 |
|
 |
 |
 Back to homepage |
 |
| The Sloan Work and Family Research Network maintains an online database which contains the citations and annotations of work-family research publications. |
Each month, we select up to 10 publications from those that have recently been entered into the Literature Database.
A year ago, there were 5,990 citations in the Literature Database. As of April 2005, we now have over 6,398 citations.
|
|
Click here
for a direct link to the Sloan Literature Update articles in the Literature Database. |
|
To bookmark a direct link to the Literature Database please
click here.
|
|
This month, 8 of the publications we have selected for the "Literature Updates" section of this
issue of The Network News are publications relevant to the topic of caregiver bias.
|
 |
Biernat, M., Crosby, F.J., & Williams, J.C. (Eds.). (2004). The maternal wall: Research and policy perspectives on discrimination against mothers (special issue). Journal of Social Issues, 60(4): 667-849.
Contents of this special issue are: (1) “Preface: Women and Work: Where Are We, Where Did We Come From, and Where Are We Going?”, by R.C. Barnett; (2) “The Maternal Wall”, by F.J. Crosby, J.C. Williams, & M. Biernat; (3) “Motherhood as a Status Characteristic”, by C.L. Ridgeway & S.J. Correll; (4) “When Professionals Become Mothers, Warmth Doesn’t Cut the Ice”, by A.J.C. Cuddy, S.T. Fiske, & P. Glick; (5) “The Paradox of the Lesbian Worker”, by L.A. Peplau & A. Fingerhut; (6) “Mothers and Fathers in the Workplace: How Gender and Parental Status Influence Judgments of Job-Related Competence”, by K. Fuegen, M. Biernat, E. Haines, & K. Deaux; (7) “Anticipating Work and Family: Exploring the Associations Among Gender-Related Ideologies, Values, and Behaviors in Latino and White Families in the United States”, by J.L. Franco, L. Sabattini, & F.J. Crosby; (8) “Caregiving Around the Clock: How Women in Nursing Manage Career and Family Demands”, by H.E. Bullock & I.M. Waugh; (9) “Processes of Change in Work/Home Incompatibilities: Employed Mothers 1986-1999”, by L.B. Tiedje; (10) “Intimate Partner Violence as an Obstacle to Employment Among Mothers Affected by Welfare Reform”, by S. Riger, S.L. Staggs, & P.Schewe; (11) “On Child Care as a Support for Maternal Employment Wages and Hours”, by K.L. Bub & K. McCartney; (12) “The Intuitive Psychologist Behind the Bench: Models of Gender Bias in Social Psychology and Employment Discrimination Law”, by L.H. Krieger; and (13) “The Public Policy of Motherhood”, by J.C. Williams & H.C. Cooper.
|
|
 Global Perspectives- Bourke, J. (2000). Corporate women, children, careers and workplace culture: The integration of flexible work practices into the legal and finance professions. Sydney: Industrial Relations Research Centre, University of New South Wales.
This study investigates women's employment in Australia, in particular how the workplace culture separates the distinction between work and family. The results of this separation, and the importance of work over family, have lead to sexual discrimination in the labor force. Bourke suggests new directions for greater equity through family friendly and flexible work practices.
|
|
Global Perspectives- Bytheway, Z. & Archer, S.K. (2003). Women, family and work. Alternative Law Journal, 28(1), 39-41.
This article examines Australian legislation to prohibit workplace discrimination on the basis of family responsibilities. Examples of legislation include provisions made to the Convention No. 156: Workers with Family Responsibilities 1981 and the Sex Discrimination Act. The authors provide two court cases regarding working mothers’ attempts to gain access to flexible work arrangements through the use of territory and state legislation for indirect discrimination for family responsibilities.
|
|
Crittenden, A. (2001). The price of motherhood: Why the most important job in the world is still the least valued. New York: Owl Books.
Contents include: (1) “Where We Are Now”, (2) “A Conspiracy of Silence”, (3) “How Mothers' Work Was ‘Disappeared’: The Invention of the Unproductive Housewife”, (4) “The Truly Invisible Hand”, (5) “The Mommy Tax”, (6) “The Dark Little Secret of Family Life”, (7) “What Is a Wife Worth?”, (8) “Who Really Owns the Family Wage?”, (9) “Who Pays for the Kids?”, (10) “The Welfare State Versus a Caring State”, (11) “The Toughest Job You'll Ever Love”, (12) “An Accident Waiting to Happen”, (13) "It Was Her Choice", and “Conclusion: How to Bring Children Up Without Putting Women Down” |
|
Fried, M. (1998). Taking Time: Parental Leave Policy and Corporate Culture. Philadelphia, PA: Temple University Press.
This book provides an inside look at life within a major corporation. It discusses how the rituals and norms of workplace culture affect the users and in turn, the uses of well-intentioned but under utilized family policies. Chapters include: (1) "Workplace Culture and Parental Leave Policy"; (2) "Why is Parental Leave Needed?"; (3) "The Decision to Take Time"; (4) "Taking Time: Being Out on Leave"; (5) "Returning to the Job"; (6) "From Taking Time to Making Time: Defining Strategies for Change"; and (7) "Conclusion." |
|
Williams, J., Shames, S., & Kudchadkar, R. (2004). Ending discrimination against family caregivers. Washington, D.C.: American University Washington College of Law.
Download the full report here: http://www.wcl.american.edu/gender/worklifelaw/publications/Caregiver_Discrimination_Report.pdf |
|
Williams, J.C. (2004). The maternal wall. Harvard Business Review, 82(10), 26-28.
This article examines the issue of caregiver stereotyping in the work environment. Workplace stereotyping against mothers, fathers, and other caregivers can lead to wage gaps, changes in job responsibilities, and legal implications for employers. Williams suggests that employers make workplace decisions on organizational needs rather than stereotypes, adding the category of caregivers to anti-discrimination policies, and reviewing promotion and hiring policies.
|
|
Global Perspectives- Wise, S. (2005). The right to time off for dependants: Contrasting two organisations’ responses. Employee Relations, 27(2): 126-140.
This paper investigates the factors that influence British organizations’ implementation of the “Time off for dependents” provisions in the Employment Relations Act 1999. The study contrasts how two organizations from the same Scottish financial group with similar formal provisions have applied the legislation. Qualitative reports from line managers and human resource managers reveal that policy implementation varies between the two organizations and is contingent upon line managers’ attitude and interpretation of time off for dependents. The findings illustrate tension between consistency of policy implementation and discretionary responses to individual situations. The author considers the practical implications this has for the effective implementation of the right in the UK. Annotated by Uracha Chatrakul Na Ayudhya, Manchester Metropolitan University.
|
The following list is a selection of some of our most recent additions to the Literature Database.
|
|
Global Perspectives- Galtry, J. & Callister, P. (2005). Assessing the optimal length of parental leave for child and parental well-being: How can research inform policy?. Journal of Family Issues, 26(2): 219-246.
This article studies the ideal length of parental leave both for parents and children. The authors consider the costs to parents (wages, image of less organizational commitment, etc.), timing of leave (during pregnancy or after childbirth only), health and well-being of parent(s) and child, and although workplace support is not always present, the benefits of breastfeeding. The article also compares United States unpaid FMLA with Sweden’s paid leave policy of 480 days. The authors conclude that optimal leaves should begin before childbirth and continue for at least 6 months following childbirth.
|
|
Global Perspectives- Harper, S. (Ed.). (2004). Families in ageing societies: A multi-disciplinary approach. Oxford, New York: Oxford University Press.
Contents include: (1) “The Challenge for Families of Demographic Aging” by S. Harper; (2) “Models of Kinship from the Developed World”, by M. Murphy; (3) “One Happy Family? Sources of Intergenerational Solidarity and Tension as Contemporary U.S. Society Ages”, by W. A. Achenbaum; (4) “The Availability and Supportive Functions of Extended Kinship Ties in Later Life: Evidence from the Berlin Aging Study”, by F.R. Lang; (5) “Intergenerational Relationships among Stepfamilies in the UK”, by B. Dimmock, J. Bornat, S. Peace, & D. Jones; (6) “Working Carers in the European Union”, by R. Anderson; (7) “Family Support of the Elderly and Female Labour Supply: Trade-Offs among Caregiving, Financial Transfers, and Work-Evidence from the U.S. Health and Retirement Survey”, by R.W. Johnson & A.T. Lo Sasso; (8) “Social Care for Older People: The Growth of Independent-Sector Provision in the UK”, by M. Knapp, J. Forder, J. Kendall, & L. Pickard.; (9) “Inheritance and Intergenerational Relationships in English Families”, by J. Finch; and (10) “The American Family as a Context for Healthy Ageing”, by M.E. Hughes & L.J. Waite.
|
|
Hynes, K.H. & Clarkberg, M. (2005). Women’s employment patterns during early parenthood: A group-based trajectory analysis. Journal of Marriage & Family, 67(1): 222-239.
Using data from the National Longitudinal Study of Youth 1979-1998, this article examines the employment trajectories of women as they become first-time mothers and when applicable, if employment patterns change when a second child is born. The findings suggest that six employment paths were used by the majority of mothers (of both one and two children) during early parenthood. The paths are Continuously Employed, Continuously Out (women who have been consistently not working), Hiatus at Birth (women who stop working close to the time of birth and return to the workforce by one year later), Exit at Birth (mothers that leave the workforce close to the time of birth and have not returned to the labor force at time of study), Declining Employment (mothers that worked up until the time of birth, declining employment rate after birth, two years later majority of women in this category are not employed), and Low Intermittent Employment (intermittently working). The authors also find that mothers’ age at birth of first child is related to employment patterns.
|
|
Mahoney, J.L., Larson, R.W., & Eccles, J.S. (Eds.). (2005). Organized activities as contexts of development: Extracurricular activities, after school and community programs. Mahwah, NJ: Lawrence Erlbaum Associates.
Chapters of interest include: “Activity Participation and the Well-Being of Children and Adolescents in the Context of Welfare Reform”, by D.M. Casey, M.N. Ripke, & A.C. Huston; “Contexts and Correlates of Out-of-School Activity Participation Among Low-Income Urban Adolescents”, by S. Pederson & E. Seidman; “Dorothy, There Is No Yellow Brick Road: The Paradox of Community Development Approaches for Latino and African American Urban Youth”, by F.A. Villarruel, M. Montero-Sieburth, C. Dunbar, & C.W. Outley; “Developing a Comprehensive Agenda for the Out-of-School Hours: Lessons and Challenges Across Cities”, by K. Pittman, J. Tolman, & N. Yohalem; “After-School Programs for Low-Income Children: Differences in Program Quality”, by D.L. Vandell, L. Shumow, & J. Posner, and “Building Effective Practices and Policies for Out-of-School Time”, by J. Quinn.
|
To bookmark a direct link to the Literature Database please
click here.
|
|
|
|
| Please choose your next topic below, or click here to go back to the main page. |
|
The Sloan Work and Family Research Network appreciates the extensive support we have received from the Alfred P. Sloan Foundation and the Boston College community.
E-mail: wfnetwork@bc.edu - Phone: 617-552-4033 / 617-552-1708 - Fax: 617-552-1080
|
 |
|
|
{literal}
{/literal}
New from the