions rarely materialize into action. Consequently, mothers bear the career costs, perpetuating gender inequalities in domestic labor and career progression, with implications for organizational policies.

Family conflict · Gender inequality · Gender role · Work hours · Work schedule · Work–family conflict · Emotional Labor in Professions · Gender Diversity and Inequality · Work-Family Balance Challenges