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Crowley, Jocelyn Elise, i Stanislav Kolenikov. "Flexible Work Options and Mothers' Perceptions of Career Harm". Sociological Quarterly 55, nr 1 (luty 2014): 168–95. http://dx.doi.org/10.1111/tsq.12050.
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Dorofeeva, Zlata. "Work Trajectories of High-Resource Multi-Child Mothers". Sociological Journal 26, nr 4 (22.12.2020): 79–95. http://dx.doi.org/10.19181/socjour.2020.26.4.7644.
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The period of maternity leave for multi-child mothers is generally longer than for mothers with a smaller number of children, and securing a job after taking a break, in conjunction with an increased volume of family responsibilities, is more difficult. When high-resource multi-child mothers return to the labor market, they expect not only a “motherhood penalty”, but also with a high probability a “penalty” for being overeducated. Their solution for the conflict between “motherhood” and “work” most often involves either a complete refusal to be employed, or finding more flexible options in the field of non-typical work, which are often less demanding in terms of qualification level and consequently result in lower income. Based on a series of in-depth interviews conducted by the author in Moscow and Voronezh with high-resource multi-child parents, including a list of questions about the working trajectories of women and also a number of questions about life practices, it is shown that the reverse side of the full or partial departure from the labor market of multi-child mothers is intensive parenting and setting a high standard for children’s education, including a scrupulous selection of educational institutions and a large amount of additional classes. Thus, the complete or partial loss of high-resource women as workers for the labor market is accompanied by a forthcoming significant non-economic effect, since society receives active translators of human capital to a new generation.
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Kodagoda, Thilakshi. "Working mothers’ gender ideologies on childcare and perception on existing childcare centres". Gender in Management: An International Journal 29, nr 7 (30.09.2014): 402–18. http://dx.doi.org/10.1108/gm-11-2013-0134.
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Purpose – This purpose of this paper is to examine how working mothers understand childcare practices and perception on existing childcare centres in a different social context like Sri Lanka. Design/methodology/approach – A thematic analysis approach is used to analyse mothers’ narratives, drawn from in-depth qualitative interviews, along with data from some representative secondary sources. Findings – The paper considers women professional and managerial employees in Sri Lanka, and demonstrates that working mothers use diverse childcare arrangements to harmonise their work and family life, strongly believing their own mother as the best caregiver for their small children. Research limitations/implications – This study represented only middle-class mothers, therefore the research suggested that different mothers (professional and managerial) take their decisions differently. Based on this argument, it can be expected that mothers of different occupations are more likely to take different decisions as they believe what is “right and proper”. Thus, extensive research is warranted. Practical implications – This paper discusses the implications while extending the geographical scope of the literature on mothers’ gender ideology on childcare and existing practices in childcare centres. Social implications – State and private organizations should consider investments in childcare support and other flexible work options so that women continue to remain in their careers. Originality/value – The paper extends the geographical scope of the literature on mothers’ gender ideology on childcare and existing practices in childcare centres. This would be the first research article directly focused on the impact of working mothers’ gender ideologies on childcare and perception on existing childcare centres in Sri Lanka. Thus, the present study provides a number of new research avenues for future researchers to use.
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Agarwal, Bhawna, i Merlin Mythili Nelson. "Impact of Organizational and Supervisory Support Perceptions on the Turnover Intentions of Working Mothers-to-Be". International Journal of Business Analytics 10, nr 1 (20.04.2023): 1–15. http://dx.doi.org/10.4018/ijban.321536.
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The purpose of the paper is to examine the various factors that influence turnover intentions of working women at the threshold of motherhood. The impact and interrelationships of variables like organisational and supervisory support perceptions, flexible-work-options, work-family conflict, job and family satisfaction, and their effect on turnover intentions are examined. A questionnaire survey of 203 working women of three categories—women undergoing infertility treatment, pregnant women, and new mothers of the Indian IT sector—was conducted and hypotheses tested through structural equation modelling. Results validated the model developed and confirmed the causal relationships whereby employees working in family-supportive work environments experienced lower levels of work-family conflict, and reduced work-family conflict thereby led to greater job and family satisfaction followed by lesser turnover intentions. The study reiterates the need for organisations to offer specific policies that allow working-women to continue their careers as they go through motherhood.
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Masood Aslam, Sanaa, Emaan Ahsin i Nasar Um Min Allah. "Defeminization of practicing dentists: A national perspective". Journal of the Pakistan Medical Association 73, nr 12 (28.11.2023): 2517. http://dx.doi.org/10.47391/jpma.10196.
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Madam, The dental profession has witnessed a progressive shift where female dentists are becoming more prevalent in many countries, including Pakistan. This trend, known as the feminization of dentistry1, can be attributed to changing societal and economic perceptions, increased acceptance of diverse gender roles, and the recognition of the benefits of adopting feminine traits in the dental profession.2 In Pakistan, the transition began in the early 1990s when the quota system limiting seats for women in medical and dental schools was abolished. Currently, around 70% of undergraduate dental students in Pakistan are female.2 However, despite the promising number of female dental students, there is a significant drop in postgraduate training and professional practice. Only 5% of graduating female dentists pursue postgraduate training, and only half of the registered female dentists work.3 The reasons for this decline include a glass ceiling effect, which hinders women's advancement in their careers, the lack of female representation in leadership roles, the absence of female mentorship at the postgraduate level, and dual family and domestic responsibilities. Additionally, female dentists may face bias and preference towards their male counterparts in high-status specialities, impacting their promotional opportunities and patient preferences.4,5 Persistence of societal pressure and traditional gender roles also contribute to the dropout rate of female dentists in Pakistan. Many young women are often pressured to prioritize family obligations over professional commitments, leading them to leave the dental profession early. Moreover, the absence of part-time options further limits their ability to balance family responsibilities with dental practice. To address these challenges and enable the sustained involvement of female dentists, several measures are necessary. Increasing female representation in leadership roles, make leadership part of the educational curriculum, providing mentorship opportunities, and establishing strong social support systems for women are crucial. Reforms should also focus on improving ergonomics in dental practice, highlighting cultural loopholes for gender biases, equity issues and implementing policies that support working mothers, such as flexible working hours, adequate maternity leave and family care facilities. While efforts have been made to increase the number of female dental students, there is still a long way to go in creating an inclusive and supportive environment for practicing female dentists in Pakistan. By addressing the root causes of the gender disparity and implementing necessary reforms, Pakistani society can break the glass ceiling and allow future generations of women to contribute fully to the field of dental healthcare.
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Opdam, Floor, Jeroen van Dillen, Marieke de Vries i Martine Hollander. "How to Make the Hospital an Option Again: Midwives’ and Obstetricians’ Experiences with a Designated Clinic for Women Who Request Different Care than Recommended in the Guidelines". International Journal of Environmental Research and Public Health 18, nr 21 (5.11.2021): 11627. http://dx.doi.org/10.3390/ijerph182111627.
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Background: An increasing number of maternity care providers encounter pregnant women who request less care than recommended. A designated outpatient clinic for women who request less care than recommended was set up in Nijmegen, the Netherlands. The clinic’s aim is to ensure that women make well-informed choices and arrive at a care plan that is acceptable to all parties. The aim of this study is to make the clinic’s approach explicit by examining care providers’ experiences who work with or within the clinic. Methods: qualitative analysis of in-depth interviews with Dutch midwives (n = 6) and obstetricians (n = 4) on their experiences with the outpatient clinic “Maternity Care Outside the Guidelines” in Nijmegen, the Netherlands. Results: Four main themes were identified: (1) ”Trusting mothers, childbirth and colleagues”; (2) “A supportive communication style”; (3) “Continuity of carer”; (4) “Willingness to reconsider responsibility and risk”. One overarching theme emerged from the data, which was “Guaranteeing women’s autonomy”. Mutual trust is a prerequisite for a constructive dialogue about birth plans and can be built and maintained more easily when there is continuity of carer during pregnancy and birth. Discussing birth plans at the clinic was believed to be successful because the care providers listen to women, take them seriously, show empathy and respect their right to refuse care. A change in vision on responsibility and risk is needed to overcome barriers such as providers’ fear of adverse outcomes. Taking a more flexible approach towards care outside the guidelines demands courage but is necessary to guarantee women’s autonomy. Key conclusions and implications for practice: In order to fulfil women’s needs and to prevent negative choices, care providers should care for women with trust, respect for autonomy, and provide freedom of choice and continuity. Care providers should reflect on and discuss why they are reluctant to support women’s wishes that go against their personal values. The structured approach used at this clinic could be helpful to maternity care providers in other contexts, to make them feel less vulnerable when working outside the guidelines.
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Koc‐Menard, Sergio. "Flexible work options for older workers". Strategic HR Review 8, nr 2 (20.02.2009): 31–36. http://dx.doi.org/10.1108/14754390910937567.
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Mital, K. M. "Flexible Work Options and Value Creation". Global Journal of Flexible Systems Management 11, nr 4 (październik 2010): 25–33. http://dx.doi.org/10.1007/bf03396592.
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Albion, Majella J., i Munli Chee. "Flexible Work Options within the Organisational System". Australian Journal of Career Development 15, nr 2 (lipiec 2006): 42–52. http://dx.doi.org/10.1177/103841620601500208.
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Avendano, Mauricio, i Lidia Panico. "Do flexible work policies improve parents’ health? A natural experiment based on the UK Millennium Cohort Study". Journal of Epidemiology and Community Health 72, nr 3 (22.12.2017): 244–51. http://dx.doi.org/10.1136/jech-2017-209847.
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BackgroundThere is limited evidence of the impact of policies to promote work–family balance on family health. Exploiting the introduction of the UK Flexible Working Act (2003), we examined whether a policy that grants parents the right to request flexible work influences their health and well-being.MethodsUsing the UK Millennium Cohort Study, we focus on 6424 mothers employed in 2001–2002, when the cohort child was 9 months old, until their child’s seventh birthday. We used a difference-in-differences (DiD) approach to compare changes in outcomes before and after the policy among mothers most likely to benefit and mothers unlikely to benefit from the policy.ResultsFlexible working increased in a small group of mothers (n=548) whose employer did not offer work flexibility before the reform (treatment group). By contrast, among mothers whose employer already offered flexible work before the reform (control group, n=5810), there was little change or a slight decline in flexible working. DiD estimates suggest that the policy was associated with an increase in flexible working (37.5 percentage points, 95% CI 32.9 to 41.6), but it had no impact on self-rated health (−1.6 percentage points, 95% CI −4.4 to 1.1), long-term illness (−1.87 percentage points, 95% CI −4.3 to 0.5) or life satisfaction scores (β=0.04, 95% CI −0.08 to 0.16).ConclusionThe Flexible Working Act increased flexible working only among a small group of mothers who had not yet the right to request work flexibility, but it had no impact on their health and well-being. Policies promoting work flexibility may require stronger incentives for both parents and employers.
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McNamara, Tay K., Marcie Pitt-Catsouphes, Melissa Brown i Christina Matz-Costa. "Access to and Utilization of Flexible Work Options". Industrial Relations: A Journal of Economy and Society 51, nr 4 (16.09.2012): 936–65. http://dx.doi.org/10.1111/j.1468-232x.2012.00703.x.
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Albion, Majella J. "A Measure of Attitudes Towards Flexible Work Options". Australian Journal of Management 29, nr 2 (grudzień 2004): 275–94. http://dx.doi.org/10.1177/031289620402900207.
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Shanmugam, Merlin Mythili, i Bhawna Agarwal. "Support perceptions, flexible work options and career outcomes". Gender in Management: An International Journal 34, nr 4 (3.06.2019): 254–86. http://dx.doi.org/10.1108/gm-12-2018-0157.
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Purpose This study aims to explore the leaky pipeline issue (attrition of working women due to motherhood) in the Indian information technology (IT) sector. The study analyses the effect of organisational and supervisory support perceptions on the use of flexible work options and its relationship with career outcomes in terms of job satisfaction, work-life conflict and turnover intentions. Design/methodology/approach A survey questionnaire to test the hypotheses was returned by 203 working women of the Indian IT sector belonging to three categories, namely, women undergoing treatment for infertility, pregnant women and women who had recently given birth at the time of the survey. Findings The findings state that the use of flexible work options significantly reduce work-life conflict, decrease the intention to turnover and increase job satisfaction, with organisational and supervisory perceptions playing a significant moderating role. Research limitations/implications The findings are based on self-reported responses. Nevertheless, the study provides insights into the work-life priorities of Indian women at the time of motherhood and opens up specific research opportunities to address the leaky pipeline due to pregnancy and childbirth. Practical implications Organisations should take genuine initiatives to effectively use the flexible work options and provide supervisory training for increased sensitivity to help reduce role conflict and let working women make informed choices in their careers and lives at the time of childbirth. Originality/value The paper could be the first known paper to study this special category of working women at the threshold of motherhood in the Indian IT sector.
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Fagan, Jay, i Julie Press. "Father Influences on Employed Mothers' Work–Family Balance". Journal of Family Issues 29, nr 9 (8.01.2008): 1136–60. http://dx.doi.org/10.1177/0192513x07311954.
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This study employed the ecological systems perspective and gender ideology theory to examine the influence of fathers' paid work–family crossover and family involvement on self-reports of work–family balance by employed mothers with children under the age of 13 ( N = 179). Multiple regression analyses revealed that fathers' crossover factors had a significant influence on mothers' perceptions of successful work–family balance. Mothers reported lower levels of work–family balance when fathers brought more stress from work to home. Mothers with more traditional gender ideologies reported higher levels of work–family balance when the father had a flexible job and when he was more involved in child care.
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Fuller, Sylvia, i C. Elizabeth Hirsh. "“Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum". Work and Occupations 46, nr 1 (17.04.2018): 3–44. http://dx.doi.org/10.1177/0730888418771116.
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This article focuses on how flexible work arrangements affect motherhood wage penalties for differently situated women. While theories of work–life facilitation suggest that flexible work should ease motherhood penalties, the use of flexibility policies may also invite stigma and bias against mothers. Analyses using Canadian linked workplace–employee data test these competing perspectives by examining how temporal and spatial flexibility moderate motherhood wage penalties and how this varies by women’s education. Results show that flexible work hours typically reduce mothers’ disadvantage, especially for the university educated, and that working from home also reduces wage gaps for most educational groups. The positive effect of flexibility operates chiefly by reducing barriers to mothers’ employment in higher waged establishments, although wage gaps within establishments are also diminished in some cases. While there is relatively little evidence of a flexibility stigma, the most educated do face stronger wage penalties within establishments when they substitute paid work from home for face time at the workplace as do the least educated when they bring additional unpaid work home. Overall, results are most consistent with the work–life facilitation model. However, variability in the pattern of effects underscores the importance of looking at the intersection of mothers’ education and workplace arrangements.
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Chung, Heejung, i Mariska van der Horst. "Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking". Human Relations 71, nr 1 (17.08.2017): 47–72. http://dx.doi.org/10.1177/0018726717713828.
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This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work–life balance issues. The dataset used is Understanding Society (2009–2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work–life balance, but also as a tool to enhance and maintain individuals’ work capacities in periods of increased family demands. This has major implications for supporting mothers’ careers and enhancing gender equality in the labour market.
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Chung, Heejung. "Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK". Social Indicators Research 151, nr 2 (26.11.2018): 521–45. http://dx.doi.org/10.1007/s11205-018-2036-7.
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AbstractThis study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma—i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers’ commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.
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Lim, Katherine. "Do American mothers use self-employment as a flexible work alternative?" Review of Economics of the Household 17, nr 3 (13.08.2018): 805–42. http://dx.doi.org/10.1007/s11150-018-9426-0.
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Koreshi, Shanika, i Fiona Alpass. "UNDERSTANDING THE USE OF FLEXIBLE WORK ARRANGEMENTS AMONG OLDER INFORMAL CAREGIVERS". Innovation in Aging 6, Supplement_1 (1.11.2022): 280. http://dx.doi.org/10.1093/geroni/igac059.1113.
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Abstract The increasing provision of informal caregiving and the extension of working lives will result in many older workers combining paid work and informal caregiving responsibilities. Specific flexible work arrangement policies have been enacted in many countries to support working caregivers. Flexibility in the workplace has been suggested to promote prolonged employment among older workers. This study primarily focuses on the question of whether use of flexible work arrangements differs between caregivers and non-caregivers and how potential differences can be explained. Participants were 296 carers and 1611 non-carers (aged 55–70 years) who completed wave 8 of the New Zealand Health, Work and Retirement survey. The use of flexible work arrangements was analyzed based on five categories; Flexibility in number of work hours, flexible schedule, flexible place, options for time off, and other options. Hierarchical regressions were used to investigate caregiving as an independent predictor of use of flexible work arrangements after controlling for demographic and work characteristics. Results indicate that the studied informal caregivers on average used more workplace flexible arrangements than non-caregivers, both in flexible work hours, flexible schedules, and time off. The caregiver status difference in use of the three significant categories of flexible work arrangements can be explained by differences in socio-demographic and work characteristics. This difference in use of FWAs among older caregivers and non-caregivers warrants attention in discussions about prolonged employment and reconciliation of care and paid work.
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Swanberg, Jennifer E., Marcie Pitt-Catsouphes i Krista Drescher-Burke. "A Question of Justice". Journal of Family Issues 26, nr 6 (wrzesień 2005): 866–95. http://dx.doi.org/10.1177/0192513x05277554.
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Within an organizational justice framework, this article investigates which group of employees are less likely to have access to flexible schedule options. Using data from the 1997 National Study of the Changing Workforce, logistical regressions were conducted to identify the employee, job, and workplace factors associated with limited access to four flexible work schedules: modifying standard starting and ending times, daily flex-time, taking time off for personal or family time, and control over work hours. Analyses imply that workers who are less privileged report reduced access to a range of flexible schedule options. Lower wages, low education levels, and hourly work were factors associated with having less access to four, three, or two of the flexible work schedules, respectively. Implications and further directions for research are discussed.
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Tunlid, Sara. "Educational differences in women’s work–family conflict". Acta Sociologica 63, nr 1 (25.09.2018): 23–39. http://dx.doi.org/10.1177/0001699318798677.
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In recent years, increasing attention has been paid to the importance of addressing the impact of both policy context and individual factors, as well as the interaction between the two, to explain inequalities between social groups. This paper uses data from the European Social Survey 2010 to examine how partnered mothers’ work–family conflict varies with educational level and child care for children 0–2 years old. The study uses multilevel methods and adjusts for several work-related factors, such as occupation, non-standard working hours and flexible schedule, as well as the partner’s time spent on paid and unpaid work. The results show that more educated mothers experience higher work–family conflict than less educated mothers do. The difference can be explained in full by work-related characteristics. Stratified analyses show that child care lowers the conflict, but only for the less educated mothers. In fact, child care seems to increase the conflict for more educated mothers of very young children. Furthermore, a positive interaction effect indicates larger educational differences in work–family conflict in countries with extensive child care. The present study underscores the importance of recognizing the intersection of education and family policy, as they both play an important role for work–family conflict.
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Ewington, Eve. "Women’s work: how mothers manage flexible working in careers and family life." New Technology, Work and Employment 35, nr 2 (lipiec 2020): 252–54. http://dx.doi.org/10.1111/ntwe.12169.
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An, Mi-Young. "Institutional Options, Cultural Orientation and Mothers’ Work and Family Reconciliation in Korea". Asian Social Work and Policy Review 7, nr 3 (październik 2013): 157–74. http://dx.doi.org/10.1111/aswp.12016.
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Ojha, Ayush Kumar. "Promoting Work-Life Balance through Flexible Work Arrangements: A Multigenerational Analysis". June-July, nr 44 (4.04.2024): 30–40. http://dx.doi.org/10.55529/jmc.44.30.40.
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This research delves into the multifaceted relationship between flexible work arrangements (FWAs) and work-life balance within a multigenerational workforce. We conduct a granular analysis of how Traditionalists (born before 1946), Baby Boomers (1946 1964), Generation X (1965-1980), Millennials (1981-1996), and Generation Z (1997-2012) perceive and value FWAs. The paper meticulously examines how specific FWA options, including compressed workweeks (scheduling full-time hours over fewer days), remote work (performing duties from a non-office location), and flexible hours (adjusting start and end times), can contribute to enhanced well-being and productivity for employees across the age spectrum. By gaining a nuanced understanding of the multigenerational perspective on FWAs, organizations can design targeted strategies to promote work-life balance, ultimately fostering a more engaged and thriving workforce.
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Bills, Andrew, i Nigel Howard. "Social inclusion education policy in South Australia: What can we learn?" Australian Journal of Education 61, nr 1 (3.02.2017): 54–74. http://dx.doi.org/10.1177/0004944116689165.
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In this article, we interrogate the policy assumptions underlying a significant South Australian public education re-engagement initiative called Flexible Learning Options, formulated within South Australia’s social inclusion policy agenda, beginning in 2006. To this end, we applied Baachi’s ‘What’s the Problem Represented to be?’ policy analysis framework to a historical range of departmental Flexible Learning Options policy documents and evaluations to uncover how Flexible Learning Options (1) understands the problem of early school leaving, (2) defines the notion of being an ‘at risk’ young person and (3) interprets and enacts the intervention process for young people identified as ‘at risk’ of early school leaving. Our policy analysis indicates re-engagement in learning – as measured by improved retention – to be the key Flexible Learning Options policy driver, with schools ‘silently’ positioned as a significant part of the retention in learning problem. The Flexible Learning Options engagement in learning intervention directed at ‘high-risk’ students’ works to remove them from schools into places where personalised support and an alternative curriculum are made available. ‘Lower risk’ students are given a combination of in-school and off-school learning options. Our What’s the Problem Represented to be? analysis also reveals that (1) the notion of ‘risk’ is embodied within the young person and is presented as the predominant cause of early school leaving; (2) how the educational marketplace could work to promote Flexible Learning Options enrolment growth has not been considered; (3) schools are sidelined as first choice engagement options for ‘high-risk’ young people, (4) secondary school redesign and family intervention as alternative reengagement strategies have largely been ignored and (5) through withdrawal from conventional schooling, the access of many Flexible Learning Options to students to an expansive curriculum delivered by teachers within well-resourced school learning architectures has been constrained.
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Chung, Heejung, i Mariska van der Horst. "Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status". Social Indicators Research 151, nr 2 (26.11.2018): 495–520. http://dx.doi.org/10.1007/s11205-018-2028-7.
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AbstractRecent studies have shown that flexible boundaries between work and family may make employees work harder and longer. Yet most studies were not able to show whether there are differences across different types of flexible working arrangements, and whether this relationship may only hold for certain groups of workers. We examine how three different types of flexible working arrangements, that is schedule control, flexitime, and teleworking, are associated with an increase in unpaid overtime hours of workers in the UK using the Understanding Society data from 2010 to 2015 and fixed effects panel regression models. Results show that the flexible arrangements that were introduced primarily for work-life balance purposes, i.e., flexitime and teleworking, do not necessarily increase unpaid overtime hours significantly. On the other hand, workers’ control over their schedule, mainly introduced as a part of high-performance strategies, leads to increased unpaid overtime hours. This is especially true for professional men, and women without children, especially those working full-time, and surprisingly part-time working mothers. The results of this study point to the importance of distinguishing between different groups of workers as well as between different types of arrangements when examining outcomes of flexible working. Furthermore, the results of the study contribute to the argument that performance enhancing flexible working arrangements can potentially exacerbate gender inequalities in the labour market by enabling men to commit more time to their jobs, while for women, especially full-time working mothers, this may be less possible.
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Rajaram, Harini, i Abhishek Mohan Jha. "The Impact of Flexible Work Arrangements on Job Satisfaction". International Journal for Research in Applied Science and Engineering Technology 12, nr 3 (31.03.2024): 1996–2000. http://dx.doi.org/10.22214/ijraset.2024.59265.
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Abstract: This study examines the effects of flexible work arrangements on employee satisfaction, looking closely at elements like work-life balance, productivity, and job satisfaction. Understanding how these arrangements affect personnel is crucial in a dynamic corporate environment marked by flexible schedules and remote options. Telecommuting, flextime, and job sharing are just a few examples of flexible work arrangements that give employees more control over their professional lives. Numerous studies have examined how they affect organizational performance, work-life balance, and job satisfaction. Our study carefully examines prior research in an effort to provide insight into the complex interactions between flexible work schedules and employee satisfaction. Our goal is to educate organizations and decision-makers on how to design workspaces that promote employee well-being and lead to increased productivity
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Nuryanti, Sofia, Muhammad Hanif Taufiqurrohman i Litara Fathin Asyifa. "Work from Home at New Normal, Why Not? Peran Mediator Work-Life Balance pada Flexible Work Arrangement Terhadap Life Satisfaction Karyawan". Journal of Psychological Science and Profession 7, nr 2 (29.08.2023): 27. http://dx.doi.org/10.24198/jpsp.v7i2.45311.
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Kebijakan pemerintah terkait work from home sejak pandemi Covid-19 menuntut karyawan harus dapat beradaptasi dan menjaga keseimbangan peran di pekerjaan dan keluarga. Karyawan yang bersikap positif terhadap flexible work arrangement yang didukung oleh lingkungan sekitarnya (social support) diharapkan mampu meningkatkan work-life balance yang pada akhirnya dapat mempertahankan kepuasan hidup karyawan. Namun sejak WHO mengumumkan bahwa pandemi Covid-19 sudah hampir usai, beberapa institusi menetapkan kebijakan untuk kembali ke kantor (work from office). Tujuan penelitian ini adalah untuk mengetahui peran variabel work-life balance sebagai mediator peran flexible work arrangement terhadap life satisfaction pada karyawan yang melakukan work from home di era tatanan baru. Karakteristiksampel adalah karyawan aktif berusia 18—60 tahun yang pernah melakukan bekerja dari rumah (work from home). Dengan metode purposive sampling, diperoleh responden sebanyak 735 karyawan yang tersebar di Indonesia. Instrumen penelitian untuk mengukur life satisfaction adalah Satisfaction with Life Scale (SWLS) yang dikembangkan oleh Diener et al. (1985), Flexible Work Options Questionnaire (FWOQ) yang disusun oleh Albion (2004), dan Work- Life Balance Scale yang dibuat oleh Fisher et al. (2009). Hasil penelitian menyimpulkan bahwa flexible work arrangement berperan positif secara signifikan dalam memprediksi work-life balance, work-life balance berperan positif secara signifikan dalam memprediksi life satisfaction, dan work-life balance secara signifikan memediasi peran flexible work arrangement terhadap life satisfaction. Penelitian selanjutnya disarankan untuk meninjau ulang alat ukur flexible work arrangement karena alat ukur penelitian ini dikembangkan oleh Albion (2004) yang pada saat itu belum terdapat fenomena Covid-19.
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Zhang, Tingting, i Chloe Rodrigue. "What If Moms Quiet Quit? The Role of Maternity Leave Policy in Working Mothers’ Quiet Quitting Behaviors". Merits 3, nr 1 (6.03.2023): 186–205. http://dx.doi.org/10.3390/merits3010012.
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This study aims to examine the effects of various maternity leave support on the quiet quitting behaviors and mental health conditions of working mothers across industries during the post-pandemic period. Through an empirical survey method of 310 valid responses from a panel data, the study results indicated that working mothers who took maternity leave were less likely to adopt quiet quitting behaviors when they returned to work after childbirth and showed better mental health at work compared to their peers who did not take maternity leave because of childbirth and/or childcare. Additionally, paid maternity leave was not found to have a significant effect on quiet quitting behaviors and mental health of working mothers across industries, but the duration of maternity leave was found as a significant factor in impacting working mothers’ quiet quitting behaviors and their mental health conditions. Moreover, peer workers’ quiet quitting behaviors and supervisors’ support for childcare (e.g., flexible work schedule) were found significantly to improve working mothers’ quiet quitting tendencies at work. Lastly, there exist significant differences in age and race in the working mothers’ quiet quitting behaviors at work.
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Ickes, Scott, Hellen Lemein, Anna Mason, Joyceline Kinyua, Ruth Nduati, Benson Singa, Donna Denno, Angeline Ithondeka i Judd Walson. "Mothers’ Willingness to Use Breastfeeding Supports: Evidence From Formally Employed Mothers in Central Kenya". Current Developments in Nutrition 6, Supplement_1 (czerwiec 2022): 578. http://dx.doi.org/10.1093/cdn/nzac060.036.
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Abstract Objectives We aimed to understand mothers' willingness to use currently available breastfeeding supports at their workplaces and expected use if new supports were made available. Methods We conducted a cross-sectional survey with closed and open-ended questions among 300 formally employed mothers of children ages 12 months and younger at two public healthcare facilities in Naivasha, Kenya, and community transportation sites for commercials farms and hotels. We surveyed maternal demographics, healthcare access and utilization, employment history, mother's awareness of current breastfeeding supports at her workplace, and self-reported willingness to use additional breastfeeding supports. Results The most available reported current workplace supports were schedule flexibility to arrive late or leave early (87.8%), opportunity to return home during lunch (24.7%), and company-funded daycare in the community (7.6%). Few mothers reported availability of lactation rooms (3.6%), on-site daycare (3.3%), transportation to breastfeed during lunch (2.3%), a refrigerator for expressed milk (1.6%), a manual breastmilk pump (1.0%), or an electric breastmilk pump (0.7%). When asked about willingness to use if made available, mothers were most willing (>80% agreement) to use flexible work schedules to arrive late, leave early, break during lunch, and use transportation to return home to breastfeed. A moderate proportion were willing to use on-site daycare (63.8%), company-funded community daycare (56.9%), on-site lactation rooms (60.5%), refrigeration for expressed milk (49.3%), manual (40.5%) and electric pumps (27.6%). Conclusions The currently available workplace breastfeeding supports do not align well with mothers’ demand for or willingness to use certain supports. Current resources – such as on-site daycare – are rare at workplaces but are among the most demanded supports by mothers. Lactation rooms are also rare, but demanded less by mothers than on-site daycare or flexible work schedules. Funding Sources Supported by the National Institutes of Health Fogarty International Center.
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Ruppanner, Leah, Rennie Lee i Matt Huffman. "Do Mothers Benefit from Flexible Work? Cross-National Evidence for Work Time, Job Quality, and Satisfaction". International Journal of Sociology 48, nr 2 (27.02.2018): 170–87. http://dx.doi.org/10.1080/00207659.2018.1446119.
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Ravindranath, Hasani De, Jugindar Singh Kartar Singh, Thilageswary Arumugam i Janitha Kularajasingam. "Exploring the Challenges Faced by Working Mothers and the Perceived Factors to Retain them in the Private Education Sector". International Journal of Human Resource Studies 11, nr 2 (26.03.2021): 17. http://dx.doi.org/10.5296/ijhrs.v11i2.18457.
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The purpose of this exploratory study was to explore the challenges faced by working mothers in the education sector and the perceived policies and strategies to retain them in their current jobs. This basic qualitative study used in-depth semi-structured interviews to collect information from five working mothers with at least one child. Thematic analysis was done to analyse the data manually. The key challenges highlighted include work-life conflict, stereotyping, exhaustion, changing work schedule and career growth opportunities. The working mothers also stated that the key perceived policies and strategies to retain them include child-care support, working from home and flexible work arrangements. Generally, they stated that motherhood was their key priority, and they prioritised family overwork. The study provided an understanding to organisations on the challenges faced by working mothers and what policies organisations should focus on to retain them. This study was the first of its kind, and it provided in-depth experience and views of working mothers in the education sector. This paper makes contributions to work-life integration and career theory.
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Noonan, Mary C., Sarah Beth Estes i Jennifer L. Glass. "Do Workplace Flexibility Policies Influence Time Spent in Domestic Labor?" Journal of Family Issues 28, nr 2 (luty 2007): 263–88. http://dx.doi.org/10.1177/0192513x06292703.
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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 their husbands spend less time in housework. Also, mothers who work at home spend more time in child care. One policy has the opposite of the predicted effect: Wives with flexible work schedules do less housework, and their husbands do more. Overall, mothers’ policy use has counterbalancing effects on their own and their spouses’ domestic labor time, implying that policy use has little net impact on total domestic labor time within dual-earner families.
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Ongaki, Jacob. "An examination of the relationship between flexible work arrangements, work-family conflict, organizational commitment, and job performance". Management 23, nr 2 (1.12.2019): 169–87. http://dx.doi.org/10.2478/manment-2019-0025.
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Summary Many employees are often faced with an inter-role conflict between work and that of a family in the U.S. However, business leaders and Human Resource Management (HRM) may not recognize the problem affecting white-collar employees. The purpose of this non-experimental quantitative study was to determine whether or not a relationship existed between employees’ use of flexible working arrangements as predictor variables (such as flexible work schedules and telecommuting) and work-family conflict and family-work conflict as covariate variables, and organizational outcomes (such as organizational commitment and job performance outcome variables). The self-reported survey data included 237 employees who have utilized flexible work arrangements in service organizations in the state of Texas. The inconclusive ANCOVA parametric data assumption resulted in further employ Kruskal-Wallis statistical analysis with less restrictive normality assumption The ANCOVA and Kruskal-Wallis analyses tests revealed a statistically significant result for employees’ use of flexible work options (a combination of flexible work schedules and telecommuting) to alleviate family-work conflict. The use of a single option (flexible work schedules or telecommuting) was statistically insignificant to employees. Despite the rigorous study, limitations are inevitable particularly for self-reported data and non-experimental study. The difficulty to determine the participants’ honesty unintentional misrepresentations reflected in the validity of the study (Hunter, 2012; Matsui et al., 2005). Nevertheless, the study provided insight information to organizational management not to overlook the use of flexible work arrangement practices to mitigate employees’ family-work conflict (Gözükara & Çolakoğlu, 2015) to achieve organizational outcomes. Future researchers should replicate this study to include flexible work arrangement users vs. non-flexible work arrangement employees in other states, regions, and industries.
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Piotrowski, Madison, Debra Stulberg i Mari Egan. "Medical Student Interest in Flexible Residency Training Options". Family Medicine 50, nr 5 (2.05.2018): 339–44. http://dx.doi.org/10.22454/fammed.2018.169078.
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Background and Objectives: Medical residents continue to experience high rates of burnout during residency training even after implementation of the 2003 Accreditation Council for Graduate Medical Education duty-hour restrictions. The purpose of this study is to determine medical student interest in flexible residency training options. Methods: Researchers developed an 11-question survey for second through fourth-year medical students. The populations surveyed included medical students who were: (1) attending the 2015 American Academy of Family Physicians National Conference, the 2015 Family Medicine Midwest Conference, and (2) enrolled at University of Chicago Pritzker School of Medicine, University of Illinois College of Medicine at Chicago, Drexel University College of Medicine, and Case Western Reserve University School of Medicine. Results: The survey was completed by 789 medical students. Over half of medical students surveyed indicated that they would be interested in working part-time during some portion of their residency training (51%), and that access to part-time training options would increase their likelihood of applying to a particular residency program (52%). When given the option of three residency training schedules of varying lengths, 41% of male students and 60% of female students chose a 60-hour workweek, even when that meant extending the residency length by 33% and reducing their yearly salary to $39,000. Conclusions: There is considerable interest among medical students in access to part-time residency training options and reduced-hour residency programs. This level of interest indicates that offering flexible training options could be an effective recruitment tool for residency programs and could improve students’ perception of their work-life balance during residency.
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Langner, Laura Antonia. "Flexible men and Successful Women: The Effects of Flexible Working Hours on German Couples’ Wages". Work, Employment and Society 32, nr 4 (12.07.2017): 687–706. http://dx.doi.org/10.1177/0950017017708161.
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Work hour flexibility is believed to help couples manage career and family demands. The German Socio-Economic Panel Study (SOEP) is unique in following both the flexible employee and their partner over time. The study utilizes this feature to investigate whether the take-up of work hour flexibility is detrimental for the flexible employee’s wage development. Men and women benefit from flexible working hours. For women, this positive wage effect occurs late, suggesting that, unlike men, they must first prove their commitment. Moreover, it tests for the first time whether flexible workers’ partners profit from the increased couple-level flexibility. The positive cross-partner effect for the inflexible partner is particularly pronounced for mothers’ wages, suggesting that men may use flexible working hours to support their wives’ careers. These measures are not necessarily used more frequently by those in need (e.g. parents or women). Instead, they seem to be accessed by those in sought-after positions.
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Dearden, Kirk A., Le Nga Quan, Mai Do, David R. Marsh, Helena Pachón, Dirk G. Schroeder i Tran Thi Lang. "Work outside the Home is the Primary Barrier to Exclusive Breastfeeding in Rural Viet Nam: Insights from Mothers Who Exclusively Breastfed and Worked". Food and Nutrition Bulletin 23, nr 4_suppl2 (grudzień 2002): 99–106. http://dx.doi.org/10.1177/15648265020234s214.
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This study assessed barriers to exclusive breastfeeding in rural Viet Nam and identified how a few mothers were able to exclusively breastfeed despite barriers. A cross-sectional quantitative and qualitative assessment was carried out among 120 mothers of infants less than six months old in northern Viet Nam. Only 24% of the mothers exclusively breastfed. Adjusting for infant's age and who attended delivery, the risk of not exclusively breastfeeding was 14.0 times greater for women who had returned to work than for women who had not. Exclusively breastfeeding mothers ( n = 4) who worked differed from other mothers in important ways. They all felt they had enough milk, all knew the appropriate time to introduce foods and liquids, and most were supported in their breastfeeding decisions by commune health workers and family members. This research suggests strategies that can be implemented now to increase exclusive breastfeeding in rural work environments. These include improving knowledge about the introduction of water and semi-solids, addressing perceptions of milk insufficiency, securing support from others, and presenting mothers with options for exclusively breastfeeding, even when they work outside the home.
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Taibah, Daliah, i Theresa C. F. Ho. "The Moderating Effect of Flexible Work Option on Structural Empowerment and Generation Z Contextual Performance". Behavioral Sciences 13, nr 3 (17.03.2023): 266. http://dx.doi.org/10.3390/bs13030266.
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Leading and managing Generation Z can be a daunting task due to the distinct expectations, behaviours, and preferences they bring with them compared to prior generations. As such, when managing Gen Z workers, it is essential that leaders are aware of these variations to effectively manage their teams. Hence, this research endeavours to investigate the role of flexible work options on strengthening the relationship between structural empowerment and contextual work performance among Generation Z. This study employed a quantitative approach via an online questionnaire distributed to full- or part-time employed Gen Z workers in Jeddah, Saudi Arabia working within the wholesale and retail sectors. The purpose of this study is, therefore, to determine the impact of the moderating effect of flexible work options on the relationship between structural empowerment and Gen Z employee work performance. The findings suggest that H1, the moderating effect of the flexible work option on the opportunity and contextual work performance relationship, is not supported, while H2 and H3, the moderating effect of the Flexible work option on the relationships of support as well as information and contextual work performance, are both supported. However, it has a negative effect on the relationship between access to support and Gen Z contextual work performance and a positive effect on the relationship between access to information and Gen Z contextual work performance. The study’s findings highlight the necessary structural empowerment for enhancing Generation Z’s contextual work performance, offering useful information to management, policy makers, and the business as a whole.
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Lott, Yvonne. "Is maternal labor market re-entry after childbirth facilitated by mothers’ and partners’ flextime?" Human Relations 73, nr 8 (20.06.2019): 1106–28. http://dx.doi.org/10.1177/0018726719856669.
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How do national-level work–life balance policies shape the role of flextime in maternal labor market re-entry after childbirth? It is well known that such policies influence the adoption, provision, and support of flexible work arrangements by organizations, but whether they shape the relevance of these arrangements for workers has been neglected in past research. This article analyzes whether mothers’ and partners’ flextime facilitates maternal labor market re-entry after childbirth in Germany, where family policy reforms have been implemented in the last two decades. Event history analysis based on German Socio-Economic Panel (SOEP) data from the years 2003–2013 revealed that mothers were more likely to re-enter the labor market if they had used flextime before childbirth. However, this effect existed only before the implementation of family policy reforms, namely the introduction of parental leave in 2007 and the expansion of public childcare. Moreover, the use of flextime before childbirth did not encourage mothers to maintain previous work hours (the legal right to work part time has existed in Germany since 2001). Partners’ use of flextime before childbirth was found to be less relevant for mothers’ return to work after childbirth. The analysis indicates that generous national-level work–life balance policies can diminish the effectiveness of organizational work–life balance policies for mothers’ employment behavior.
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Shvetsova, Anastasiya V. "MECHANISMS FOR REALIZING THE RIGHT TO WORK AND PROFESSIONAL DEVELOPMENT OF WOMEN DURING MATERNITY LEAVE". RSUH/RGGU Bulletin. Series Philosophy. Social Studies. Art Studies, nr 1 (2022): 201–14. http://dx.doi.org/10.28995/2073-6401-2022-1-201-214.
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The article substantiates the need to analyze the mechanisms for realizing the right to work of women during maternity leave from the standpoint of gender theory and notes the internal and external reasons that encourage mothers to become professionally active. It describes existing and potential support mechanisms: legal regulation of employment and employment protection; availability of preschool institutions for children under 3 years old; vocational training, retraining and advanced training; organization of an environment loyal to young mothers in the workplace; flexible tax laws for women entrepreneurs; stimulation of the leadership and entrepreneurial activity; promoting the principles of equal participation of both parents in the upbringing and care of children. The author draws a conclusion on the relevance and effectiveness of existing mechanisms, the most important of which is their fragmentation and lack of a conceptual understanding of the situation, what makes the specific issues of mothers unnoticed by the state and the public
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Lott, Yvonne. "Working longer with working-time flexibility: Only when job commitment is high and family commitment is low?" Journal of Family Research 35 (12.05.2023): 372–92. http://dx.doi.org/10.20377/jfr-852.
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Objective: This study investigates (a) whether job commitment and family commitment moderate the positive association between flexible working-time arrangements and work hours, and (b) whether childless women and men and mothers and fathers with the same levels of job and family commitment work equally long hours with flexible working-time arrangements. Background: As working-time flexibility increases at many workplaces due to digital technologies and work overload, so too does the risk of working longer hours. Although previous research has neglected job and family commitment as potential moderators of the relationship between working-time flexibility and long working hours, it has found gender inequalities in working hours among employees with flexible working-time arrangements, which have been attributed inter alia to men’s higher commitment to work and lower commitment to family. Method: Multivariate analyses were conducted based on German Family Panel (pairfam) data for 2018, 2019, and 2020. The sample comprised data from 4,568 employee-years, 1,666 part-time employee-years, and 2,902 full-time employee-years. Results: Among full-time employees, only those with high job commitment and low family commitment worked longer hours with employer-driven flexibility and working-time autonomy. Mothers with these arrangements worked fewer hours than childless women, childless men, and fathers, unless they had the same levels of job and family commitment as the latter three groups. Conclusion: These results suggest, first, that among full-time employees with flexible working-time arrangements, job and family commitment are driving factors for working long hours; second, that gender differences in work hours are shaped by parental status; and third, that these differences are due, at least in part, to differences in connectedness to job and family roles.
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Huseyin Arslan, Seda Dogan Tusha i Ahmet Yazar. "6G vision: An ultra-flexible perspective". ITU Journal on Future and Evolving Technologies 1, nr 1 (18.12.2020): 121–40. http://dx.doi.org/10.52953/ikvy9186.
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The upcoming sixth generation (6G) communications systems are expected to support an unprecedented variety of applications, pervading every aspect of human life. It is clearly not possible to fulfill the service requirements without actualizing a plethora of flexible options pertaining to the key enabler technologies themselves. At that point, this work presents an overview of the potential 6G key enablers from the flexibility perspective, categorizes them, and provides a general framework to incorporate them in the future networks. Furthermore, the role of artificial intelligence and integrated sensing
and communications as key enablers of the presented framework is also discussed.
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Chung, Heejung, Holly Birkett, Sarah Forbes i Hyojin Seo. "Covid-19, Flexible Working, and Implications for Gender Equality in the United Kingdom". Gender & Society 35, nr 2 (19.03.2021): 218–32. http://dx.doi.org/10.1177/08912432211001304.
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We examine the role flexible working has for gender equality during the pandemic, focusing on arrangements that give workers control over when and where they work. We use a survey of dual-earning working parents in the United Kingdom during the peak of the first lockdown, namely, between mid-May and mid-June 2020. Results show that in most households in our survey, mothers were mainly responsible for housework and child care tasks both before and during the lockdown period, although this proportion has slightly declined during the pandemic. In households where fathers worked from home during the pandemic, respondents were less likely to say that mothers were the ones solely or mostly responsible for housework and child care. Fathers who worked from home were more likely to say that they were doing more housework and child care during the lockdown period than they were before. Finally, we explore what we expect to happen in the postpandemic times in relation to flexible working and gender equality. The large expansion of flexible working we expect to happen may help reduce some of the gender inequalities that have exacerbated during the pandemic, but only if we reflect on and change our existing work cultures and gender norms.
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Bölsch-Peterka, Ronja, i Irina Böckelmann. "Aspekte mobil-flexibler Arbeit". ASU Arbeitsmedizin Sozialmedizin Umweltmedizin 2021, nr 04 (26.03.2021): 221–27. http://dx.doi.org/10.17147/asu-2104-8797.
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Aspects of mobile and flexible working Professional mobility and flexibility are in themselves not a phenomenon that only emerged through the change in the world of work. It is characteristic of today that professional mobility is demanded by more and more companies and thus more employees are affected. It extends to other professions and is not only relevant for mobile occupations, such as professional drivers. In addition to the positive aspects of mobile work for employees (such as freedom, design options), there is also evidence of negative aspects. There is already some awareness of the health implications of various aspects of this form of work. However, there is little awareness of the health implications of the combined forms of mobile-flexible work (multimobility). Keywords: mobile and flexible working – mobility skills – change in the world of work – health-promoting working conditions
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Radcliffe, Polly, Martha Canfield, Maggie Boreham, Sally Marlow i Gail Gilchrist. "How to capture the experience of mothers with alcohol problems involved in English family court proceedings – lessons from the field". Advances in Dual Diagnosis 13, nr 1 (23.01.2020): 46–55. http://dx.doi.org/10.1108/add-11-2019-0015.
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Purpose It proved difficult to recruit sufficient mothers to a prospective cohort study designed to explore the factors and characteristics of mothers whose children are the subject of the public care system as a result of their drinking, retaining or losing care of their children. In conducting interviews instead with social workers in six local authorities, the repurposed study aimed to explore their views of the barriers and facilitators to involving this “hard to reach” population of mothers in research at the beginning of care proceedings. Design/methodology/approach For this study, 36 semi-structured telephone interviews were conducted with child and family social workers and social work managers located in six English local authorities. Transcripts were analysed using Nvivo and coded thematically. Findings Workforce issues and social work workload, court timescales and the additional burden that participating in research at a time of enormous stress for mothers were described as barriers to recruitment. Social workers suggested that the criteria for including participants could be widened to include mothers in pre-proceedings and that recruitment could take place via substance use services with whom mothers do not have an antagonistic relationship. Research limitations/implications The perspective of social work practitioners and not mothers themselves on barriers to engagement in research is a limitation of the study. Innovative and flexible research design is needed to include the participation of mothers whose alcohol use has led to court proceedings in research. Originality/value Few studies have investigated the barriers and facilitators to engaging mothers in research at the point that care proceedings have been issued. The re-purposed study highlighted the particular stresses on mothers and social workers and made recommendations for alternative strategies for recruiting these mothers and representing their experience in research.
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Ng, Yvonne Peng Mei, Yi Fen Low, Xin Lei Goh, Doris Fok i Zubair Amin. "Breastfeeding in COVID-19: A Pragmatic Approach". American Journal of Perinatology 37, nr 13 (8.09.2020): 1377–84. http://dx.doi.org/10.1055/s-0040-1716506.
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The novel coronavirus disease 2019 (COVID-19) pandemic has resulted in changes to perinatal and neonatal care, concentrating on minimizing risks of transmission to the newborn and health care staff while ensuring medical care is not compromised for both mother and infant. Current recommendations on infant care and feeding when mother has COVID-19 ranges from mother–infant separation and avoidance of human milk feeding, to initiation of early skin-to-skin contact and direct breastfeeding. Health care providers fearing risks of severe acute respiratory syndrome-coronavirus-2 (SARS-CoV-2) maternal–infant transmission may veer toward restricted breastfeeding practices. We reviewed guidelines and published literature and propose three options for infant feeding depending on various scenarios. Option A involves direct breastfeeding with the infant being cared for by the mother or caregiver. In option B, the infant is cared for by another caregiver and receives mother's expressed milk. In the third option, the infant is not breastfed directly and does not receive mother's expressed milk. We recommend joint decision making by parents and the health care team. This decision is also flexible as situation changes. We also provide a framework for counseling mothers on these options using a visual aid and a corresponding structured training program for health care providers. Future research questions are also proposed. We conclude that evidence and knowledge about COVID-19 and breastfeeding are still evolving. Our options can provide a quick and flexible reference guide that can be adapted to local needs. Key Points
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Z, Annisa Hakim, Fransisca Listyaningsih Utami, Anees Janee Ali i Anees Janee Ali. "WOMEN'S ECONOMIC EMPOWERMENT THROUGH HOME BUSINESS FINANCIAL MANAGEMENT IN NORTH KEMBANGAN". ICCD 2, nr 1 (25.11.2019): 264–68. http://dx.doi.org/10.33068/iccd.vol2.iss1.113.
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The growth rate of women entrepreneurs is increasing. This is the most flexible business that can be carried out by women because the main work as a wife and mother can be carried out simultaneously. Women don't need to work outside the home. But the problems that occur there are still women who are not yet entrepreneurs, some are not smoothly running their businesses, so they cannot develop. Therefore, the Community Service Team at Mercu Buana University identified the problems faced by mothers in North Kembangan related to the problems of the business they run. The main problem is the lack of telalten mothers separate business finance with household interests. Thus, the Community Service Team will provide business financial management socialization.
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O’Connor, Lindsey Trimble, i Erin A. Cech. "Not Just a Mothers’ Problem: The Consequences of Perceived Workplace Flexibility Bias for All Workers". Sociological Perspectives 61, nr 5 (13.04.2018): 808–29. http://dx.doi.org/10.1177/0731121418768235.
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Flexibility bias and the “ideal worker” norm pose serious disadvantages for working mothers. But, are mothers the only ones harmed by these norms? We argue that these norms can be harmful for all workers, even “ideal” ones—men without caregiving responsibilities who have never used flexible work arrangements. We investigate how working in an environment where workers perceive flexibility bias affects their job attitudes and work-life spillover. Using representative survey data of U.S. workers, we find that perceived flexibility bias reduces job satisfaction and engagement and increases turnover intentions and work-life spillover for all types of workers, even ideal workers. The effects of perceived bias on satisfaction, turnover, and spillover operate beyond experiences with family responsibilities discrimination and having colleagues who are unsupportive of work-life balance. We show that workplace cultures that harbor flexibility bias—and, by extension, that valorize ideal work—may affect the entire workforce in costly ways.
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Marques, J., i M. Cunha. "Upgrading water distribution networks to work under uncertain conditions". Water Supply 20, nr 3 (27.01.2020): 878–88. http://dx.doi.org/10.2166/ws.2020.011.
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Abstract This work presents a multicriteria approach to defining flexible solutions for reinforcing and renewing existing water distribution networks, considering uncertain future working conditions. Criteria related to financial, environmental and pipe failure assessment are proposed to evaluate alternative solutions and to identify the best-placed options to implement. The alternatives are obtained for a phased design scheme that enables midcourse corrections through changes in the network layout. The proposed framework has been demonstrated using a case study based on a water distribution network from the literature.
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Choi, Eunhee, Javier Ospina, Michael F. Steger i Rebecca Orsi. "Understanding work enjoyment among older workers: The significance of flexible work options and age discrimination in the workplace". Journal of Gerontological Social Work 61, nr 8 (14.09.2018): 867–86. http://dx.doi.org/10.1080/01634372.2018.1515140.
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