EXPLORING THE PARADOX Experiences of flexible working arrangements and work-family conflict among managerial fathers in Sweden
EXPLORING THE PARADOX Experiences of flexible working arrangements and work-family conflict among managerial fathers in Sweden
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DOI：
10.1080/13668800701575135
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发表时间：
2007-01-01
影响因子：
2.3
通讯作者：
Hwang, C. Philip
中科院分区：
文献类型：
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作者：
Allard, Karin;Haas, Linda;Hwang, C. Philip
本文通过关注灵活的工作安排，探讨了瑞典 77 名管理父亲之间的工作与家庭冲突。瑞典拥有30年促进工作场所和家庭性别平等的社会政策传统，为研究父亲的工作与家庭冲突提供了独特的环境。我们的研究结果表明，尽管有很多机会获得灵活的工作安排，但管理型父亲却面临着严重的工作与家庭冲突。使用边界理论的视角，层次回归分析显示了家庭中的性别平等主义（对孩子负责和双职工家庭）以及灵活的工作安排（对工作灵活性的满意度和弹性休假）在解释管理型父亲的工作与家庭冲突方面的重要性。组织时间需求（工作时间压力和平均工作时间）和弹性工作时间的使用不太重要。我们的结果表明，享有弹性休假的性别平等管理父亲可以实现双赢。他们经历的工作与家庭冲突较少，并为员工树立了良好的榜样。
This paper explores work-to-family conflict among 77 managerial fathers in Sweden by focusing on flexible working arrangements. Sweden provides a unique setting for the study of fathers' work-to-family conflict as it has a 30-year-old social policy tradition of promoting gender equality in the workplace and in the home. Our results show that managerial fathers experience high levels of work-to-family conflict, despite high access to flexible working arrangements. Using a border theory perspective, hierarchical regression analysis shows the importance of gender egalitarianism in the family (taking responsibility for children and being in a dual earner family), as well as flexible working arrangements (satisfaction with job flexibility and access to flexleave) in explaining work-to-family conflict for managerial fathers. Organizational time demands (time pressure at work and average work hours) and use of flextime were less important. Our results imply that gender egalitarian managerial fathers with access to flexleave have a win-win situation. They experience less work-to-family conflict and set a good example for their employees.