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Flexible working, work–family conflict, and maternal gatekeeping: The daily experiences of dual‐earner couples
Author(s) -
Radcliffe Laura S.,
Cassell Catherine
Publication year - 2015
Publication title -
journal of occupational and organizational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0963-1798
DOI - 10.1111/joop.12100
Subject(s) - gatekeeping , psychology , legitimacy , social psychology , qualitative research , family life , developmental psychology , work (physics) , sociology , gender studies , political science , mechanical engineering , social science , politics , law , engineering
This study explores the impact of flexible working on the daily experiences of work–family conflict for dual‐earner couples with child dependants. In exploring these daily experiences, the occurrence of maternal gatekeeping behaviours, and the relationship between flexible working and such behaviours is investigated. We draw on episodic and longitudinal data from qualitative diaries kept for a 1‐month period by both members of 24 couples (48 participants) as well as from introductory and subsequent in‐depth qualitative interviews with the couples, both together and apart. We report an evidence suggesting that work–family conflicts are experienced and resolved differently, depending on whether it is the male or the female who works flexibly within dual‐earner couples. This link between flexible working and gender is demonstrated to have an important impact on maternal gatekeeping behaviours, which are highlighted as playing a crucial role in such daily experiences and how they are resolved. Practitioner points Traditional gender norms still play a role in parents' decisions to work flexibly and workers who opt for non‐traditional routes may feel stigmatized. HR departments and employers need to promote the legitimacy of male access to flexible working and work–life balance policies, so these are not perceived as opportunities for mothers alone. Greater father take‐up of work–life balance initiatives that offer more opportunities for involvement in childcare should be encouraged. Employers should offer a variety of flexible working arrangements to provide employees with desirable and healthy resolution options when faced with incidents of work–family conflict.