Gender and the Work–Family Domain

Bibliographic Data

ID23451216
AuthorsLisa M Leslie (0000-0002-0155-8466, New York University), Lisa Leslie, Colleen Flaherty Manchester (0000-0002-3443-9471, University of Minnesota), Yeonka Kim (0009-0006-3986-1651, University of Minnesota)
EditorsTammy D Allen (0000-0002-0667-6138), Lillian T Eby (0000-0001-9200-5981)
Year2015
Publication date2015-04-07
Open AccessNo
TypeBOOK
VenueThe Oxford Handbook of Work and Family (SOURCE_BOOK)
PublisherOxford University Press (PUBLISHER • GB)
DOI10.1093/oxfordhb/9780199337538.013.9
OpenAlexW1869556059
ISBN9780199337538
LanguageEN
Citations received2

This chapter advances a social role perspective on gender and the work–family domain—defined to include work and family time investments and attitudes and the work–family intersection (e.g., work–family conflict). A traditional view of social roles suggests that (1) gender has a main effect on the work–family domain, such that men (women) tend to have more work-oriented (family-oriented) and less family-oriented (work-oriented) experiences than women (men) and (2) gender moderates the effect of the work–family domain on valued outcomes (e.g., career success, family satisfaction, health), such that men and women have more favorable outcomes when work–family experiences align with traditional gender roles. In contrast, a dynamic view of social roles suggests that gender has little relevance for understanding the work–family domain. A narrative review of recent research reveals that gender differences often fail to align with traditional gender-based social roles, but also reflect some vestiges of traditional gender-based expectations.

Domain (mathematical analysis) · Narrative · Perspective (graphical) · Political science · Relevance (law) · Work (physics) · Computer Science · Family Business Performance and Succession · Gender Diversity and Inequality · Psychology · Social Psychology · Work-Family Balance Challenges

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