This special brings together innovative and multidisciplinary research (sociology, economics, and social work) using data from across Europe and the US to examine the potential flexible working has on the gender division of labour and workers’ work–life balance. Despite numerous studies on the gendered outcomes of flexible working, it is limited in that the majority is based on qualitative studies based in the US. The papers of this special issue overcome some of the limitations by examining the importance of context, namely, family, organisational and country context, examining the intersection between gender and class, and finally examining the outcomes for different types of flexible working arrangements. The introduction to this special issue provides a review of the existing literature on the gendered outcomes of flexible working on work life balance and other work and family outcomes, before presenting the key findings of the articles of this special issue. The results of the studies show that gender matters in understanding the outcomes of flexible working, but also it matters differently in different contexts. The introduction further provides policy implications drawn from the conclusions of the studies and some thoughts for future studies to consider.

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Flexible Working, Work–Life Balance, and Gender Equality: Introduction

Manufacturing Advantage: Why High-Performance Work Systems Pay Off

This paper provides a timely evaluation of whether the main COVID-19 lockdown policies – remote work, short-time work and closure of schools and childcare – have an immediate effect on the German p...

https://www.tandfonline.com/doi/pdf/10.1080/14616696.2020.1833066

The COVID-19 pandemic and subjective well-being: longitudinal evidence on satisfaction with work and family

This paper assesses the implications of existing research on the intra-household economy for current debates about the emergence of new forms of radically democratic intimate relationships in 'late modern' or 'world risk' society. The different ways in which couples organise money are particularly important in evaluating these debates because as Pahl (1989, 1997, 1999) argues, money can be seen as a tracer for other aspects of a couples' lives together, especially the power relationship between them. One of the groups currently thought to be in the vanguard of shifts to new forms of egalitarian and radically democratic intimate relationships are heterosexual cohabiting couples. So far however, there has been little, if any, research on the ways in which cohabiting couples organise money, particularly in Britain. This paper therefore assesses the possible implications of existing research on the intra-household economy amongst heterosexual couples in the UK and elsewhere, for the ways in which cohabiting couples may possibly be organising household money in Britain today, and what light this sheds on current debates about shifts towards greater equality in new forms of intimate relationships. One of the main questions underlying the discussion concerns the extent to which trends towards individualisation in intimate relationships are coming to be associated with greater sharing and equality in the distribution of financial resources, as Giddens' (1992) thesis would lead us to expect, or whether as Pahl (1999) and others (Jamieson, 1999) have suggested, an increasing proportion of couples may now be coming to use individualised or privatised systems of money management which while enhancing individual control over finances, may nevertheless still be associated with the maintenance and reproduction of some very traditional gender inequalities between male and female partners, albeit in a new and apparently impersonal, 'marketised' form.

Cohabiting couples : rethinking money in the household at the beginning of the twenty first century : Individualisation and household dynamics

This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work-life balance issues. The dataset used is Understanding Society (2009-2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work-life balance, but also as a tool to enhance and maintain individuals' work capacities in periods of increased family demands. This has major implications for supporting mothers' careers and enhancing gender equality in the labour market.

https://journals.sagepub.com/doi/pdf/10.1177/0018726717713828

Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking:

Schedule control can have both positive – e.g., increased income – but also negative outcomes – e.g., increased overtime. Here our core interest is whether there are gender discrepancies in these outcomes. Given the different ways in which schedule control can be used, and perceived to be used by men and women, their outcomes are also expected to be different. This is examined using the German Socio-Economic Panel Study (2003-2011), and panel regression models. The results show that schedule control is associated with increases in overtime and income – but only for men. Women in full-time positions also increase their overtime hours when using schedule control yet they do not receive similar financial rewards. The results of this study provide evidence to show that increases in schedule control has the potential to traditionalise gender roles by increasing mainly men’s working hours, while also adding to the gender pay gap.

/pdf/gender-discrepancies-in-the-outcomes-of-schedule-control-on-12vgsijfti.pdf

Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany

The present study investigates the effects of flexible working-time arrangements on cognitive work-to-home spillover for women and men in Germany. It analyzes (1) how schedule control, i.e. flexitime and working-time autonomy, and the lack of control, i.e. fixed schedules and employer-oriented flexible schedules, are related to work-to-home spillover and (2) whether these relationships are mediated by job pressure and overtime hours. The multivariate analyses based on the German Socio-Economic Panel Study in 2011 and 2012 show that employees have the most spillover with working-time autonomy and employer-oriented schedules and the least with flexitime and fixed schedules. Working-time autonomy is related to a higher cognitive work-to-home spillover, but only for men, and mainly due to overtime hours. Working-time unpredictability and unreliability seem to be reasons for higher spillover with employer-oriented schedules. This, however, is the case mostly for women, i.e., only women are likely to experience cognitive spillover with employer-oriented flexible schedules—above and beyond job pressure and overtime hours. Moreover, women, but not men, seem to suffer less with flexitime. This study provides evidence to show in which way distinct flexible working-time arrangements contribute to work-to-home spillover and reinforce gender inequality.

Does Flexibility Help Employees Switch Off from Work? Flexible Working-Time Arrangements and Cognitive Work-to-Home Spillover for Women and Men in Germany

This study examines the effect of working-time flexibility and autonomy on time adequacy, using the 2010 European Working Conditions Survey. It addresses gender differences and institutional contexts in the UK, Sweden, Germany and the Netherlands, and reveals that time arrangements have gendered meanings. While working-time flexibility and autonomy are positively related to time adequacy for women, for men they tend to imply overtime and work intensification. Furthermore, working-time regimes also shape time arrangements. In the UK, employees have time adequacy primarily when they work fixed hours, while in the Netherlands, employees profit most from working-time autonomy. Moreover, unlike in Germany and the UK, men and women in the Netherlands and Sweden benefit more equally from working-time flexibility and autonomy.

Working-time flexibility and autonomy: A European perspective on time adequacy:

The present study analyzes workers’ non-use of telework in German workplaces. Recent research has focused mainly on the implications of telework for employees. Non-users of telework, and their reas...

The non-use of telework in an ideal worker culture: why women perceive more cultural barriers

This study examines the extent to which the use of part-time work and parental leave is accepted at German workplaces. Is there evidence for a weakening of ideal worker and ideal parent norms? Interviews were conducted with 95 employees in different status positions in hospitals, police stations and industrial companies. The results indicate that even though ideal worker norms and ideal parent norms still prevail, especially in higher-status positions and typical male professions, they have shifted partially for some employees. Partial change can be observed for mothers in high-status positions (part-time) and for men up to mid-level positions (parental leave). There is greater acceptance of fathers’ parental leave, mainly due to the reform of the German parental leave legislation. Part-time for women in upper-level positions has become more accepted due to work-life balance policies at the company level. Norm changes, however, have stalled at the halfway mark. Fathers are still expected to priori...

Yvonne Lott

Papers

Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany

Does Flexibility Help Employees Switch Off from Work? Flexible Working-Time Arrangements and Cognitive Work-to-Home Spillover for Women and Men in Germany

Working-time flexibility and autonomy: A European perspective on time adequacy:

The non-use of telework in an ideal worker culture: why women perceive more cultural barriers

Are the ideal worker and ideal parent norms about to change? The acceptance of part-time and parental leave at German workplaces