Lianne Aarntzen
Biographic Data
| ID | 4192769 |
|---|---|
| NAME | Lianne Aarntzen |
| GIVEN NAMES | Lianne |
| FAMILY NAME | Aarntzen |
| SIGNATURE | AARNTZEN L |
| AFFILIATIONS | Utrecht University |
| ORCID | 0000-0003-3835-8123 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 12 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Prioritizing Work or Family? Investigating Women’s and Men’s Work-Family Decisions
Despite societal change, women and men still differ in the extent to which they prioritize work and family. Women more often reduce work hours or adjust careers to prioritize family needs, whereas men more often work overtime or decline family responsibilities to advance their careers. This study tested two possible explanations, that women and men differ in (1) how they perceive the costs and benefits of prioritizing work versus family; and (2) …
What hinders employees’ access to and use of family-friendly policies
The gender gap in the care economy is larger in highly developed countries
Despite the growing demand for care economy employees (e.g., nurses, teachers, and social workers), men remain underrepresented in these careers. While economically developed countries support more equal rights for women and men, their labor markets are highly gender segregated (Charles, 1992, 2003). We conducted a focused investigation of this paradoxical pattern in the care economy, testing whether gender gaps in care economy career interest ar…
Gender Gap in Parental Leave Intentions
Despite global commitments and efforts, a gender‐based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental‐leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental‐leave policies and…
How individual gender role beliefs, organizational gender norms, and national gender norms predict parents’ work-Family guilt in Europe
The guilt that mothers feel about the time and energy that they invest in work instead of their family is often proposed to be an important reason for why mothers ‘opt-out’ the career track. We sought to understand if mothers indeed experience more work-family guilt than fathers and how this relates to both their own gender role beliefs and organizational gender norms across nine European countries. Analyses draw on the European Social Workforce …
How individual gender role beliefs, organizational gender norms, and national gender norms predict parents’ work-Family guilt in Europe
The guilt that mothers feel about the time and energy that they invest in work instead of their family is often proposed to be an important reason for why mothers ‘opt-out’ the career track. We sought to understand if mothers indeed experience more work-family guilt than fathers and how this relates to both their own gender role beliefs and organizational gender norms across nine European countries. Analyses draw on the European Social Workforce …
Gender Gap in Parental Leave Intentions
Despite global commitments and efforts, a gender‐based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental‐leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental‐leave policies and…
How individual gender role beliefs, organizational gender norms, and national gender norms predict parents’ work-Family guilt in Europe
The guilt that mothers feel about the time and energy that they invest in work instead of their family is often proposed to be an important reason for why mothers ‘opt-out’ the career track. We sought to understand if mothers indeed experience more work-family guilt than fathers and how this relates to both their own gender role beliefs and organizational gender norms across nine European countries. Analyses draw on the European Social Workforce …
Gender Gap in Parental Leave Intentions
Despite global commitments and efforts, a gender‐based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental‐leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental‐leave policies and…
The gender gap in the care economy is larger in highly developed countries
Despite the growing demand for care economy employees (e.g., nurses, teachers, and social workers), men remain underrepresented in these careers. While economically developed countries support more equal rights for women and men, their labor markets are highly gender segregated (Charles, 1992, 2003). We conducted a focused investigation of this paradoxical pattern in the care economy, testing whether gender gaps in care economy career interest ar…
Prioritizing Work or Family? Investigating Women’s and Men’s Work-Family Decisions
Despite societal change, women and men still differ in the extent to which they prioritize work and family. Women more often reduce work hours or adjust careers to prioritize family needs, whereas men more often work overtime or decline family responsibilities to advance their careers. This study tested two possible explanations, that women and men differ in (1) how they perceive the costs and benefits of prioritizing work versus family; and (2) …
What hinders employees’ access to and use of family-friendly policies
Work-Family Balance Challenges (4 works) · Gender Diversity and Inequality (3 works) · Gender role (3 works) · Family Leave (2 works) · Gender equality (2 works) · Gender gap (2 works) · Psychology (2 works) · Sociocultural evolution (2 works) · Sociology (2 works) · Coaching Methods and Impact (1 work)