By aligning work and leisure outside of the laboratory, the leisure group members cope with their individualized and competitive work environment. Academy of Management Annual Meeting Proceedings includes abstracts of all papers and symposia presented at the annual conference, plus 6-page abridged versions of the “Best Papers” accepted for inclusion in the program (approximately 10%). Rosser shows that these continuing trends are not only disappointing, they are urgent: the U.S. can no longer afford to lose the talents of the women scientists and engineers, because it is quickly losing its lead in science and technology. Related, flexibility stigma is strongly and negatively, related to respondents’ reported satisfaction with their experiences in, the institution overall (supporting H7). content, and correlated with self-reported job disengagement.

Further, integrating the above-mentioned two theories, this study predicts the mediating role of flexible work practices usage in the flexibility stigma-employee outcomes relationship. retention of women in science, technology, engineering, and mathematics (STEM). Corroborating this, more than 70% of the sample agrees that they have a lot of control over, how they balance their work and personal lives. Ten experts were invited to comment on occupational health issues unique to their areas of expertise. These findings deepen, our understanding of the effects of flexibility stigma in work commu-, nities more broadly. An important source of resistance to redesigning work so that it, better fits the needs of today’s workforce is the deep-seated cultural. ationalization of all measures is summarized in Table 1. status (African American, Hispanic, Native American; yes, Negative consequences using arrangements for work–life, Demographics and work and family circumstances. As the literature dis-, cussed earlier illustrates, women, and in particular, mothers, are more, likely than men to be perceived by coworkers or employers as time.

In particular, the evaluative criteria help evaluate, Past research has examined women’s subjective satisfaction in science, technology, engineering, and math (STEM), but the actual events that correlate with disengagement have not been identified.

This article refines and elaborates the job demands-resources model with insights from border theory. (2010). Beyond the benefits, shown by others (e.g., Moen et al., 2011) of instituting new work–life, policies, the reduction of flexibility stigma in work units may help, improve persistence, feelings of balance, and job satisfaction, and help, close the gap between workplace realities and the needs and desires of, Our results may also point to a possible silver lining. Settles, I. H., Cortina, L. M., Malley, J., & Stewart, A. J. Copyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission.

The work devotion schema of Mary Blair-Loy. Women and minority job satisfaction: Professional role interests, professional satisfactions, and institutional fit. First, we show that the relationship between the availability of flexible leave and organizational attachment is shaped by two competing mediators, perceived organizational support (POS) and perceived flexibility stigma. stigma for professionals is the “work devotion schema” (Williams et al., Scholars have made two related theoretical arguments. Research Methodology B. Part-Time Work Policies and Issues They Cover C. Tables. Part-Time Status and Rank Discrepancies: Statue Incongruity 10.

Papers published in the Proceedings are abridged because presenting papers at their full length could preclude subsequent journal publication. Flexibility stigma is considered as a cultural schema arising at the work unit level and thus predicted by demographic, structural, managerial, and task-relevant characteristics within a given work unit. The results of the analysis of each data set, are pooled to produce the resulting coefficient estimates. Flexibility stigma has been theorized as unfair treatment of, employees who need, or due to caregiving obligations are presumed to. $43.99. isn’t really equal: The masculine dilemma of seeking work flexibility. (2013). This chapter examines the contributions that economists have made to the study of science and the types of contributions the profession is positioned to make in the future. The next set of hypotheses asks who is most likely to report flexibility, stigma within their departmental climate. Most studies focused on the direct effects of flexibility stigma on employee outcomes (e.g. Further, it is not clear that, Missing data: Quantitative applications in the social, Competing devotions: Career and family among women. These four consequences are represented visually in the bar graphs in, because there was no variation in the response to the item for that subsample. We expect that all respondents would potentially, be subject to the work–life stress of high status positions, which affects pro-, fessionals who blur the boundaries between work and home by putting in. need, work–life accommodations (Rudman & Mescher, 2013; Williams, 2000).