Abstract
The present study examines the specific conditions under which part-time (PT) arrangements in managerial jobs allow parents with childcare responsibilities to stay on the career track. By integrating economic signaling theory and gender role congruity theory, a vignette study among German managers revealed that substantial PT hours, flexible working schedules, and flexible childcare arrangements positively influence decision makers’ personal promotion decisions. Further, we found a significant fatherhood bias with male PT managers receiving less favorable promotion decisions than female PT managers. The study further reveals that decision makers’ evaluations of managers’ levels of advancement motivation mediate several significant relationships. The paper discusses practical impactions and future research directions.
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