scholarly journals Migrant-native differentials in the uptake of (in)formal childcare in Belgium: The role of mothers’ employment opportunities and care availability

2021 ◽  
Author(s):  
Naomi Biegel ◽  
Jonas Wood ◽  
Karel Neels
Keyword(s):  
Labour Market ◽  
Maternal Employment ◽  
Second Generation ◽  
Work And Family ◽  
Demographic Characteristics ◽  
Partial Explanation ◽  
Family Responsibilities ◽  
Employment Opportunities ◽  
Migrant Populations ◽  
Formal Childcare

Objective: we explore migrant-native differentials in the uptake of formal and informal childcare and whether this is induced by lower demand for childcare versus differential access to (in)formal childcare compared to natives. Background: The rise in female labour market participation in recent decades has challenged parents to negotiate work and family responsibilities and organise childcare. Belgium is among the European countries with the highest availability of formal childcare, but maternal employment and uptake of childcare are substantially lower in migrant populations. Methods: Combining linked microdata from the 1991 and 2001 censuses with contextual data on childcare availability at the municipality level, we use multinomial logit models to study childcare use and type of childcare arrangement among parents having a young child in 2001. As access to childcare and maternal employment are mutually endogenous, we use estimated employment opportunities. Results: We find considerable migrant-native differentials in childcare use, as well as substantial differences between first and second generation migrants. Second generation mothers of Turkish, Moroccan and Eastern-European background are less likely than natives to use childcare, and more likely to rely on informal arrangements if childcare is used. Controlling for socio-demographic characteristics and differential availability of (in)formal childcare largely accounts for differences in childcare use, but Turkish and Moroccan women remain less likely to use care and first generation Turkish mothers remain more likely to use informal care as opposed to formal childcare. Conclusions: While differences in socio-demographic characteristics, labour market opportunities and availability of (in)formal care provide a partial explanation, partial migrant-native differentials in childcare use persist for specific groups, suggesting that other factors inhibit the uptake of formal childcare.

scholarly journals The double penalty: How female migrants manage family responsibilities in the Spanish dual labour market

2021 ◽  
Author(s):  
María Sánchez-Domínguez ◽  
Luis Guirola Abenza
Keyword(s):  
Labour Market ◽  
Labour Force ◽  
Living Arrangement ◽  
College Education ◽  
Work And Family ◽  
Past Century ◽  
Family Responsibilities ◽  
Employment Conditions ◽  
Female Migrants ◽  
Female Immigrants

Objective: This study examines the convergence of employment behaviour and work-life balance of foreign-born women with those of native-born Spanish women between 2014 and 2018. Background: The changing role of women in the labour market is a central development of the past century. However, the study of female labour market participation has focused on native women, typically with a college education. Method: We use the Spanish Labour Force Survey and its 2018 ad hoc module on the reconciliation of work and family life to compare the working behaviours of native and migrant women. We use a matching algorithm to construct a sample of native workers with comparable human capital and living arrangement characteristics. Results: The segmentation of the Spanish labour market leads to the concentration of female immigrants in specific occupational niches with precarious employment conditions, regardless of the length of their stay in the country. The country’s employment and care regime forces female migrants to deal with their care responsibilities differently than their native counterparts: i.e., migrants are more likely than natives to interrupt their employment to fulfil household duties, and are less likely to engage in part-time work and to outsource care provision to family and professional caregivers. Conclusion: Female immigrants are doubly penalised as both immigrants and mothers.

scholarly journals The Transformation of The Serbian Labour Market from a Gender Perspective

2016 ◽  
Vol 54 (4) ◽  
pp. 587-604
Author(s):  
Sunčica Stanković
Keyword(s):  
Labour Market ◽  
Service Sector ◽  
Wage Gap ◽  
Labour Force ◽  
Work And Family ◽  
Family Responsibilities ◽  
Starting Position ◽  
Social Risks ◽  
The Status ◽  
The Republic

Abstract In conditions of great social changes that have affected the entire world since the beginning of 1980, there is the emergence of new social risks such as difficult labour market entry, stable employment problem, the problem of outdated qualifications, affecting both women and men. In the competitive race for employment, differences between men and women in the market are conditioned by their starting position. The position of women is required by expectations which exist in regard to their gender role. Women are additionally burdened by establishing a balance between work and family responsibilities, especially childcare and with caring for elderly family members.Men are more often employed in areas that are better paid and socially valued, while women are mainly employed in the service sector. The purpose of this paper is to analyse the quality of labour force in the Republic of Serbia and changes in the gender wage gap during the observed period. The main indicators of gender inequality show significant differences in the status of women compared to men in the labour market. Analysis of labour market trends over the past decade has illustrated that the position of women is constantly deteriorating.

scholarly journals Childcare markets and maternal employment: A typology

2017 ◽  
Vol 27 (3) ◽  
pp. 260-275 ◽  
Author(s):  
Lindsay Flynn
Keyword(s):  
Labour Market ◽  
Maternal Employment ◽  
Classification Scheme ◽  
Work And Family ◽  
Public And Private ◽  
Private Care ◽  
Individual Level ◽  
The Public ◽  
Private Market

How does the structure of a country’s childcare market influence maternal employment? Childcare markets vary across countries, leading mothers to rely on various forms of care depending on what is available to them in both the public (state-provided) and private (non-state) childcare markets. Maternal employment is higher in countries that combine comprehensive childcare policies with an available and affordable private care market. When aspects of either the public or private market are lacking, the employment of mothers, and especially mothers with young children, is lower. This article proposes a fourfold classification scheme based on the type of ‘penalty’ that women experience in the labour market as mothers. It then links each penalty to distinct policy structures of childcare markets and shows that the four penalties are visible at both the country and individual level. By articulating how public and private care markets work in concert to shape maternal employment, this article adds to a literature that to date has focused primarily on the role of public childcare in reconciling work and family.

Patterns of Paternal Involvement of Korean Fathers: A Person-Centered Approach

2021 ◽  
pp. 0192513X2110309
Author(s):  
Kwangman Ko ◽  
Youngin Kang ◽  
Jieun Choi
Keyword(s):  
Family Conflict ◽  
Father Involvement ◽  
Maternal Employment ◽  
Work And Family ◽  
Future Research ◽  
Level Of Involvement ◽  
Parenting Satisfaction ◽  
Work Family ◽  
Person Centered Approach ◽  
Stress Work

Given roles and expectations of father involvement in South Korea are in transition from traditional breadwinner to an involved caregiver to children, it is plausible that Korean fathers show diverse involvement behaviors in the contexts of work, family, and parenting. Using a person-centered approach, we explored if there were groupings of Korean fathers who could be identified from their involvement with their children. We also examined if those subgroup memberships were related to various factors in work, family, and parenting domains. With a sample of 212 married working fathers and the 12 items of involvement behaviors, we found four heterogeneous subgroups of people: low-involved, accessibility-focused, involved-but-less-accessible, and highly involved fathers. Significant differences among the four profiles were also found regarding various factors such as job stress, work and family conflict, work schedule, maternal employment, parenting satisfaction, and perceived level of involvement. Suggestions for future research, practitioners, and policymakers were discussed.

Helpt kinderopvang de herintreding van moeders stimuleren?

2006 ◽  
Vol 22 (3) ◽  
Author(s):  
Didier Fouarge
Keyword(s):  
Panel Data ◽  
Young Children ◽  
Labour Market ◽  
Significant Role ◽  
Labour Force ◽  
Market Participation ◽  
Labour Market Participation ◽  
Regional Demand ◽  
Positive Effect ◽  
Formal Childcare

Does more childcare stimulate mothers to re-enter the labour market? Does more childcare stimulate mothers to re-enter the labour market? Previous research has shown that the supply of formal childcare facilities has a positive effect on the labour market participation of mothers with young children. When the supply of childcare facilities is higher, the probability that a female keeps on working after the birth of a child is larger. But does childcare also helps non-working mothers to join the labour force? This research shows that it is not the case. The research was carried out on administrative panel data to which data on the regional supply of childcare and the regional demand for labour were matched. It shows that the supply of childcare does not play a significant role in the re-entry in the labour market of mothers. The age of the child and the demand for labour in the region play an important role.

Moderation Effect of Supervisor Support between Flexible Working Arrangement andWork-Family Conflict in Malaysia

2021 ◽  
Vol 12 (3) ◽  
pp. 711-726
Author(s):  
Eni Suriana Binti Alias Et.al
Keyword(s):  
Family Conflict ◽  
Current Trend ◽  
Supervisor Support ◽  
Work And Family ◽  
Working Environment ◽  
Family Responsibilities ◽  
Moderation Effect ◽  
Work Conflict ◽  
Flexible Working ◽  
Working Couples

There have been major changes in current workforce competitiveness trends. The changes in workforce demographics particularly in the increase of dual-earner families and single-parents have resulted in increased multiple role conflicts. Working couples must cope with the problem of combining work and family responsibilities in their daily life. Many industries adopted the current trend of the flexible working environment into their organizations. This study explores the moderation effect of supervisor support between flexible working arrangements (FWA), the effect on work interference with family conflict (WIF) and family interference with work (FIW). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected is based on the listing of global organizations practices FWA mentioned in Talent Corp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is relationship between FWA and WIF and there was moderation effect of supervisor support (SS) between FWA and WIF.  However, the result showed no moderation effect of SS between FWA and FIW. This study supports the idea that supervisor support is a resource that helps employees to manage the occurrence of interference from work to family and to overcoming FIW, supports particularly from family members either siblings, parents and spouse is important. The implication of this study is that, work conflict issue requires the proactive effort and support not only from the organization in terms of supervisor support through FWA but also support within the family circle. Organizations approach in adopting FWA in their attempts to minimize WFC is recommendable but it should be applied across occupation and organizations as one of employee benefits policy.

Changing times and women on the wheels: a qualitative investigation of the experiences of female commercial drivers in Lagos State, Nigeria

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Temitope Owolabi ◽  
Tunde A. Alabi ◽  
Sofiat A. Busari-Akinbode
Keyword(s):  
Public Space ◽  
Work And Family ◽  
Cross Sectional ◽  
Family Responsibilities ◽  
Content Type ◽  
Lagos State ◽  
Commercial Drivers ◽  
Long Time ◽  
Changing Times ◽  
Cross Sectional Design

Purpose This study aims to investigate female commercial drivers in the Lagos metropolis. The study sought to know the circumstances that motivated women to venture into commercial driving; the experiences they encounter whilst engaging with other stakeholders in the public space; the dimension of the conflict between work and family, and the coping strategies used and finally, the health concerns of female commercial drivers. Design/methodology/approach The study adopted a cross-sectional design and a qualitative method of data collection. An in-depth interview guide was used to elicit information from 18 female drivers drawn from three sectors of commercial transportation in Lagos State. Findings It was found that the major motivation for engaging in commercial driving is the need for survival and family support; although participants acknowledged that they cannot be in the profession for a long time. Married women had less time to engage in commercial driving due to other family responsibilities. Women drivers have experienced mixed reactions from other road users. Commercial driving is physically demanding and poses threat to the health of female commercial drivers. Originality/value The findings highlight the circumstances behind women participating in commercial driving. Despite the challenges encountered in this course of this activity, they are still bent on continuing because of the need to take care of their children, a majority of their spouses are not fully contributing to the maintenance of the home.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

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