Researching the 60-Hour Dual-Earner Workweek
An Alternative to the “Opt-Out Revolution
Bibliographic Data
| ID | 3757904 |
|---|---|
| Authors | E Jeffrey Hill (0000-0002-3422-5940, International Business Machines Corporation; Brigham Young University), Nicole Timmons Mead, Lukas Ray Dean, Dawn M Hafen, Robyn Gadd, Alexis A Palmer (0000-0003-3634-0747, Brigham Young University), Maria S Ferris (International Business Machines Corporation), Maria Ferris (0000-0003-1694-886X, IBM (Belgium)) |
| Year | 2006 |
| Volume | 49 |
| Issue | 9 |
| Pages | 1184-1203 |
| Publication date | 2006-05-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | American Behavioral Scientist (JOURNAL) |
| Journal identifiers | ISSN: 0002-7642 • E-ISSN: 1552-3381 |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/0002764206286385 |
| OpenAlex | W2155800147 |
| Language | EN |
| Citations received | 12 |
| References cited | 35 |
This study is the first known large-scale research specifically examining the 60-hour workweek hypothesis, which proposes that the ideal for intact households with children is for both parents to participate in paid employment but with the combinedwork hours of the mother and the father not to exceed 60 hours per week. Three groups of married couples with children are compared: full-time/full-time; at least one partner part-time (60-hour); and full-time/not employed. The relationship between these arrangements and eightwork and family outcomes-job satisfaction, job flexibility, job performance, organizational commitment, work-family fit, work-to-family conflict, family-to-work conflict, and family satisfaction-is examined. The sample is from International Business Machines Corporation ( N= 3,097) and consists mostly of employees in professional positions. Sixty-hour couples report significantly greater job flexibility, improved workfamily fit, enhanced family satisfaction, and lesswork-to-family conflict. Results are discussed as they relate to the recent trend for professional mothers to leave theworkplace
Demographic economics · Economics · Family conflict · Flexibility (engineering) · Full-time · Job attitude · Job performance · Job satisfaction · Management · Scale (ratio) · Work (physics) · Work–family conflict · Gender, Labor, and Family Dynamics · Psychology · Social Psychology · Work-Family Balance Challenges · Workaholism, burnout, and well-being
Leaving Private Practice
Clocking In
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case
Getting There from Here
Dual-Earner Couples
Mothers' Part-Time Employment
Professional parents’ loyalty to employer
Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment
The Value of Non-Work Time in Cross-National Quality of Life Comparisons
Opting Out? Cohort Differences in Professional Women's Employment Rates from 1960 to 2005
Mothers in 'Good' and 'Bad' Part-time Jobs
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout
The Time Bind
Ecology of the family as a context for human development
Family-Supportive Work Environments
Relation of work–family conflict to health outcomes
Role Stressors, Interrole Conflict, and Well-Being
Career involvement and family involvement as moderators of relationships between work–family conflict and withdrawal from a profession
Work experiences and marital interactions
Part-Time Employment in the Federal Service
Putting Work in Its Place
Challenges for Work and Family in the Twenty-First Century
Part-Time Work
Antecedents and Outcomes of Work-Family Conflict Among Employed Women and Men in Finland
Spillover from Family to Work
Who Are the Overworked Americans
Multiple Roles and Role Strain
Challenges for Work and Family in the Twenty-First Century
Gender Liberation, Economic Squeeze, or Fear of Strangers
Relationship of Work-Family Conflict to Substance Use among Employed Mothers
Full-time and Reduced-hours Work Schedules and Marital Quality
The 'Overtime Culture' in a Global Corporation
Reduced-Hours Employment
Linkages Between the Work-family Interface and Work, Family, and Individual Outcomes
Stress, satisfaction and role conflict in dual-doctor partnerships
| Unique citing works | 12 |
|---|---|
| Citations per year | 0,67 |
| Citation span | 2008 - 2024 (17) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 10 |