Miami University American Express and Family Policies Research Paper Documentary : https://www.pbs.org/video/to-the-contrary-9-to-5-no-longer/ AFTER WATCH | Course Hero

Miami University American Express and Family Policies Research Paper Documentary : https://www.pbs.org/video/to-the-contrary-9-to-5-no-longer/

AFTER WATCHING THE DOCUMENTARY AND CHAPTER 10, YOU WILL NEED TO CHOOSE A COMPANY TO RESEARCH…
THE RESEARCH:

With what you learned from the documentary and chapter 10, each member of the group will research one company. It can be any company you are interested in or research a company you would like to work for in the future if you have an idea of what you want to do post-college–you may not and that’s ok! You will need to go to their company’s website and review their policies and benefits provided to their employees as it relates to paid time off, sick leave or personal time off (PTO), child care, flexible work schedules, maternity/paternity leave, wellness programs, perks, company awards (e.g., “Top Work Places” or Forbes “Best Places to Work”), and other relevant methods designed to achieve a healthy work-life balance; particularly ones relevant to what chapter 10 presented and the PBS film, “9 to 5: No Longer”.

Therefore this is not so much about presenting company benefits like health insurance and if they offer a 401k but researching the culture and philosophy of the company and how it translates into how they treat their employees through available benefits, policies, and programs. Be sure to learn specifics as all US companies give time off, are required to follow federal laws related to FMLA, offer healthcare, etc. This means you may have to pick up the phone or email someone in HR as their websites will be generic about what they offer. You may also consult a database or a recruiting site like Glassdoor.com in addition to the company’s website. You must research the company’s website–DO NOT rely on Glassdoor or Indeed.com alone for your information.

Please Note: Do NOT copy and paste such benefits and policies directly from a website you are using but present them in your own words. Also, if the company you are researching does not provide a lot of information or you are unable to find the companies benefits and policies, please choose another one. Also, Do NOT simply state that they offer health care and paid time off, it is important to know how much is the employee’s share for health care each month? Or for example, share how long you have to wait to use vacation, or can you accrue more weeks each year the longer you are there. 10
WORK AND FAMILY
Learning Objectives
THE INTERFACE OF WORK AND FAMILY LIFE
Gender and the Work–Family Interface
MEN’S WORK AND FAMILY ROLES
“Good Providers” versus “Involved Fathers”
WOMEN’S WORK AND FAMILY ROLES
Women in the Labor Force
Women’s Occupations
The Female–Male Wage Gap
Stay-at-Home Moms
TWO-EARNER PARTNERSHIPS
AND WORK–FAMILY OPTIONS
Two-Career Partnerships
Working Part-Time
Shift Work and Variations
Doing Paid Work at Home
UNPAID FAMILY WORK
Household Labor
Why Do Women Do More Household Labor?
Diversity and Household Labor
JUGGLING EMPLOYMENT AND FAMILY WORK
Work–Family Conflict in the Twenty-First Century
Two-Earner Families and Children’s Well-Being
?
Ariel Skelley/Taxi/Getty Images
Issues for Thought:When One Woman’s Workplace
Is Another’s Family
SOCIAL POLICY, WORK, AND FAMILY
What Are the Issues?
What’s Needed to Address the Issues?
1
Summarize men’s traditional family
role and how expectations for men
in co-resident relationships have
changed over the past several
decades.
2
Summarize women’s traditional
family role and how expectations
for women in co-resident
relationships have changed over
the past several decades.
3
List some options and alternatives
available to two-earner couples.
4
Discuss division of labor regarding
unpaid family work.
5
Name reasons why women in
heterosexual relationships do more
unpaid family work than men do.
6
Describe the causal feedback loop
regarding work and family living.
7
Discuss family policy regarding the
work–family interface.
8
Explain how feelings of fairness
regarding work–family roles impact
relationship satisfaction.
As We Make Choices:Self-Care (Home Alone) Kids
Who Will Provide What’s Needed to Meet the Challenges?
THE TWO-EARNER COUPLE’S RELATIONSHIP
Fairness and Couple Happiness
245
Copyright 2018 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. WCN 02-200-203
C H A P T E R 10
Work and Family
T h e t h r e e -g e n e r a t io n L e e f a m ily o c c u p ie s a f o u r -s t o r y
life a n d ( 2 ) le a v in g h o m e fo r e m p lo y m e n t— c o m b in in g
b u ild in g in N e w Y o r k C ity. W ith h is tw o g r o w n c h ild r e n ,
w o r k a n d fa m ily h a s b e c o m e c h a r a c te r iz e d b y m u ltip le
t h e w id o w e d C h in e s e -im m ig r a n t g r a n d f a t h e r G u n g
o p tio n s a n d d e c isio n s to m a k e .
G u n g , 8 6 , b o u g h t th e b u ild in g fifte e n y e a r s a g o . N o w
I n th is c h a p te r w e ’ll e x a m in e p a r tn e r s ’ tr a d itio n a l a n d
w ith G u n g G u n g , tw o m a r r ie d c o u p le s, a n d se v e n c h ilc h a n g in g r o le s in th e w o r k p la c e a n d fa m ily. W e ’ll lo o k a t
d r e n in th e h o u se h o ld , th e fa m ily sp lits th e m o r tg a g e ,
h o w c o u p le s ju g g le — a n d s tr u g g le — to b a la n c e e m p lo y fo o d , a n d r e p a ir b ills . G u n g G u n g ’s s o n , W a r r e n , m a k e s
m e n t w ith u n p a id fa m ily la b o r. W e ’ll s e e th a t, a s a r g u e d in
d o u g h a n d fillin g s fo r th e fa m ily b a k e r y. W a r r e n a lso
C h a p te r 3 , a s p e c ts o f tr a d itio n a l g e n d e r r o le s p e r s is t d e c o o k s fo r th e fa m ily , lig h ts h is fa th e r ’s B u d d h is t a lta r
s p ite s o c ia l c h a n g e . T h e p e r s is te n t g e n d e r e d d iv e r g e n c e
e a c h m o r n in g , a n d g e ts h im to m e d ic a l a p p o in tm e n ts.
in e a r n in g s , a s w e ll a s th e ( s lo w ) tr e n d to w a r d e a r n in g s
W a r r e n ’s w ife , J e n , is a g y m te a c h e r. G u n g G u n g ’s
c o n v e rg e n c e th a t w e h a v e se e n o v e r th e p a st se v e ra l d e d a u g h te r, M a y, is a ssista n t p r in c ip a l a t a n e a r b y sc h o o l.
c a d e s , h a v e a ffe c te d th e d iv is io n o f h o u s e h o ld la b o r.
M a y ’s h u s b a n d , B e n , d r iv e s fo r F e d E x . T h e fa m ily r e n ts
T h e fa m ily e c o lo g y p e r sp e c tiv e ( w h ic h su g g e sts th a t
o u t th e b u ild in g ’s lo w e s t flo o r to a M e x ic a n r e s ta u r a n t.
str u c tu r a l fo r c e s o u tsid e fa m ilie s in flu e n c e w h a t g o e s
T h e L e e s e m p lo y t w o C a n t o n e s e -s p e a k in g b a b y s it t e r s
o n in sid e th e m ) o p e r a te s w ith in a c o n te x t o f g e n d e r
( S . K ra m e r 2 0 1 1 ) .
e x p e c ta tio n s a n d str u c tu r e s th a t in flu e n c e o p tio n s
E v e r y M o n d a y, fin a n c ia l e x e c u tiv e K a r e n C a n g a s
a n d d e c isio n s ( G a r e y a n d H a n se n 2 0 1 1 ) . Y o u ’ll r e c a ll
le a v e s h o m e fo r th e a ir p o r t. S h e ’ll b e b a c k T h u r sd a y
fr o m C h a p te r 3 th a t g en d er stru ctu res in v o lv e th e fiv e
n ig h t. U n til th e n sh e ’ll w o r k w ith c lie n ts in v a r io u s c itb a sic so c ia l in stitu tio n s: fa m ily, r e lig io n , g o v e r n m e n t,
ie s. H e r h u sb a n d d r o p s o ff th e ir tw o c h ild r e n a t d a y
e d u c a tio n , a n d th e e c o n o m y. T h is c h a p te r in v e stig a te s
c a r e o n h is w a y to w o r k . E v e n in g s, th e fa m ily v isits w ith
c o n flic t b e tw e e n w o r k a n d fa m ily, th e n c o n sid e r s w h a t
K a r e n o n S k y p e ( C u lle n 2 0 0 7 ) .
is n e e d e d to r e so lv e w o r k – fa m ily c o n flic t. T o b e g in , w e
In d iffe r e n t w a y s, th e se tw o c o n te m p o r a r y A m e r ic a n
w ill e x p lo r e th e o fte n g e n d e r e d in te r fa c e o f w o r k a n d
fa m ilie s ( lik e a ll fa m ilie s) in h a b it th e in te r se c tio n , o r in fa m ily life — th a t sp a c e w h e r e th e so c ia l in stitu tio n s o f
ter fa ce, b e tw e e n w o r k a n d fa m ily. In b o th sc e n a r io s, fa m ily
fa m ily a n d th e e c o n o m y m e e t.
m e m b e r s w o r k to p r o v id e
r e so u r c e s; th e y o r g a n iz e
th e ir fa m ily liv e s a c c o r d in g to a v a ila b le e c o n o m ic
o p tio n s a n d o p p o r tu n itie s.
U n til fa ir ly r e c e n tly in h u m a n h isto r y, c o o p e r a tiv e
la b o r fo r su r v iv a l w a s th e
d o m in a n t p u r p o se o f m a r r ia g e s a n d fa m ilie s, a s d isc u sse d in C h a p te r 7 . N o w
w e a lso e x p e c t lo v e a n d
e m o tio n a l su p p o r t fr o m
o u r fa m ilie s.
In a d d itio n to e x p e c tin g lo v e in m a r r ia g e , a
se c o n d d e v e lo p m e n t b e g a n
w ith th e e ig h te e n th – a n d
n in e t e e n t h -c e n t u r y I n d u s tr ia l R e v o lu tio n in E u r o p e
a n d
th e
U n ite d
S ta te s
w h e n e c o n o m ic p r o d u c tio n m o v e d to fa c to r ie s a n d
The family ecology perspective tells us that workplace requirements impact family
o ffic e s. W a g e e a r n e r s a n d
living. This mom’s military career certainly affects her family life. Four in ten military
a la b o r f o r c e — p e o p le w h o
women have children. Even if breast-feeding, new mothers are required to deploy as
a r e e m p lo y e d o r w h o a r e
soon as four months after a birth. Some mothers return after deployment to toddlers
lo o k in g fo r p a id w o r k —
who don’t remember them. Spokespersons with the National Military Families
e m e r g e d . G iv e n th e se tw o
Association say that military moms should not be deployed overseas until at least
h isto r ic a l d e v e lo p m e n ts—
twelve months after a birth (Browder 2010; Mann 2008).
( 1 )
w a n tin g
e m o tio n a l
sa tisfa c tio n
fro m
fa m ily
Copyright 2018 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. WCN 02-200-203
iStockphoto.com/Mie Ahmt
246
The Interface of Work and Family Life
THE INTERFACE OF WORK
AND FAMILY LIFE
T h e c o n c e p ts s o c io lo g ic a l im a g in a tio n a n d th e fa m ily e c o lo g y p ersp ectiv e, d isc u sse d in C h a p te r s 1 a n d 2 , h o ld th a t
fa m ily life is in flu e n c e d b y c u ltu r a l e x p e c ta tio n s a n d
so c ia l str u c tu r e s e x te r n a l to it. O n e su c h in flu e n c e is
to d a y ’s e c o n o m y , r e c o v e r in g b u t s till n e g a tiv e ly a ffe c te d
b y th e G r e a t R e c e ssio n th a t b e g a n in 2 0 0 7 . D u e to lo st
in c o m e a n d p r o p e r ty v a lu e s, ty p ic a l h o u se h o ld w e a lth
t o d a y is n o w w o r t h o n e -t h ir d le s s t h a n it w a s p r io r t o
2 0 0 7 ( B e r n a s e k 2 0 1 4 ) . A v a ila b le jo b s te n d to p a y le s s
th a n b e fo r e th e G r e a t R e c e ssio n a n d a r e m o r e lik e ly
t o b e p a r t -t im e . I n it ia lly b lu e -c o lla r , t h e n w h it e -c o lla r ,
a n d n o w p r o fe s s io n a l jo b s s u c h a s th o s e in a c c o u n tin g
h a v e r e lo c a te d a n d c o n tin u e to m o v e o v e r se a s ( P r e sto n 2 0 1 5 ) . S tu d e n t lo a n d e b t is h isto r ic a lly h ig h e r th a n
e v e r b e fo r e ( F r y 2 0 1 4 ) . A ll th e se situ a tio n s m a k e fo r
w o r k – fa m ily str e ss. F u r th e r m o r e , th e w o r k p la c e itse lf
in flu e n c e s e v e r y d a y fa m ily life . W o r k p la c e p o lic ie s,
su c h a s th e a v a ila b ility o f m a te r n ity o r p a te r n ity le a v e ,
im p a c t fe r tility d e c isio n s, w o r k e r str e ss, a n d p a r e n ts’
la b o r fo r c e p a r tic ip a tio n ( B a r n e s 2 0 1 3 ; L a u g h lin 2 0 1 1 ;
S u lliv a n 2 0 1 5 ) .
M e a n w h ile , fa m ily m e m b e r s c a n in flu e n c e w o r k p la c e p o lic ie s a n d c o n d it io n s . I n 2 0 1 0 , t h e W a l-M a r t
C o r p o r a t io n s e t t le d t h e la r g e s t s e x -d is c r im in a t io n la w su it in h isto r y w h e n it a g r e e d to p a y $ 8 6 m illio n in d a m a g e s to m o r e th a n 2 0 0 ,0 0 0 C a lifo r n ia fe m a le e m p lo y e e s
a n d f a m ily m e m b e r s . W a l-M a r t h a d p a id t h e m le s s t h a n
it p a id its m a le e m p lo y e e s, a n d th e fe m a le e m p lo y e e s
su e d fo r d a m a g e s ( S te m p e l 2 0 1 0 ) . T h e p r e c e d in g a r e
m a c r o o r s o c ie t y -w id e e x a m p le s . W e c a n a ls o t h in k in
te r m s o f m icro , o r sm a lle r g r o u p e x a m p le s.
O n th e m ic r o le v e l, fa m ily r e se a r c h e r s o fte n lo o k a t
th e s p illo v e r fr o m w o r k situ a tio n s in to fa m ily life — h o w
p le a su r e s o r str e sse s a sso c ia te d w ith w o r k a ffe c t in te r a c tio n w ith in th e fa m ily ( e .g ., H ill e t a l. 2 0 1 3 ; J a n g , Z ip p a y ,
a n d P a r k 2 0 1 2 ; M ille r a n d C h a n g 2 0 1 5 ) . R e se a r c h sh o w s
sig n ific a n t sp illo v e r fr o m e m p lo y e d m o th e r s’ p e r c e iv e d
w o r k lo a d a n d fr o m th e q u a lity o f m o th e r s’ in te r a c tio n s
w ith su p e r v iso r s to in te r a c tio n s w ith th e ir c h ild r e n .
F e e lin g o v e r lo a d e d o r e n d u r in g su p e r v iso r c r itic ism
w e r e p o sitiv e ly c o r r e la te d w ith h a r sh a n d w ith d r a w n
m o t h e r -c h ild in t e r a c t io n s ; n o t f e e lin g o v e r lo a d e d o r e n jo y in g s u p e r v is o r p r a is e w e r e p o s itiv e ly a s s o c ia te d w ith
w a r m m o t h e r -c h ild in t e r a c t io n s ( G a s s m a n -P in e s 2 0 1 1 ,
2 0 1 3 ) . ( T h is r e se a r c h is a lso in d ic a tiv e o f th e stress m o d el
o f p a re n ta l e ffe c tiv e n e s s , d is c u s s e d in C h a p te r 9 .)
A s t u d y t h a t e x a m in e d s p illo v e r a m o n g d u a l-e a r n e r le s b ia n a n d g a y p a r e n ts fo u n d th a t h a v in g a jo b in a n L G B T fr ie n d ly w o r k p la c e r e d u c e d p a r e n ta l a n x ie ty a t h o m e ,
w h ile a n u n fr ie n d ly w o r k a tm o s p h e r e h a d th e o p p o s ite
e ffe c t ( G o ld b e r g a n d S m ith 2 0 1 3 ) . A s a n o th e r e x a m p le , a
s tu d y o f h e te r o s e x u a l m a r r ie d s fo u n d a p o s itiv e c o r r e la tio n
247
b e tw e e n m o th e r s ’ w o r k in g fu lltim e a t a p r im a r y jo b p lu s
a n o n s ta n d a r d s h ift a t a s e c o n d jo b a n d th e ir c h ild r e n ’s
b e in g o v e r w e ig h t o r o b e s e ( M ille r a n d C h a n g 2 0 1 5 ) . C a n
y o u h y p o th e s iz e a b o u t w h y th is m ig h t b e ?
S p illo v e r c a n b e s tu d ie d in th e o th e r d ir e c tio n , to o . A
S in g a p o r e stu d y fo u n d th a t w o r k e r s w ith d istr e sse d m a r r ia g e s w e r e d e p r e sse d a t w o r k a n d h a d lo w e r e m p lo y e e
m o tiv a tio n a n d o u tp u t ( S a n d b e r g e t a l. 2 0 1 2 ) . S im ila r ly,
a stu d y o f e c o n o m ic a lly d isa d v a n ta g e d m o th e r s fo u n d
th a t a n a d o le s c e n t c h ild ’s d e lin q u e n c y n e g a tiv e ly im p a c te d th e m o th e r ’s w o r k s ta b ility a n d p e r fo r m a n c e
( C o le y , R ib a r , a n d V o t r u b a -D r z a l 2 0 1 1 ) .
Gender and the Work–Family
Interface
A
2 0 1 2 C e n s u s B u r e a u p u b lic a tio n c a lle d “ W h o ’s
M in d in g th e K id s” d e fin e s a m o th e r a s th e “ d e sig n a te d p a r e n t” b u t a fa th e r a s a “ c h ild c a r e a r r a n g e m e n t” ( W o m e n ’s
L a w P r o je c t 2 0 1 2 ; a n d s e e L a u g h lin a n d S m ith 2 0 1 5 ) .
Y o u m a y r e c a ll fr o m C h a p te r 3 th a t m e n h a v e tr a d itio n a lly b e e n e x p e c te d to sh o w in stru m en ta l c h a r a c te r tr a its,
s u c h a s s e lf -r e lia n c e a n d a m b it io n , w h ile w o m e n h a v e
b e e n s u p p o s e d t o b e e x p r e s s iv e , r e la t io n s h ip -o r ie n t e d ,
a n d su p p o r tiv e h e lp m a te s ( P a r so n s a n d B a le s 1 9 5 5 ;
S a lle e 2 0 1 1 ) . A t le a s t in t h e A m e r ic a n m id d le -c la s s , h u s b a n d s h a v e b e e n m o r e lik e ly to b e in th e la b o r fo r c e ,
a n in str u m e n ta l r o le . W iv e s h a v e b e e n m o r e lik e ly to
b e m o t h e r -h o m e m a k e r s , a n e x p r e s s iv e r o le . A s lo n g a s
m id d le -c la s s n o n H is p a n ic w h it e w o m e n r e m a in e d o u t
o f th e la b o r fo r c e , th is d iv isio n o f la b o r w a s ta k e n fo r
g r a n te d b y m o st r e se a r c h e r s a n d p o lic y m a k e r s.
B u t t h e t im e s h a v e b e e n a -c h a n g in ’. F o r o n e t h in g , a t titu d e s h a v e c h a n g e d . A lth o u g h 3 8 p e r c e n t o f A m e r ic a n s
a g e 6 5 a n d o ld e r se e m o r e m o th e r s o f y o u n g c h ild r e n
w o r k in g o u ts id e th e h o m e a s a b a d th in g , ju s t 2 3 p e r c e n t
o f y o u n g a d u lts d o ( P e w R e se a r c h C e n te r 2 0 1 0 c ) . M e a n w h ile , a 2 0 1 2 P e w R e se a r c h su r v e y fo u n d fo r th e fir st tim e
th a t w o m e n a g e d 1 8 to 3 4 to p p e d y o u n g m e n in d e sir in g
h ig h -p a y in g c a r e e r s . N e a r ly t w o -t h ir d s ( 6 6 p e r c e n t ) o f
y o u n g w o m e n s a id t h a t “ b e in g s u c c e s s f u l in a h ig h -p a y in g
c a r e e r o r p r o fe ssio n ” w a s “ v e r y im p o r ta n t” o r “ o n e o f th e
m o st im p o r ta n t th in g s” in th e ir liv e s. A m o n g m e n in th e
sa m e a g e g r o u p , 5 9 p e r c e n t sa id so . T h e se fig u r e s c o m p a r e to 5 6 p e r c e n t o f w o m e n a n d 5 8 p e r c e n t o f m e n in
1 9 9 7 ( P e w R e se a rc h C e n te r 2 0 1 2 d ) .
In a d d itio n , a 1 9 7 7 su r v e y fo u n d 4 3 p e r c e n t o f
A m e r ic a n s sa y in g th a t m a r r ia g e s w o r k b e tte r w h e n th e
h u sb a n d is b r e a d w in n e r a n d th e w ife ta k e s c a r e o f th e
h o u se a n d c h ild r e n . B u t b y 2 0 1 0 , th e p e r c e n ta g e th in k in g th is w a y h a d d r o p p e d to 3 0 . S im ila r ly, 1 9 7 7 su r v e y s
fo u n d th a t fe w e r th a n h a lf o f r e sp o n d e n ts ( 4 8 p e r c e n t)
sa id th a t m a r r ia g e s w o r k b e tte r w h e n b o th sp o u se s h a v e
jo b s a n d c a r e fo r th e h o u s e a n d c h ild r e n . B y 2 0 1 0 , c lo s e
t o t w o -t h ir d s ( 6 2 p e r c e n t ) t h o u g h t s o ( P e w R e s e a r c h
C e n te r 2 0 1 0 a , p p . 2 6 , 3 0 ) .
Copyright 2018 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. WCN 02-200-203
248
C H A P T E R 10
Work and Family
N e v e r th e le ss, d e sp ite so c ia l c h a n g e , e v id e n c e o f tr a d itio n a l e x p e c ta tio n s a n d b e h a v io r s p e r sists. In 2 0 1 2 ,
w h e n a sk e d w h a t m a k e s a g o o d h u sb a n d , 4 1 p e r c e n t o f
A m e r ic a n s s a id a g o o d h u s b a n d n e e d s to p r o v id e a g o o d
in c o m e , w h ile o n ly 1 9 p e r c e n t sa id p r o v id in g a g o o d
in c o m e is n e c e ssa r y to b e in g a g o o d w ife . T h e G a llu p
p o ll h a s b e e n a s k in g a b o u t U .S . m e n ’s a n d w o m e n ’s
w o r k – fa m ily p r e fe r e n c e s fo r m a n y y e a r s. In 1 9 7 8 , fo r
th e fir s t tim e , a m a jo r ity o f w o m e n fa v o r e d e m p lo y m e n t o v e r th e fu lltim e h o m e m a k e r r o le . T h a t situ a tio n
r e m a in s u n c h a n g e d . A b o u t 7 5 p e r c e n t o f m e n h a v e
c o n siste n tly o v e r th e p a st se v e r a l d e c a d e s sa id th e y p r e fe r r e d a jo b o u ts id e th e h o m e . A b o u t 2 2 p e r c e n t o f m e n
w o u ld “ p r e fe r to sta y a t h o m e to ta k e c a r e o f th e h o u se
a n d fa m ily ” ( S a a d 2 0 1 2 a ) . A s a n o th e r e x a m p le o f tr a d itio n a l e x p e c ta tio n s a n d b e h a v io r s, a lo n g itu d in a l stu d y
o f s ix t y -o n e h u s b a n d s a n d f o r t y -e ig h t w iv e s w h o b e g a n
sm a ll b u sin e sse s b e tw e e n 2 0 0 4 a n d 2 0 0 6 fo u n d th a t h u sb a n d s w e r e m u c h m o r e lik e ly th a n w iv e s to r e c e iv e h e lp
fr o m th e ir sp o u se — k e e p in g th e b o o k s, fo r e x a m p le .
T h e a u th o r s su g g e st th a t th is d iffe r e n c e in sp o u sa l su p p o r t ( c a lle d s p o u s a l c a p ita l) h e lp s e x p la in w h y , a m o n g
m a r r ie d e n tr e p r e n e u r s, h u sb a n d s su c c e e d m o r e o fte n
th a n w iv e s d o ( M a tz e k , G u d m u n so n , a n d D a n e s 2 0 1 0 ) .
W h e n so c ia l in stitu tio n s a r e n o t w e ll in te g r a te d ( th a t
is, w h e n th e y d o n o t w o r k to g e th e r ) , in d iv id u a ls w h o
p la y r o le s in b o th in stitu tio n s e x p e r ie n c e r o le c o n f lic t:
m e e tin g th e d e m a n d s o f o n e in stitu tio n c o n flic ts w ith
m e e tin g th e sim u lta n e o u s b u t d iffe r e n t d e m a n d s o f
a n o th e r in stitu tio n . F o r e x a m p le , a n e m p lo y e d p a r e n t n e e d s to b e ( 1 ) h o m e to m o n ito r a te e n a g e r ’s a ft e r -s c h o o l b e h a v io r a n d ( 2 ) a t w o r k . O f t e n t h e c a r e e r
w o r ld te n d s to v ie w so m e o n e w h o ta k e s tim e fr o m w o r k
fo r fa m ily a s le ss th a n p r o fe ssio n a l, y e t fa m ily n o r m s
e n c o u r a g e p a r e n ts— m o st o fte n m o th e r s, b u t in c r e a sin g ly fa th e r s— to d o e x a c tly th a t. W o r k – fa m ily c o n flic t
o n t h e m a c r o , o r s o c ie t y -w id e , le v e l o f t e n r e s u lt s in p e r so n a l e x p e r ie n c e s o f r o le c o n flic t. A stu d y o f m e d ic a l
stu d e n ts in th e U n ite d S ta te s a n d G r e a t B r ita in fo u n d
th a t fe m a le stu d e n ts a n tic ip a te d r o le c o n flic t. T h e y e x p e c te d fa m ily d e m a n d s to h a m p e r th e ir c a r e e r s, w h ile
m a le s se e m e d le ss in flu e n c e d b y fa m ily c o n c e r n s ( R isk a
2 0 1 1 ) . In a …
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