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China's controversial one-child policy has been blamed for creating an ageing population, a generation of employees without siblings and a 4-2-1 family structure that places eldercare responsibility, primarily on women. Current understanding of how this affects contemporary employees' work–life interface is lacking. This study examined the moderating roles of family structure and gender in the relationships between work–life conflict (WLC), job satisfaction and career aspiration for university academics.

Online and self-administered surveys were used to collect data, which involved 420 academic staff in three Chinese research universities.

Our results revealed that WLC is positively related to career aspiration, and this relationship is stronger for academics with siblings and, within the only-children group, significantly stronger for women than for men. WLC is also negatively related to job satisfaction, and this relationship is stronger for only-children academics.

Results were limited by a cross-sectional sample of modest size. Nevertheless, this study contributes to the understanding of gender roles and changing family structure in the work–life interface of Chinese academics.

Our findings have implications for both universities seeking to improve staff well-being and for wider society. A number of support mechanisms are proposed to enhance the ability of only children, especially women, to operate as effective members of the labour market.

Our results showed that only-children academics face a unique set of difficulties across career and family domains, which have been previously neglected in literature.

This study explores the manner in which gender inequality in the transition into self-employment is associated with the institutional contexts of family and labour market structures in the East Asian countries of Japan, Korea and Taiwan. This work contributes to theoretical debates on gender inequality and entrepreneurship because prior research on female self-employment has lacked a theoretical viewpoint on the mechanisms by which conditions for female entrepreneurship depend on the macro-structural arrangements of family and labour markets. By evaluating female employment in light of the patriarchal Confucian ideology, I examine gender disparities among individuals in terms of effects of paternal self-employment, their experiences as family workers and their marital status on their transition into self-employment. The results of this study show that women in Japan and Taiwan do not benefit from the self-employed status of their fathers as much as their male counterparts. Additionally, female family workers in the three countries had considerable disadvantages in becoming self-employed, which implies that female family workers continue to be exploited by self-employed owners, namely, their husbands. In contrast, the effects of marital status, with both sexes, on their transitions into self-employment differed widely among the three countries, reflecting the various barriers to self-employment and the differing conditions for female employment in each country. Overall, this study demonstrates that gender inequality in the transition into self-employment is related to family structures unique to these East Asian countries. This study, however, did not compare the dynamics of self-employment between East Asian societies and other industrialised nations. Future studies should explore whether the findings of this study are applicable to other industrialised societies.

Purpose – To assess the unrelenting argument made by conservative social theorists that low-income women of color have high rates of out-of-wedlock births because they are anti-marriage and have deviant family values.Methodology – Based on a four-year ethnographic study of homeless mothers in San Francisco, this research examines whether or not Latinas and African Americans do in fact denigrate marriage and unabashedly embrace unwed motherhood.Findings – The major contribution of this research is the recognition that low-income African American women and Latinas do value the institution of marriage and prefer to be married before they have children. Unfortunately, the exigencies of poverty force many of them to delay marriage indefinitely. A lack of financial resources, the importance of economic stability, gender mistrust, domestic violence, criminality, high expectations about marriage, and concerns about divorce are common reasons given for not getting married.Research limitations – Although San Francisco is a unique city, and I cannot generalize my findings to other locales, the experiences of homeless women in the Bay Area are analogous to what was happening throughout urban America at the end of the twentieth century.Originality – For homeless mothers in San Francisco, having children without being married is a consequence of poverty in which race, class, and gender oppression conspire to prevent them from realizing their familial aspirations, pushing them further into the margins of society. Using intersectionality theory, this research debunks the Culture of Poverty perspective and analyzes why homeless mothers choose to remain unmarried.

This study aims to explore intersectional gender inequalities that exist in accounting organizations.

A review of the literature, covering the period from 1990 to 2020, assesses the intersectionality of professional and social factors that shape inequalities in women’s professional accounting careers.

This study presents the complex facets of women’s inequality in gendered accounting organizations. The results reveal that inequity persists in accounting organizations despite organizational changes. The findings highlight the relevance of further research in gendered organizations to capture the intersectionality of gender with other forms of inequality.

This review informs professional organizations, accountants and company managers about the persistence of gender concerns in the accountancy profession in the last 30 years, despite stated accounting profession commitments to achieve gender equality, as promoted by United Nations Sustainable Development Goals. Moreover, some possible solutions are proposed.

This study focuses on a complex and challenging issue, contributing to the literature by extending classical narrative literature. This study presents a structured view of the various intersections of professional and social characteristics that created inequalities and the suggested solutions.

Purpose – Within cultural discourse, prescriptions for “good” motherhood exist. To further the analysis of these prescriptions, we examine how media conversations about Republican Vice-Presidential candidate Sarah Palin, Democratic Presidential nominee Hillary Clinton, and First Lady Michelle Obama during the 2008 presidential election campaign illustrate existing notions of good motherhood.Methods – Using qualitative content analysis techniques, we review media discourse about Palin, Clinton, and Obama during this campaign. We use existing feminist literature on motherhood and an intersectionality perspective to ground our analysis, comparing and contrasting discourse about these political figures.Findings – The 2008 campaign represented a campaign for good motherhood as much as it represented a campaign for the next president. Discourse on Palin, Clinton, and Obama creates three very different characterizations of mothers: the bad, working mother and failed supermom (Palin), the unfeeling, absent mother (Clinton), and the intensive, stay-at-home mother (Obama). The campaign reified a very narrow, ideological standard for good motherhood and did little to broaden the acceptability of mothers in politics.Value of paper – This article exemplifies the type of intersectional work that can be done in the areas of motherhood and family. Applying an intersectionality perspective in the analysis of media discourse allows us to see exactly how the 2008 campaign became a campaign for good motherhood. Moreover, until we engage in an intersectional analysis of this discourse, we might not see that the reification of good motherhood within campaign discourse is also a reification of hegemonic gender, race, class, age, and family structure locations.

The relationship between work and family has long been the subject of lively debate in the political, public, and academic arena. Employers in the hospitality industry should carefully consider the work–family balance of their employees because maintaining a good balance will result in lower costs, lower sick rates, and lower staff turnover. The term “balance” refers to the way in which work interferes with life at home and how home life interferes with work. It includes both the positive and negative effects that work has on the family domain and vice versa. As research on the psychological contract approach to the employment relationship is scarce with regard to work–family interference, it became the subject of this study. The results demonstrate that psychological contract measures, in particular time commitment, can explain work–family conflict, while job content can explain work–family enrichment. In addition, the study revealed that with the appearance of gender as a moderator, different additional factors may play a role in work–family enrichment and work–family conflict. Furthermore, it revealed that family structure is not a predictor for work–family interference. This paper discusses managerial implications and offers recommendations for further research.

The purpose of this paper is to examine the gendered effects of marriage and parenthood on income inequality among police officers.

This study uses survey data collected by the Current Population Survey (CPS) from 1976 to 2018. Ordinary least squares (OLS) regression is employed to analyze the effect of gender, marriage and parenthood on the yearly income of police officers, controlling for other demographic variables.

The analyses reveal that there is a large income difference among men and women police officers and the compensation processes appear strongly gendered based on family composition. Police women experience a large motherhood income penalty, while police men with traditional family structures have significant income advantages.

While the CPS dataset allows us to track national level trends of within-occupational income inequality, these data are unable to provide detailed information on the specifics of each police job, such as rank of police officers or work experience. Despite these limitations, this study uncovers important patterns in how family structure shapes police income.

The present study fills the knowledge gap about marriage and motherhood penalty among police. This study represents one of the first attempts to explore the gendered compensation processes that are shaped by marriage and parenthood status among police officers at a national level.

The purpose of this study is to investigate the strategies that New Zealand chartered accountants use to combine work and family responsibilities, and to relate these strategies to chartered accountants' career success.

The study analysed qualitative career history data obtained from interviews with 69 male and female experienced chartered accountants.

A comprehensive work/family strategy typology for New Zealand chartered accountants was developed. The five types identified were Traditional Men, Traditional Women, Work First Women, Family Balancers, and Stepping Stone Men. In general, those who followed a male linear career model (Traditional Men and Work First Women) demonstrated higher levels of career success. Some notable exceptions showed that career success could be achieved by those with higher levels of family responsibilities, if the employing organisation does not demand rigid conformance with the linear career model.

The purposeful bias in the sample selection and the diversity in the interviewees' workplaces decrease the study's generalisability. But those factors contributed to the ability to identify a wide range of current work/family strategies.

The paper provides a basis for the accountancy profession to adapt to the feminisation of the profession and the increasing demands for work/life balance by developing policies and practices targeted at enhancing career progression for a more diverse range of work/family strategic types than is currently recognised.

There are no prior data describing the diversity in New Zealand chartered accountants' work/family strategies.

The purpose of this study is to examine Latino adolescents’ perceptions of the effects of religion on family relationships in the context of intersecting variables of influence such as assimilation, family structure, and migration.

Consistent with the ecological and acculturation frameworks, this qualitative, exploratory study uses directed content analysis to analyze responses from 37 religiously diverse Latino adolescents to open-ended, semi-structured questions from the National Study of Youth and Religion to explore religious influence.

Results suggest that Latino adolescents feel that religion impacts family relationships, with higher degrees of positive religious influence expressed by Baptists and Latino males. Christians (various denominations) were more likely to report that religion affected family relationships than Catholics. All participants who stated that religion exerted a negative influence came from nontraditional families. Youths of Central/South American and Puerto Rican descent were more likely to report that religion affected family relationships positively than were Mexican adolescents. Overall, Latinas girls were more likely to have strong opinions about religion and family relationships than Latino males. Results also suggest an intersection between the Latino cultural values of respeto and marianismo with religion.

Although this study is exploratory and the sample was diverse, the results are not generalizable.

This study provides a sociological lens to the experiences of a rapidly changing and growing demographic in the United States – Latinos. These findings would be of importance to those who are interested in supporting Latino families and facilitating positive adolescent outcomes.

Shows the results of a survey about the antecedents of work‐family conflict in a sample of Spanish employees. Analyses and discusses the influence of job‐related and non‐related factors. The results indicate that both groups of factors are antecedents of work‐family conflict. Even though gender is not a significant variable to explain work‐family conflict, the empirical study found differences at the time to explain the antecedents of men and women's work‐family conflict. A few family‐domain and work‐domain perceptions had a strong influence on work‐family conflict such as the gender roles, importance of family, job flexibility and job mental and physical requirements. Some of these perceptions suggest the influence of a culture where traditional gender roles still prevail and family as an institution is very strong. Functional mobility and educational level are also antecedents of work‐family conflict. However, job category level, marital status, and social benefits do not have any influence on work‐family conflict in the multivariate analysis, but the bivariate analysis showed that they have indeed an influence on the work‐family conflict according to the hypotheses developed in the research framework.