Women are more likely than men to blame structural factors for women's political under-representation: evidence from 27 countries

Over time, gender and politics research has made progress in identifying those factors that result in low numbers of women in political institutions and in making evidence-informed suggestions about how to ameliorate them. These factors include discrimination in party recruitment processes, male-dominated political culture and broader gender inequalities in society. In contrast, little is known about public opinion regarding these drivers of women's political under-representation, especially whether to who or what women assign blame for the under-representation of women in politics differs from men. This article provides the first discussion and analysis of blame assignment for women's numeric under-representation in politics. In doing so, it outlines and operationalises a framework that distinguishes between meritocratic explanations of women's under-representation, whereby the blame for women not holding political office in greater numbers is assigned to women themselves, and structural explanations, whereby social forces external to women are seen to result in their numeric under-representation. Cross-national data from 27 European countries is used to show that women are significantly more likely than men to assign blame for women's numeric under-representation to structural factors. The hierarchical nature of the dataset is exploited using multilevel models and significant differences in levels of structural blame assignment between countries is found as well as between-country variation in the probability of women assigning blame to structural explanations for women's under-representation. Finally, the category of structural explanations is disaggregated in order to assess their relative prominence and to provide strong corroborative evidence that women predominantly assign blame for women's under-representation to political culture over other structural blame factors. The article concludes with a discussion of the implications of the study's findings for policy makers contemplating the pursuit of gender equality policies aimed at increasing women's political representation and makes suggestions for the direction of future research in this area.</p

Working time flexibility components and working time regimes in Europe: using company-level data across 21 countries

Working time ?exibility comprises a wide variety of arrangements, from part-time, overtime, to long-term leaves. Theoretical approaches to grouping these arrangements have been developed, but empirical underpinnings are rare. This article investigates the bundles that can be found for various ?exible working time arrangements, using the Establishment Survey on Working Time and Work–Life Balance, 2004/2005, covering 21 EU member states and 13 industries. The results from the factor analyses con?rmed that working time arrangements can be grouped into two bundles, one for the employee-centred arrangements and second for the employer-centred arrangements, and that these two bundles are separate dimensions.Wealso tested the stability of the factor analysisoutcome, showing that although we ?nd some deviations from the pan-Europe and pan-industry outcome, the naming of the components as ?exibility for employees and ?exibility for employers can be considered rather stable. Lastly, we ?nd three country clusters for the 21 European countries using the bundle approach. The ?rst group includes the Northern European countries along side Poland and Czech Republic, the second group the continental European countries with UK and Ireland, and lastly, the southern European countries with Hungary and Slovenia

“Good Mothers Work”: How Maternal Employment Shapes Women’s Expectation of Work and Family in Contemporary Urban China

Drawing on 70 in‐depth interviews, I investigated how maternal employment shapes urban young Chinese women’s work–family expectation in a context of rapid social change. These interviews indicated that respondents attached strong moral meaning to mothers’ wage work, regarding it as integral to a “good” mother and an “ideal” woman. This moralization of maternal employment, in turn, led contemporary young Chinese women to view wage work as a taken‐for‐granted choice. Yet different from their own mothers, these young women were confronted with profound transformation across various domains of the postreform Chinese society. The normative expectation of women’s wage work, coupled with slow‐to‐change expectations about women’s roles at home and in a changing labor market, intensified young women’s burden of “doing it all.” This research highlights the importance of bringing the macro‐level context back into the mother–daughter dyad to understand the intergenerational transmission of gender beliefs and behavior.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/162814/2/josi12389_am.pdfhttp://deepblue.lib.umich.edu/bitstream/2027.42/162814/1/josi12389.pd

Maternal presenteeism: theorizing the importance for working mothers of 'being there' for their children beyond infancy

This study theorizes why full-time working women with partners and school-age children deploy talk of maximal irreplaceable maternal care. The concept of maternal presenteeism frames women's personal beliefs, perceptions, and ambitions as subject to normative pressures associated with intensive mothering and a postfeminist sensibility. The accounts of 20 women who combine motherhood of school-age children with full-time professional work are analyzed using thematic analysis. The findings show that even women in demanding careers with partners talk about seeking to be maximally visible to their children and construct forms of workplace flexibility as a matter of luck. By contrast, maternal irreplaceability was viewed as a matter of fate. Examples of resistance to maternal presenteeism served to highlight these normative assumptions and a conflation of ideologies within the accounts of some working mothers. Vestiges of “intensive mothering,” performative notions of “presenteeism” drawn from regimes of work, and a postfeminist sensibility can be identified in the intersubjective experience of some working mothers. A postfeminist sensibility explains why social practices consistent with forms of “intensive mothering” may persist beyond infant years, and yet get recast as choice

The ideal job-seeker norm: unemployment and marital privileges in the professional middle-class

Objective: To understand how heterosexual US married parents interpret and respond to a spouse's unemployment and subsequent job-searching. Background: The pervasiveness of employment uncertainty, and unemployment, may propel families to embrace gender egalitarian norms. Quantitative research finds that this possibility is not borne out. Qualitative research has sought to illuminate mechanisms as to how gender norms persist even during a time that is optimal for dismantling them, but these mechanisms remain unclear. Method: Seventy-two in-depth interviews were conducted with a nonrandom sample of heterosexual, professional, dual-earner, married, unemployed women, men, and their spouses in the United States. Follow-up interviews were conducted with 35 participants. Intensive family observations were conducted with four families, two of unemployed men, and two of unemployed women. Results: Unemployed women, men, and spouses acknowledge that a set of time-intensive activities are key for reemployment (the ideal job-seeker norm). Couples with unemployed men direct resources such as time, space, and even money to facilitate unemployed men's compliance with the ideal job-seeker norm. Couples downplay the importance of women's reemployment and do not direct similar resources to help unemployed women job-search. Conclusion: Couples preserve a traditional gender status quo, often in defiance of material realities, by actively maintaining men's position at the helm of paid work and women's at unpaid work. Implications: Linking unemployment and job-seeking with the institution of heterosexual marriage reveals novel insights into social and marital processes shaping job-seeking

The Ups and Downs in Women's Employment: Shifting Composition or Behavior from 1970 to 2010?

This paper tracks factors contributing to the ups and downs in women’s employment from 1970 to 2010 using regression decompositions focusing on whether changes are due to shifts in the means (composition of women) or due to shifts in coefficients (inclinations of women to work for pay). Compositional shifts in education exerted a positive effect on women’s employment across all decades, while shifts in the composition of other family income, particularly at the highest deciles, depressed married women’s employment over the 1990s contributing to the slowdown in this decade. A positive coefficient effect of education was found in all decades, except the 1990s, when the effect was negative, depressing women’s employment. Further, positive coefficient results for other family income at the highest deciles bolstered married women’s employment over the 1990s. Models are run separately for married and single women demonstrating the varying results of other family income by marital status. This research was supported in part by an Upjohn Institute Early Career Research Award

Contemporary contestations over working time: time for health to weigh in

Non-communicable disease (NCD) incidence and prevalence is of central concern to most nations, along with international agencies such as the UN, OECD, IMF and World Bank. As a result, the search has begun for ‘causes of the cause’ behind health risks and behaviours responsible for the major NCDs. As part of this effort, researchers are turning their attention to charting the temporal nature of societal changes that might be associated with the rapid rise in NCDs. From this, the experience of time and its allocation are increasingly understood to be key individual and societal resources for health (7–9). The interdisciplinary study outlined in this paper will produce a systematic analysis of the behavioural health dimensions, or ‘health time economies’ (quantity and quality of time necessary for the practice of health behaviours), that have accompanied labour market transitions of the last 30 years - the period in which so many NCDs have risen sharply

Anchors aweigh: the sources, variety, and challenges of mission drift

The growing number of studies which reference the concept of mission drift imply that such drift is an undesirable strategic outcome related to inconsistent organizational action, yet beyond such references little is known about how mission drift occurs, how it impacts organizations, and how organizations should respond. Existing management theory more broadly offers initial albeit equivocal insight for understanding mission drift. On the one hand, prior studies have argued that inconsistent or divergent action can lead to weakened stakeholder commitment and reputational damage. On the other hand, scholars have suggested that because environments are complex and dynamic, such action is necessary for ensuring organizational adaptation and thus survival. In this study, we offer a theory of mission drift that unpacks its origin, clarifies its variety, and specifies how organizations might respond to external perceptions of mission drift. The resulting conceptual model addresses the aforementioned theoretical tension and offers novel insight into the relationship between organizational actions and identity