Arbeitspapier
Do women in highly qualified positions face higher work-to-family conflicts in Germany than men?
Changing employment conditions lead to new chances, but also new risks for employees. In the literature, increasing permeability between occupational and private life is discussed as one special outcome of this development that employees must face, especially those in highly qualified positions. Drawing on existing research, we investigate in how far women and men in those positions differ in their perceived work-to-family conflicts (WFC), considering the mediating role of gender specific job opportunities. Referring conflicting theoretical arguments, we hypothesize that in Germany - as a conservative welfare state - women, especially those with family responsibilities, will perceive higher WFC than men in those positions. Our analysis is based on data from the German Socio-Economic Panel Study (SOEP). Using the Siegrist instrument on effort-reward imbalance we find that women in highly qualified positions perceive higher WFC than men. This association is explained by women's lower willingness to take risks, and also party explained by lower job rewards women receive. It gets visible even more strongly if women's lower time-based burdens in the job are controlled for. Mixed results are observed concerning associations between family responsibilities and WFC, which is in line with ambivalent results in the literature.
- Language
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Englisch
- Bibliographic citation
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Series: DIW Discussion Papers ; No. 1658
- Classification
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Wirtschaft
Feminist Economics
- Subject
-
work-to-family conflict
highly qualified positions
managers
gender
SOEP
- Event
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Geistige Schöpfung
- (who)
-
Busch-Heizmann, Anne
Holst, Elke
- Event
-
Veröffentlichung
- (who)
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Deutsches Institut für Wirtschaftsforschung (DIW)
- (where)
-
Berlin
- (when)
-
2017
- Handle
- Last update
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10.03.2025, 11:41 AM CET
Data provider
ZBW - Deutsche Zentralbibliothek für Wirtschaftswissenschaften - Leibniz-Informationszentrum Wirtschaft. If you have any questions about the object, please contact the data provider.
Object type
- Arbeitspapier
Associated
- Busch-Heizmann, Anne
- Holst, Elke
- Deutsches Institut für Wirtschaftsforschung (DIW)
Time of origin
- 2017
Other Objects (12)
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Do women in highly qualified positions face higher work-to-family conflicts in Germany than men?
Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany Than Men?
Women in managerial positions in Europe: Focus on Germany
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Gender Differences in Subjective Well-Being In and Out of Management Positions
Gender Differences in Subjective Well-Being in and out of Management Positions
Gender differences in subjective well-being in and out of management positions
Gender differences in subjective well-being in and out of management positions
Glass ceiling effect and earnings: the gender pay gap in managerial positions in Germany
Glass Ceiling Effect and Earnings: The Gender Pay Gap in Managerial Positions in Germany
Differences in full-time work experience explain almost a quarter of the gender pay gap in management positions
Gender-Specific Occupational Segregation, Glass Ceiling Effects, and Earnings in Managerial Positions: Results of a Fixed Effects Model
Do women in highly qualified positions face higher work-to-family conflicts in Germany than men?
Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany Than Men?
Women in managerial positions in Europe: Focus on Germany
Women in Managerial Positions in Europe: Focus on Germany
Gender Differences in Subjective Well-Being In and Out of Management Positions
Gender Differences in Subjective Well-Being in and out of Management Positions
Gender differences in subjective well-being in and out of management positions
Gender differences in subjective well-being in and out of management positions
Glass ceiling effect and earnings: the gender pay gap in managerial positions in Germany
Glass Ceiling Effect and Earnings: The Gender Pay Gap in Managerial Positions in Germany
Differences in full-time work experience explain almost a quarter of the gender pay gap in management positions