Sarah Beth Estes
Biographic Data
| ID | 5944820 |
|---|---|
| NAME | Sarah Beth Estes |
| GIVEN NAMES | Sarah Beth |
| FAMILY NAME | Estes |
| SIGNATURE | ESTES S B |
| AFFILIATIONS | University of Arkansas at Little Rock |
| VERIFIED | No |
| TOTAL WORKS | 15 |
| TOTAL CITATIONS | 303 |
| AUTHOR COUNT | 15 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1996 |
| LATEST PUBLICATION YEAR | 2011 |
| H-INDEX | 8 |
How are Work–Family Policies Related to the Gendered Division of Domestic Labor
Work–family policies are commonly thought to aid parents in attending to their conflicting work and family responsibilities. Some scholars postulate that policies might detract from the gendered division of domestic labor, in which women take a greater responsibility for housework and childcare than men, while others expect that policies encourage women to maintain traditional family roles even while employed. A review of cross‐national research …
What We “Say” and What We “Think” About Female Managers: Explicit Versus Implicit Associations of Women With Success
In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexis…
Explaining the Gender Gap in Professors' Intentions to Leave
We examine gender differences in faculty members' intentions to leave their jobs and explanations for these differences. Using data from the National Survey of Postsecondary Faculty 1999 (NSOPF 99), we examine family, social control, and work explanations for intentions to leave. Findings show that gender is significantly related to intentions to leave, and women are more likely than men to intend to leave their jobs. Perceptions of ill-treatment…
Interethnic Differences (or Similarities?) in the Relative Individuation of Women and Men
Do Workplace Flexibility Policies Influence Time Spent in Domestic Labor
Using data from a U.S. midwestern sample of mothers and fathers, the authors examine whether using workplace flexibility policies alters time spent in housework and child care. They hypothesize that an individual's policy use will lead to more time in domestic labor and that his or her spouse's policy use will lead to less time in domestic labor. Several results support their hypotheses. Mothers who work part-time spend more time in housework and…
Do Racial and Ethnic Stereotypes Depend on The Sex of Target Group Members? Evidence from a Survey-Based Experiment
Several social scientific perspectives suggest that racial and ethnic stereotypes vary by the sex of minority group members. However, prior research has not used survey data to test the hypothesis that the public holds strong gendered racial/ethnic stereotypes. We exploit a between-subjects experiment in the Multi-City Study of Urban Inequality to investigate the extent to which respondents' beliefs about seven attributes of four racial/ethnic ta…
Work-Family Arrangements and Parenting: Are 'Family-Friendly' Arrangements Related to Mothers' Involvement in Children's Lives
Previous research has examined the impact of work-family incompatibility and policies designed to address this incompatibility on both organizational and employee outcomes, including productivity and distress; yet no research has systematically related 'family-responsive' arrangements to parenting to assess how these arrangements may be 'friendly' to the family. In this article, data is used from a regional sample of employed mothers to investiga…
How Are Family-Responsive Workplace Arrangements Family Friendly? Employer Accommodations, Parenting, and Children's Socioemotional Well-Being
Family-responsive workplace arrangements, including schedule flexibility, reduced hours, and workplace social support, are often touted as important to employed parents' abilities to balance the simultaneous demands involved in work and childrearing. Empirical evidence regarding this supposition has most often focused on employed parents' perceptions of work-family incompatibility, leaving little understanding of (1) which arrangements are associ…
Growing Pains and Progress in the Study of Working Families
Proliferate research on work and family has led to an ongoing concern about how best to conceptualize the complexity of the work-family nexus. This article focuses on how the volumes under review reflect three main themes designed to expand the boundaries of work-family research:(a) families house a diversity of interests, (b) families are culturally and economically variable, and (c) carework is inherently public work. The article suggests that …
Family Leave Policy: The Political Economy of Work and Family in America
Sexual Harassment in the Workplace: Unanticipated Consequences of Modern Social Control in Organizations
The authors integrate research on the causes and consequences of sexual harassment victimization with organizational research to better understand the relationship between harassment and the work outcomes of job satisfaction, job stress, and intention to quit an organization. In doing so, the authors broaden the narrow conceptualization of organizational context that has been considered in previous research on sexual harassment. This broadened co…
Routine Activities and Sexual Harassment in the Workplace
This article draws from criminological research on victimization and on organizational models of the social context of sexual harassment to propose a routine activities explanation of sexual harassment victimization. The authors propose that certain features of organizations can be used to conceptualize guardianship as well as the proximity component of target suitability in the routine activities framework. The authors also discuss the features …
The Family Responsive Workplace
Women's entrance into the labor market in large numbers has exacerbated incompatibilities between employer and family interests. Research reveals that conflict between paid work and family responsibilities has been linked to decreased employee productivity as well as decreased family functioning. In this review, we explore the nature of job/family incompatibility, organizational interests in family responsive policies, and the current prevalence …
Job Changes Following Childbirth: Are Women Trading Compensation for Family-Responsive Work Conditions
As women increasingly maintain labor force participation following childbirth, job changing rather than labor force withdrawal is on the rise. This article presents a theoretical perspective that takes into account the increasing financial responsibilities of mothers and modifies human capital propositions concerning job changing. We investigate initial differences between women who change jobs following childbirth and those who stay with their p…
Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants
This article looks at the determinants of job turnover among mothers of infants, using intentions to change jobs or exit the labor force assessed at 1 year postpartum among a sample of 246 employed mothers. Hypotheses were that exit intentions should be more influenced by household factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnover intentions should decrease …
The Family Responsive Workplace
Women's entrance into the labor market in large numbers has exacerbated incompatibilities between employer and family interests. Research reveals that conflict between paid work and family responsibilities has been linked to decreased employee productivity as well as decreased family functioning. In this review, we explore the nature of job/family incompatibility, organizational interests in family responsive policies, and the current prevalence …
Do Workplace Flexibility Policies Influence Time Spent in Domestic Labor
Using data from a U.S. midwestern sample of mothers and fathers, the authors examine whether using workplace flexibility policies alters time spent in housework and child care. They hypothesize that an individual's policy use will lead to more time in domestic labor and that his or her spouse's policy use will lead to less time in domestic labor. Several results support their hypotheses. Mothers who work part-time spend more time in housework and…
Routine Activities and Sexual Harassment in the Workplace
This article draws from criminological research on victimization and on organizational models of the social context of sexual harassment to propose a routine activities explanation of sexual harassment victimization. The authors propose that certain features of organizations can be used to conceptualize guardianship as well as the proximity component of target suitability in the routine activities framework. The authors also discuss the features …
Job Changes Following Childbirth: Are Women Trading Compensation for Family-Responsive Work Conditions
As women increasingly maintain labor force participation following childbirth, job changing rather than labor force withdrawal is on the rise. This article presents a theoretical perspective that takes into account the increasing financial responsibilities of mothers and modifies human capital propositions concerning job changing. We investigate initial differences between women who change jobs following childbirth and those who stay with their p…
How Are Family-Responsive Workplace Arrangements Family Friendly? Employer Accommodations, Parenting, and Children's Socioemotional Well-Being
Family-responsive workplace arrangements, including schedule flexibility, reduced hours, and workplace social support, are often touted as important to employed parents' abilities to balance the simultaneous demands involved in work and childrearing. Empirical evidence regarding this supposition has most often focused on employed parents' perceptions of work-family incompatibility, leaving little understanding of (1) which arrangements are associ…
Sexual Harassment in the Workplace: Unanticipated Consequences of Modern Social Control in Organizations
The authors integrate research on the causes and consequences of sexual harassment victimization with organizational research to better understand the relationship between harassment and the work outcomes of job satisfaction, job stress, and intention to quit an organization. In doing so, the authors broaden the narrow conceptualization of organizational context that has been considered in previous research on sexual harassment. This broadened co…
Do Racial and Ethnic Stereotypes Depend on The Sex of Target Group Members? Evidence from a Survey-Based Experiment
Several social scientific perspectives suggest that racial and ethnic stereotypes vary by the sex of minority group members. However, prior research has not used survey data to test the hypothesis that the public holds strong gendered racial/ethnic stereotypes. We exploit a between-subjects experiment in the Multi-City Study of Urban Inequality to investigate the extent to which respondents' beliefs about seven attributes of four racial/ethnic ta…
Work-Family Arrangements and Parenting: Are 'Family-Friendly' Arrangements Related to Mothers' Involvement in Children's Lives
Previous research has examined the impact of work-family incompatibility and policies designed to address this incompatibility on both organizational and employee outcomes, including productivity and distress; yet no research has systematically related 'family-responsive' arrangements to parenting to assess how these arrangements may be 'friendly' to the family. In this article, data is used from a regional sample of employed mothers to investiga…
What We “Say” and What We “Think” About Female Managers: Explicit Versus Implicit Associations of Women With Success
In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexis…
Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants
This article looks at the determinants of job turnover among mothers of infants, using intentions to change jobs or exit the labor force assessed at 1 year postpartum among a sample of 246 employed mothers. Hypotheses were that exit intentions should be more influenced by household factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnover intentions should decrease …
How are Work–Family Policies Related to the Gendered Division of Domestic Labor
Work–family policies are commonly thought to aid parents in attending to their conflicting work and family responsibilities. Some scholars postulate that policies might detract from the gendered division of domestic labor, in which women take a greater responsibility for housework and childcare than men, while others expect that policies encourage women to maintain traditional family roles even while employed. A review of cross‐national research …
Explaining the Gender Gap in Professors' Intentions to Leave
We examine gender differences in faculty members' intentions to leave their jobs and explanations for these differences. Using data from the National Survey of Postsecondary Faculty 1999 (NSOPF 99), we examine family, social control, and work explanations for intentions to leave. Findings show that gender is significantly related to intentions to leave, and women are more likely than men to intend to leave their jobs. Perceptions of ill-treatment…
Growing Pains and Progress in the Study of Working Families
Proliferate research on work and family has led to an ongoing concern about how best to conceptualize the complexity of the work-family nexus. This article focuses on how the volumes under review reflect three main themes designed to expand the boundaries of work-family research:(a) families house a diversity of interests, (b) families are culturally and economically variable, and (c) carework is inherently public work. The article suggests that …
Job Changes Following Childbirth: Are Women Trading Compensation for Family-Responsive Work Conditions
As women increasingly maintain labor force participation following childbirth, job changing rather than labor force withdrawal is on the rise. This article presents a theoretical perspective that takes into account the increasing financial responsibilities of mothers and modifies human capital propositions concerning job changing. We investigate initial differences between women who change jobs following childbirth and those who stay with their p…
Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants
This article looks at the determinants of job turnover among mothers of infants, using intentions to change jobs or exit the labor force assessed at 1 year postpartum among a sample of 246 employed mothers. Hypotheses were that exit intentions should be more influenced by household factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnover intentions should decrease …
The Family Responsive Workplace
Women's entrance into the labor market in large numbers has exacerbated incompatibilities between employer and family interests. Research reveals that conflict between paid work and family responsibilities has been linked to decreased employee productivity as well as decreased family functioning. In this review, we explore the nature of job/family incompatibility, organizational interests in family responsive policies, and the current prevalence …
Routine Activities and Sexual Harassment in the Workplace
This article draws from criminological research on victimization and on organizational models of the social context of sexual harassment to propose a routine activities explanation of sexual harassment victimization. The authors propose that certain features of organizations can be used to conceptualize guardianship as well as the proximity component of target suitability in the routine activities framework. The authors also discuss the features …
Sexual Harassment in the Workplace: Unanticipated Consequences of Modern Social Control in Organizations
The authors integrate research on the causes and consequences of sexual harassment victimization with organizational research to better understand the relationship between harassment and the work outcomes of job satisfaction, job stress, and intention to quit an organization. In doing so, the authors broaden the narrow conceptualization of organizational context that has been considered in previous research on sexual harassment. This broadened co…
Family Leave Policy: The Political Economy of Work and Family in America
Growing Pains and Progress in the Study of Working Families
Proliferate research on work and family has led to an ongoing concern about how best to conceptualize the complexity of the work-family nexus. This article focuses on how the volumes under review reflect three main themes designed to expand the boundaries of work-family research:(a) families house a diversity of interests, (b) families are culturally and economically variable, and (c) carework is inherently public work. The article suggests that …
How Are Family-Responsive Workplace Arrangements Family Friendly? Employer Accommodations, Parenting, and Children's Socioemotional Well-Being
Family-responsive workplace arrangements, including schedule flexibility, reduced hours, and workplace social support, are often touted as important to employed parents' abilities to balance the simultaneous demands involved in work and childrearing. Empirical evidence regarding this supposition has most often focused on employed parents' perceptions of work-family incompatibility, leaving little understanding of (1) which arrangements are associ…
Work-Family Arrangements and Parenting: Are 'Family-Friendly' Arrangements Related to Mothers' Involvement in Children's Lives
Previous research has examined the impact of work-family incompatibility and policies designed to address this incompatibility on both organizational and employee outcomes, including productivity and distress; yet no research has systematically related 'family-responsive' arrangements to parenting to assess how these arrangements may be 'friendly' to the family. In this article, data is used from a regional sample of employed mothers to investiga…
Interethnic Differences (or Similarities?) in the Relative Individuation of Women and Men
Do Workplace Flexibility Policies Influence Time Spent in Domestic Labor
Using data from a U.S. midwestern sample of mothers and fathers, the authors examine whether using workplace flexibility policies alters time spent in housework and child care. They hypothesize that an individual's policy use will lead to more time in domestic labor and that his or her spouse's policy use will lead to less time in domestic labor. Several results support their hypotheses. Mothers who work part-time spend more time in housework and…
Do Racial and Ethnic Stereotypes Depend on The Sex of Target Group Members? Evidence from a Survey-Based Experiment
Several social scientific perspectives suggest that racial and ethnic stereotypes vary by the sex of minority group members. However, prior research has not used survey data to test the hypothesis that the public holds strong gendered racial/ethnic stereotypes. We exploit a between-subjects experiment in the Multi-City Study of Urban Inequality to investigate the extent to which respondents' beliefs about seven attributes of four racial/ethnic ta…
Explaining the Gender Gap in Professors' Intentions to Leave
We examine gender differences in faculty members' intentions to leave their jobs and explanations for these differences. Using data from the National Survey of Postsecondary Faculty 1999 (NSOPF 99), we examine family, social control, and work explanations for intentions to leave. Findings show that gender is significantly related to intentions to leave, and women are more likely than men to intend to leave their jobs. Perceptions of ill-treatment…
How are Work–Family Policies Related to the Gendered Division of Domestic Labor
Work–family policies are commonly thought to aid parents in attending to their conflicting work and family responsibilities. Some scholars postulate that policies might detract from the gendered division of domestic labor, in which women take a greater responsibility for housework and childcare than men, while others expect that policies encourage women to maintain traditional family roles even while employed. A review of cross‐national research …
What We “Say” and What We “Think” About Female Managers: Explicit Versus Implicit Associations of Women With Success
In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexis…
Psychology (11 works) · Social Psychology (10 works) · Gender, Labor, and Family Dynamics (9 works) · Work-Family Balance Challenges (8 works) · Economics (7 works) · Sociology (7 works) · Developmental psychology (5 works) · Family Leave (5 works) · Political science (5 works) · Demographic economics (4 works)