The (in)compatibility of identities: Understanding gender differences in work-life conflict through the fit with leaders.

Thekla Morgenroth,Christopher Begeny,Michelle K Ryan,Floor Rink

doi:10.1111/bjso.12411

Thekla Morgenroth, Christopher Begeny + Show 2 more

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https://doi.org/10.1111/bjso.12411

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Abstract

Women's concerns about work-life balance are cited as a key factor underlying their continued underrepresentation in particular domains and roles. This gendered pattern is often attributed to factors in the home, such as women's disproportionate share of domestic work and childcare responsibilities. We offer an additional explanation that focuses on workplace identities. Across four studies, we demonstrate that perceptions of work-life balance are not only a matter of balancing time, but also a matter of balancing identity, and that the availability of attainable leaders plays a key role in determining these processes. More specifically, a survey study (Study 1, N=1223) among participants working in a historically male-dominated profession shows that gender differences in work-life balance perceptions are, in part, explained by women's perceived lack of fit with leaders and, in turn, their perceptions of incompatibility between who they are at home and who they are at work. In Studies 2 (N=207), 3a (N=209), and 3b (N=191), we demonstrate that gender differences in anticipated work-life balance can be ameliorated through exposure to attainable female leaders. These findings have implications for organizations that seek to recruit and retain women and demonstrate that issues of identity are crucial for facilitating work-life balance.

Highlights

A survey study (Study 1, N = 1223) among participants working in a historically male-dominated profession shows that gender differences in work–life balance perceptions are, in part, explained by women’s perceived lack of fit with leaders and, in turn, their perceptions of incompatibility between who they are at home and who they are at work
In Studies 2 (N = 207), 3a (N = 209), and 3b (N = 191), we demonstrate that gender differences in anticipated work–life balance can be ameliorated through exposure to attainable female leaders
The current project Bringing all of these lines of research together, in this project we investigate the role of identity in understanding gender differences in work–life balance, focusing on the role that leaders play in shaping identity compatibility

Summary

Introduction

Women’s concerns about work–life balance are cited as a key factor underlying their continued underrepresentation in particular domains and roles. This gendered pattern is often attributed to factors in the home, such as women’s disproportionate share of domestic work and childcare responsibilities. In Studies 2 (N = 207), 3a (N = 209), and 3b (N = 191), we demonstrate that gender differences in anticipated work–life balance can be ameliorated through exposure to attainable female leaders. Results are mixed with regard to the experiences of men and women of behavioural conflict (e.g., Carlson et al, 2000; Dierdorff & Ellington, 2008), but as women still shoulder a disproportionate amount of caring responsibilities at home (Craig & Mullan, 2010) and are expected to do so (Park et al, 2008), it follows that women experience more time- and strain-based conflicts and in turn report lower levels of work–life balance than men (Charles & James, 2005; Emslie & Hunt, 2009)

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